2 Structures Found In Animal Cells But Not Plant Cells Fractal Leadership

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Fractal Leadership

Fractal Basics

Fractal geometry refers to repeating patterns in nature. The concept is simple yet so vast and vast. Some scientists say that life itself is built on fractal geometry. Others say it is “God’s fingerprint”. You will find fractals or repeating patterns in all aspects of our universe. Fractal geometry is found in everything from behavioral patterns to plants to sound waves. Life as we know it is built on this structure, and life has thrived for billions of years. The concept of fractal geometry permeates our very existence.

Perhaps one of the simplest explanations is to look at a tree. The main trunk supports the branches, the large branches divide into smaller branches, they divide again into smaller branches, and this pattern is repeated down to the leaves.

In human and animal reproduction, cells duplicate by dividing from a single cell into two cells, then four, then eight, and so on and so forth.

The structure of the landscape can be seen in the patterns of geometric shapes. Mountains repeat triangles of different sizes. Clouds in the sky can also be seen in Fractal Geometry. A small piece of cloud looks the same as a large piece of cloud.

Although Fractal Geometry has always existed since the creation of our universe, it was “discovered” by Benoit Mandelbrot, a Jewish scientist living in France. He later became an IBM employee in the 60s and discovered that repeating patterns in nature could be mapped to a mathematical equation. With this mathematical equation, he assigned digital colors to whole numbers, and when computerized, colorful repeating patterns came to life. The amazing thing is that the mathematical equation, colors and patterns are endless. You can zoom in on the model forever, and even though the model is constantly transforming, the same distinct patterns appear over and over again. This model was named the “Mandelbrot Set”.

The scientist took the mathematical equation and applied it to many things. One of the advances they made was in visual technology. They designed software, which helped them take a big step forward in the aeronautics industry. The imaging software they designed was now able to depict endless patterns in nature, which aided visual simulation software designed for pilots in training.

In the law enforcement industry, they applied Fractal Geometry to their video surveillance technology to achieve much clearer images and videos by applying repeated patterns of the same image on top of the original image.

Fractals in business structure

If you look back in history, you will find fractal patterns. Military ranking systems, monarchy/kingdom structures, Egyptian pyramids, family trees, ancient stories passed down from generation to generation and even the structure of a song.

Based on the Fractal Geometry model, businesses structured this way will also be self-sustaining and fuel growth. This is how humans are designed to think, live, work and thrive. Like the human body, a business organization is similar in that it needs many parts to work together in order to thrive.

Many times when business systems fail, it is because the leadership structure is flawed. Most often when there is a boss and many employees. This type of structure is inefficient because one person cannot effectively manage such a large number of people. Many employees leave based on their boss’s performance when the boss loses touch with them. When the bond of relationship is lost, vision and motivation soon follow.

With the fractal leadership system, a natural correction occurs. Because skills are multiplied and transmitted, the employee can become a next-level manager easily and seamlessly. There is a natural restructuring that takes place. New managers are put in place, employees are reassigned, and the organization embraces changes that make the business more efficient. Healthy living organisms are constantly growing and changing. The same should be true for organizations.

When building a business structure based on Fractal Geometry, there are a few key points to remember.

1. The structure must be scalable.

2. All members of the organization must be on board with the Company’s vision/DNA.

3. Members must work within their chain of command.

4. Skills must be divided and multiplied by the next level.

5. 2-4 members per level are optimal.

When an organization is restructured to use Fractal leadership, things tend to fall naturally into place. Below is an example of a fractal leadership structure. This is a 1:4 model

One thing to remember when making organizational changes or restructuring: Keep the main fractal structure in place. If you are using the 1:4 layout, stick with that layout. Don’t “squeeze” a group of people under a manager who already has a full 4 levels below him. This will overload the manager and cause deterioration in the structure. Organized change that adheres to structure causes growth while chaos creates disruption.

Everyone is a leader

Using the fractal leadership structure, everyone is or will be someone’s leader. For example, the warehouse manager manages the different sections of the warehouse. There will be a Dry, Chill, Frozen and Will Call warehouse manager. Under each section, that manager will have a fractal under them, such as receivers, loaders, collectors, and reloaders. If you look at a branch, like Receivers, they will create their fractal in the same pattern, with 4 employees under their care and so on up to the starting positions.

To cultivate growth, a relationship must be established with each fractal. Short weekly meetings with your fractal are important to keep morale and motivation high. These weekly meetings should focus on the employee’s personal needs, not so much on work. Talking about how they’re doing, their family, hobbies, etc. lets them know that the company cares about them, not just what they were hired to do.

Progressive companies allow these meetings to take place outside the office. Cafes, restaurants and coffee shops are perfect places for fractal encounters.

The company’s biggest meetings are important to the company’s vision and context. Holding these full staff meetings will instill the new vision in all fractals. Communication from the top level is important for the coordination of the organization as a whole. The “DNA” of the company must flow through all levels.


When looking for employees to add to your organization, don’t hire those who can do it well, hire those who can facilitate others to do it well. The organization must build a company made up of leaders. Leadership skills should be on the skills list for any job. You may be thinking, “How will work get done if everyone is a leader and no one is a follower?” A good leader leads by example and gets into the trenches and encourages others to do the same. A good leader also has a trained heart and mind and will be open to guidance from authority.

This brings us to the Character of potential employments. Training can be used to refine employees, but good character must be the foundation of any employment. How to find good character and leadership skills?

A good employee will take the company’s vision and embrace it. They are enthusiastic and proud of the company they work for. Hiring managers must be good judges of character. Many new hires come from companies that have failed to meet their needs. They are leaving other jobs for a reason. New hires have a mindset that can be saved, like a bad breakup. These employees will need morale built so that they can build a trust that will in turn generate company pride. If the new employee has a sense of appreciation from the manager, this will cause him or her to begin to build a sense of ownership in his or her work.

Another feature to look for is a utility player. If you hire utility players with skills in different areas, it gives you more options during periods of growth or if you need to replace people when someone retires or resigns. An employee may need to wear multiple hats for a season until a suitable replacement can be found to assist. An organization must be flexible and adaptable.

If one member in the organization is struggling or hurting, the organization as a whole is also struggling or hurting. Think about stubbing your toe. Your whole body reacts with pain. Your toe is not an isolated limb. During an injury, other members of the body reach out and help the one in distress. When this happens in business, other people in the organization must be sent to help that person or department in trouble until it is resolved. It could be an “All hands on deck” situation. Once the problem is resolved, members return to their normal responsibilities.

One of the biggest problems with new hires is retention. New hires try it out for a few weeks and decide they don’t want to work there anymore. If there are many instances of this, it is the manager’s job to find out why and try to correct the problem. Are expectations wrong? Bad management? Bad relations between colleagues? Maybe the manager should explain the job description better, maybe with a video. To minimize high turnover, seek out those with similar experience, conduct an interview tour with prospects so they can see what they’re getting into. Building success is a journey that is based on fixing the flaws in your system. Below is a table of some formulas for successful recruiting.


When adapting your company structure to the Fractal leadership structure, be sure to do it in stages. Take it slow and work towards the right fractal pattern. Making restructuring changes slowly will give everyone time to adjust.

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