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How Jimdo scales their agile organization to 180 people (which is beyond dunbar’s number.


Communities of Practice



  • teamverløtung to
    • synchronize the company during a weekly roundup;
    • keep everyone in the zone of healthy tension or eustress; that is, it avoids distress because of big heaps of work that needs to be done;
    • facilitate direct face-to-face communication over ‘communication’ through a (ticketing) system;
    • enable valuable conversations about what matters most;
    • build trust;
    • catalyze mutual understanding;
    • know the reasons why some items will be worked on and others not;
    • educate everyone on the intent at least to levels up, the big, hard, aggressive goals, and the company’s strategy;
    • take advantage of the incredible amount of knowledge and experience from different disciplines gathered in this obeya.
    • discover simple and creative solutions immediately.
  • feel good manager (or feel good fairy to install a culture that keeps the happiness index at a high level with a casual face-to-face meetup of 20–30 minutes.
  • ??? café right after the teamverløtung to allow small groups to discuss certain topics and coordinate their efforts.

Open Prioritization Meetings

Goal #1

  • aligned autonomy to to maintain, or regain, alignment, increase maneuver, and have everybody move in the same direction in order to achieve outstanding feats.
  • intent at least to levels up to to
    • keep the flow and keep things moving;
    • subordinate everything else, and at times delay achieving local goals;
    • bring crystal clarity;
    • instill company-wide aligned autonomy;
    • allow a incessant decision stream;
    • take care of impediments immediately;
    • foster self-awareness and feeling of togetherness.
  • captain chaos to equip everyone with the best working environment possible—like in Pixar.
  • mission order to focus all forces on victory.



Facts about "Jimdo"
OrganizationJimdo + and Pixar +
PearlDunbar’s number +, Culture, communication, kaizen +, Chaorganization +, Life is a broccoli +, Purpose, principles, practices +, Kaizen is core +, Habit of changing habits +, Visual management +, Daily standup +, Ka-ching a day makes product owner hurray +, External moderator +, Retrospective gathering +, Guild +, Moderator guild +, Pool of moderators +, Outcomes controlled by same level +, Internal internship +, Pair work +, Cocreate experiment +, Slack speeds up +, Fridays are different +, Hackathon +, Act first, ask for forgiveness later +, Intelligently disobedient +, Intent at least two levels up +, Unity of purpose +, Kaizen guild +, Retrospectives all over the place +, Retrospectives deeply supported at top level +, Founder participates in retrospective +, System as product of interactions between its parts +, Interfaces and protocols +, Stable team +, Pi-shaped people +, Teamverløtung +, Zone of healthy tension +, Face-to-face communication +, Intent at least to levels up +, Big, hard, aggressive goals +, Obeya +, Feel good manager +, Feel good fairy +, Happiness index +, ??? café +, Open prioritization meeting +, Stakeholder pitches request +, Start with why +, Spice girls question +, Start what you finish and finish what you start +, Teams that finish early accelerate faster +, Just say no +, Aligned autonomy +, Incessant decision stream +, Captain chaos +, Mission order +, Everyone can do great things +, Retrospective prime directive +, True north +, Values and principles at all levels +, Lead by example +, We do not make mistakes, we learn +, If you are not having fun, do something else +, Always do your best + and Encourage wild ideas +