Brian J. Robertson, creator of Holacracy, discusses the new management system and its implementation. He debunks myths and explains the problem it solves, maximizing talent, lead link role, types of meetings, physical workspace, and advice for managers.
Holacracy replaces traditional hierarchical structures with a nested circle structure that offers clear roles and autonomy.
Holacracy introduces two primary meeting processes: tactical meetings for efficient communication and decision-making, and governance meetings for defining role boundaries.
Holacracy can be implemented in companies of any size, but success relies on willingness to embrace change and commitment to the process.
Deep dives
Importance of Holocracy in the Future of Work
Holocracy, a new management and organizational structure, is discussed in this podcast episode. It aims to address the dissatisfaction and limitations of traditional management structures by providing clear roles, autonomy, and a framework of rules. Brian J Robertson, the creator of Holocracy, shares how it can offer more agility, empower employees, and foster innovation within organizations. The implementation of Holocracy varies depending on the size and readiness of the company. The transition may involve reorganizing departments or starting small with a team in order to build internal capacity. While some employees may choose to leave during the transition, those who embrace the change have the opportunity to be more involved in decision-making and contribute to the overall success of the organization.
Understanding the Structure of Holocracy
Holocracy replaces the traditional hierarchical pyramid with a structure of nested circles. Each role within the organization has autonomy and clear territories, similar to how cells function within an organ. Roles are grouped within circles, which represent organs, and circles are nested within broader circles. This structure allows for more fluid collaboration, with each role having specific accountabilities and the freedom to make decisions within their territories. Lead links and representative links connect different circles to ensure effective communication and resolution of issues. Holocracy's scalable and self-similar structure makes it adaptable to different company sizes, with potential for transformation through a gradual, piecemeal approach.
The Meeting Processes in Holocracy
Holocracy introduces two primary meeting processes: tactical meetings and governance meetings. Tactical meetings, which replace traditional staff meetings, focus on efficient communication and decision-making within a team, and they occur on a weekly or biweekly basis. Governance meetings, on the other hand, involve defining the boundaries and expectations for roles within a circle. These meetings occur monthly or bimonthly, depending on the maturity of the team. Both meeting processes revolve around processing tensions, which are the gaps between the current state and desired improvements. With a structured format, these meetings ensure that every individual has a voice and that tensions are addressed to drive meaningful change within the organization.
Addressing Concerns and Implementing Holocracy
During the podcast, concerns about the applicability and adoption of Holocracy are discussed. It is acknowledged that the size of a company does not determine whether Holocracy can be implemented, but rather the willingness to embrace change and commitment to the process. Some companies may choose to adopt certain aspects of Holocracy incrementally, while others may opt for a full-scale implementation. The importance lies in taking consistent and persistent steps, understanding that change takes time. It is also highlighted that Holocracy offers benefits to individuals with introverted preferences, granting them space to express their opinions and engage in decision-making. The overall goal is to create effective and efficient meetings, providing employees with the freedom to contribute and actively shape the organization.
Holacracy: A More Efficient Meeting Structure
Holacracy emphasizes the importance of efficient meeting structures. It allows participants to opt-out of meetings that are not useful to them, focusing on only attending those that are necessary. The tactical meetings are flexible and require attendance only if there is something to contribute. The governance meetings, on the other hand, focus on deep work and restructuring the organization. The process is efficient and results in clear resolutions, saving time from endless debates and discussions.
Adaptable Workspaces and Virtual Collaboration for Holacracy
Holacracy benefits from adaptable workspaces that foster autonomy and flexibility. This can include physically distributed teams with home offices or physical office spaces designed for creative collaboration. Virtual collaboration is also embraced, with technology platforms like Slack facilitating efficient communication among team members. The clear meeting structure in holacracy minimizes awkwardness and enhances virtual collaboration, making it easier to work remotely while maintaining effective communication.
I’m really excited about this episode of the Future of Work podcast. My guest is Brian J. Robertson who actually created Holacracy, a new management and organizational structure; and is the author of Holacracy: The New Management System for a Rapidly Changing World. Holacracy has been in the news quite a bit as it pertains to Zappos’ radical shift to this new organizational structure. There has been quite a bit of confusion and discussion around Holacracy, so I thought this would be an ideal time to speak to its creator to find out what is Holacracy, how it works and why it should be considered. Brian dispels a lot of the myths and, overall, it is a very thought-provoking discussion. Brian is very passionate about the work he is doing and sheds light on exactly what Holacracy is. So tune in and enjoy this very fascinating discussion on Holacracy!
(Music by Ronald Jenkees)
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