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initial narratives

the living book

Nomination: Top 40 HR Thinkers (and, no, we do not believe in ratings and rankings!)

18 mutige Managerinnen und Manager, 10 Spitzenforscherinnen und -forscher, 12 einflussreiche Beraterinnen und Berater: Wie wählte das Personalmagazin die 40 führenden HR-Köpfe 2021 aus? Ein Blick auf die Arbeit der Redaktion und die Erkenntnisse aus dem Auswahlprozess.

„We need to start the transformation with ourselves“

Interview New Work, Agile, Teal – there are many initiatives for a new future of work. Otti Vogt, until recently COO and Chief Transformation Officer C&G at ING, and Prof. Dr. Antoinette Weibel from the University of St. Gallen explain in this interview why these have not yet achieved broad transformational power and how things could be improved.

A Timely Laloux Retrospective: Why Teal is Wrong! (And Why You Should Care)

Since the publication of Frederic Laloux's Reinventing Organizations in 2014, "Teal" has become a hopeful utopia for its passionate followers in the global future-of-work community. Seven years later many find their dreams shattered, as the book’s revolutionary vision rests on patchy premises.

Beyond Agile — How to Craft Better Organisations?

Transcript of my marginally updated presentation on the evolution of Agile learning organisations, with more details on Performance Management and OKRs — supporting a stimulating dialogue and knowledge exchange with the executive Leaders of a world-leading agile engineering and technology company

LETTING GO OF LEADERSHIP – HOW IS THE CONCEPT OF LEADERSHIP THE PROBLEM?

By Otti Vogt (Part of a reflection on System Psychodynamics for INSEAD) and originally published on medium.com/@otti.vogt
The Urgent Case for A Global Leadership Iconoclasm

TALKIN’ ABOUT A FIFTH REVOLUTION - TOWARD A LIVING ORGANISATION PARADIGM

By Otti Vogt, originally delivered at the first annual Teal Around the World online conference July 2020.
Uniting Leaders to Craft the Organizations of the Future

Fighting Covid-19: Prime time for heroic leadership? A battle of Agile vs Resilience.

Let me be clear: we are all afraid. Yet, fear shall never come in the way of courageously doing what is right. Let us not speak of darker days: let us speak of sterner days. This is the hour to walk together on a journey from fear and isolation to greater humanity and deeper healing, to make sure we come out of the crisis more resilient and more united, and certainly a bit wiser about what truly matters in life.

„The dark side of OKRs and why we should care“

Antoinette has written a blog on OKRs to show how even modern performance management can lead to dehumanization. In a nutshell: individual level OKRs prevent reflection and incubation plus when pitched overambitious (as suggested) can be linked to gaming and unethical behavior. But even OKRs on the collective level need to be designed carefully as competition between teams can also undermine the contribution to the common good.

The Hidden Costs of Incentive Pay

In a well-read publication Antoinette together with Bård Kuvaas, Robert Buch, Anders Dysvik and Christina G.L. have shown based on three studies that extrinsic motivation (made salient through incentive pay) is negatively related to work performance and commitment but positively to burnout and work-family conflict.

Big Brother in Companies

In a wrap-up of her big (and quite frigthening) research project Antoinette explains the pittfalls of the rising datafication in companies.

The Challenges of Algorithm-Based HR Decision-Making for Personal Integrity?

Together with her co-authors and project partners Antoinette identifies an important challenge arising from the efficiency-driven logic of algorithm-based HR decision-making, namely that it may shift the delicate balance between employees’ personal integrity and compliance more in the direction of compliance. The authors suggest that critical data literacy, ethical awareness, the use of participatory design methods, and private regulatory regimes within civil society can help overcome these challenges.
If you would like to be informed about any new articles or videos, or if you have comments or questions, please just get in touch via our contact form.
our personal thinking

practical wisdom

speeches and PRESENTATIONS

HR Congress
We are not leaders. because we rule. We are leaders, because we truly care.
Talking About a Fifth Revolution
Living Room Conversations
Conversation between Rhea and Antoinette
Tackling the Elephant of Performance Management
Management for Radicals
Conversation with Michele Zanini and Otti Vogt
Management for Radicals
A Dream
Discussion with Daniela Fehring
What World Would you Like to Live in 2030?
Teal Around the World
Talk by Otti Vogt
Why TEAL is WRONG. Utopia for Corporate Realists: A radical dialogue on a new theory of change
Trust Rocks
ING Interview
Otti Vogt leaves ING after 5 years as COO to help building back better
Otti Vogt leavING ING
leadershape podcast
Leadershape
The Fifth Revolution
LEADING AUDACIOUS CHANGE
PODCAST WITH MARCUS DRUEN
MANAGING THROUGH RESISTANCE
Oracle Swiss Event
The Robots, HR and Ethical Challenges
my talk starts at minute 8 - and you will hear something about the Borgs and Trust...
Self-Leadership Couch
Gespräch mit Kollektiv Y
Gute Arbeit in guten Organisationen
Being Human
Conversation with Richard Atherton
Sparking the Virtue Revolution

Capitalism and Cancel Culture

BEWARE OF RAINBOWS and “pay your fucking taxes” - Splashy corporate gestures or ideologically-driven courts of public opinion often leave existing power structures intact.

"If this is a moment for power structures to be challenged, and old orthodoxies to be overturned, then understanding the difference between economic radicalism and social radicalism is vital.Brands will gravitate toward low-cost, high-noise signals as a substitute for genuine reform, to ensure their survival. Those with power inside institutions love splashy progressive gestures— but: a lack of due process does not become a moral good just because you sometimes agree with its targets."

We must remain aware "of the economic incentives here, particularly given the speed of social media, which can send a video viral, and see onlookers demand a response, before the basic facts have been established.For activists, the danger lies in the cheap sugar rush of tokenistic cancellations. Real institutional change is hard; like politics, it is the “slow boring of hard boards.”Along with anti-racism and anti-sexism efforts, LGBTQ politics suffers a similar confusion between economic and social radicalism. The violence and victimization of the Stonewall-riot era risk being forgotten in today’s “branded holiday,” where big banks and clothing manufacturers fly the rainbow flag to boost their corporate image. In Britain and the U.S., these corporate sponsors want a depoliticized party—a generic celebration of love and acceptance—without tough questions about their views on particular domestic laws and policies, or their involvement in countries with poor records on LGBTQ rights.

In the United States, diversity training is worth $8 billion a year, according to Iris Bohnet, a public-policy professor at Harvard’s Kennedy School. And yet, after studying programs in both the U.S. and post-conflict countries such as Rwanda, she concluded, “sadly enough, I did not find a single study that found that diversity training in fact leads to more diversity.”

When Amazon sponsored last year’s PinkNews Awards, the former Doctor Who screenwriter Russell T. Davies used his lifetime-achievement-award acceptance speech to tell the retailer to “pay your fucking taxes.” That’s economic radicalism.Here is another option for big companies: Put your money into paying all junior staff enough for them to live in the big city where the company is based, without needing help from their parents. That would increase the company’s diversity. Hell, get your staff to read White Fragility on their own time and give your office cleaners a pay raise."
https://lnkd.in/dMgEMFr

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getting in touch

contacts

Antoinette Weibel

IWER-HSG University of St. Gallen

where to find me

You can reach me on LinkedIn where I am very active and love to have conversations. For more formal requests you can also find me on the homepage of the Institute for Work and Employment Research.

available for

I am willing to support non-commercial pro-bono initiatives related to our project. In addtion I am also available for talks on trust and other topics related to this project for commercial initiatives in which case the interested organization would have to co-sponsor the phd who is working together with us on this project.

Otti Vogt

Responsible Leadership on youtube

Management for Radicals with Michele Zanini

where to find me

You can reach me on LinkedIn for any requests and conversations.

In addition, you will find all my official recordings on youtube and my public speaking engagements on thinkers360.

 
available for

I am currently on executive sabbatical until end 2021 and willing to support non-commercial "pro bono" initiatives related to our project.