What is Brian Robertson's Holacracy Organizational Model?

Holacracy is a form of Adhocracy, which we covered in an earlier video. But, whilst we are way past ‘peak adhocracy’, it seems that holacracy is thriving.

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The Nature of Organizations
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This video is part of course module number 6.1.2
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 2: Organizational Models


Other videos in this section include:
🎬 Edgar Schein's Two Organizational Cultures -    • What are Edgar Schein's Two Organizational...  
🎬 Henry Mintzberg's 4 plus 2 Organizational Types -    • Henry Mintzberg's 4 plus 2 Organizational ...  
🎬 Charles Handy's Gods of Management -    • What are Charles Handy's Gods of Management?  
🎬 Charles Handy's Shamrock Organization -    • What is Charles Handy's Shamrock Organizat...  
🎬 Charles Handy's Federal Organization Model -    • What is Charles Handy's Federal Organizati...  
🎬 Charles Handy's Triple-I Company -    • What is Charles Handy's Triple-I Company?  
🎬 The Matrix Organization Model -    • What is the Matrix Organization Model?  
🎬 Peter Senge's Learning Organization -    • What is Peter Senge's Learning Organization?  
🎬 Adhocracy -    • What is the Adhocracy Organizational Model?  
🎬 The Agile Organization -    • What is The Agile Organization?  
🎬 Virtual Organizations -    • What are Virtual Organizations?  

LESSON NOTES
Holacracy is a modern attempt to reform traditional hierarchies. It keeps the aspect of senior-level overviews and subordinate focus. But it gives greater autonomy to individuals, and more substantial decision authority to small teams at the focus of operations and change.

In 2015, Brian Robertson published the book ‘Holacracy: The New Management System for a Rapidly Changing World’ - https://geni.us/J6erC. It sets out the principles he developed and the practices that support them.

What is Holacracy?
Instead of managers, decisions are made by ‘Circles’.
These are groups of individuals whose roles cluster around a coherent set of activities, processes or parts of a function.
Circles can re-organize quickly, making this organizational structure highly agile.
Each individual in a holacracy should feel highly empowered to make changes.

Advocates say holacracy leads to an entrepreneurial mindset. Individuals and circles are in constant search for incremental improvements, which makes this model a good one for making Kaizen work well.

Circles within circles
Holacracy does have a hierarchical structure. Each circle sits within another, at a higher level. And representatives from the broader circle sit within it, to ensure alignment at the strategic level

Summary of the decision-making process:
1. Proposal
The proposer describes the problem and presents proposal to address it
2. Clarifying Questions 
Members of the circle ask clarifying questions, and proposer may answer. R
3. Reaction Round 
Now, each person can express their reaction to the proposal.
4. Amendment and Clarification
Having addressed questions and heard reactions, the proposer offers clarifications. They can also amend their proposal in light of the reactions.
5. Objection Round 
Facilitator surveys each person in turn. They ask:
‘Do you see any reasons why adopting this proposal would cause harm or move us backwards?’
This is the formal structure of an Objection. Members can make as many objections as they wish. The facilitator notes each objection without discussion. If there are no objections, the circle adopts the proposal.
6. Integration
If there are objections, this step develops a revised proposal that does not cause objections, but that still addresses the proposer’s problem. The group focuses on one objection at a time. When the circle has addressed each objection, it returns to another Objection Round.

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RECOMMENDED READING
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Understanding Organizations https://geni.us/oB774Do
Images of Organization https://geni.us/hrOemEs
Inside Organizations: 21 Ideas for Managers https://geni.us/YwwL
Gods of Management: The Four Cultures of Leadership https://geni.us/bpPeC5


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