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Featured In

users

Who is it
for?

The Freedom at Work model is for any organization that wants to build a high-performing culture based on freedom with accountability rather than fear and control.

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What's
the ROI?

Independent research shows that organizations that practice all three parts of the Freedom at Work model approach 7x higher revenue growth compared to the S&P 500 over a three-year period.

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How do We
Learn How to
Practice it?

The WorldBlu Academy offers proven courses for small business leaders and their teams delivered through a gamified and blended learning format on the three dimensions of the Freedom at Work model.

who

Who else is
doing it?

The Freedom at Work model is practiced by hundreds of leading brands and thousands of top leaders in over 80 countries worldwide. 

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Why Does It
Matter?

Fear is the biggest obstacle negatively impacting our mindset, the way we lead, and our workplace cultures, costing us personally and professionally. Research shows that by learning proven methods for how to live, lead, and work in freedom rather than fear, we transform our lives, workplaces, and world.

Welcome to Freedom at Work

Does your organization have a fear-based culture?


Do your leaders lead with fear rather than freedom?


If yes, then our proven Freedom at Work model can help you replace
fear with freedom for breakthrough results. 

Freedom at Work™ is a proven model that creates freedom-centered
rather than fear-based workplace cultures and leaders.

There are three dimensions of the Freedom at Work model –
Mindset, Leadership, and Organizational Design.

The purpose of the Freedom at Work model is straightforward –
to create workplace cultures that thrive on freedom with accountability
rather than outdated fear and control-based organizational design
and management techniques.

The Freedom at Work model was developed based on a decade of research
into the optimal model for organizational growth and leadership performance.

The Freedom at Work model expertly addresses the most pressing problems
found in organizations today regardless of their size, location, or industry.

Additionally, independent research confirms that companies that practice
Freedom at Work approach on average seven times greater revenue growth
compared to the S&P 500 companies over a three-year period.

Freedom-Centered organizations are also much more resilient during challenging economic times.

The Freedom at Work model has been used by top brands worldwide including
Zappos, WD-40, Pandora, DaVita, Mindvalley, Menlo Innovations, Widen, 
and hundreds more.

The proven Freedom at Work™ model simply works.

We invite you to learn more and join the movement towards
one billion people living, leading, and working in freedom.

Welcome to Freedom at Work

CEO

Yours in freedom,
Traci Fenton, Founder and TribeBlu

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The WorldBlu Freedom at Work™ Model

The Freedom at Work model is compromised of three core elements:
Mindset, Leadership, and Organizational Design.

Org
School
Team
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Freedom-centered MINDSET

Building a freedom-centered organization starts with a mindset of freedom rather than fear and control. 

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Freedom-centered LEADERSHIP

The second step is learning how to lead yourself and others using freedom with accountability. 

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Freedom-centered DESIGN

The last step is designing an organization using the WorldBlu 10 Principles of Organizational Democracy. 

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The Real Problem: Fear

The real problem the Freedom at Work model addresses
is fear in the way we live, lead, and work.

Symptoms of Fear
in Our Lives:
  • Smily Stress
  • Smily Anger
  • Smily Bullying
  • Smily Manipulation
  • Smily Perfectionism
  • Smily Judgmentalism
  • Smily Micromanagement
  • Smily Analysis paralysis
  • Smily Inaction
  • Smily Illness and disease
  • Smily Imbalance
  • Smily Burn-out
  • Smily Addiction
  • Smily Procrastination
  • Smily Low self-worth
Symptoms of Fear in
Our Workplaces:
  • Smily Bureaucracy
  • Smily Fiefdoms
  • Smily Territorial behavior
  • Smily Inefficiencies
  • Smily Conformity
  • Smily Stress and Anxiety
  • Smily Rigidity
  • Smily Finger-pointing
  • Smily Disengagement
  • Smily Command and Control Management
  • Smily Poor Communicaation
  • Smily Distrust
  • Smily Low Morale
  • Smily Rules and Policies
  • Smily Absenteeism and High Turnover
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Freedom at Work: For individuals

Design

At the WorldBlu Academy, we offer transformational courses specifically for individuals that focus on the first two dimensions of the Freedom at Work model: Mindset and Leadership.

Through our courses, we equip leaders with the proven skills and tools they need to learn how to cultivate a freedom-centered mindset and lead with
freedom rather than fear.

After a leader understands how to do this, they are then ready to learn how to design a freedom-centered culture.

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Our Courses for Individuals

At the WorldBlu Academy, we offer the following transformational courses
for individuals to learn how to cultivate a freedom-centered mindset
and lead as a Freedom-Centered Leader.

Next course begins Oct. 1, 2019

The Fearless Mindset Course

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Discover our 5-step practice for developing a fearless mindset in business and life

For leaders looking to break through any limitation

Next course begins Sept. 1, 2019

The Freedom-Centered Leader Course

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Discover how to lead yourself and others with freedom

For top leaders who want to lead with freedom, not fear

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Here’s What Leaders are Saying
About Our Courses

Here’s what leaders are saying about select badges
in our mindset and leadership courses.
4-The-Power-Question
This badge helped me crawl inside the deepest, darkest places in my head, and crawl back out again. I now feel like I am standing in the sun with a map to guide me forward.
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Callie de Roussan

United States

2.-The-Power-of-Vulnerability_
I believe this is a mandatory badge for everyone to truly think about vulnerability as a concept because it creates more trust and connection and no fear.
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Alexandra Enke

Germany

10.-Crucial-Accountability_
I can't be more positive about this badge! The most important people in my life are now benefitted every day because of this badge.
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Nathan Donaldson

New Zealand

8.-The-Illusion-of-Control_
I absolutely loved this badge! Great topic to reflect upon and the content was invaluable in helping with that reflection.
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Kevin Brinnehl

United States

Choice_Time_and_Energy_Management
This badge is packed with big and small ideas to make one's work and personal life more harmonious and effective. I highly recommend it!
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0-3

Ann Brown

United States

2-Listening-Levels
Good listening is an essential leadership skill and this badge helps show participants what it looks and feels like to listen at deeper levels.
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Kara_HS

Kara Conley

United States

Integrity_Setting_Healthy_Boundaries
This badge is worth the time you put into it and it helps you recognize where your boundaries are and where they may need to be.
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IMG_2654

Emily Jacoby

United States

2.-The-Blueprint-of-We_
A powerful tool that you can use both in your personal and professional life building trust and stronger relationships! Totally worth doing it.
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2015

Rita Abrantes

Netherlands

3.-The-Power-of-Introverts_
Wonderfully reflective, powerful badge. As a 'perceived' extrovert, this badge has shown me that it is ok for me to be a proud Ambivert.
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IMG_5238

Garry Turner

England

5.-Give-Receive-Feedback_
Receiving feedback is as important as giving feedback. Learning how to do both is critical. This badge gives you tangible steps to create better conversations.
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Annette Jensen

United States

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Freedom at Work: For Organizations

Research shows that a staggering 75% of an organization's culture
is determined by its systems and processes. This makes it critical to choose the right organizational design for high growth, peak performance, and a world-class culture. 

The Wrong Approach:
RightApporach
The Right Approach:
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The Optimal Framework for Design:
The WorldBlu 10 Principles of
Organizational Democracy

What is the optimal model for organizational design 
that creates an environment of success?

 

We believe the optimal model is organizational democracy.

But what is democracy?

Most of us think democracy means voting or politics - but that is not correct. 

Democracy is not a collection of practices; it is a system of principles
applicable to every area of life.

At its core, democracy is a way of organizing people to release
human potential for the benefit of all. 


After a decade of rigorous research, we've identified exactly what
principles are needed to create a democratic system.


We call these the 
WorldBlu 10 Principles of Organizational Democracy,
and they ALL must be in operation in order to create a robust, scalable,
and distinctly democratic organizational design. 

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    Purpose + vision

    When an organization and the individual know their reason for existing and have a sense of intentional direction.

  • discussgreen

    dialogue + listening

    When each person and the organization as a whole is responsible to each other and their community for their actions.

  • justice_03

    fairness + dignity

    When each person is treated justly and regarded impartially.

  • transparency

    transparency

    When ideas flow freely and information is openly and responsibly shared.

  • volunter

    accountability

    When each person and the organization as a whole is responsible to each other and their community for their actions.

  • learning

    individual + collective

    When individuals understand the unique contribution they make towards achieving collective goals.

  • vote

    choice

    When each person is encouraged to exercise their right to choose between a diversity of possibilities.

  • handshake

    integrity

    When each person steadfastly adheres to ethical and moral principles.

  • decentralization

    decentralization

    When power is appropriately shared among people throughout the organization.

  • evalution

    reflection + evaluation

    When there is a commitment to continuous feedback and development and a willingness to learn from the past and apply lessons to improve the future.

Download the WorldBlu 10  Principles of Organizational Democracy
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Freedom at Work vs. Fear at Work

What kind of workplace culture do you have?

Fear at Work: Freedom at Work:
Command and Control Democratic
Personality-driven Principle-based
Rigid Agile
Political Meritocracy
Slow Fast
Opaque Transparent
Paternalistic A company of leaders
Buys loyalty with perks and incentives Inspires greatness by giving real
power to the people
Survival of the fittest Ubuntu
A company of renters A company of citizens
Disengagement Engagement
Lacks integrity and ethics High levels of integrity and ethics
Rules and policies Uses common sense
Unfair Fair
Treats employees as cogs in a machine Treats employees with dignity and respect
Limited revenue growth Has on average 7x higher revenue growth
Less resilient Highly resilient
Limits potential Unleashes potential
Tells employees what to do Employees self-manage
Fear-based Freedom-centered
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The Stages of Organizational Transformation

We believe there are six major stages of organizational transformation.
What stage is your organization in?

Stage 1 : Fear-Based Organizations

Employees are governed by fear, control, secrecy, greed and manipulation.

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Stage 2 : Benevolent Dictatorship

Employees are governed by a leader who is kind but doesn’t trust them enough to give them real power and influence.

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Stage 3 : The Rich Dad/Mom

Management is “Dad/Mom” and the organization is financially well-off enough to do nice things for employees, temporarily masking the fact that they still have almost no influence or decision-making power.

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Stage 4 : Best Companies to Work For

An important step forward but the overall design of the organization still hasn’t changed. Nice perks have been added with a few more opportunities for employees to have influence and decision-making power.

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Stage 5 : Progressive Models

At this point, there has been a positive shift in the design of the organization, giving more power to employees through methods like self-management, holocracy, sociocracy, ESOPs, co-ops, servant leadership, or ROWE (Results Only Workplace Environments) models. However, mindset and leadership training may be missing and the organizational design is not yet fully democratic. 

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Stage 6 : Freedom-Centered Organizations

The organizational mindset, leadership style, and design have fully shifted from fear and control to the Freedom at Work model,  producing a democratic and freedom-centered culture. The WorldBlu 10 Principles of Organizational Democracy are all in operation throughout the organization. Employees are fully engaged and have real decision-making power and influence.

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The Benefits of Freedom at Work

The Freedom at Work™ model benefits both individuals
and organizations in many ways. 

  1. Leaders at Every Level

    Freedom at Work develops leaders throughout your organization, not just at the “top.”

  2. Revenue Growth

    Companies that practice Freedom at Work have, on average, 7x greater revenue growth over a 3-yr. period compared to the S&P 500 companies.

  3. Effective Hiring

    Freedom at Work teaches the #1 thing you must hire for to build a world-class culture.

  4. Increased Innovation

    Freedom at Work creates an environment receptive to new ideas, constructive failure, and meaningful innovation.

  5. Full Engagement

    Freedom at Work ensures the design of systems and processes that result in meaningful engagement throughout the organization.  

  6. Increased Resiliency

    During the Great Recession, the average failure rate of companies in the US was 10.33%. WorldBlu certified companies practicing Freedom at Work, had only a 4.6% failure rate, with 95% surviving the Great Recession.

  7. Integrity

    Freedom at Work develops higher levels of integrity and moral courage throughout an organization.

  8. Personal Accountability

    You can’t have freedom without accountability. Freedom at Work teaches individuals how to take extreme ownership of their thinking, actions, and decisions.

  9. A Model Culture

    Freedom at Work develops workplace cultures that are models for the world.

     

  10. Effective Teams

    Freedom at Work creates the systems and processes needed to have highly effective teams that enjoy working together.

  11. A Scalable Strategy

    Freedom at Work delivers not just tactics but a scalable, principle-based strategy for growth that is universally applicable.

  12. Customization

    Unlike other methods that are often based on one-size-fits-all best practices, Freedom at Work provides a principle-based framework that is customizable to any organization’s unique needs.

  13. Meaning + Well-Being

    Freedom at Work isn’t about perks and incentives – it's about creating an environment that is freedom-centered rather than fear-based, delivering meaning, fulfillment, and well-being to individuals.

  14. Principle Over Personality

    Freedom at Work isn't dependent on a charismatic personality at the “top” to make it work. Instead, it is based on timeless and universal democratic principles.

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Our Products + Courses
for Organizations

At the WorldBlu Academy, we offer the following transformational products
and courses for how to build a Freedom-Centered Culture.

Now Accepting Applications

The Freedom at Work Scorecard + Certification

Badge - WorldBlu Academy (1)-1

Transform your culture using our proven organizational design assessment

For organizations with 20+ employees and $1 million+ in annual revenue

Mastermind begins Jan.1, 2020

The Freedom at Work Mastermind

Badge - WorldBlu Academy (1)-1

Discover how to design a freedom-centered culture that grows your bottom line

For C-suite and HR/People/Talent leaders

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Here's WHAT LEADERS ARE SAYING ABOUT
THE FREEDOM AT WORK Model

dreamhos
FREEDOM AT WORK TOOK OUR SPIN-OFF FROM $0 TO $175 MILLION SALE IN JUST TWO YEARS.
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Dallas Kashuba

Co-Founder, Dreamhost

Widen-Digital-Asset-Management
WE'VE GROWN ON AVERAGE 23% Each Year OVER THE PAST 10 YEARS, LARGELY DUE TO FREEDOM AT WORK.
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Matthew Gonnering

CEO, Widen

nearsoft
WE GREW 12X WITH A 26% AVERAGE GROWTH RATE FOR THE PAST THREE YEARS.
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Matt Perez

COO, Nearsoft

wd40Green
OUR SALES HAVE QUADRUPLED AND OUR MARKET CAP HAS INCREASED FROM $250 MILLION TO OVER $2 BILLION.
author

Garry Ridge

CEO, The WD-40 Company

Untitled-33
We grew 63% in one year, adding over $1 million to our bottom-line with Freedom at Work.
090_Nathan_Donaldson_21-05-14LR

Nathan Donaldson

CEO, Boost

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FAQ

Have a question about the Freedom at Work model?
We have answers!
What is the Freedom at Work model?

Freedom at Work™ is a proven model that creates freedom-centered rather than fear-based workplace cultures.

There are three dimensions of the Freedom at Work model – 
Mindset, Leadership, and Organizational Design.

The purpose of the Freedom at Work model is straightforward – 
to create workplace cultures that thrive on freedom with accountability rather than outdated fear and control-based organizational design and management techniques.

The Freedom at Work model was developed based on a decade of research into the optimal model for organizational growth and leadership performance. 

What is organizational democracy?

We define organizational democracy as the 10 Principles of Organizational Democracy mentioned above. We do not believe an organization is democratic unless all 10 principles are in operation throughout an organization.

Does Freedom at Work mean no managers, bosses or a CEO?

Freedom at Work develops leaders throughout an organization, regardless of their title. We do not believe in “bosses;” we believe in leaders. We do not believe in the management of people, only resources.

And yes, you can still have a CEO, the same way a democratic country has a President, but that CEO’s job is to ensure the overall quality and health of the democracy within the organization.

Does organizational democracy mean voting on everything?

No. Voting is a decision-making method, but it is not inherently democratic. They vote in North Korea – but there is only one choice on the ballot, so it’s not very democratic!

There are many ways of democratically making decisions: voting with majority rule, consensus, and consent-based decisions.

An organization must decide what method they want to use to make decisions in their organization and who should be involved.

Many leaders are scared of democratic decision-making in organizations because they think it will slow things down.

But the reality is democratic decision-making creates alignment and an ownership culture faster so that when it comes time to implement the decision, it is a quicker and more effective experience.

How does Freedom at Work compare to other models out there?

While we aren’t familiar with every model of organizational design, what we have found is there are two main models of organizational design and leadership:

  1. Command and Control
  2. Democratic

Everyone knows that the command and control model is dead. However, most of the newer models being presented in the last few decades are more quasi-democratic. They may have some of the principles of organizational democracy baked into them but not all of the principles – which is why they don’t work as effectively as they could.

Most of the new models of organizational development don't address mindset and leadership in their overall strategy. They are usually practice-driven rather than principle-based and therefore not scalable. They are often overly-engineered, take out human emotion, and are prescriptive.

Democracy as a model of organizational design has been around for millennia; WorldBlu doesn’t claim to have invented it.

Our goal is simply to define the principles that actually create a democratic system so that more people can understand what democracy actually is. Then, it can be practiced much more effectively around the world in every industry and sector. 

Who developed the Freedom at Work model?

Traci Fenton, the Founder and CEO of WorldBlu, developed the Freedom at Work model, based on over two decades of research and global experience.

How long does it take to practice Freedom at Work?

The amount of time it takes to implement all three parts of the Freedom at Work model in an organization will vary depending on the size of the organization and the level of self-worth in their top leadership.

WorldBlu’s courses, based on over 20 years of research and experience, however, accelerates the transformation process, making it faster, easier, and more fun to build a truly freedom-centered culture.

Is Freedom at Work for every organization?

No, the Freedom at Work model is not for every organization and here's why -- Freedom at Work means creating a culture that brings out the best in people, and this requires that the top leaders of the organization have high self-worth. Without a sense of high self-worth, top leaders will feel threatened by the democratic culture being created and undermine it. 

At WorldBlu, to get into our Freedom-Centered Culture mastermind and courses, top leaders must have high self-worth. If they don't, we can still work with them provided they are willing to work on developing their level of self-worth. We offer support in this area in our Freedom-Centered Leader courses.

To date, we've worked in 80 countries worldwide and in dozens of industries, with small to Fortune 500 companies and we have proven that the Freedom at Work model is universally applicable. Everyone wants to work in freedom, not fear, regardless of what an organization does, its industry or what country it is based in. 

How do we get started with Freedom at Work?

The best way for an organization to get started with the Freedom at Work model is to take the Freedom at Work Scorecard so we can benchmark your organization’s current level of democratic design in your systems and processes.

Individuals wishing to get going with the mindset and leadership dimensions of the Freedom at Work model can start with our Fearless Mindset or Freedom-Centered Leader courses.

How do we develop a freedom-centered mindset in our organization?

Research shows that the average person thinks around 60,000 thoughts a day, and 80 percent of those thoughts are fear-based, negatively impacting their decisions and behavior. 

The WorldBlu Academy offers our transformational Fearless Mindset course which teaches individuals, among other things, a 5-step process for recognizing and overcoming any fear in life so they live, lead, and work more fearlessly. 

How do we develop freedom-centered leaders in our organization?

Research shows that 75 percent of people who voluntarily leave their jobs do so because of a bad leader, costing companies billions of dollars a year. 

The WorldBlu Academy offers our 12-week transformational Freedom-Centered Leader course which teaches leaders the skills they need to lead themselves and others fearlessly. 

How do we develop a freedom-centered organizational design?

Research shows that organizations that have freedom-centered rather than fear-based cultures are more engaged and have higher levels of revenue growth.

The WorldBlu Academy offers our Freedom -Centered Cultures Mastermind which teaches C-suite and HR/People/Talent (or equivalent) leaders how to design the democratic systems and processes that create a high-performing freedom-centered culture. 

Why is your company named WorldBlu?
Our name is "WorldBlu" because the color blue is universally recognized as the color of freedom around the world. Our vision is to see one billion people living, leading, and working in freedom rather than fear, so our name, WorldBlu, encapsulates that vision for us!
I want to learn more, how do I talk with someone at WorldBlu?
Great! Simply click the green button on the top left side of this page that says, "Book a Call" and book a call to talk with one of our top transformational experts who will explore if Freedom at Work and our courses are right for you. We look forward to connecting with you!
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Explore Related Podcasts + Videos

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to WorldBlu’s original content on these free channels.

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Organizations We’ve Impacted

We’ve impacted hundreds of companies from small to Fortune 500 companies
around the world. Here are a select few.