What if the secret to transforming your company lies in a radical shift in Your Leadership Approach?
We use our award-winning Freedom at Work® leadership strategy to help business leaders shift their companies from burdensome hierarchy to organizational democracy, driving remarkable leadership, culture, and growth.
Nearsoft: A WorldBlu Certified Freedom-Centered Organization
TRUSTED BY
What Challenges Do We Solve?
Since 1997, we've used the award-winning Freedom at Work® leadership strategy to help leaders shift their companies from burdensome hierarchy to organizational democracy, driving remarkable leadership, culture, and growth.*
(*CEOs implementing the Freedom at Work® system achieve a cumulative average revenue growth rate of 103% over three years.)
Leadership
Development
Culture
Transformation
Engagement &
Retention
Systems &
Processes
Change
Management
Hybrid
Workplaces
Talent
Management
Mental
Well-being
What Benefits Do We Achieve?
Our award-winning leadership approach achieves the following benefits for our clients:
Leadership
Excellence
Healthy
Cultures
Trust &
Respect
Organizational
Democracy
Decentralized
Teams
Joy &
Fulfillment
Organizational
Resilience
Bottom-line
Growth
Power Your Company with
Freedom at Work
Freedom at Work Outpaces
the Competition
700%
Greater revenue growth for our clients compared to the S&P 500 over 3 years
200
WorldBlu certified Freedom-Centered Organizations have earned the exclusive award
27
Years pioneering the Freedom at Work Leadership Strategy
100
Number of countries we’ve trained leaders in
9.9/10
Average rating of our programs
1052000+
Number of employees impacted by Freedom at Work
99%
Completion rate of our training
Our awards and global recognition
Our Standard
Lead with Freedom & Grow Your Company
Freedom-Centered CEOs and their teams have the power to transform our workplaces and our world through the way we run our businesses each day.
Join the movement to transform business growth with one billion people living, leading, and working in freedom rather than fear around the world.
Here's why CEOs love
Our Approach
Thanks to Freedom at Work, our sales have quadrupled and our market cap has increased from $250 million to over $2 billion.
Garry Ridge
CEO Emeritus | The WD-40 Company
Freedom at Work has helped us grow on average 23% each year over the past 10 years.
Matthew Gonnering
CEO | Widen, an Acquia Company
Freedom at Work ultimately helped us grow and took our new spin-off from $0 to a $175 million sale in just two years.
Dallas Kashuba
CEO | DREAMHOST
With Freedom at Work, we've grown more than 12x. Our growth and success is a direct result of Freedom at Work.
Matt Perez
COO | Nearsoft Encora
As a result of Freedom at Work, we've grown 63% in one year.
Nathan Donaldson
CEO | Boost
Discover the Game-Changing
Freedom at Work Strategy
The top CEOs worldwide are shifting from hierarchical to democratic leadership and organizational design that is more decentralized, collaborative, adaptive, and scalable. Get inspired by companies practicing Freedom at Work worldwide and discover how to bring it to your team.
FEATURED IN
Join the Movement
Encora Nearsoft
Hermosillo, Mexico
The WD-40 Company
San Diego, CA
Widen
Madison, Wisconsin
DaVita
Denver, Colorado
Grupo Elektra
Mexico City, Mexico
Boost
Wellington, New Zealand
Bruno Schillig
Buenos Aries, Argentina
Mindvalley
Tallinn, Estonia
15Five
San Francisco, CA
Achievers
Toronto, Canada
ADEC
Port-Au-Prince, Haiti
Rev Asia
Kua Lumpar, Malaysia
AIESEC International
Montreal, Canada
New Belgium Brewing
Fort Collins, CO
Latro
Istanbul, Turkey
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Freedom at Work
Tip of the Week
Most fear-based organizations don’t have core values. But what if you took your core values and turned them into an actual pledge that your team upholds? One thirty-person WorldBlu certified digital advertising agency in Pennsylvania does just that with their “Promises Pledge,” which states what employees will promise to do for other employees, partners, and even vendors.
- from Freedom at Work by Traci Fenton
How do you make sure you’re having healthy, fearless conversations? The employee-owners at one WorldBlu certified solar-electric company in Boulder, Colorado, practice Frank, Open, and Honest Conversation, or“FOH” as they like to call it. The practice establishes ground rules for discussion and a shared standard of communication both internally and externally.
- from Freedom at Work by Traci Fenton
How can your company live its Purpose and Vision? Over 52,000 teammates at a WorldBlu certified global healthcare company in Denver, Colorado, regularly receive a survey that asks, on a scale of one to ten (with ten being the highest),“How well are we living our Purpose and Vision and why?” It’s a great way to quickly check and see if you’re staying on track—or not.
- from Freedom at Work by Traci Fenton
Organizations and teams need clear processes and guidelines for making smart, strategic, and non-reactionary decisions. At a WorldBlu certified product-software development company based in Mexico, they have a Decision Matrix that guides their decision-making process. The Decision Matrix outlines the types of decisions to be made and who should make them.
- from Freedom at Work by Traci Fenton
How do you make sure that employees have the right to speak freely and openly within an organization, especially if what they have to say isn’t what the leaders want to hear or have widely shared? A WorldBlu certified Massachusetts-based fair trade food cooperative created a worker-owners list of Rights and Responsibilities, which was written and approved by their 150 worker-owners and which only they may amend. The document states that all worker-owners have free speech rights.
- from Freedom at Work by Traci Fenton
A WorldBlu certified multinational IT company realized thousands of their employees were creating incredible value for their customers, but they were not documenting these initiatives and solutions. So, they created a “Value Portal,” a company-wide initiative designed to document customer-focused innovations. Employees have generated more than five hundred ideas for the Value Portal, millions of dollars worth of new ideas and opportunities, and produced important, patentable intellectual property.
- from Freedom at Work by Traci Fenton
How can leaders make it clearer who is accountable for what? A WorldBlu certified Virginia-based telecom company instituted a process called “As and Os,” short for Achievements and Objectives. Each Monday, all employees send out a detailed list of their achievements from the previous week and their objectives for the coming week. Then, at their Monday morning all-hands meeting, each employee shares their top three As and Os so everyone knows who is working on what.
- from Freedom at Work by Traci Fenton