While the corporate hierarchy at St. Luke's is gone, a new form of hierarchy is evolving - the hierarchy of persuasion, with those who have the most eloquence and logic being the ones most likely to
be elected to serve as the trustees of the Qualifying Employee Share Ownership Trust. And with its new Stockholm office opening last November, there are likely to be growing pains as the company adjusts to managing two different groups of people and two different cultures.

But Law insists that St. Luke's is not about culture. "Culture can be stagnating," he says. "It causes you to say, 'That's not what we do here.' Culture is like the wind. It changes every time you add a new owner."

Still, St. Luke's is about change. Changing the way a company thinks about its employees, changing the way an office is structured, and changing the way a business is run.



andy law's 10 ways to create a revolution in your company
1. ask yourself what you want out of life.

2. ask yourself what really matters to you.

3. give all your work clothes to oxfam and wear what you feel is really you.

4. talk to people (even those you don't like) about 1 and 2.
(you should be feeling very uncomfortable now. you may even be sick. this is normal.)

5. give up something you need most at work (desk, company car, etc.).

6. trust everyone you meet. keep every agreement you make.
(you should be feeling a little better now.)

7. undergo a group experience (anything goes, parachuting, holidaying).

8. rewrite your business plan to align all of the above with your customers.

9. draw a line on the office floor and invite everyone to a brave new world.

10. share everything you do and own fairly with everyone who crosses the line.