Holacracy is a practice. And people practice it. Every context has a different vibe and dynamic. Holacracy has a different flavor for everybody. This is a collection of personal stories of people practicing it.
A self-organization company is where no one has power over others. No one ‘manages’ others, all roles and circles lead themselves. In service of purpose.
When practicing Holacracy, employees don't have a function title but a unique package of roles. How do you determine how every person should be compensated? Holacracy is one of the possibilities to give structure to self-organization, among other things by introducing roles. This is guaranteed to trigger the issue of reward. And as with more issues, Holacracy does not answer it, but it does offer the tools to do something with that trigger.
Holacracy is a practice. And people practice it. Every context has a different vibe and dynamic. Holacracy has a different flavor for everybody. This is a collection of personal stories of people practicing it.
It’s the story of a boys’ dream. Stijn Nijhuis and Koen van Geffen were childhood neighbors. They started their company in the attic and now run a successful international business that’s scaling up fast and now having already 425 employees working with Holacracy internationally in just a few years.
Holacracy promises pathways to quickly, safely and reliably process any tension sensed by anyone anywhere in the organization into a step forward. Does that mean full autonomy? Or full alignment? Or could it be both?
Our company had to go from start-up to scale-up, but how?’ Pitrik van der Lubbe talks about his company’s struggles, choices and challenges.
What are the similarities and differences between Holacracy® and Sociocracy 3.0 (S3)? Why do organizations choose these styles of self-organization as an alternative to the traditional management hierarchy? The professionals from Rebelwise and Energized.org have years of experience in the field of self-organization. Therefore both organizations did research to look for the similarities and differences between S3 and Holacracy. During a meetup we collected information and enriched the data with the insights of practitioners and experts.
How a company can become a forerunner through focus and a new method of organization: Luscii
Evolution of the main Holacracy tool: the Constitution. One of the differences between 4.1 and 5.0 is that there will be no more distinction between a role and a circle.
