Holacracy empowers people to make meaningful decisions in pursuit of your organization’s purpose.

The traditional hierarchy is reaching its limits, but “flat management” alternatives lack the rigor needed to run a business effectively. Holacracy is a third-way: it brings structure and discipline to a peer-to-peer workplace. 

• Agile organizational structure
• Efficient meeting formats
• More autonomy to teams and individuals
• Unique decision-making process

Learn How It Works

• “In Holacracy, one of the principles is to make the implicit explicit — tons of it is about creating clarity: who is in charge of what, who is taking what kind of decision — and there is also a system for defining that, and changing that, so it’s very flexible at the same time.”
  Evan Williams Co-Founder, Twitter
• “The Holacracy model rocked my world.”
  David Allen Author of Getting Things Done
• “In a city, people and businesses are self-organizing … [Holacracy] enables employees to act more like entrepreneurs and self-direct their work instead of reporting to a manager who tells them what to do.”
  Tony Hsieh CEO, Zappos
• “Holacracy has changed people’s ability to self-realize within the organization … these individuals just get it, they understand the ways to lead people in a self-management system, and they’ve risen to that occasion, and they’ve sort of blossomed.”
  Michael DeAngelo CIO, WaTech
• “We are very well-managed, very well-structured, I think, and there’s a lot of clarity. People know what’s expected of them. People know where we want to go. People know where the team or their circle wants to go, and all of that without managers. That really feels good.”
  Ruben Timmerman Founder, Springest

HolacracyOne and our network of Holacracy Providers can help you adopt Holacracy in your organization. We offer coaching support to increase your chances of a successful adoption and resources if you want to do most of the work yourself.

Adopt Holacracy