The peers behind Peerdom
We are a group of passionate peers and avid explorers searching for new ways to collaborate. Our mission is to help organisations - at any stage of development - evolve and thrive on their self-organisation journey. You can find a live overview of our organisation by looking at our own Peerdom Map.
Whether you’re dreaming about finding a more purpose-driven and rewarding way of working together, or fleshing out revolutionary ideas, don’t hesitate to send us an email at firstname.lastname@example.org.
A product of passion
Peerdom Map arose organically from a real-world case: our own organisational transformation at Nothing, our parent company, in 2017. At the time, we were exploring how we could inspire our organisation design from peer-to-peer network theory. Check out Nothing’s Peerdom, to see how they're using Peerdom to evolve their organisation design on a daily basis.
Influence and inspiration
In creating Peerdom Map, we have drawn inspiration from a variety of sources:
- Responsive organisations are built to learn from and respond quickly to the new, open flow of information.
- Frederic Laloux’s book “Reinventing Organizations” makes a compelling case for self-organised, purpose-driven organisations.
- Brian Robertson’s Holacracy framework as well as its basis, the dynamic governance system Sociocracy, both describe organisational models and protocols that distribute and decentralise power.
- More recently, improvements on the sociocratic model are actively proposed in Sociocracy 3.0.
However, Peerdom remains agnostic to any particular organisational dogma and has no fixed rules or procedures for how to define your organisation. We instead focus on making Peerdom intuitive, accessible, and useful for your whole team, no matter how you structure yourself. Simplicity is our northern star.
We adapt Peerdom to your organisation's unique needs with a customised, modular approach. For this reason, we like to start the adventure by learning about your organisation's context and discussing your objectives.
The advantages to defining job roles instead of job positions
Given an unpredictable world, consider building your organisation out of granular, dynamic building blocks (roles) rather than coarse-grained, rigid units (positions).
Read on medium.com
Discovering the dark side of self-organisation: 7 common challenges
Insights from the first Peerdom Forum, where we talked about common challenges in self-organised workplaces.
Read on medium.com