To better understand it, here are a few of Holacracy’s core features:

 

Purpose-driven

Holacracy-powered organizations focus on purpose at every level of scale: Organizational purpose, team purpose, and individual purpose are all explicit and aligned.

The result: Every team member directs their energies in alignment with the mission of your organization, unlocking the full potential of your organization.

“That’s what I really love about Holacracy. These are organizations were everyone can become powerful, everyone can become entrepreneurial, in service or some larger purpose.”

– Diederick Janse, Energized.org

 

Responsive

Every individual acts as a “sensor” for the organization and has direct pathways for processing their challenges and opportunities into organizational change. 

Smaller, incremental decisions replace large-scale re-orgs so your organization can respond quickly to a shifting environment and develop business agility. 

“”In Holacracy, you see groups making proposals to revise the design of their group and of the broader organization. They’re making decision that a typical organization—a hierarchical organization—only make at the management and senior management level.”

– Mike Lee, Harvard Business School

Explicit “rules of the game”

Holacracy replaces the management hierarchy with an explicit and lightweight ruleset that sets clear expectations and makes transparent the decision-making authority at every level in the organization.

Making the ruleset explicit eliminates the guesswork of how work gets done, undercuts hidden power dynamics, and create cleaner working relationships. 

“The structure allows you the freedom. Much like the structure in the roads… If it’s an appropriate structure, it allows you to think about other things while you drive.”

– David Allen, author of Getting Things Done

Transparent roles and responsibilities

Static job descriptions become dynamic roles and responsibilities that are transparent and evolve as the organization changes. Each team is self-organized by monitoring and adjusting their own structure, nearly real-time, in alignment with the organization’s purpose.

This clarity scales as the organization grows, streamlining work and maintaining clear ownership.

“You know, you have an organization with 50 people, we have 300+ roles now, and still people can just find the right person for something on their first day. That’s magic.”

– Ruben Timmerman, Springest


Inside the Holacracy Practice

Learn more about some of our Holacracy adopters and their experience with self-management.

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Will It Work for My Organization?

Sign-up for a Free Webinar to learn more (or watch now), learn about Adopting Holacracy, or speak with one of our Holacracy Advisors to find out if it’s right for you.

“It’s really the experience of Holacracy. You can see it from the outside in. You can read about it. You can understand it cognitively, but man, it makes such a difference when you actually are in it.”

– David Allen, author of Getting Things Done

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