Ruben Timmerman

Discusses whether people can be trusted in self-managing organizations, exploring altruistic versus selfish motivations.

Offers advice to startup founders on overcoming slumps in growth by utilizing tension as a catalyst.

Explores how self-managing organizations like those using Holacracy ensure adherence to rules without traditional policies and processes.

Presents the internal communication rules of engagement used at Springest within its Holacracy framework.

Shares insights and observations from speaking on Holacracy at a forum in Shanghai, focusing on its application in a Chinese context.

Details how Springest, a self-managing organization, measures employee happiness as a key performance indicator.

Explains how Objectives and Key Results (OKRs) are integrated with Holacracy for strategic planning and goal setting.

Clarifies common misunderstandings about Holacracy, emphasizing its role as a framework rather than a complete solution.

Reflects on Medium's decision to discontinue Holacracy and how Springest managed similar challenges over three years.

Explores a new approach to web analytics focusing on user segments, templates, and content elements rather than traditional users and pages.