Holacracy is a comprehensive practice for structuring, governing, and running an organization. It replaces today’s top-down predict-and-control paradigm with a new way of achieving control by distributing power. It is a new “operating system” that instills rapid evolution in the core processes of an organization.
Holacracy places the seat of organizational power in an explicit process, one which organizes around an explicit purpose. This allows emergent behavior of the whole system, without being controlled by either a single heroic leader or even the collective group.
Tension, n.: The felt-sense of a specific gap between current reality and a sensed potential.
Holacracy provides channels so anyone who senses a tension can process it into organizational evolution. People become the sensors of a conscious organization, driving its continual evolution.
With Holacracy at play, if an expectation isn’t explicitly defined via a governance process, no one has a right to expect it. This removes the need for organizational politics and centralized power to work around lack of clarity. The substitute is a clear process to identify what expectations are needed to express the organization’s purpose.
The Holacracy governance process is not governance “of the people, by the people, and for the people” – it is governance of the organization, through the people, for the purpose. It enables the organization to find and express its deepest creative capacity.
HolacracyOne is a legally Holacracy-powered organization, with no employees (only partners), no managers (just distributed authority), and no owners controlling it (just investors along for the ride). All power vests in the Holacracy Constitution, and all partners take part in the organization's governance.
Holacracy is a real-world-tested social technology for agile and purposeful organization. It radically changes how an organization is structured, how decisions are made, and how power is distributed. Holacracy leads to...
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