A Fundamental Power Shift

One rule-set for everyone.

Imagine if your organization had one “rule book” that everyone referred to, including the CEO. Holacracy is not a set of aspirational principles — it offers a concrete, actionable rule-set.

The rules won’t tell you how to structure your organization. They provide a framework that helps you customize the specific processes you need for your business.

Define Roles

Create clarity and accountability.

Define clear roles and responsibilities to help create clarity about who is responsible for what. And one person may have several roles — don’t we wear several hats at work anyway?

You define roles around the work; they’re not titles and don’t grant status. However, some may have a broader scope of authority than others — Holacracy is not a “flat” model.

A New Governance Process

Future-proof your organization.

Instead of big re-orgs every few years, you can change your company’s structure as soon as you sense that something could be improved. This happens at every level of the organization — each team has its own governance process.

That’s the definition of a decentralized, learning organization: your company continually evolves in response to its environment, and it’s not as disruptive as you might think.

Operational Best Practices

Move fast, stay aligned.

Regular Tactical Meetings bake in many operational best practices. They’re efficient and result in actionable outputs with clear ownership.

But it’s not only meetings. Holacracy supports radical autonomy while also ensuring alignment with organizational goals. We swear it’s not magic, just discipline and common sense.