Halocracy: The New Business Management Model
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In traditional business enterprises, supervisors and managers need to get approval for any decision. This causes delay and stagnation. Using holacracy, decisions are made based on collaboration with peers who have insight and knowledge of the problem and the solution. Information can be extracted to make a sound business decision. This engages everyone to take ownership of the problem so that business can succeed without delay. Management sets the boundaries and limitations so that the organization is not placed into jeopardy. This a new way of thinking so that the human talent is engaged and empowered, companies are more profitable, and customers are satisfied with the improve delivery of service or output of product. In the health and safety consulting business, our staff of CIHs and CSPs define the problems and develop the solutions so that business can be more sustainable by lowering their risk and limiting their liability. It also helps meet regulatory obligations and insurance requirements.
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Halocracy: The New Business Management Model
- 3. When it comes to organization, it often seems like there’s really only ...
- 4. Holacracy Is Agile and Adaptive
- 5. Dynamic Roles Replace Static Job Descriptions Distributed Authority Replaces Delegated Authority Rapid Iterations Replace Big Re-orgs Transparent Rules Replace Office Politics
- 6. Flexible organizational structure….With clear roles and accountabilities More autonomy to teams and individuals….Individuals solve issues directly without bureaucracy Efficient meeting formats geared toward action and eliminating over-analysis Unique decision-making process to continuously evolve the organization’s structure.
- 7. Introducing Holacracy A set of design principles and business practices for organizing around a purpose 1. Agile and adaptive 2. Distributed authority 3. Disciplined and data-driven
- 8. Holacracy How It Works Organizational Structure Implementation Organizational Control Core Practices Shared Language & Meaning
- 9. Integrative Decision- Making Beyond Consensus The Enemy of Good Enough A Whole-System Shift Integrating Autocracy Individual Action
- 10. How It Works In Traditional Organizations Job descriptions Each person has exactly one job. Job descriptions are imprecise, rarely updated, and often irrelevant. Delegated Authority Managers loosely delegate authority. Ultimately, their decision always trump. Big Re-Orgs The org structure is rarely revisited, mandated from the top. Office Politics Implicit rules slow down change and favor people “in the know”. With Holacracy Roles Roles are defined around the work, not people, and are updated regularly. People fill several roles. Distributed Authority Authority is truly distributed to teams and roles. Decisions are made locally. Rapid Iterations The org structure is regularly updated via small iterations. Every team self-organizes. Transparent Rules Everyone is bound by the same rules, CEO included. Rules are visible to all.
- 11. Holacracy In The World Organizational Consciousness The Organizational Holacracy The I of Organization Worldwide Holarctic Governance The We of Organization Towards a Sustainable World
- 14. ... vs. Organizing Around Purpose
- 16. Evolution Fuelled By... Tension Tension is the perceived gap between how things are and how they could be
- 18. The Promise of Holacracy Processing any tension, sensed by anyone anywhere in the organization, into increasing clarity and evolution toward purpose, rapidly, reliably, and continuously.
- 19. RoleRole Distributed Authority... Role Accountability Accountability Project Project Action Action Action Action Area of focus Social media Ongoing activity Promoting our organization on social media Desired outcome Twitter profile updated First next step Email Tom about new company logo
- 20. Governance Operations RoleRole ... In Short, Disciplined Cycles Role Accountability Accountability Project Project Action Action Action Action
- 21. Dynamic Steering 1. Any issue can be revisited at any time 2. Workable decision 3. Present tensions
- 22. Let’s Try It: Simulation Setup Welcome to “The Better Way Company” which provides training & coaching for the “Better Way” method The company has just adopted Holacracy… … and there are lots of tensions to process …
- 23. Board Circle General Company Circle (GCC) Coaching Delivery Circle Event Delivery Circle Rep Link Lead Link to GCC Lead Link Lead Link Rep Link Rep Link Other Roles: Training Design Marketing Customer Engagement Website Manager Finance
- 24. Governance Meeting Structure Check-in Building the agenda Processing agenda items Item 1 Item 2 Etc. Check-out One tension at a time, by one person at a time
- 25. Workable In 5-6 Steps 1. Proposal* 2. Clarifying questions 3. Reaction round 4. Amendments or clarifications* 5. Objection round 6. Integration of valid objections (if any) * Only the owner of the tension speaks here
- 26. Objection or no Objection? We’re going to try it, unless... ... You have data... ... that it creates a new tension... ... for one of your roles!
- 27. Implementing Holacracy Adopt the Holacracy Constitution Define the initial structure Initiate regular tactical and governance meetings Train internal facilitators Offer additional training and coaching as needed
- 28. The Holacracy Constitution “This Constitution documents the core rules, structure, and processes of the Holacracy ‘operating system’ for governing and managing an organization. It provides a critical foundation for an organization wishing to use Holacracy, by anchoring the shift of power required in concrete and documented ‘rules of the game’, which everyone involved can reference and rely upon.”
- 29. Holacracy in Contrast With Traditional Management Traditional Management Centralized Managers Design Predict and control Tension = problem Holacracy Distributed Self-management Evolution Experiment and adapt Tension = fuel
Hinweis der Redaktion
- This is often what we think of when we think about ‘organization’ – Holacracy is pretty much the opposite of this
- When it comes to organization, it often seems like there’s really only one way: a management hierarchy. You can tweak it and hack it and polish it all you want, but the basic principles still apply (division between management and execution or thinking and doing, span of control, concentration of power, etc.)
- Movie: https://www.youtube.com/watch?v=mkJ-Uy5dt5g
- Holacracy is a new way of running an organization that removes power from a management hierarchy and distributes it across clear roles, which can then be executed autonomously, without a micromanaging boss. The work is actually more structured than in a conventional organization, just differently so. With Holacracy, there is a clear set of rules and processes for how a team breaks up its work, and defines its roles with clear responsibilities and expectations.
- Working ON vs working IN the organization
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- Rules of the game, anchored in the constitution (which itself evolves)