Are you thinking of adopting Holacracy or another form of self-organization? We can lead that change process in the right direction. Some organizations promote the immediate replacement of the existing management model in its entirety, while others prefer to work modularly.
Working with Holacracy requires distancing yourself from old habits, implicit agreements, and implicit expectations. At the same time, it brings energy and freedom. Everyone is ‘the boss’ of his or her own role; however, this applies only to their own work, and not to other people. This newly acquired freedom comes with specific, explicit rules.
We guide the adoption and implementation process of Holacracy in the right direction. Some organizations choose to immediately replace the existing management model in its entirety, whereas others prefer to work modularly. For example, they first adopt only the efficient meeting structures or they get a taste of what it’s like to redesign functions and turn them into roles with purpose and accountabilities.
Tension = fuel
Holacracy® is a set of rules for the governing, decision-making and structuring of organizations. Typical features are role-based operations, efficiency in tactical and governance meetings, and equal authority. A daily constant for organizations working with Holacracy is the sensing and processing of tensions: a problem, difference of opinion or opportunity is seen as a tension, and these can serve as fuel in the development of an organization.
Are you thinking about working with Holacracy or another form of self-organization? Please contact Jasper Rienstra (email@example.com) or leave your details on this page. Would you first like to get a better idea of what Holacracy is? Then request an in-company Holacracy Taster.
Much has been written about Holacracy; you can find our collection of resources here.