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HOLACRACY TASTER
APRIL 2015
DIEDERICK JANSE
Introduction to Holacracy
When it comes to
organization, it often
seems like there’s
really only ...
Introduction to Holacracy
Introduction to Holacracy
Introducing Holacracy
A set of design principles & practices for
organizing around purpose
1. Agile & adaptive
2. Distributed authority
3. Disciplined & data-driven
From centralized to distributed
Organizing around people...
... vs. organizing around purpose
Agile & adaptive
Introduction to Holacracy
Evolution fuelled by... tension
Tension: the
perceived gap
between how
things are and
how they could
be
Processing tensions
“More organizations
die of indigestion
than starvation”
- David Packard
Co-founder of HP
The promise of Holacracy
Processing any tension, sensed by
anyone anywhere in the organization,
into increasing clarity and evolution
toward purpose, rapidly, reliably, and
continuously.
RoleRole
Distributed authority...
Role
Accountability Accountability
Project Project
Action Action Action Action
Area of focus
Social media
Ongoing activity
Promoting our products
on social media
Desired outcome
Twitter profile
updated
First next step
Email Tom about
new company logo
Governance
Operations
RoleRole
... in short, disciplined cycles
Role
Accountability Accountability
Project Project
Action Action Action Action
Let’s try it: simulation setup
Welcome to “The Better Way Company”
which provides training & coaching for the “Better Way”
method
The company has just adopted Holacracy…
… and there are lots of tensions to process …
Board
Circle
General Company
Circle (GCC)
Coaching
Delivery
Circle
Event Delivery
Circle
Rep Link
Lead Link
to GCC
Lead Link
Lead Link
Rep Link
Rep Link
Other Roles:
 Training Design
 Marketing
 Customer Engagement
 Website Manager
 Finance
The Better Way Company
Governance meeting structure
• Check-in
• Building the agenda
• Processing agenda items
– Item 1
– Item 2
– Etc.
• Check-out
One tension at a time, by
one person at a time
Workable in 5 steps (or 6)
1. Proposal*
2. Clarifying questions
3. Reaction round
4. Amendments or clarifications*
5. Objection round
6. Integration of valid objections (if any)
* Only the owner of the tension speaks here
Objection or no objection?
• We’re going to try it, unless...
1. ... You have data...
2. ... that it creates a new tension...
3. ... for one of your roles!
Introduction to Holacracy
Implementing Holacracy
 Adopt the Holacracy Constitution
 Define the initial structure
 Initiate regular tactical and governance
meetings
 Train internal Facilitators
 Offer additional training & coaching as needed
The Holacracy Constitution
“This Constitution documents the
core rules, structure, and
processes of the Holacracy
‘operating system’ for governing
and managing an organization. It
provides a critical foundation for an
organization wishing to use
Holacracy, by anchoring the shift of
power required in concrete and
documented ‘rules of the game’,
which everyone involved can
reference and rely upon.”
Holacracy in contrast
Traditional management
Centralized
Managers x
Design
Predict and control
Tension = problem
Holacracy
Distributed
Self-management
Evolution
Experiment and adapt
Tension = fuel
For more info...
www.energized.org
www.holacracy.org

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Introduction to Holacracy

Notes de l'éditeur

  1. This is often what we think of when we think about ‘organization’ – Holacracy is pretty much the opposite of this
  2. When it comes to organization, it often seems like there’s really only one way: a management hierarchy. You can tweak it and hack it and polish it all you want, but the basic principles still apply (division between management and execution or thinking and doing, span of control, concentration of power, etc.)
  3. And it’s pretty old, too!
  4. It’s based on the assumption that people are not very intelligent and cannot be trusted, so you have to tell them what to do and check whether they did it right or not.
  5. Movie: https://www.youtube.com/watch?v=mkJ-Uy5dt5g
  6. See GlassFrog.com
  7. Working ON vs working IN the organization
  8. ©2013 HolacracyOne, LLC - All Rights Reserved
  9. Springest recently won an award for being the best employer in the category of small, innovative companies, with special mention of how they use Holacracy to self-organize and bring out the best in people
  10. Rules of the game, anchored in the constitution (which itself evolves)