The Great Work Cultures initiative is bringing together individuals, organizations, and networks to co-create a new norm for work cultures that optimizes worker effectiveness and human happiness. This blog entry delineates how self-managing organizations are fractal in nature.

Harvard Business Review covers the Holacracy operating system and the challenges that some companies have when adopting this model. In contrast to Holacracy, the planning workshops that FractalOps offers allow organizations to design their own processes and practices for self-management.

Brian J. Robertson created the Holacracy system of self-management. (His organization is one of those in Frederic Laloux's research.) Zappos is the largest organization to adopt the Holacracy operating system, and this Business Insider article provides an overview that describes their approach.

Buffer is one of the organizations in Laloux's research that adopted self-management with a seat-of-the-pants approach. In this article, Leo Widrich discusses how a natural hierarchy is a preferred approach to a completely flat organizational structure.

This article is by Mike Arauz, co-founder of August, an organizational design firm that helps teams develop their capacity to learn and adapt quickly, together. Mike is also a co-author of the Responsive Org Manifesto.

This article is by Agile experts Jim Mruzik and Don Peters of WWT Asynchrony Labs describes how self-management flattens out organizations and makes individuals accountable to their personal job responsibility, rather than a boss at corporate.