Holacracy: New Management System for a Rapidly Changing World

Basic idea

Holacracy replaces the traditional hierarchy with a system of distributed authority based on roles and clear rules. In traditional organizations, power is usually tied to positions and individuals – Holacracy decouples the two and creates a dynamic control system.

Constitution

The organization follows a formal “constitution” that defines all rules for assigning roles, decision-making, and structure. Traditional companies often work with implicit rules and unwritten power structures – Holacracy makes these transparent and binding.

Roles instead of positions

Employees take on specific roles with clear responsibilities that are regularly adjusted. In traditional organizations, positions are usually rigidly defined – Holacracy allows for flexible role assignment based on needs and competencies.

Circles instead of departments

Teams are organized as “circles” that are self-managing and embedded in higher-level circles. Traditional organizations work with fixed departments and line hierarchies – Holacracy uses a fractal model without vertical concentration of power.

Governance meetings

Regular meetings serve the purpose of structural development – roles, responsibilities, and tensions are systematically addressed. In traditional companies, structural decisions are often a matter for top management – Holacracy institutionalizes collective control.

Governance Meetings

Regular meetings serve the purpose of structural development—roles, responsibilities, and tensions are systematically addressed. In traditional companies, structural decisions are often a matter for top management—Holacracy institutionalizes collective control.

Tactical Meetings

Operational meetings follow a fixed procedure for the efficient handling of current tasks and tensions. Traditional meetings are often unstructured or dominated by managers – Holacracy focuses on clear moderation and role responsibility.

Goal

Holacracy aims to make organizations more agile, transparent, and resilient – through self-organization and a clear logic of responsibility. Traditional organizations often rely on control and stability – Holacracy promotes evolutionary development and decentralized decision-making.

If you are considering how to strengthen vitality, resilience, and personal responsibility in your department or company, we recommend this book—and a conversation with us, Tripl3Leader!