"Forces colliding in the workplace are putting stress on traditional ways of managing and structuring work"
- Gallop, State of the Workplace Report
Holacracy® is a new way of structuring and running your organization that replaces the conventional management hierarchy. Instead of operating top-down, power is distributed throughout the organization, giving individuals and teams more freedom to self-manage, while staying aligned to the organization’s purpose.
It involves a new and evolving organizational structure, innovative meeting practices designed for rapid execution, and a shift in mindset toward greater autonomy and taking action. And much more…
“Holacracy is the first fully formed alternative to C&C [Command & Control] that real companies are using successfully”
Adam Pisoni, Co-founder and Former CTO of Yammer, Founder of Responsive.org
To better understand it, here are a few of Holacracy’s core features:
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 Jense, Energized.org
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.
“If you can redesign the organization or change the organization such that that information does flow more effectively throughout the organization, then you would expect the organization to make better decisions, to make faster decisions and respond to problems more quickly, and to learn faster.”
– 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.
“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.”