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Paul Walker

Organizational Development Specialist

About Paul

Paul is inspired by those who want to do things differently in order to have happier employees and more efficient organizations. He spent seven and a half years at Fortune 100 member and company culture trailblazer Zappos.com, where he implemented self-management principles, such as Holacracy and Teal, while improving organizational development and employee experience initiatives.

Paul specializes in making change convenient. That means making change simple, easy, and with minimal risks. He is a firm believer that you don’t need to spend millions of dollars and several years overhauling your business to shift your culture. With a few changes at a comfortable pace, you can transform your organization into the vision you’ve always had for it.

workshops & keynotes

Making Change Convenient

Organizational change doesn't need to be complicated or difficult. Find out how to lead change in a way that helps your team face challenges together positively.

Want something custom?

Feel like Paul is the right fit for your team, but you're looking for something that we haven't mentioned? Let's talk!

The Art of Expectation-Setting in Self-Management

The lure and promises of self-management have the potential to set your transition up for unwarranted failure. Learn how to manage the expectations in your org so that you are set up for success.

what people are saying

"Paul and I worked on the NRG campus event in Rotterdam in 2018. I had the pleasure of participating with him in the workshops. In his workshops Paul interacts pleasantly with the participants. He makes the whole concept of Holacracy non-threatening and actually the most natural thing to do."

— Erik, Lecturer/Course Coordinator at Industrial Engineering & Management

Psychological Safety and Performance

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Psychological Safety and Performance

When you imagine the words, "psychological safety," do you envision an environment where people are just pleasant to each other all the time and no real work or innovation happens? Many people do. When we look at the data and employee experience, however, the reality of what psychological safety means is very different. In this clip from a recent client session, Paul Walker (Speaker, Facilitator @ Octopy) discusses what psychological safety means, how it manifests during organizational change, the way it plays a role in how our teams come together, its impact on innovation, and much more! He even dives into data and studies performed by Google to see how important it is when compared to things like dependability, structure & clarity, meaning, and impact. Help us create a more human-focused future of work! https://www.octopy.io/ Connect with us- Instagram: https://www.instagram.com/octopy.io/ Facebook: https://www.facebook.com/octopy.io/ Linkedin: https://www.linkedin.com/company/octopy-io/about/

Self Management vs Self Organization

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Self Management vs Self Organization

In this clip from a recent client session, Paul Walker (Speaker, Facilitator @ Octopy) discusses the confusing language that people use when it comes to allowing their employees to manage and define their work within systems like Holacracy. Here, he describes what difference, if any, there is between the concepts of Self-Management and Self-Organization. Help us create a more human-focused future of work! https://www.octopy.io/ Connect with us- Instagram: https://www.instagram.com/octopy.io/ Facebook: https://www.facebook.com/octopy.io/ Twitter (Matt): https://twitter.com/mattdunsmoor Linkedin: https://www.linkedin.com/company/octopy-io/about/

How to Define a Meaningful Purpose

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How to Define a Meaningful Purpose

Words like "Mission," Vision," and "Why" get thrown around a lot when it comes to defining a company or team's purpose. What gets missed in these conversations oftentimes, is that the format you use to define these things has a massive impact on how it is carried out. In this clip from a recent client session, Paul Walker (Speaker, Facilitator @ Octopy) shares the three components of an effective, powerful, practical, and meaningful Statement of Purpose (SoP), which are Outcome, Method, and Audience- Octopy's blueprint for an Outcome-based Statement of Purpose. Help us create a more human-focused future of work! https://www.octopy.io/ Connect with us- Instagram: https://www.instagram.com/octopy.io/ Facebook: https://www.facebook.com/octopy.io/ Linkedin: https://www.linkedin.com/company/octopy-io/about/

Managing Expectations of Holacracy - Paul Walker

Managing Expectations of Holacracy - Paul Walker

Paul Walker spoke at the 2019 Annual Holacracy Forum in Amsterdam. His presentation focused on how to manage the expectations of a Holacracy implementation to help eliminate confusion, prevent skepticism and resistance, and make it easier and more likely to succeed for every member of the organization. Paul Walker now works with Octopy, where he specializes in helping organizations implement self-management. Check us out! https://www.octopy.io/

4 Benefits of a Strong Statement of Purpose

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4 Benefits of a Strong Statement of Purpose

Why is it even important to have something like a Vision, Mission, Why, or general Statement of Purpose for an organization? In this clip from a recent client session, Paul Walker (Speaker, Facilitator @ Octopy) shares four huge benefits for implementing an Outcome-based Statement of Purpose on your team. Help us create a more human-focused future of work! https://www.octopy.io/ Connect with us- Instagram: https://www.instagram.com/octopy.io/ Facebook: https://www.facebook.com/octopy.io/ Linkedin: https://www.linkedin.com/company/octopy-io/about/