{"id":594,"date":"2025-07-29T07:16:31","date_gmt":"2025-07-29T14:16:31","guid":{"rendered":"https:\/\/betterplaces.blog\/?p=594"},"modified":"2025-07-23T09:32:40","modified_gmt":"2025-07-23T16:32:40","slug":"why-i-stopped-being-the-boss-how-teal-leadership-changed-my-life","status":"publish","type":"post","link":"https:\/\/betterplaces.blog\/?p=594","title":{"rendered":"Why I Stopped Being the Boss: How Teal Leadership Changed My Life"},"content":{"rendered":"\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201cIt\u2019s not the notes you play; it\u2019s the notes you don\u2019t play.\u201d \u2014Miles Davis<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">I used to think leadership meant planning, predicting, and protecting people. I believed, like many well-intentioned founders, that I had to carry the weight, make the calls, and guide others like a parent would guide a child. But that instinct\u2014what I now see as paternalism\u2014wasn\u2019t helping people thrive. It was holding us all back.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I learned that leadership could be something entirely different. I learned to let go. And in that process, I discovered Teal.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">From Paternalism to Partnership<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Fredrik Laloux\u2019s <em><a href=\"https:\/\/www.reinventingorganizations.com\/\">Reinventing Organizations<\/a><\/em> changed how I saw leadership. His framework for <strong>Teal organizations<\/strong>\u2014based on <strong>trust, self-management, wholeness, and evolutionary purpose<\/strong>\u2014gave me the language for what I had long sensed: people don\u2019t need to be managed like resources. They need space to grow, belong, and lead.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But implementing that vision meant confronting my own paternal instincts. I had to unlearn habits built over years: controlling outcomes, protecting people from discomfort, making decisions for them. It was uncomfortable. It required humility. But it was liberating.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And more importantly\u2014it was necessary.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Fear vs. Trust: The Culture You Choose<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Most traditional workplaces are fueled by fear. Fear of losing your job. Fear of underperforming. Fear of being judged, passed over, or micromanaged. Even the language we use\u2014&#8221;performance management,&#8221; &#8220;resource utilization,&#8221; &#8220;accountability structures&#8221;\u2014is steeped in scarcity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fear creates:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Scarcity<\/strong> mindsets: hoarding knowledge, guarding turf.<\/li>\n\n\n\n<li><strong>Competition<\/strong> between colleagues, rather than collaboration.<\/li>\n\n\n\n<li><strong>Lapses in integrity<\/strong>: playing politics, hiding mistakes.<\/li>\n\n\n\n<li><strong>Toxicity<\/strong> that eats away at psychological safety.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">And where fear reigns, <strong>creativity dies<\/strong>. Innovation cannot flourish in an atmosphere of suspicion and control.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Trust, on the other hand, is the seedbed of <strong>abundance<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Trust creates:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Collaboration<\/strong> instead of competition.<\/li>\n\n\n\n<li><strong>Connection<\/strong> over compliance.<\/li>\n\n\n\n<li><strong>Integrity<\/strong> born of ownership, not surveillance.<\/li>\n\n\n\n<li><strong>Passion<\/strong> that isn\u2019t extracted, but unleashed.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Especially in today&#8217;s <strong>heuristic workforce<\/strong>\u2014where problem-solving, design thinking, and sensemaking define success\u2014<strong>innovation is no longer the product of rigid plans<\/strong>. It\u2019s the <strong>exclusive outcome of psychological safety<\/strong>, abundance mindsets, and freedom of expression.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Trust isn&#8217;t just a nice-to-have. It&#8217;s the foundation of a functional future.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Holding the Space, Not the Reins<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Today, I no longer try to manage people. I hold space for them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At my company, that means:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>No traditional managers<\/strong><\/li>\n\n\n\n<li><strong>No performance appraisals<\/strong><\/li>\n\n\n\n<li><strong>Equal pay for equal roles<\/strong><\/li>\n\n\n\n<li><strong>Automatic raises<\/strong><\/li>\n\n\n\n<li><strong>Unlimited wellness time<\/strong><\/li>\n\n\n\n<li><strong>Peer-based accountability<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">We <strong>focus on people\u2019s outcomes, not their hours<\/strong>. We don\u2019t set sales targets or top-down strategic plans. Everyone gets a credit card on Day One. Everyone sees our financials. Everyone has the freedom\u2014and the responsibility\u2014to lead.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This isn\u2019t chaos. It\u2019s community.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And while it may sound idealistic, it\u2019s also deeply pragmatic: our teams consistently deliver, innovate, and grow. Our profit margins improved. Our employee ownership model (ESOP) grew stronger. And I became <strong>financially independent<\/strong>, not by chasing growth, but by trusting people.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Trust Is the Strategy<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The biggest lesson? <strong>People rise to meet your expectations\u2014when those expectations are rooted in trust, not control<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We trust by default. We don\u2019t expect people to earn it through proximity, politics, or overwork. They earn our trust through being hired\u2014after a rigorous, values-driven process\u2014and we get out of their way.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And when people falter? We believe in <strong>collective accountability<\/strong>. Teams notice. Teams respond. Not with punishment, but with honest dialogue and support. That\u2019s the essence of human-centered leadership.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fear drives secrecy. Trust drives transparency.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fear compels compliance. Trust invites contribution.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fear limits people to their job descriptions. Trust empowers people to live into their purpose.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Not a Fairy Tale, But a Fit<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This model isn\u2019t for everyone. Some prefer clearer hierarchies, faster promotions, or more structured career ladders. That\u2019s okay.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But for those ready to <strong>work to live, not live to work<\/strong>\u2014for those who seek authenticity, wholeness, and purpose\u2014it\u2019s more than a workplace. It\u2019s a homecoming.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We\u2019re not trying to be on anyone\u2019s \u201cBest Places to Work\u201d list. We\u2019re trying to be the most authentic fit for people who value trust over titles, and meaning over metrics.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">A Call to Teal<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If you\u2019re a leader clinging to control, I get it. It\u2019s scary to let go. But I promise you this: the people around you are more capable than you think.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They don\u2019t need another boss. They need space. They need trust. They need you to believe in them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Teal isn\u2019t just a framework. It\u2019s a faith in people.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And it set me free.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"672\" height=\"504\" data-attachment-id=\"413\" data-permalink=\"https:\/\/betterplaces.blog\/?attachment_id=413\" data-orig-file=\"https:\/\/i0.wp.com\/betterplaces.blog\/wp-content\/uploads\/2025\/05\/norwegian-flag.png?fit=1024%2C768&amp;ssl=1\" data-orig-size=\"1024,768\" data-comments-opened=\"1\" data-image-title=\"norwegian-flag\" data-image-description=\"\" data-image-caption=\"\" data-large-file=\"https:\/\/i0.wp.com\/betterplaces.blog\/wp-content\/uploads\/2025\/05\/norwegian-flag.png?fit=672%2C504&amp;ssl=1\" src=\"https:\/\/i0.wp.com\/betterplaces.blog\/wp-content\/uploads\/2025\/05\/norwegian-flag.png?resize=672%2C504&#038;ssl=1\" alt=\"\" class=\"wp-image-413\" style=\"width:132px;height:auto\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Hvorfor jeg sluttet \u00e5 v\u00e6re sjef: Hvordan Teal-ledelse forandret livet mitt<\/h2>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u00abDet er ikke tonene du spiller; det er tonene du ikke spiller.\u00bb \u2014Miles Davis<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Jeg trodde lenge at ledelse handlet om \u00e5 planlegge, forutsi og beskytte folk. Som mange velmenende gr\u00fcndere f\u00f8lte jeg at jeg m\u00e5tte b\u00e6re vekten, ta avgj\u00f8relsene og veilede andre slik en forelder veileder et barn. Men det instinktet\u2014det jeg n\u00e5 ser som <strong>paternalisme<\/strong>\u2014hjalp ikke folk \u00e5 blomstre. Det holdt oss tilbake.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Jeg l\u00e6rte at ledelse kan v\u00e6re noe helt annet. Jeg l\u00e6rte \u00e5 gi slipp. Og i den prosessen oppdaget jeg <strong>Teal<\/strong>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Fra paternalisme til partnerskap<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Fredrik Laloux sin bok <em>Reinventing Organizations<\/em> endret mitt syn p\u00e5 ledelse. Hans rammeverk for <strong>Teal-organisasjoner<\/strong>\u2014bygget p\u00e5 <strong>tillit, selvledelse, helhet og evolusjon\u00e6rt form\u00e5l<\/strong>\u2014ga meg et spr\u00e5k for det jeg lenge hadde kjent p\u00e5: Folk trenger ikke \u00e5 bli styrt som ressurser. De trenger rom til \u00e5 vokse, h\u00f8re til og ta ledelsen selv.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Men \u00e5 implementere dette synet krevde at jeg konfronterte mine egne, dype vaner. Jeg m\u00e5tte avl\u00e6re gamle m\u00f8nstre: \u00e5 kontrollere utfall, skjerme folk fra ubehag, ta beslutningene for dem. Det var ubehagelig. Det krevde ydmykhet. Men det var frigj\u00f8rende.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Og, enda viktigere\u2014det var n\u00f8dvendig.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Frykt vs. tillit: Kulturen du velger<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">De fleste tradisjonelle arbeidsplasser drives av <strong>frykt<\/strong>. Frykt for \u00e5 miste jobben. Frykt for \u00e5 gj\u00f8re feil. Frykt for \u00e5 bli oversett, d\u00f8mt, kontrollert. Til og med spr\u00e5ket vi bruker\u2014\u00abprestasjonsh\u00e5ndtering\u00bb, \u00abressursstyring\u00bb, \u00abansvarsstruktur\u00bb\u2014er preget av knapphet.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Frykt skaper:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mangelmentalitet<\/strong>: \u00e5 holde kunnskap tilbake, beskytte egne omr\u00e5der.<\/li>\n\n\n\n<li><strong>Konkurranse<\/strong> i stedet for samarbeid.<\/li>\n\n\n\n<li><strong>Tvil om integritet<\/strong>: politikk, skyldskjuling og stress.<\/li>\n\n\n\n<li><strong>Giftighet<\/strong> som undergraver psykologisk trygghet.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Og der frykt r\u00e5der, <strong>d\u00f8r kreativiteten<\/strong>. Innovasjon kan ikke vokse i et klima av mistenksomhet og kontroll.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Tillit<\/strong>, derimot, er jordsmonnet for <strong>overflod<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tillit skaper:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Samarbeid<\/strong> fremfor konkurranse.<\/li>\n\n\n\n<li><strong>Forbindelse<\/strong> fremfor kontroll.<\/li>\n\n\n\n<li><strong>Integritet<\/strong> basert p\u00e5 eierskap, ikke overv\u00e5kning.<\/li>\n\n\n\n<li><strong>Engasjement<\/strong> som ikke trekkes ut, men vekkes til live.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Spesielt i dagens <strong>heuristiske arbeidsstyrke<\/strong>\u2014der probleml\u00f8sning, designtenkning og improvisasjon er kjernen i jobben\u2014er <strong>innovasjon et resultat av psykologisk trygghet, overflodstenkning og frihet til \u00e5 uttrykke seg<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tillit er ikke en luksus. Det er fundamentet for fremtidens arbeidsliv.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c5 holde rommet, ikke t\u00f8ylene<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">I dag pr\u00f8ver jeg ikke lenger \u00e5 styre folk. Jeg holder rom for dem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I v\u00e5r organisasjon betyr det:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ingen tradisjonelle ledere<\/strong><\/li>\n\n\n\n<li><strong>Ingen prestasjonsvurderinger<\/strong><\/li>\n\n\n\n<li><strong>Lik l\u00f8nn for likt arbeid<\/strong><\/li>\n\n\n\n<li><strong>Automatiske l\u00f8nns\u00f8kninger<\/strong><\/li>\n\n\n\n<li><strong>Ubegrenset tid til egenomsorg<\/strong><\/li>\n\n\n\n<li><strong>Ansvarliggj\u00f8ring blant kolleger, ikke overordnede<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Vi <strong>fokuserer p\u00e5 folks resultater, ikke timene de jobber<\/strong>. Vi setter ikke salgsbudsjetter eller toppstyrte strategier. Alle f\u00e5r firmakort p\u00e5 f\u00f8rste dag. Alle f\u00e5r innsyn i \u00f8konomien. Alle har frihet\u2014og ansvar\u2014til \u00e5 lede.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dette er ikke kaos. Det er fellesskap.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Og selv om det kan h\u00f8res idealistisk ut, er det ogs\u00e5 utrolig praktisk: V\u00e5re team leverer, innoverer og vokser. V\u00e5r l\u00f8nnsomhet \u00f8kte. V\u00e5rt medeierskapssystem (ESOP) ble styrket. Og jeg ble <strong>\u00f8konomisk uavhengig<\/strong>\u2014ikke ved \u00e5 kontrollere, men ved \u00e5 stole p\u00e5 mennesker.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Tillit er strategien<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Den st\u00f8rste l\u00e6rdommen? <strong>Folk lever opp til forventningene dine\u2014n\u00e5r de er forankret i tillit, ikke i kontroll<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vi stoler p\u00e5 folk fra dag \u00e9n. De trenger ikke \u00e5 bevise noe gjennom politikk, n\u00e6rhet eller overprestasjon. De viser seg verdige ved \u00e5 bli ansatt\u2014etter en grundig prosess\u2014og deretter gir vi dem rom.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Og n\u00e5r noen feiler? Da tror vi p\u00e5 <strong>kollektivt ansvar<\/strong>. Teamene ser det. Teamene tar ansvar. Ikke med straff, men med samtale og st\u00f8tte. Det er kjernen i menneskelig ledelse.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Frykt skaper hemmelighold. Tillit skaper \u00e5penhet.<br>Frykt krever lydighet. Tillit inviterer til bidrag.<br>Frykt begrenser folk til stillingsbeskrivelser. Tillit lar dem leve ut sitt kall.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">Ikke et eventyr, men et valg<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Denne modellen passer ikke for alle. Noen trives bedre med hierarkier, forfremmelser og strukturerte karriereveier. Det er greit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Men for dem som er klare til \u00e5 <strong>leve f\u00f8rst og jobbe etter hensikt<\/strong>, er dette ikke bare en jobb\u2014det er et hjem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vi pr\u00f8ver ikke \u00e5 komme p\u00e5 noen \u00abBeste arbeidsplass\u00bb-liste. Vi pr\u00f8ver \u00e5 v\u00e6re et ekte valg for dem som verdsetter tillit fremfor titler, og mening fremfor m\u00e5ltall.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<h3 class=\"wp-block-heading\">En oppfordring til Teal<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Hvis du er en leder som holder fast i kontroll, s\u00e5 forst\u00e5r jeg det. Det er skummelt \u00e5 gi slipp. Men jeg lover deg dette: Folkene rundt deg er mer kapable enn du tror.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">De trenger ikke en ny sjef. De trenger plass. De trenger tillit. De trenger at du tror p\u00e5 dem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Teal<\/strong> er ikke bare et rammeverk. Det er en tro p\u00e5 mennesker.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Og det satte meg fri.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n","protected":false},"excerpt":{"rendered":"<p>But implementing that vision meant confronting my own paternal instincts. I had to unlearn habits built over years: controlling outcomes, protecting people from discomfort, making decisions for them. It was uncomfortable. It required humility. But it was liberating. <a href=\"https:\/\/betterplaces.blog\/?p=594\" class=\"more-link\">Continue reading <span class=\"screen-reader-text\">Why I Stopped Being the Boss: How Teal Leadership Changed My Life<\/span><\/a><\/p>\n","protected":false},"author":238892274,"featured_media":597,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"jetpack_seo_schema_type":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_wpcom_ai_launchpad_first_post":false,"_jetpack_hide_featured_image":false,"_jetpack_featured_image_duplicate_dismissed":0,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"{title}\n\n{excerpt}\n\n{url}","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false,"jetpack_post_was_ever_published":false},"categories":[1],"tags":[329724783,16750853,179,7885,66950,349],"class_list":["post-594","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-betterplaces","tag-bettertogether","tag-business","tag-leadership","tag-norsk","tag-writing"],"jetpack_publicize_connections":[],"jetpack_likes_enabled":true,"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/pf3Jag-9A","jetpack_featured_media_url":"https:\/\/i0.wp.com\/betterplaces.blog\/wp-content\/uploads\/2025\/06\/image-11.png?fit=1024%2C768&ssl=1","_links":{"self":[{"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/posts\/594","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/users\/238892274"}],"replies":[{"embeddable":true,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=594"}],"version-history":[{"count":4,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/posts\/594\/revisions"}],"predecessor-version":[{"id":599,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/posts\/594\/revisions\/599"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=\/wp\/v2\/media\/597"}],"wp:attachment":[{"href":"https:\/\/betterplaces.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=594"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=594"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/betterplaces.blog\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=594"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}