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Overall Organization

7

1. Dealing with surprises in the line organization
2. Dealing with surprises in the self-managed organization
3. The organizational structure model
4. Structure of the first circles by the owner
5. The circle model as a management model
6. Emergent development of circles
7. The circle model as a pinboard

Circle Connections

12

1. The double connector
2. The single connector
3. Variations of subcircle connections
4. Formation of a sub-circle for specialist cooperation
5. Formation of a sub-circle with two delegates each
6. Contact person either for specific topics or for specific other groups
7. The participation circle
8. Coordination circle for which each individual group sends a representative
9. Coordination circle with representative delegates
10. Delegation pattern within the framework of the circle constitution
11. The Skilled workforce pool
12. Comparison of circle types

Circles

9

1. Distinction between core members and supporters in the leadership circle model
2. Lead – Follow – Inform – Reflect
3. Important differences between department and circle
4. The circle constitution canvas
5. Completed canvas example
6. Role canvas
7. Basic processes and starting recommendations for circles
8. How do employees come to hold their roles?
9. How are roles allocated when a new circle is being set up?

Self-Managed Working

8

1. Small-step trial and error approach
2. Agile organizational development wheel
3. The process of the agile organizational development wheel
4. The delegation matrix
5. The Lead monitor
6. Lead monitor – without the ‘open’ input field
7. Lead monitor – divided by topic
8. Special case – Crowd-based organisation

Deciding

16

1. Select from the center
2. Important differences between consensus and consent
3. Agreement vs. resistance query
4. Objection integration moderation
5. Hand signal for unconditional approval
6. Hand signal for slight reservations
7. Hand signal for serious reservations
8. Hand signal for standing aside
9. Hand signal for abstention
10. Hand signal for veto
11. Leaving the group
12. Resistance query
13. Example of a count
14. Five hand signals
15. Objection levels and their hand signals
16. Discussion hand symbols

Overcoming Challenges

8

1. Iceberg model of communication
2. The needs triangle
3. Theme-centered objection integration tool
4. Theme-centered objection integration process
5. Active listening group
6. Seating arrangement for Dynamic Facilitation
7. Checklist for the constitution of a consultative case decision
8. Example of a resistance query

Self-Managed Learning

2

1. Continuous learning support
2. Self-managed learning

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Self-Managed Working

Self-Managed Working

1. Small-step trial and error approach
2. Agile organizational development wheel
3. The process of the agile organizational development wheel
4. The delegation matrix
5. The Lead monitor
6. Lead monitor – without the ‘open’ input field
7. Lead monitor – divided by topic
8. Special case – Crowd-based organisation

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