Holacracy represents a paradigm shift in organizational governance, challenging conventional wisdom and reshaping the future of work..
Find out how Railsware defined its strategy with the help of each single employee. Here we describe the holacracy elements that helped us make it happen.
This is Holacracy 101.
Last week, we learned that Zappos’ management structure is being replaced with a “self-governing” management system called Holacracy that dispenses with job titles and throws an elbow at traditiona…
This Q&A with Brian J. Robertson, author of Holacracy: The New Management System for a Rapidly Changing World, offers some insight on the business system he created.
Almost 70 companies around the world have adopted holacracy. They may still be in their teething stages, but it is clear that organisational structures are soon becoming increasingly horizontal.
The fashion workplace of the future is going to be less centralised, more mobile and more diverse in style and structure.
How a Philly-based entrepreneur accidentally launched a radical new management paradigm that’s infiltrating Silicon Valley.
Endlich einfach verstehen und verständliches Wissen tanken zu Agilität, New Work, Holacracy, Workation... -> "Heiter bis wolkig in Digitalien" von Doris Schuppe
A holacracy is a management strategy and an organizational structure where the power to make important decisions is distributed throughout an organization. It differs from conventional management hierarchies where power is in the hands of a select few. The core principle of a holacracy is self-organization where employees organize into several teams and then work...
ブログを移転しました。新しいページに自動で切り替わります。3秒お待ち下さい。 ---- 突然ですが、Holacracy（ホラクラシー）という言葉を耳にしたことはありますでしょうか？ 日本ではまだ参考文献が少ないためご存知の方は少ないかもしれませんが、サービスデザインないしは組織デザインのための学習の一環として調査し、まとめてみました。 Wikipedia によると、ホラクラシーとは従来のようにトップダウンのヒエラルキーによって意思決定がなされるのではなく、組織全体に権限を分散させ意思決定させることで、自走する組織を保つための社会技術または組織のガバナンス・マネジメント方法*1と定義されています…
Holacracy is an alternative management structure that does not rely on manager roles or job titles.
In this guide, we look at what holacracy is, explain the way it works by the example of Zappos & examine the benefits and the criticism of holacracy.
Most observers who have written about holacracy and other forms of self-management take extreme positions, either celebrating these “bossless,” “flat” work environments for fostering flexibility and engagement or denouncing them as naive experiments that ignore how things really get done. To gain a more accurate, balanced perspective, the authors—drawing on examples from Zappos, Morning Star, and other companies—examine why these structures have evolved and how they operate, both in the trenches and at the level of enterprise strategy and policy. Self-organization models typically share three characteristics: Teams are the structure. Within them, individual “roles” are collectively defined and assigned to accomplish the work. Teams design and govern themselves, while nested within a larger structure. Leadership is contextual. It’s distributed among roles, not individuals, and responsibilities shift according to fit and as the work changes. Adopting self-management wholesale—using it to determine what should be done, who should do it, and how people will be rewarded across an entire enterprise—is hard, uncertain work, and the authors argue that in many environments it won’t pay off. But their research and experience also suggest that elements of self-organization can be valuable tools for companies of all kinds, and they look at circumstances where it makes more sense to blend the new approaches with traditional models.
Yesterday an article showed up in my Twitter feed with the nice title of “The GitHub Debacle: Why Holacracy is Bullshit”. Since GitHub doesn’t use Holacracy, my first reaction was: what does any of…
