What’s that? The first time I saw this word was on a Mashable post, in which I was actually drawn to image of Tony Hsieh, CEO (or should I say “former CEO”) of Zappos. I was thinking, “Oh! Where is he moving off to if he’s no longer going to be CEO of Zappos?”
That’s when I stumbled upon a new management system called Holacracy.
If you go to the Holacracy.org site, you’ll see the chart below and more details describing the purpose and difference from other management styles:
“Everyone becomes a leader of their roles and a follower of others’, processing tensions with real authority and real responsibility, through dynamic governance and transparent operations”
On the Holacracy Blog, there’s a video interview with Twitter co-founder Evan Williams, who spoke about Holacracy.
He says Holacracy creates structure to allow people more creativity and freedom. It’s the opposite of the “start-up” freedom, as Evan touches on the erroneous romanticisized view of start-up culture. Jonathan Rosenfeld, an organizational psychologist, is also interviewed in the video. He talks about all the conversations people don’t have, doing cost-benefit analysis to put it off until the pain point is too great.
I know very little about Holacracy, but it is exciting to know that there are movements towards making the workplace a more fulfilling, productive environment for employees. It is spurring me on to reflect on the Fortune 200 company that I am currently employed at and what I can do or think about more broadly as options.
Holacracy is new and different, grounding breaking as a viewpoint towards corporate culture. Of course start-ups have less to risk by implementing Holacracy, but the stakes have risen on Wall Street now that Amazon’s Zappos is making the move. And all of this — to me — is refreshing.