Founder of Ekipa.co, Hugo Messer is one of the speakers at the renowned conference Voxxed Days in Singapore. His topic is 'running a boss-less organization'; if you are curious about how to do that, have a look at our Ekipa Reinvented principles: http://pub.lucidpress.com/46630220-695a-4a2d-8f8a-69a5358a6f25/#_0 Check out his presentation for #VoxxeddaysSingapore

1. Leading a boss-less
organization
Speaker HUGO MESSER
Using teal and agile

2. Slidedeck
Slidedeck Ekipa reinvented

3. ● About Hugo
● What I tried in Bridge
● Reinventing organizations
● What I tried in Ekipa
● Q&A

4. About Hugo

6. BRIDGE-GLOBAL.COM

7. 2016 - Bali

9. EKIPA.SG

10. What I tried in
Bridge Global

11. Bridge core values

12. 2011: Agile adoption

13. The rockefeller habits

14. One page strategic plan

15. Developers yearly appraisal based on:
● 50% customer rating (monthly)
● 20% billed hours
● 30% Professionalism, mentor feedback, productivity
Salary system

16. Bridge organogram today

17. Reinventing
Organizations

18. Reinventing Organizations

19. Evolution of organizations

20. Organizational
structure
Crisis management
Project management
Compensation and incentives
Staff functions
Decision making
Dismissal
Conflict management
Performance
management
Investments
Information flows
Meetings
Job titles and job descriptions
1. Self-management

21. From
Command
& control
Self
organization
Self Management

22. Safe space
Office spaces
Recruitment
Compensation &
incentives
Working hours
Storytelling
Dismissal
Conflict resolution
Feedback &
Evaluations
On-boarding
Storytelling
Meetings
Job titles and job descriptions
2. Wholeness

23. From
Work-life
balance
One ‘life’
Wholeness

24. Strategy
Performance
management
Change management
Planning & budgets
Recruitment
Competition
On-boarding
Profit & market share
Targets
Product management
& Innovation
Marketing
3. Evolutionary purpose

25. Military plans Sense and
respond
Evolutionary purpose

26. What I tried in
Ekipa

27. Hierarchy
All power is with the team. There is no formal
hierarchy, we abandon the traditional system.
There are no bosses to turn to. Teams decide
what they focus on, how they achieve outcomes
and how they solve problems.

28. Decision making
● All business information is open to all.
● We believe in the power of collective intelligence. Nobody
is as smart as everybody. Therefore all decisions will be
made with the "advice process":
○ Any person can make any decision after seeking advice
from 1) everyone who will be meaningfully affected,
and 2) people with expertise in the matter.
○ No colleague, whatever their importance, can tell a
decision-maker what to decide

29. ● Freedom and accountability are two sides of the same coin.
● We each have full responsibility for the organization. If we
sense that something needs to happen, we have a duty to
address it. it's not acceptable to limit our concern to the remit
of roles.
● Everyone must be comfortable with holding others
accountable to their commitments through feedback and
respectful confrontation.
Accountability

30. ● Base salary
● 10% commission from invoiced amounts
● 10% profit share for the team
● Commission for closing new deals
Ekipa salary system

31. Roles are fluid. We have no job descriptions. Every co-
worker is free to create, modify or remove roles. If you
think something adds value to your team’s purpose, you
own it and move it forward.
Roles

32. 2019

33. Conclusion

34. ● Self management = the future
● You need your own ‘flavor’ to make it work
● A system of accountability = the key
● Salary system needs a formula
Summary

35. Q and A

36. ● hugo@ekipa.co
● www.ekipa.sg
● Whatsapp: +6287786693690
Contacts Hugo Messer
Feedback

37. Slidedeck & Ekipa reinvented
Slidedeck Ekipa reinvented

38. Back up slides

39. Modern organizational paradigms

40. Ekipa is a 100% self managed organization without
any hierarchy. Everybody is an owner and
everybody shares in our success and income.
Everybody works on the things he wants to
contribute and we don't’ have fixed job descriptions.
We co-work with our customers to help them bring
entrepreneurship and agility to their organization.
Together, we create the company we want Ekipa to
be and we create better lives for ourselves and the
people we serve. We’re co-workers.
Ekipa story

41. We are a commercial company; our goal is to make profit.
Teams are 100% responsible for generating profit. All financial
information is open and accessible to everyone. Teams make
informed decisions based on the financial information available.
At the end of each year, 10 % of the profits will be shared with
the team(s). Teams decide themselves how to distribute the
profit between themselves.
Our salaries and other compensations are based on the Ekipa
salary system. In all situations where you need to spend
company money, you do so with caution; frugality and savings
are crucial to our company.
Income and profit

42. ● People are systematically considered to be good
(reliable, self-motivated, trustworthy, intelligent).
● Until we are proven wrong, trusting coworkers is
our default means of engagement.
Trust

43. Social cultural
blockers

44. #1
Followership

47. #2
Planning versus
Execution

49. Top-down
hierarchy
Bureaucracy
Detailed
instruction
Silos
Quick changes,
flexible resources
“ Boxes and lines
” less important,
focus on action
Leadership shows
direction and
enables action
Teams built
around end-to-
end
accountability
From organizations
as “ machines ” …
… to organizations
as “ Organisms ”
Source: McKinsey
Organization change

50. 2018