Corporate-Rebels.com

From a bullring to a revolution ⚡ Two weeks ago, Seville’’s historic bullring became the stage for a very different kind of battle: a revolution against traditional management. 🤟 No bulls. No matadors. Just 100 rebels from 50 companies and 15 countries united to challenge the status quo. The irony? A place built to showcase control and hierarchy was now alive with pioneers tearing those systems apart. 🔥 CEOs who’ve scrapped hierarchies swapped stories with leaders who’ve ditched top-down salaries. 💥 Radical ideas from Japanese tech sparked debates with Belgian manufacturers. ✨ Most conversations weren't about theory. They were about the mess, the struggles, the failures, and the unexpected breakthroughs. Want to know what went down? Don’t miss our newsletter for the unfiltered stories from the Global Rebel Cell Meet-Up ➡️ https://lnkd.in/eDEe-yK9 #CorporateRebels #SelfManagement #Autonomy #FutureOfWork

Feedback’s easy… until it isn’t. We all say we want a great feedback culture, but so many things get in the way: ✋ The "prison of politeness" where we avoid tough talks ✋ Fear of hurting feelings or making things awkward ✋ Gossip culture filling the void when feedback feels impossible ✋ Struggling to hold each other accountable not in a top-down way But here’s the truth: thriving teams aren’t built on silence or sugarcoating. They’re built on honest, messy, and sometimes uncomfortable conversations. 🎙️ Join Lisa Gill and Vera Budean from Tuff Leadership Training to learn how to master the art of tough talks and strengthen relationships in a self-managing team. Because self-management is much more than upgrading the structures and processes. It’s also about building trust, addressing pitfalls, and shifting mindsets to work in a new way. 📢 Got any questions for Lisa and Vera? Drop them below, and come back on 16 December to hear the answers👇 #CorporateRebels #Mindset #SelfDevelopment #Feedback #Communication

Tired of top-down salary decisions? 💵 At Mindera, employees propose their own salaries. Sounds bold, right? 💪 It’s more than numbers. it’s about fairness, transparency, and giving employees real power. Here’s how it works: 1️⃣ You propose your salary. 2️⃣ An algorithm matches you with peers for feedback. 3️⃣ Peers create “comparison stacks,” rating skills, growth, and impact. 4️⃣ Reviewers check alignment with budgets and benchmarks. 5️⃣ Done: transparent, fair, and empowering pay. Of course, it’s not as simple and there’s more to this fascinating model. Check out Joost’s new blog post for insights ➡️ https://lnkd.in/e7fuy2iA #CorporateRebels #Salary #Compensation #Collaboration

Who should decide your salary? 💸 Your boss? An algorithm? Your colleagues? At Mindera, employees propose their own salaries. 💰 Mindera is a global software company and one of the most inspiring workplaces where work meets fun. Back in the day, salaries were set by the founders who worked closely with their teams. But as Mindera grew, so did the challenges. Salaries were not transparent, and Mindera stepped on the experimentation path. After testing different models, Mindera came up with their own “People Comparison” model. 🤝 The People Comparison model isn’t just about pay – it’s about trust, collaboration, and fairness. 🔍 Curious about how this system works in detail? Don’t miss Joost’s new blog post exploring the 5-step process. Subscribe and be the first to receive it ➡️ https://lnkd.in/eDEe-yK9 📸 Amy Hwang #CorporateRebels #Salary #SelfManagement #Compensation

The real definition of KPIs 😶🌫️ In many organizations, KPIs are just another way to micromanage, stifling creativity and innovation. But what if there’s a better way to measure progress without crushing motivation? Here are some real alternatives: 👉 Self-set targets (e.g. Morning Star’s “Colleague Letter of Understanding” practice) 👉 Simple benchmarking (e.g. comparing progress to the same period last year, keeping it flexible and human) 👉 Open-book management (making metrics transparent and letting teams take control) 👉 Employee-centric metrics (e.g. tracking innovation and experiments) What’s your take on KPIs? Share your opinion below! 💬 If you’re into self-management and progressive work practices, join our newsletter for a weekly 2-minute read ➡️ https://lnkd.in/eDEe-yK9 #CorporateRebels #KPI #Goals #Leadership

Overworking has quietly become the “normal” in so many workplaces. But let’s face it: exhaustion isn’t a productivity hack. What if well-being wasn’t a nice-to-have but the foundation of all organizations? Here are a few habits and practices to protect well-being at work: 🌿 Prioritize breaks (real ones): Step away from your desk, take a walk, or simply breathe. ⏰ Set boundaries: Stop glamorizing late-night emails and 24/7 availability. Work smarter, not longer. 💬 Normalize “I need help”: Fostering a culture of support beats silently struggling every time. 💡 Inject meaning: Purpose-driven work doesn’t drain you; it energizes you. 🧘 Be mindful: Even 5 minutes a day to pause and reflect can reduce stress and improve focus. It’s time to ditch burnout culture. Thriving teams don’t just hustle – they care for themselves and each other. 💡 Want to see how pioneering companies like yours are redefining workplace well-being? Grab our free guide “25 Proven Practices from Self-Managing Organizations” and uncover strategies that actually work, like rotating roles, practical happiness, closeness to nature, and others ➡️ https://lnkd.in/eVuHmhy9 ❓ What’s one daily habit or practice that has boosted your well-being at work? 📸 Dominee Calderon #CorporateRebels #WellBeing #Wellness #WorkCulture

Got a moose head on the table? 🫣 Teams often tiptoe around tough topics, hoping they'll magically disappear. Spoiler: they won’t. In Sweden, they call it the moose heads on the table. The Tuff Leadership Training team uses it as a metaphor for those taboo topics that quietly sabotage collaboration, trust, and psychological safety. Here’s how to deal with the moose heads: 🦌 Name it: Call out the tension. It could be interdepartmental dynamics, a “this is how we’ve always done it” mindset, or unspoken frustrations. 🦌 Put it on the table: Open the conversation, not to criticize, but to understand. 🦌 Empower the group: Let the team take ownership of finding solutions. Facing these challenges doesn't just clear the air – it builds a culture of openness, accountability, and trust. Have you ever had “moose head” conversations with your team? Share how you tackled it! 👇 🚨 Want practical tools to address tough topics? Join our Self-Management Bootcamp – a program designed to help you navigate the messy realities of self-management ➡️ https://lnkd.in/e2FQXDBX #CorporateRebels #Collaboration #Teamwork #Communication #SelfManagement

Want to thrive in self-management? Name it. Own it. Shift it. Progress doesn’t happen overnight – it’s built one small step at a time. Here’s a challenge for you: name your growth edge. What’s one skill or mindset holding you back from thriving in self-management? Is it trusting others to meet your standards? Avoiding decisions because you fear blame? Struggling to let go of control? 👉 Step 1: Be brutally honest. Write it down. No fluff, no sugarcoating. Call it like it is: “I avoid accountability because it feels safer to follow than to lead.” “I struggle with trust because I fear losing control.” 👉 Step 2: Take one small action. Delegate one task – no hovering. Speak up once in a meeting. Say “yes” to a risk you’d usually avoid. Tiny steps = massive momentum. 👉 Step 3: Forget perfection. Focus on progress. Step into discomfort. Learn. Adjust. Grow. What’s your next small step? Share it in the comments 👇 Get more practical strategies for thriving in self-management in our newsletter ➡️ https://lnkd.in/eDEe-yK9 📸 mounika.studio #CorporateRebels #SelfManagement #Progress #Mindset

Mistakes fuel growth. Embrace them! In a world that glorifies perfection, it’s easy to forget: mistakes are where the magic happens. ✅ They spark new ideas. ✅ They uncover blind spots. ✅ They lead to growth. Instead of asking, "Who messed up?" try asking, "What can we learn from this?" Shift the narrative from blame to discovery, and watch your team transform. Want to explore how embracing mistakes can revolutionize your work? 📩 Join 35,500+ changemakers for weekly rebellious insights in a 2-minute read from our newsletter ➡️ https://lnkd.in/eDEe-yK9 📸 Shared by Daniel Abrahams #Growth #CorporateRebels #Leadership #BestAdvice

How to build a learning organization 💡 One of the core principles of Bayer’s transformation is a shift from linear annual planning toward rapid 90-day cycles. This 90-day rhythm focuses on: 👉 Quick decisions 👉 Testing 👉 Learning 👉 Constantly evolving Curious to discover how the pharma giant with 100,000 employees is embracing self-management? 🔥 Watch the full interview on our website ➡️ https://lnkd.in/eZpzX7gb #CorporateRebels #Transformation #Learning #Business