Sublime

there is little possibility of achieving constructive, sustained governance with existing concepts of organization. People everywhere are growing desperate for renewed sense of community.

One way to keep a project moving is to have someone who feels ownership for the whole thing, rather than any of its individual parts.

Divide big teams into smaller ones aligned around projects, product lines, customer segments, geographical locations, etc., based on the idea of getting everyone in the organization into small teams and as close to his or her respective customers as possible.

Leaders of Teal Organizations therefore must embrace trust twice: they must trust that they can give up a sure thing (economies of scale) for something less certain but probably much more beneficial (unbridled motivation). And, after having already severed the power transmission of middle management, they must give up the illusion that staff functi

To prevent this from happening, group tasks into functions and assign each function to one—and only one—person. These are your areas of responsibility. Apple pioneered AORs in Silicon Valley, but now most successful tech companies use this method. Create a document that lists all of the company’s functions and, for each, the directly responsible in