(r)evolution lab and The Unleash Project — New ways of empowering youth, young leaders and organizations

We believe that the world needs more people who come together to design bold solutions to address the challenges of this increasingly complex and rapidly changing world. We also believe that our current education system is outdated and does not provide us with the kind of skills and attitude required to assume leadership and create innovative solutions. We think it is high time to mainstream new ways of learning, working and innovating that are adapted to the challenges our economy, society and environment face in the 21st century.

(r)evolution lab and The Unleash Project tackle these challenges: two open source, transformative and experience­ driven education programmes provide a platform for young people, executives and organizations to collaborate across generations and sectors. (r)evolution lab empowers participants to acquire professional skills in order to lead an imp!act event where youths discover their potential to turn ideas and passions into real life projects. The Unleash Project, on the other hand, focuses on equipping young people to shape their own meaningful careers together with executives, companies and partner organizations.

Not sure which programme is the right one for you? — Let us explain them in a nutshell:

(r)evolution lab – organize your own imp!act event

(r)evolution lab is a training program for (un)reasonably motivated young pioneers. In this experiential learning journey you will learn, share and above all experiment a wide range of skills and knowledge highly valued in any professional context: team and project management, facilitation, leadership, training design and wellbeing strategies. Equipped with these tools and skills, you can lead your own imp!act event from building your team to facilitating the event, empowering youth in their city to embrace their changemaker potential.

>>> To join the (r)evolution lab, it is highly recommended that you have participated in an imp!act event and are willing to share this experience by co-organizing your own imp!act – including the organization, team management, recruitment of participants, funding and facilitation of the event.

The Unleash Project – from career to vocation

The Unleash Project is a transformative education program that empowers youth, executives and organizations to embrace the emerging era of digitalization, knowledge, innovation and purpose. It provides future and present decision­makers with the experience, tools and mindset it takes to move from careers to vocation: where they live their values, do what they are passionate about and use their key strengths to address needs they truly care about in the world.

You learn through experience how to co-­create trustful, open and empowering work environments and foster the emergence of purpose and innovation at your workplace. You will benefit from peer support and learning groups, coaching and inspiration by your peers, executives and leading experts in the area of the future of work

>>> To join The Unleash Project, you either have completed (r)evolution lab, the former “euforia training programme eTP” or already have experiences in Project Management and/or Facilitation and are ready to shape your own meaningful career.

Both projects start in November 2016. Applications are open now:
(r)evolution lab
The Unleash Project

We are in the blog of Impact Hub Zürich

Read Marietta's blogpost: The X-factors behind Generation Y transforming 21st century organizational cultures.

Annual evaluation for members 2016

“I met so many wonderful people and feel I’m part of something meaningful and world changing”

euforians spoke. 31 of our members answered (fully or partly) the annual evaluation for members questionnaire. And their answers will make you smile. The questionnaire focussed on four main areas: our volunteers’ satisfaction regarding their overall experience as a euforia member, their learnings and personal development through volunteering with euforia, their involvement in strategic questions, and communication.

Looking at the results, the first striking figure tells us quite something on the level of engagement of our community: for nearly 70% of our volunteers euforia occupies a significant place in their lives. What’s more, euforians are really happy with their engagement, as shown by a 84% satisfaction rate. 80% of volunteers feel their engagement and commitment is recognised, and 75% are proud at how we live euforia values on a daily basis and at how their euforia experience contributes to fully unleashing their potential. Finally, 90% consider themselves free to decide on their engagement and 80% see their euforia volunteering supporting their wellbeing.

At euforia we consider personal development as a crucial component of the volunteering experience we offer. Therefore we asked our volunteers how happy they are with the skills they developed through organising one of our events (imp!act and STEP into action) and/or training and coaching our volunteers as part of the eTP (euforia Training Programme). euforians are simply staggered by how much they’ve learnt in terms of teamwork and project management; they’ve also developed sound facilitation skills and say that through euforia they’ve grown more aware of what contributes to their well-being – and it’d be hard to question how important this is in our fast-paced and ever-changing society.

As euforia aims to be a volunteer-driven organisation, we asked our euforic community how they would like to be involved in strategic questions. It emerged quite clearly that volunteers feel little involved in strategic issues. However they’d be willing to enhance their engagement through participating in temporary task-forces and workshops tackling specific issues, and during a one-day annual or biannual gathering in which euforians bring up issues to tackle with other euforians. They also value being updated on the progress on euforia’s annual objectives and on what the community is working on.
Euforians like how we spread euforic news, especially our engagement opportunities newsletter exclusive to our members, and the general newsletter. Though, writing belongs to the past – more visuals and videos would bring our communication to the next level.

Finally, ideas are plentiful as to how to get euforia even closer to be the one organisation everyone should get engaged with. Here are some of them: an online competence centre in which euforians outline their expertise, so that we know where to get help and can support each other best; social gatherings that bring our beautiful community together; and becoming aware of the contribution we’re making to changing the world for the better.

As talking is good, but walking the talk is better, we’re currently thinking at how to integrate euforians’ feedback and comments so as to boost our volunteers’ experience to the next level. Do you want to get involved to enhance our volunteer’s experience? Get in touch with massimiliano@euforia.ch.

WWF-Pandaction-Challenge - an imp!act event with a twist

From 20 to 23 October, WWF and euforia are organising a special imp!act together: the WWF-Pandaction-Challenge. As a special twist it`s focused on the topic “house of the future”. This is a chance to dive deep into the topic, get inputs from experts and inspiration from changemakers working in that field. It is also a chance for people as young as 14 years to discover their changemaker potential.

WWF is opening the doors of their Swiss headquarters for us and will be working in this great location. Additionally WWF experts from different departments as well as those from other organisations will give feedback and support to develop the projects.

We are looking for young people who want to invest their time and talent to tackle the global challenge of climate change. At the WWF-Pandaction-Challenge young people meet to imagine, invent and start their own projects or campaigns together. It`s a chance to try out something new, learn skills for future projects and have fun.

So you are between 14 and 25 years old? You want to fight climate change? Then we are looking for you!
Take part in this unique event and be part of the change! Sign up here.

What wellbeing can learn from the tribe space…

On the very first "Share & Grow night" I brought in the topic of wellbeing as a collective focus for everybody who is engaged in euforia. "What makes me well?" is an important question to answer not just for the people working at euforia, but in particular for the volunteers who give their periodical full energy, heart and time into projects they really care about.

So how do we navigate in wellbeing? Where can we find methods that sustains the kind of wellbeing and that does not stay on the surface?

As i went through the Kaospilot training, part of the education was also go through a programme called the Council Guide Training. The Council Guide Training is a Native American teaching about tribal life tools, methods and protocols.

The training takes 3 years to conduct, and I learned a great deal about what makes the difference from learning things that stay on the surface to what it means (and takes) if we want to work with deeper and more profound layers of learning and wellbeing… Wellbeing in yourself, in your relations as well as in your community. I also learned that these ancient ways of understanding and being in the world holds pieces of wisdom that we can still greatly benefit from today.

So in the first "Share & Grow nigh" about wellbeing, this particular friday evening, I decided to bring in some of these tools, some of the atmosphere and some of the practises that I found valuable to share. I was curious about who was gonna show up, and how they would receive this slightly peculiar and strange approach.  

But when you work with euforians, you also know that you work with a bunch of openminded, openhearted and curious people, which makes it always a joy to bring in new things. Therefore the connection, the personal learning, the closeness and the density of care and trust just kept growing throughout the evening. It was in the end an evening where I learned as much as anyone else in the room.

I was blessed with having people around me open to learn and to explore what really matters to them. Each person learned something profound for him- and herself, and together we learned that one of the things what really matters in life, is for all of us to always and continuously refine that internal listening and interpretation system, that allows us to better understand the signals from our bodies, the impulses from our hearts, the energy of the spirit and the waves of our emotions. This is the way to make sense of our experiences, take authentic actions and respond truthfully to our surroundings.

The feeling from this evening and from this group has been preserved in me, and it still touches me to see that we human beings somehow belong to the circles, that we need a community to support and challenge us, and that we need go grow an ever deeper connection with ourselves if we want deep or powerful wellbeing to exist in our lives.

Our dear "booster" Sidsel organised the first "Share & Grow night" for our volunteers. The next one will probably take place in November 2016. We'll keep you informed!

«The holocratic structure supports you as a person to evolve and become more aware»

Our summer volunteer Louisa Roos met with Stefanie Gfeller and had a conversation about Holacracy. Here is what she learned:

Stefanie, what do you do outside the scope of euforia?

I am currently self-employed. I work with organisations, teams and individuals to discover and develop their inherent potential by working with and on their challenges and conflicts. I work with them to become more natural at interacting together and dealing with their issues. With my work I also try to promote the circular structure discussed before and in general to find new solutions for our pressing challenges. I also continue to support the Holacracy implementation within Swisscom. At the moment my work is centred mostly around Berne and Zurich, but I would like to expand internationally.

I understand that you are involved in certain projects and the term ‘Holacracy’ was mentioned. Could you explain this concept?

I’m trained as a Holacracy coach. Holacracy is a new organisational concept, whereby the hierarchical, pyramidal structure of the working environment we are so used to, is replaced with an organic, circular structure. It is a hierarchy of actualisation, decision-making and leadership, where the power lies in a process rather than with a person. It is very experienced based. You start with a primary cell and all other cells emerge out of it. The structure is task and no longer people orientated. In the traditional organisation you usually have individuals around whom the structure is built. This leads to a lot of politics, shadow power structures and complicated decision-making processes. This is a very rigid structure. When Holacracy is implemented, it may be perceived as rigid too, but the process supports you to become agile and fast at working on your organisational structure. Furthermore, it helps you to eliminate the possible barriers, which are preventing you from doing your work.

How does this work practically?

Swisscom is already experimenting with this structure in some areas. Our former boss has given his authority into the holacratic process. In every circle there is a lead link, the person you organises everything and ensures that the people-role fit works. This person holds the purpose of the circle. Every circle also has a rep link. A super circle is required to assure that the former management configuration is not simply replicated into a circular structure.

Holacracy is very purpose orientated. When a new role is required, then it is first created and only then a suitable person to fit the role is sought. So an employee doesn’t have just one but multiple roles that constantly change and evolve. The approach is experience based, whereby it is discouraged to create out of thin air based on assumptions. Any tensions need to be processed and new roles, projects or actions need to be formed accordingly. This leads to a very fluid structure. A technological system to support this and assure full transparency is vital. Everything is captured in the system.

Do you require a very motivated work force for this holacracy structure to succeed?

To a certain extent, yes. You need to commit to working like this and this is not achieved within a day. The holocratic structure supports you as a person to evolve and become more aware. The whole structure is set up in a transparent way, so it’s very obvious what is going on. If you are not fulfilling your role, it will become evident after a certain period. In this case the team needs to consider whether they need to adapt something in their structure, create a new role or look for additional support. This encourages you to grow and become self-responsible. It is definitely a system for grown-ups.

Do most people enjoy this way of working or do some struggle to adapt?

The adaption period is undoubtedly quite challenging. Our society grooms us to work in hierarchal, pyramidal structures and to follow instructions. However, within a few weeks or months people start to see the benefits and begin to enjoy this way of working.

What would be your dream career path?

I don’t have a clear picture of which path I would like to take, but I strive to maintain a feeling of freedom and fulfilment. I am on my way to become a Process- and World worker. I would like to continue this path and constantly work in different contexts.

Stefanie Gfeller is a euforia volunteer and former staff who loves to experience, to learn and to bring together different contexts. She is a passionate collector of paradoxes who lives and works for: Purpose – People – Planet. She also works with organizations, teams and individuals to discover and develop their inherent potential and to transform their living and collaboration by working with and on their challenges. 

Born at imp!act: @ctive Asyl

«@ctive Asyl» is a project that was born at imp!act 2015. It fosters integration by providing communication tools. Together with their partners they recycle old laptops and offer free computer courses for refugees.

Simon, the founder of @ctive Asyl, told us about his motivations, passions and the idea of his project. Check it out here:

Two euforians exploring new oceans

Next year, euforia will turn 10 years old. Can you believe it? Born in May 2007 and raised by a handful of co-founders, the organization has since then grown to 27 employees and over 300 volunteers on three continents.

Currently, euforia is in the middle of a transition phase towards a community driven organization based on holacratic principles. This means that we are moving away from the heroic leader paradigm and start giving more power and responsibility to the team.

Within this transition phase, two long-term euforians decided to change roles and hand over more responsibility to other euforia members. We are really happy that Chantal and Jerónimo are going to embark on new professional adventures, while still staying involved in the organization part time in the future to support our ongoing scaling.

Chief Inspiration Officer and euforian from the very first day, Jerónimo feels that euforia has turned into a stable, healthy organization with no need for charismatic leadership. In a careful selection process, he has helped to build a strong team over the past years and at the same time started focusing on new personal goals. Now he believes the time is ripe to leave operations and take on an advisory role in which he will continue to support euforia’s growth. At the same time, freeing up the majority of his time will give him space for new projects further developing his vision on moving business towards sustainability, bringing more wellbeing to the social change sector and co-creating a global movement of neotribes – with euforia as a living example.

Also, our Chief Euphoric Officer Chantal is reducing her workload and leaving to new oceans. After building up euforia’s corporate circle over the past years, she feels it’s time to hand over part of her responsibilities and make space for new learning. Chantal is going to shake up the finance world, joining the innovation lab team at Raiffeisen in the role of a New Business Innovator – rocking now from the inside, still with the same mission of creating real change. At the same time she will stay on the team as a coach.

We want to thank those two beautiful people for their euphoria, passion, love, craziness and rock’n’roll. We are very happy to still have you on board of this crazy ship as coaches and benefit from your expertise and experience.