{"id":200,"date":"2025-11-14T17:18:25","date_gmt":"2025-11-14T17:18:25","guid":{"rendered":"https:\/\/borderstride.com\/?p=200"},"modified":"2025-11-17T09:13:16","modified_gmt":"2025-11-17T09:13:16","slug":"when-freedom-walks-into-the-office-how-a-hands-off-philosophy-is-quietly-rewiring-business","status":"publish","type":"post","link":"https:\/\/borderstride.com\/index.php\/2025\/11\/14\/when-freedom-walks-into-the-office-how-a-hands-off-philosophy-is-quietly-rewiring-business\/","title":{"rendered":"When Freedom Walks Into the Office"},"content":{"rendered":"\n<p>Walk into almost any modern office and you\u2019ll hear the same buzzwords: <em>ownership<\/em>, <em>autonomy<\/em>, <em>self-managing teams<\/em>, <em>flat structure<\/em>.<\/p>\n\n\n\n<p>Behind that language sits a deeper idea: maybe companies work better when power is spread out, not hoarded at the top. It\u2019s a mindset that comes straight out of a freedom-first philosophy that normally lives in political debates \u2013 but it\u2019s increasingly shaping how we design organizations, teams and leadership.<\/p>\n\n\n\n<p>And unlike politics, in business the results are measurable: productivity, innovation, engagement and even profitability.<\/p>\n\n\n\n<p>Let\u2019s unpack how this works \u2013 without turning it into a political sermon.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">The philosophy in plain business language<\/h2>\n\n\n\n<p>Stripped of theory and labels, this worldview is built on a few simple intuitions:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>People should have as much control as possible over their own lives and work.<\/strong><\/li>\n\n\n\n<li><strong>Power should be limited, transparent and easy to challenge.<\/strong><\/li>\n\n\n\n<li><strong>Most cooperation should be voluntary, not forced.<\/strong><\/li>\n\n\n\n<li><strong>Responsibility and decision-making belong together.<\/strong><\/li>\n<\/ol>\n\n\n\n<p>In politics, this shows up as a suspicion of centralised power and a strong emphasis on individual freedom and choice.<\/p>\n\n\n\n<p>In companies, the same instincts turn into very practical questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Why does every decision need sign-off from three layers of management?<\/li>\n\n\n\n<li>Why hire smart people and then script their every move?<\/li>\n\n\n\n<li>What happens if we treat employees like adults who can self-organise?<\/li>\n<\/ul>\n\n\n\n<p>That\u2019s where it starts to get interesting.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Autonomy isn\u2019t a \u201cnice to have\u201d \u2013 it\u2019s a performance driver<\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright size-medium\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"200\" src=\"https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-300x200.jpg\" alt=\"\" class=\"wp-image-209\" srcset=\"https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-300x200.jpg 300w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-1024x683.jpg 1024w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-768x512.jpg 768w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-1170x780.jpg 1170w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-570x380.jpg 570w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-370x247.jpg 370w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-270x180.jpg 270w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02-96x64.jpg 96w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_02.jpg 1536w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/figure>\n<\/div>\n\n\n<p>Decades of research now say the quiet part out loud: giving people real control over their work makes companies <em>better<\/em>, not just \u201cnicer\u201d.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A systematic review of studies on job autonomy finds clear positive effects on work performance and psychological empowerment.<\/li>\n\n\n\n<li>Research on self-managing organizations shows that higher decision autonomy is linked to more engagement, job satisfaction and proactive behaviour.<\/li>\n\n\n\n<li>A 2024 analysis of autonomy in productivity management highlighted that organizations with high employee autonomy see around <strong>21% higher productivity<\/strong> and <strong>17% higher profitability<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p>Other studies on autonomy and empowerment point to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>higher job satisfaction and morale<\/li>\n\n\n\n<li>better retention<\/li>\n\n\n\n<li>more creativity and innovation<\/li>\n\n\n\n<li>stronger sense of ownership and commitment<\/li>\n<\/ul>\n\n\n\n<p>In plain English: when people are trusted to decide <em>how<\/em> they reach clear goals, they care more, think more and deliver more.<\/p>\n\n\n\n<p>So this philosophy isn\u2019t about beanbags and \u201cdo whatever you want\u201d. It\u2019s about:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><strong>Clear outcomes, wide latitude.<\/strong><br><em>We\u2019ll be strict on the \u201cwhat\u201d, flexible on the \u201chow\u201d.<\/em><\/p>\n<\/blockquote>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">From org chart to network: decentralisation at work<\/h2>\n\n\n\n<p>Another core idea is decentralisation: don\u2019t stack power in one place if you can spread it out closer to reality.<\/p>\n\n\n\n<p>In tech and governance debates, decentralisation is often described as a response to abuses of concentrated power \u2013 political or economic. In the corporate world, this shows up as new ways of organising:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Self-managed and \u201cliberated\u201d companies<\/h3>\n\n\n\n<p>Self-managed organisations and \u201cliberated companies\u201d push decision-making down to the people who actually do the work:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employees organise themselves in teams that control their own budgets, schedules and priorities.<\/li>\n\n\n\n<li>Managers become coaches and facilitators instead of command-and-control bosses.<\/li>\n\n\n\n<li>Information is radically transparent, so teams can make good decisions without asking permission.<\/li>\n<\/ul>\n\n\n\n<p>These companies report:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>faster reaction to market changes<\/li>\n\n\n\n<li>fewer bottlenecks<\/li>\n\n\n\n<li>more innovation (because ideas don\u2019t die in hierarchy)<\/li>\n\n\n\n<li>higher engagement (because power and responsibility are aligned)<\/li>\n<\/ul>\n\n\n\n<p>This is decentralisation in a business suit: distribute authority, keep the rules simple, and let people self-organise within clear boundaries.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Rethinking the purpose of the company: beyond just shareholders<\/h2>\n\n\n<div class=\"wp-block-image is-style-default\">\n<figure class=\"alignleft size-medium\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"200\" src=\"https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-300x200.jpg\" alt=\"\" class=\"wp-image-212\" srcset=\"https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-300x200.jpg 300w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-1024x683.jpg 1024w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-768x512.jpg 768w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-1170x780.jpg 1170w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-570x380.jpg 570w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-370x247.jpg 370w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-270x180.jpg 270w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03-96x64.jpg 96w, https:\/\/borderstride.com\/wp-content\/uploads\/2025\/11\/blog_251114_03.jpg 1536w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/figure>\n<\/div>\n\n\n<p>Freedom-oriented thinking often gets caricatured as \u201conly profit matters\u201d. In reality, the corporate debate is more nuanced.<\/p>\n\n\n\n<p>For decades, the dominant doctrine in boardrooms was <strong>shareholder primacy<\/strong> \u2013 the idea that the main legal and moral duty of a company is to maximise shareholder value.<\/p>\n\n\n\n<p>Today, that view is under pressure from <strong>stakeholder capitalism<\/strong>, which argues that companies should consider the interests of employees, customers, communities and the environment \u2013 not just investors.<\/p>\n\n\n\n<p>Interestingly, a freedom-first lens fits quite well with this shift:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Long-term value creation <em>requires<\/em> healthy relationships with employees, suppliers, customers and communities.<\/li>\n\n\n\n<li>Contracts, reputation and voluntary cooperation become just as important as quarterly earnings.<\/li>\n\n\n\n<li>Respecting property rights and voluntary exchange means you can\u2019t simply externalise costs onto others and call it \u201csmart business\u201d.<\/li>\n<\/ul>\n\n\n\n<p>The result is a more balanced model: <strong>profit as a consequence of creating real value for willing stakeholders<\/strong>, not as an excuse to ignore them.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">What a \u201cfreedom-first\u201d company actually looks like<\/h2>\n\n\n\n<p>All this sounds abstract until it hits the office floor. So what does it mean in practice?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Autonomy by design, not by accident<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Roles come with <strong>clear goals, budgets and decision rights<\/strong>.<\/li>\n\n\n\n<li>Employees can choose methods, tools and sometimes even teammates.<\/li>\n\n\n\n<li>Management shifts from task control to <strong>outcome coaching<\/strong>.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2. Radical transparency<\/h3>\n\n\n\n<p>Power concentrates where information hides. So freedom-minded companies open things up:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Shared dashboards for financials and key metrics<\/li>\n\n\n\n<li>Open calendars and internal forums instead of corridor politics<\/li>\n\n\n\n<li>Clear, written decision-making processes so anyone can see <em>how<\/em> choices get made<\/li>\n<\/ul>\n\n\n\n<p>Transparency is the silent contract that makes autonomy safe.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Small units, clear ownership<\/h3>\n\n\n\n<p>Instead of one monolithic structure, work is split into <strong>small, accountable units<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cross-functional squads owning a product or customer segment<\/li>\n\n\n\n<li>Internal \u201cmicro-businesses\u201d with their own P&amp;L<\/li>\n\n\n\n<li>Teams free to choose partners and tools as long as they hit agreed targets<\/li>\n<\/ul>\n\n\n\n<p>This mirrors the logic of markets on a smaller scale: lots of small decision centres instead of one giant brain.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Voluntary collaboration where possible<\/h3>\n\n\n\n<p>Obviously people sign an employment contract \u2013 it\u2019s not a festival. But inside that frame, there\u2019s more optionality:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Internal talent marketplaces where employees can <strong>bid for projects<\/strong> or rotate between teams<\/li>\n\n\n\n<li>Self-selected working groups around problems or opportunities<\/li>\n\n\n\n<li>Opt-in communities of practice that cut across the formal org chart<\/li>\n<\/ul>\n\n\n\n<p>The message is: <em>you\u2019re here by choice, and how you contribute should feel chosen too.<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Strong accountability, not \u201canything goes\u201d<\/h3>\n\n\n\n<p>This is where the stereotypes fall apart. Freedom-first companies tend to be <strong>stricter<\/strong> on accountability, not looser:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clear KPIs and review cycles<\/li>\n\n\n\n<li>Peer feedback baked into performance management<\/li>\n\n\n\n<li>Consequences when teams repeatedly miss goals or ignore agreed rules<\/li>\n<\/ul>\n\n\n\n<p>The philosophy is simple: <strong>more freedom where there is more responsibility; fewer rules, but the rules we keep really matter.<\/strong><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">The pitfalls: where it can go wrong<\/h2>\n\n\n\n<p>This approach isn\u2019t magic. It comes with real risks if implemented badly:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Pseudo-autonomy<\/strong><br>When companies talk about ownership but keep all key decisions at the top, people quickly become cynical. \u201cFreedom\u201d becomes another buzzword.<\/li>\n\n\n\n<li><strong>Chaos without guardrails<\/strong><br>Remove hierarchy without adding clear processes, and you get confusion, not empowerment. The research is clear: autonomy works best with well-defined goals and boundaries.<\/li>\n\n\n\n<li><strong>Exclusion by default<\/strong><br>In highly self-organising environments, confident voices can dominate. Without conscious inclusion, quieter or marginalised employees may get less access to information, opportunities and influence.<\/li>\n\n\n\n<li><strong>Leadership identity crisis<\/strong><br>Many managers are promoted for being great problem-solvers, not system designers. Shifting to a coaching role can feel like \u201cdoing nothing\u201d \u2013 unless companies invest in retraining leaders.<\/li>\n<\/ol>\n\n\n\n<p>None of these problems are unique to this philosophy. But they show that autonomy and decentralisation are crafts, not slogans.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Why this matters now<\/h2>\n\n\n\n<p>The timing isn\u2019t random. Several trends are pushing companies toward this freedom-centred approach:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Remote and hybrid work<\/strong> made micro-management harder and trust more urgent.<\/li>\n\n\n\n<li>Younger workers increasingly expect <strong>flexibility, meaning and control<\/strong> over their time.<\/li>\n\n\n\n<li>Technology has made information cheaper to share and coordination easier at scale.<\/li>\n<\/ul>\n\n\n\n<p>Global workplace studies show that autonomy, empowerment and happiness at work are now core drivers of competitive advantage, not soft \u201cHR topics\u201d.<\/p>\n\n\n\n<p>In that environment, organisations that cling to heavy top-down control start to look not just unfriendly, but <em>inefficient<\/em>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">So, is this philosophy \u201cgood for business\u201d?<\/h2>\n\n\n\n<p>If you strip away the political labels and look only at outcomes, the trend is clear:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Autonomy and empowerment correlate with higher performance and profitability.<\/li>\n\n\n\n<li>Self-managed and decentralised structures can boost innovation and responsiveness.<\/li>\n\n\n\n<li>A broader stakeholder view, grounded in voluntary cooperation and long-term value, is slowly reshaping how boards think about corporate purpose.<\/li>\n<\/ul>\n\n\n\n<p>That doesn\u2019t mean every company should become a radical experiment overnight. But it does suggest that the old model \u2013 command-and-control hierarchies obsessed only with shareholder returns \u2013 is losing its edge.<\/p>\n\n\n\n<p>The \u201cradical\u201d idea that people should be free, informed and responsible partners instead of obedient cogs turns out to be\u2026 good management.<\/p>\n\n\n\n<p>In other words:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><strong>When freedom walks into the office, it doesn\u2019t just change the culture.<br>It quietly rewrites the balance sheet.<\/strong><\/p>\n<\/blockquote>\n\n\n\n<p>Sources:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Johannsen, R. \u201cAutonomy Raises Productivity: An Experiment Measuring \u2026\u201d <em>Frontiers in Psychology<\/em>, 2020. <a href=\"https:\/\/www.frontiersin.org\/journals\/psychology\/articles\/10.3389\/fpsyg.2020.00963\/full?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.frontiersin.org\/journals\/psychology\/articles\/10.3389\/fpsyg.2020.00963\/full<\/a> <a href=\"https:\/\/www.frontiersin.org\/journals\/psychology\/articles\/10.3389\/fpsyg.2020.00963\/full?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">Frontiers<\/a><\/li>\n\n\n\n<li>Nie, T. et al. \u201cJob Autonomy and Work Meaning: Drivers of Employee \u2026\u201d <em>PMC (NCBI)<\/em>, 2023. <a href=\"https:\/\/www.ncbi.nlm.nih.gov\/articles\/PMC10295641\/\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.ncbi.nlm.nih.gov\/articles\/PMC10295641\/<\/a> <a href=\"https:\/\/pmc.ncbi.nlm.nih.gov\/articles\/PMC10295641\/?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">PMC<\/a><\/li>\n\n\n\n<li>Juyumaya, J. \u201cBoosting job performance: the impact of autonomy \u2026\u201d <em>Emerald Insight<\/em>, 2024. <a href=\"https:\/\/www.emerald.com\/rege\/article\/31\/4\/397\/1218391\/Boosting-job-performance-the-impact-of-autonomy?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.emerald.com\/rege\/article\/31\/4\/397\/1218391\/Boosting-job-performance-the-impact-of-autonomy<\/a> <a href=\"https:\/\/www.emerald.com\/rege\/article\/31\/4\/397\/1218391\/Boosting-job-performance-the-impact-of-autonomy?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">Emerald<\/a><\/li>\n\n\n\n<li>Corporate Rebels. \u201cSelf-Management at Scale: The Movement Redefining Work.\u201d <em>Corporate-Rebels.com<\/em>, 2025. <a href=\"https:\/\/www.corporate-rebels.com\/blog\/self-management-at-scale-the-movement-redefining-work?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.corporate-rebels.com\/blog\/self-management-at-scale-the-movement-redefining-work<\/a> <a href=\"https:\/\/www.corporate-rebels.com\/blog\/self-management-at-scale-the-movement-redefining-work?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">Corporate Rebels<\/a><\/li>\n\n\n\n<li>Wikipedia. \u201cLiberated company.\u201d <a href=\"https:\/\/en.wikipedia.org\/wiki\/Liberated_company?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/en.wikipedia.org\/wiki\/Liberated_company<\/a> <a href=\"https:\/\/en.wikipedia.org\/wiki\/Liberated_company?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">Wikipedia<\/a><\/li>\n\n\n\n<li>ResearchGate. \u201cExamining the Interrelation Between Job Autonomy and Job Performance: A Critical Literature Review.\u201d <a href=\"https:\/\/www.researchgate.net\/publication\/344030473_Examining_the_Interrelation_Between_Job_Autonomy_and_Job_Performance_A_Critical_Literature_Review?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.researchgate.net\/publication\/344030473_Examining_the_Interrelation_Between_Job_Autonomy_and_Job_Performance_A_Critical_Literature_Review<\/a> <a href=\"https:\/\/www.researchgate.net\/publication\/344030473_Examining_the_Interrelation_Between_Job_Autonomy_and_Job_Performance_A_Critical_Literature_Review?utm_source=borderstride.com\" target=\"_blank\" rel=\"noreferrer noopener\">ResearchGate<\/a><\/li>\n<\/ul>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Walk into almost any modern office and you\u2019ll hear the same buzzwords: ownership, autonomy, self-managing teams, flat structure. Behind that language sits a deeper idea: maybe companies work better when power is spread out, not hoarded at the top. It\u2019s a mindset that comes straight out of a freedom-first philosophy that normally lives in political [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":202,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[23],"tags":[19,15,18,17,22,16,20,21,14],"class_list":["post-200","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article","tag-business-innovation","tag-corporate-freedom","tag-decentralized-management","tag-employee-empowerment","tag-future-of-work","tag-modern-leadership","tag-organizational-culture","tag-self-management","tag-workplace-autonomy"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/posts\/200","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/comments?post=200"}],"version-history":[{"count":5,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/posts\/200\/revisions"}],"predecessor-version":[{"id":260,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/posts\/200\/revisions\/260"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/media\/202"}],"wp:attachment":[{"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/media?parent=200"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/categories?post=200"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/borderstride.com\/index.php\/wp-json\/wp\/v2\/tags?post=200"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}