holacracy one

holacracy site

[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:



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…

holacracy et al law

indeed.. sync ness.. to let the dance dance.



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