5 Reasons Why Holacracy is Failing. Is it Time to Say Goodbye to Holacracy (and Zappos)?

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Holacracy is a self-management principle founded on interconnectedness. The term was first coined in 2007 by Brian Roberts but the idea has been around for centuries. It's only been a couple of years since Zappos adopted Holacracy. But it seems that everyone is eager to learn about the results of Hsieh's experiment. Latest speculations (mostly from the press) suggest that Holacracy is failing. Is it? Or maybe it only needs more time to prove its worth? In this Slideshare story deck, we present 5 main reasons why many experts think that Holacracy is failing. And of course to make it a fair fight, we are also proud to show one big reason why we need to give Holacracy more time. Hope you'll find this information useful! - - - Visit our blog for more > > > cake.hr/blog

Direction et management

5 HolacracyisFailing
Reasons
Why
And one BIG REASON why you
might ought to give it some time.
@CakeHR

WhatisHolacracy?
Holacracy is a system of governance
where authority and decision-making
are placed on the shoulders of
self-organizing teams instead of
managers and bosses.

AdoptHolacracy
orLeave.
This is the ultimatum that
Tony Hsieh, Zappos' CEO,
issued when he decided to
adopt Holacracy
in his company.

Aftermorethan2years...
P O W E R E D b y S E R V I C E™
“What has Holacracy done for Zappos today?”

IsHolacracyFailing?
According to the press, it is.
Here’s Why Eliminating Titles and Manager at
Zappos Probably Won’t Work. – Business Insider
Tony Hsieh’s Workplace Dream:
Is Holacracy a Big Failure? – Forbes
Are You Planning to Do Away with Your
Managers? Doubtful. – Fistful of Talent

To track the pulse of the HR
world, or follow up on latest
workplace trends, visit our
blog at cake.hr/blog
@CakeHR
YOUR HR. SIMPLIFIED.

1.HolacracyisNotaStepbyStepGuide
Holacracy does not teach you how to run your
company. Instead, it guides you on how to conduct
meetings and other activities that encourage
collaboration and self management.

2.HolacracyReducesControl
There's no corporate hierarchy in Holacracy.
Even CEOs don't have the power to dictate
what the departments should be doing.

3.YouMustGetRidofOldHabits
An “old way” manager has the habit of telling
people what to do. And in micromanagement
cases, how to do it.
In Holacracy, it’s a different story.

4.It'sHardtoGetEveryoneOnboard
Due to distribution of authority, traditional job
title holders may find it hard to change the course
of the team or to make every member of the circle
focus on the same goal.
?

5.ItFocusesonRoles
Each members are expected to voice out their
concerns on the work done, not on the person
who did it. Putting aside personal feelings also
mean doing away with corporate politics.

TheOneBigReason
WhyHolacracy
isWorththeWait

California-based agency
called Phelps
has been practicing
Holacracy since 1981.

PhelpsHasBeenReaping
theBenefits
Great work output because employees no longer worry
about layers of approvals.
Performance-based compensations.
No C-suite director taking credit of others' work.
No corporate title competition.

AdoptingHolacracy?
HereAre4ThingstoFocusOn
1. Personal Responsibility
2. Timely and Honest Collaboration
3. Openness to Feedback
4. Embrace the Core Values of Holacracy

-BrianJ.Robertson
“Holacracy is not a governance process
“of the people, by the people, for the people” –
it’s governance of the organization,
through the people, for the purpose.”

YOUR HR. SIMPLIFIED.
Check out the one-stop HR management suite at cake.hr
@CakeHR
www.cake.hr

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Do you know that a baby is born with all the brain cells he needs when he becomes an adult? Do you know that a baby creates 700 neural connections every second in the first 1,000 days of his life? A study conducted by Dr. Jim Heckman, a Nobel Laureate in Economics, show that early stimulation of brain function during childhood plays a critical role in a child's social and economic success. Furthermore, the neural pathways and networks that are forged during the first 1,000 days will have lasting impacts on the person's social, emotional and mental capabilities --- very important factors which dictate the kind of lifestyle, job and social interactions he will have in the future. For parents who want nothing but the best for their children, Dr. Heckman's research show that preschool experiences and early interactions with peers and adults provide the highest return in capital investment. The benefits of which decreases dramatically after school due to aging and several other reasons. From an economic standpoint, these words ring true. Early childhood stimulation of brain function develops fluid abilities such as memory, reasoning, speed of thought and problem solving prowess. All of which are interrelated and foreshadows high-level brain function which is key to a happy, successful life. In this Slideshare story deck, CakeHR is proud to present 10 easy, practical ways to develop your kid's brain power. Here you will learn about the importance of play, songs and interactive toys in early childhood brain stimulation. You will also learn that the way your respond to your child's needs and cries will have a direct effect on the development of his cognitive and emotional abilities. Learn more about CakeHR at > > > cake.hr

10 Easy Ways to Unleash Your Kid's Brain Power

Sage HR

This SlideShare will show you 23 awesome tips on how to negotiate with people around the world! ~~~ You can't expect negotiations with the French to be like negotiations with Americans, and the same holds true for every culture around the world. British linguist Richard D. Lewis charted communication patterns as well as leadership styles and cultural identities in his book, "When Cultures Collide," which is now in a third edition. His organization offers classes in cross-cultural communication for clients like Unilever and BMW. Although cultural generalizations can be overly reductive, Lewis, who speaks 10 languages, insists it can be done fairly. "Determining national characteristics is treading a minefield of inaccurate assessment and surprising exception. There is, however, such a thing as a national norm," he writes. "How to Skyrocket Your Communication skills to Irresistible Levels" SlideShare presentation we made thanks to CrossCuture negotiating with people around the world! Enjoy and share your thoughts below! Team CAKE HR.

How to Skyrocket Your Communication Skills - 23 Awesome Tips!

Sage HR

Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation. Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture. Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued! Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”. Read more at >>> cake.hr

The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.

Sage HR

How Volkswagen Mocked Corporate Social Responsibility: “DieselGate” Outs Sustainable Business Sham In September 2015, the automotive industry played witness to the largest scandal among its ranks in recent history, as Volkswagen was caught cheating with its pants down. The German car manufacturer had recently overtaken Toyota in sales, in the first half of 2015, to establish itself as the leader of the global car market. Though, this shouldn't have been a surprise to anyone, since VW was largely leading the automotive industry in terms of revenues, profits, and assets even in 2013. The world was left with jaws agape in early September, as the German giant admitted to placing “cheat” software in roughly 11 million of its diesel-engined cars worldwide. Carried out since 2009 onwards, this subterfuge was perpetrated in an effort to deceive pollutant emissions testing in developed markets like US and EU. As investigations into the fraud continue, the primary reason seems to be that Volkswagen did not wish to install a Urea-based exhaust system marketed as AdBlue – roughly $336 per unit – into the “clean diesel” engines which they'd spent years developing for their 2009 models. In-house testing into the engines revealed that they emitted roughly 35 to 40 times the amount of nitrogen oxide, linked to smog, acid rain, asthma, and other illnesses, above the limits allowed by clean air legislation in developed nations. Suddenly, the car manufacturer was faced with two options – go back to the drawing board and miss out on the 2009 car season, or spend exorbitant amounts of money to fix the problem by retro-fitting their engines with AdBlue. They chose option three – cheat through a “defeat device” software. Ironically, the test which ultimately uncovered the deception was carried out by independent American researchers – working for an NGO, rather than the EPA or other bigwig agencies – to show their European counterparts that diesel engines can be used with cleaner emissions. Despite their published efforts coming to light in 2014, however, the EPA was unable to make Volkswagen admit to the cheat till September 2015 – after threatening to withhold approval for VW's and Audi's 2016 diesel models. Now, after having lost its CEO in the wake of the scandal alongwith almost a fifth of its share value, Volkswagen is looking at criminal investigations from the US and Chinese governments, a legal penalty for $18 billion for the roughly 482,000 cars it sold in US, and class-action lawsuits from owners of post-2009 VW Jetta, Golf, Beetle, and Passat, as well as similar Audi diesel models. Even though the firm has set aside roughly $7.3 billion to deal with this scandal, early projections show that this amount may be grossly insufficient. By now, we're sure that you have a flood of unanswered questions – What are these “defeat devices”? How do they affect the car's performance? For more visit > > > cake.hr

How Volkswagen Mocked Corporate Social Responsibility: “Diesel Gate” Outs Sus...

Sage HR

There’s always been an old adage in the advertising world – “All publicity is good publicity” – however the sheer stupidity of that statement is enough to give old PR hands heartburn. And the prime examples to prove its invalidity are the ups and downs of ex-Reddit interim CEO, Ellen Pao. Since 2012, Ellen Pao has gone through an unbelievable series of highs and lows worthy of earning its own mini-series, starting with her $16 million case against former employer – Silicon Valley venture capital firm, Kleiner Perkins Caulfield & Byers. Her current peak ended on Friday with her resignation from her post at Reddit, in the face of overwhelming negative responses from Redditors’ hivemind, a roughly 213,000 signature-strong petition demanding her resignation on Change.org, and the official reason of differences with higher ups over the future growth rate of the website. And now, the statements coming in from Reddit Board of Directors and ex-head honchos possibly suggest that Pao may have simply ended up being a patsy for the decisions of others, rendering her pain and humiliation at the hands of disgruntled Redditors entirely pointless. One obvious fact visible to anyone who followed this high-octane drama over the last month is that none of Pao’s decisions were evaluated at face value, and instead she faced constant uphill battles due to her sexual discrimination (not harassment; there’s a difference, people) lawsuit against KPCB, with accusations of everything from “suing her way to the top” to gilding her own comments on Reddit (the ultimate taboo) flying around left and right. Over the last few months, we’ve seen this story unfold and encompass everything from gender discrimination in big-money Silicon Valley, to the insidious power of trolls on the Internet. So, let’s take a quick look at the past few years of Ellen Pao, and let you readers evaluate facts as you would.

The Rise and Fall of Ellen Pao. Perpetrator or Victim?

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1. 5 HolacracyisFailing Reasons Why And one BIG REASON why you might ought to give it some time. @CakeHR

2. WhatisHolacracy? Holacracy is a system of governance where authority and decision-making are placed on the shoulders of self-organizing teams instead of managers and bosses.

3. AdoptHolacracy orLeave. This is the ultimatum that Tony Hsieh, Zappos' CEO, issued when he decided to adopt Holacracy in his company.

4. Aftermorethan2years... P O W E R E D b y S E R V I C E™ “What has Holacracy done for Zappos today?”

5. IsHolacracyFailing? According to the press, it is. Here’s Why Eliminating Titles and Manager at Zappos Probably Won’t Work. – Business Insider Tony Hsieh’s Workplace Dream: Is Holacracy a Big Failure? – Forbes Are You Planning to Do Away with Your Managers? Doubtful. – Fistful of Talent

6. 5Holacracy Reasons Why isFailing

7. To track the pulse of the HR world, or follow up on latest workplace trends, visit our blog at cake.hr/blog @CakeHR YOUR HR. SIMPLIFIED.

8. 1.HolacracyisNotaStepbyStepGuide Holacracy does not teach you how to run your company. Instead, it guides you on how to conduct meetings and other activities that encourage collaboration and self management.

9. 2.HolacracyReducesControl There's no corporate hierarchy in Holacracy. Even CEOs don't have the power to dictate what the departments should be doing.

10. 3.YouMustGetRidofOldHabits An “old way” manager has the habit of telling people what to do. And in micromanagement cases, how to do it. In Holacracy, it’s a different story.

11. 4.It'sHardtoGetEveryoneOnboard Due to distribution of authority, traditional job title holders may find it hard to change the course of the team or to make every member of the circle focus on the same goal. ?

12. 5.ItFocusesonRoles Each members are expected to voice out their concerns on the work done, not on the person who did it. Putting aside personal feelings also mean doing away with corporate politics.

13. TheOneBigReason WhyHolacracy isWorththeWait

14. California-based agency called Phelps has been practicing Holacracy since 1981.

15. PhelpsHasBeenReaping theBenefits Great work output because employees no longer worry about layers of approvals. Performance-based compensations. No C-suite director taking credit of others' work. No corporate title competition.

16. AdoptingHolacracy? HereAre4ThingstoFocusOn 1. Personal Responsibility 2. Timely and Honest Collaboration 3. Openness to Feedback 4. Embrace the Core Values of Holacracy

17. -BrianJ.Robertson “Holacracy is not a governance process “of the people, by the people, for the people” – it’s governance of the organization, through the people, for the purpose.”

18. YOUR HR. SIMPLIFIED. Check out the one-stop HR management suite at cake.hr @CakeHR www.cake.hr

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