Understanding Holacracy in 10 points



It may be a shining buzzword or it may be a recipe to become Agile Transformed organization, so what is 'Holacracy'?

  1. Basically, 'boss-less', 'flat' and 'self-managing' teams.

  2. Leadership is contextual -- it is assigned to a role and not to a person.

  3. Zappos, Morning Star are few companies who have implemented.

  4. Teams are the structure not 'structure is the structure'.

  5. Within teams individuals roles are collectively defined.

  6. There is a 'working agreement' or 'constitution' which defines how these teams are made and work together.

  7. There is a role lead-link to connect with other teams (sometimes called circles).

  8. People can propose a role for their work for e.g. UI Liasion, Ways of working coach etc.

  9. Yes, there are complexities - increasing number of responsibilities, compensation, hiring, all members don't exercise their power and voices.

  10. If organization wants to implement self-management then think through three questions: What needs to be reliable, what kind of adaptations are important, what organizational forms will produce the right balance in this case?

Reference:

Beyond the Holacracy Hype - The overwrought claims—and actual promise—of the next generation of self-managed teams by Ethan Bernstein, John Bunch, Niko Canner, and Michael Lee

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