‘New kid on the block’ is what Ikbenfrits calls itself. “I do not employ a thousand people. I have no rusty systems. ” it states on the website under the heading ‘About Frits’. And that is noticeable when you walk in at Ikbenfrits. Many young people work with entrepreneurship at the office. What is it like to work – in your twenties – at a company that is an outsider in mortgage business?
Being flexible as an organization
You will certainly see many rusty systems in the traditional financial world. The systems that organizations work with originated in the time of the industrial revolution. And that while top-down hierarchy does not serve the current goals. Organizations want to be flexible, respond to changes in the world, be an attractive employer and switch quickly to be of service to customers.
One of the ways in which that is possible with self-organization. And to be clear about who does what and what makes decisions, structured self-organization is the most supportive.
Ikbenfrits opted for Holacracy® as a set of rules for the structure. Coach Koen Bunders started supporting them to create a starting structure so that they could practice working in roles and circles. On January 11, 2018, Michiel Lensink, Joost Schulze and Thomas de Leeuw signed the document, showing everybody that from that moment on Holacracy principles would be in place.