Self-Management Structures & Processes

What does it mean that Amanitas is self-managed? For some it may be obvious and for others it may be the first time they hear the concept. Self-management is sometimes easy to grasp and natural, and sometimes difficult to comprehend and apply at an individual level. In case you relate to the later, don't hesitate to reach out to the Arc of Collaboration team or anyone else to obtain support, people will be happy to help you out.

Here are some examples of practices (many of the wordings come from Laloux's book "Reinventing Organizations", pp 140-141):

• Teams (circles or projects) self-organize as they wish, defining everything their purpose (as long as it is aligned with Amanitas' purporse) to when, where and how often they meet.

• No "regular" hierarchy: there is no executive board of directors or managers of any sorts, and thus no executive coordination. This, however, does not mean that the organization is flat. Not everyone has the same power and the power is distributed. For example, those who are more invested, who hold more roles and have been around for longer have more power than a newcomer that hold only one or two roles.

• Radically simplified project management: "sense and respond" is one of our mottos (NOT "predict and control"), and the only project management tool we have are our trello boards (largely inspired by agile principles, model board here).

• No job titles (& no fixed job descriptions): we have fluid and granular roles based on people's preferences and competencies as well as Amanitas' evolutionary purpose.

• Decision making fully decentralized based on advice process: more info here.

• Self-set salaries with peer calibration: check out our nutrient distribution process.

• Information is fully transparent, from concrete to dos on trello boards to people's compensation.