I lead Organizational Design at Airbnb. Previously: August, Undercurrent.
“Change Activism” has been a handy if hard-to-use phrase to help me frame how I view change in an organizational context.[1] We invite teams to try simple practices that make it easier for them to change actively, on-purpose, and informed by user data. When these practices work for teams,
As I was peeling carrots for soup last night (snow day!), I realized that I always do it the same way: by doing the big end first. If you peel the carrot the other way, starting with the skinny end, the diameter and the newly wet surface don't
Last year while in London helping Joe set up August's London office – and to help celebrate Joe's wedding, hence the gravelly tone and greasy appearance – I stopped by YCN to do a quick interview about how we help organizations learn. 0:00 /3:00 1× Transcript
Consulting is a simple business, with few logistical or financial challenges to master. Even so, we take operations pretttty seriously at August. Probably more seriously than most businesses of our size, but that’s what makes us great. Right? Over the last 18-ish months, we have developed five spreadsheets that
Occasionally in the course of running our business, we will create excess profits. Excess? Profits? I thought we were a for-profit business! Turns out you can have too much profit. For example, if you’re not expecting to have a big profit at the end of the year (because a
Why do founders behave so poorly? Why do they struggle to distribute authority? Why is it so hard for employees to have their voices heard, for their good data from the edge of the organization to be incorporated into decisions? I believe all of this stems from asymmetrical risk. Almost
Governance is recorded as either Roles or Policies. All of it is changeable with data on a cycle-by-cycle cadence, at open, facilitated Governance Meetings. Policies apply to teams that create them, and to any sub-teams. Everything else is up to your best judgement.
Some decisions are consequential and irreversible or nearly irreversible — one-way doors — and these decisions must be made methodically, carefully, slowly, with great deliberation and consultation. If you walk through and don’t like what you see on the other side, you can’t get back to where you were before.
At the beginning, August had two key goals: making a significant contribution to human productivity growth; being the fuel for meaningful innovation.
Three old technologies (rule of law, market forces, and transparency) can help us move toward seven universal performance criteria for organizations: purpose; fitness; vitality; fairness; power; connection; safety.
Using Amazon as a way to understand what works, what doesn’t, and what’s got to change.
When it comes to organizing humans, the only thing that matters is legitimacy.
