holacracy one
[spring city, pa]
Over seven years, HolacracyOne has developed Holacracy: a real-world tested new social technology for structuring, governing, and running a purpose-driven, agile company. Holacracy is a fundamental change in how we structure, how decisions are made, how power is distributed. It is lean, adaptive and empowering at its core.
___________
first intro’d to the term holacracy via the integral center, then zappos, then medium…
___________
Brian Robertson google talk july 2015 on holacracy:
video:
how can we work together most effectively..
holacracy – came from experimentation… a new social technology
not throwing out all structure.. replacing with another way of structuring an org..
really talking about power – who has the authority to do what
7 min – on emergent order – when you have the right framework of rules and freedom
14 min – on micro reorganizations
15 min – slide of all his points
23 min – fractal structure.. natures way of dealing with complexity at scale..
actually more structure than a typical hierarchy
minimal just in time dynamic structure
driver – tension – in positive sense – the feeling you get when you sense a gap between where you are and where you want to be
25 min – most places only sense the tension – then complain about it.. not knowing how to get from here to there
holacracy – design by tensions we sense..
28 min – goal is not to be w/o tension.. just that the same ones we’ve been having for years don’t continue to be ignored
29 min – what you’re doing in the meetings is making sure you don’t need meetings about this again
33 min – forward of book by david allen – author of how to get things done… and first company to use holacracy.. he saw gtd (getting things done – individual approach to taking in all the input and addressing all the tensions)… as same as holacracy is for a company
david’s 2007 google talk: https://www.youtube.com/watch?v=Qo7vUdKTlhk
37 min – on egos – system in governance meetings to keep egos from taking over…. Ie: processing one tension at a time, giving everyone a space to process own tensions without others getting in the way
44 min – on aligning around a purpose .. rather than a person
46 min – on how to determine pay – one ie is a badge based compensation.. holacracy ones uses it and zappos is going to
49 min – on finding the right role… ie: zappos using app for this
seems we could do better than searching for role to play.. perhaps then too.. we wouldn’t expect compensation..
52 min – if can’t implement whole – (which he advises against) – then
implement whole in part of company.. don’t implement part in all of the company…
indeed.. sync ness.. to let the dance dance.
___________
find/follow holacracyone:
be you. 