You have no boss, but you can never become the boss either. Great prospects or rather a nightmare? Fortunately, the concept of Holacracy is not only based on this simple entrance question. However, it raises fundamental questions about organisational structures and corporate values. And puts meaningfulness at the center of our doing.
If the workforces were to be able to make their own decisions and act independently, a high level of self-motivation could be activated. To define this attitude as a part of corporate culture has a lot to do with what kind values are represented and held up. Would you like a classic top-down management, where all decisions have to be approved first, or do you benefit from agile structures and high self-competence of the employees?
Explore new territory
There are decisive advantages if you break out of traditional hierarchy and develop your companies into network organizations: in the complex, rapidly changing economic environments in which we live and work in, it is crucial to remain agile. When decisions are as close as possible to executives, processes shorten and improve efficiency. And efficacy.
How to be meaningful
Holding up the value of giving employees high decision-making competences is a meaningful thing, because it shows the sense and purpose of being part of a larger whole that pursues a higher common goal. In this way, each individual is motivated to act entrepreneurially, to be creative and to participate actively.
A toolbox for management
Holacracy chooses an evolutionary approach to corporate development. The concept does not have a hierarchical management structure. Instead, a company has an agreed upon mission statement and a corporate purpose that goes beyond making profit. Divisions become circles, and the employees perform roles with assigned tasks. Anyone who performs a process may also determine its structure. It is a toolbox to introduce an evolutionary management concept.
Published 18.10.2017 © Brandsoul AG