🤟 Why Self-Management Feels Like a Revolution

Hi Reader,

Self-management: it’s a buzzword until it’s not. When you pull the rug of hierarchy out from under your organization, things get real. Fast.

Transforming to self-management isn’t a utopia either. It can be messy. It exposes weaknesses in your culture and strengths you didn’t know were there. It forces everyone to level up (and some middle managers to step down). But if you get it right, the payoff is huge: a team of equals that owns their work, drives results, and actually cares about what they’re doing.

This was one of the main topics we discussed with Lisa Gill—one of the world’s leading experts on self-managing organizations—when we visited her earlier this week in Barcelona to shoot video coverage for our newest Self-Management Bootcamp. Lisa’s insights hit hard and stay with you. She knows what it takes to guide people through the mess and into the magic of self-management.

During our time together, we focused on the dynamic no one likes to talk about: when you flatten the org chart, power doesn’t disappear. It moves.

Two Sides of the Shift

1. The Fall from Power: People who used to have titles that commanded respect now need to earn respect. They lose the comfy armor of positional authority and often struggle with questions like, “If I’m not the boss, who am I?” This can look like resistance, micromanaging, or just plain sulking. It’s not fun to watch—but it’s human.

2. The Rise of Agency: Then there are the folks who never had power but suddenly find the spotlight on them. These are your quiet contributors who now need to step up, take ownership, and make decisions. It’s exciting but terrifying. Some rise to the occasion; others freeze.

Sound chaotic? It is. And that’s the point.

Why This Matters

Flattening isn’t about removing power. It’s about redistributing it to where it’s most effective. But that’s not easy. Positional power is a shield. It lets leaders stay comfortable, and it lets everyone else avoid responsibility. When you take that away, you’re asking everyone to show up in a way they might not be ready for.

For the former managers: This means learning to lead yourself, not manage others. To guide, not control. To join initiatives of others, not micromanage. (Yes, this is a big ask.)
For everyone else: It’s about embracing accountability. To take initiative and be visible. To take risks. To lead. (Even bigger ask.)

How to Make It Work

Talk about it. Be real about what’s happening. Acknowledge the discomfort and the growing pains. Transparency builds trust.
Reframe power. It’s not gone; it’s just different. Positional authority is out. Shared responsibility is in. Influence is earned, not granted.
Support the shift. Give people tools to thrive in their new roles. Train former managers to lead themselves and join initiatives of others. Train others to take initiative, be accountable, and lead themselves. (And be patient. No one nails this on day one.)
Watch for transformation. Some people will shine. Others will struggle. That’s natural. The goal is not perfection—it’s evolution.

Self-Management Bootcamp

Conclusion? Power isn’t bad. Hoarding it is. Redistribution? That’s where the magic happens.

For people in self-managing organization to make this shift, we recently launched our own Self-Management Bootcamp. This isn’t a lecture series or a slide deck marathon. It’s a hands-on, experiential deep dive into the mindset and skills that make self-management work.

We built this training with Tuff Leadership Training, the go-to experts for self-management skills and behaviors. Lisa Gill, one of their superstar trainers, is at the helm. That’s why we were in Barcelona earlier this week—capturing her insights on video for this program. Lisa doesn’t just teach self-management; she embodies it.

Interested in joining this transformative training? You can find the full program details here. Many trailblazing (self-managing) companies like ET Group, Schuberg Philis, Everoze, Indaero, Camplight, Konsileo, Beetroot, NER Group, and, yes, Corporate Rebels have already experienced the shift. Now it’s your turn.

Updates from Corporate Rebels HQ

Here's a quick overview of everything happening at Corporate Rebels:

Global Rebel Meet-up: As you read this newsletter, we’re on the ground at our Global Rebel Meet-up in Sevilla, Spain. This year, we’ve gathered around 100 trailblazers representing 48 companies from 15 countries to celebrate and explore progressive ways of working. The event features an incredible lineup of speakers, including Lisa Gill, Luis Simoes, Doug Kirkpatrick, Dunia Reverter, and two dynamic panels with a host of other inspiring panelists. It’s a celebration of innovation, collaboration, and bold transformations in the workplace.
Pioneer Interview with Lisa Gill: Earlier this week, we hosted a captivating Pioneer Interview with Lisa Gill on our platform, exclusively for members. In this live session, Pim, Emma, and Lisa dove deep into the mindsets and behaviors essential for thriving in self-management. Drawing on their extensive experience in organizational transformation, they shared actionable insights and real-world examples that resonated with the audience. If you missed it and you’re a member, you can catch the recording in the community.

New article

A new article has been published on our blog earlier this week:

Bayer’s Bold Bet: How a 160-Year-Old Giant is Liberating 100,000 People
Pim explores how Bayer, with 100,000 employees, is attempting to ditch bureaucracy for self-management, aiming to prove that even corporate giants can embrace trust and autonomy over control. Their bold experiment isn’t about creating chaos—it’s about rethinking structure to unlock speed and creativity. Read more here.

What inspired us

Here's something noteworthy we discovered this past week that you’re going to love:

Want Teams to be Self-Managing? Be More Coaching
I just wrote how self-managing teams don't emerge from good intentions—they thrive when leaders model the same autonomy and accountability they expect. In her latest article, Lisa Gill unpacks how embracing self-management as a leader isn’t just inspiring—it’s the cornerstone of empowering teams to deliver their best. Read more here.

Your weekly challenge

At Corporate Rebels, we believe that small changes lead to big results. That's why we challenge you each week to make a small but significant change. This week....

I challenge you to name your growth edge. Start simple. What’s one skill or mindset you need to shift to thrive in self-management? Maybe it’s learning to trust others, embracing accountability, or letting go of control. Whatever it is, be honest. No fluff, no excuses.

Once you’ve identified it, name it. Write it down, plain and direct: “I struggle to trust because I’m afraid others won’t meet my standards.” Or, “I avoid making decisions because I don’t want to be blamed if things go wrong.” Clarity here is everything.

Now, take one small step. If trust is your edge, hand off a task or let someone else make a call without hovering. If speaking up scares you, put one idea on the table this week. If risk feels like the enemy, say “yes” to something you’d normally dodge. Small actions create momentum, and momentum rewires your habits.

The goal isn’t perfection. It’s progress. Step into the discomfort and see what changes.

Cheers,

PS: Want to be where the rebels gather? Exchange ideas, share experiences, and learn from 1,500+ pioneers who are actually doing self-management, not just talking about it.

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🤟 Why Self-Management Feels Like a Revolution—and That’s Okay