Mental health organization PuntP just finished the Holacracy adoption phase. We asked some of the employees about their experiences in a Q&A. Because Holacracy is a practice.
‘Slow down to speed up’ is one of the most famous quotes by Brian Robertson. Although Holacracy uses what is already there as a starting point, it’s still a change. And change takes time. Mental health organizations also have a lot of pressure, so this change has to be done while working hard already. That’s also true for PuntP. But still they wanted to embrace change and still they had the guts to go for it!
Guido de Jong
Cliëntlogistics expert, Intaker and other roles
How do you describe Holacracy?
Daphne: “Holacracy is a very nice and efficient way of working together that really energizes me.”
Guido: “As a new way of collaborating. With clarity on how decision making is distributed and roles and tasks are described clearly.”
Janske: “For me, Holacracy is a way of working together, discussing and shaping the work. Choices and actions from your own autonomy instead of asking for permission everywhere.”
What do you remember best?
Daphne: “At a certain point we created some kind of manager role. Together we undid that. Great learning moment!”
Guido: “Somebody said to me ‘Are you asking for permission? You don’t need that. Just do it if you think it;’s the best thing to do. If a tension comes up, you’ll hear it.”
Janske: “For me, the evaluation moment at the end of June was an important moment. When we really looked at where we are in the process now.”
You learn a number of new rules and processes with Holacracy, but you also need to ‘unlearn’. What was the hardest?
Daphne: “Trying to solve everything and take on responsibility, especially if the circle members rely on your old function.”
Guido: “Showing alternatives when it’s not even my tension.”
Janske: “I really had to unlearn to share my own tensions when discussing a tension of a colleague. My tension comes later, thensions are solved one by one so it’s really about the tension of the person who’s processing.”
What did you really need to learn?
Daphne: “To let go and trust works pretty well. I had to learn to create focus and be more critical when using the circle to process a tension. We are not looking for consensus and support anymore. And we’re no longer sharing just to share..”
Guido: “How to handle a tension. Like when and where you can process that one.”
Janske: “Make my own choices and work from my own autonomy in my roles.”
What do you value most now?
Daphne: “Holacracy reveals talent of people who remained hidden, which makes me very proud.”
Guido: “That it has a very clear system with clear rules of the game.”
Janske: “The new language we speak. As a result, it becomes clearer what happens and what a next step is.”
What did Holacracy bring you as an organization?
Daphne: “In addition to a more clear structure, there is also a lot of freedom and humor.”
Guido: “More clarity about roles and division of tasks in self-organization.”
Janske: “An insight into old methods and handles to break through rigid patterns.“
PuntP treats adults with a variety of mental disorders such as anxiety, depression, bipolar disorder, Autism Spectrum Disorder (ASS) and ADHD. They work with a team of highly experienced and specialized therapists.