Podcasts about holacracyone

Today's episode of the podcast “Leadership is the Competitive Advantage” is devoted again to self-managing organizations. This time I sat down with Thomas Thomison, a co-founder of HolacracyOne and encode.org, both companies devoted to shifting humanity's relationship with power. I was intrigued to get to know Tom better and inquire about his journey, endeavors and convictions in the world of self-managing organizations. “One of the major challenges in implementing Holacracy is unlearning. It is about getting rid of the habits of mind, the inertia and the momentum toward expecting certain behaviors in an organizational space. This is not a bolt-on or a bandaid; the fundamental governance and operational dynamics are very different. Leaders need to unlearn their traditional ways and learn new methods to lead not people, but their work. On the other side, those accustomed to following must learn to step into their own power and authority to lead their work. Both sides need to learn this new dance of leadership and followership in a self-organization system.” – Thomas Thomison Listen and enjoy!

My guest is Thomas Thomison! Thomas is a seasoned entrepreneur and enterprise builder: Birthing power-shifted organizations, cultivating decentralized communities, and rewriting the rules of capital, work, and relationships. A co-founder of HolacracyOne, LLC, in 2007, Thomas helped develop and mature Holacracy® into a leading replacement for conventional management power hierarchies.  In 2015, he co-launched encode.org llc to upgrade underlying business legal, capital, and social structures with the same self-organizing principles embedded in practices like Holacracy®.  In 2019, encode.org launched PowerShift Capital LLC, an organization focused on sourcing and deploying resources for purposeful power-shifted projects. And in 2020, encode.org birthed PowerShift People, LLC, to create a global community of independent, purpose-aligned workers.  Thomas identifies more as an experimentalist - living into principles and practices that change how individuals work, earn a living, and relate with one another.  Social and Website Linkedin:https://www.linkedin.com/in/thomasthomison/ Website: https://powershift.properties/ Follow Digital Niche Agency on Socials for Up To Date Marketing Expertise and Insights Facebook: https://www.facebook.com/digitalniche... Linkedin: https://www.linkedin.com/company/digi... Instagram: DNA - Digital Niche Agency @digitalnicheagency • Instagram photos and videos. Twitter: https://twitter.com/DNAgency_CA YouTube: https://www.youtube.com/channel/UCDlz…

GTD is about personal productivity - what about organisations? To learn more about that, we are joined by Holacracy author Brian Robertson on today's episode! Listen to learn more about: - What Holacracy is (and isn't), also from a GTD'ers perspective - What advantages would you have as a GTD'er starting with Holacracy - Concrete tips for what you can try out in your teams, such as tactical meetings ..and much more! It's a fun and inspiring episode, we hope you enjoy it. Also, the GTD Summer Camp dates have been announced! June 15-16 2024, head on over to www.GTDSummerCamp.com to learn more and sign up

This week I am joined by Brian Robertson, the author of Holacracy: The Revolutionary Management system that abolishes hierarchy. Tune in to hear an insightful conversation about the problems and complexities of modern day management. In this episode we cover: The discovery of Holacracy Corporate antibodies & Holacracy How does Holacracy work and what is it made up of? Defining roles & limits What would you have in a Holacracy constitution What does Holacracy look like from a structural point of view? The magic of Holacracy Meeting efficiency in Holacracy Meeting the CEO of Zappos - running a company like a city Tips to avoid your Holacracy adoption falling into traps Main industries in which Holacracy has been prevalent About Brian Robertson: Brian Robertson is a seasoned entrepreneur and organization builder, and a recovering CEO - a job he now helps free others from with Holacracy. Generally regarded as the primary developer of the system, Brian's work allows leaders to release the reins of personal power and persuasion into a trustworthy and explicit governance process. Brian also serves as the drafter and steward of the Holacracy Constitution, which captures the system's unique "rules of the game" in concrete form. Beyond joyfully crafting legal documents, Brian's creative expression takes many forms – he co-founded HolacracyOne to support Holacracy's growth, and he fills and loves a broad variety of the company's roles. He's particularly grateful to hold no fancy titles and wield no special powers, so he can show up as just another partner doing his part to support something he cares about. Enjoyed this episode? Let's connect: ⁠⁠⁠https://linktr.ee/johncolemanxagility ⁠⁠⁠- social and podcast links  ⁠⁠⁠https://linkpop.com/orderlydisruption⁠⁠⁠ - order training from right here If you are interested in helping your team or organization achieve greater agility and want to explore agile training options, visit our training page on ⁠⁠⁠https://x-agility.com/executive-agility-leadership-training/⁠⁠⁠. If you value coaching and would like to work with a deeply experienced agile and executive coaching specialist, visit our coaching page on ⁠⁠⁠https://x-agility.com/executive-agility-coaching/⁠⁠⁠ If you are looking for an agile consultant that can help your leadership team identify an appropriate roadmap to organizational agility and take the most effective course of action in your agile transformation, visit our consulting page on ⁠⁠⁠https://x-agility.com/executive-agility-consulting/⁠⁠ #scrum #agile #productowner #management --- Send in a voice message: https://podcasters.spotify.com/pod/show/xagility/message

“I want self-managed people, especially for Halocracy. It's a self-managing environment, that needs people that are capable of individual self-management to be part of a team that is self-managing.” — Brian Robertson This week Sachit (@sachitgupta) chats with Brian Robertson (@h1brian), Co-founder of HalocracyOne — A company that integrates the collective wisdom of individuals throughout an organization and offers a toolset for each person to enact meaningful change at any level of work. Brian is the world's foremost expert on Holacracy, a revolutionary framework for self-managing organizations. After years as CEO of an award-winning software company, he co-founded HolacracyOne to share this innovative method with other organizations. The result is increased transparency, greater accountability, constant innovation, and agility across the company. Holacracy is used by over 1,000 companies today – in healthcare, insurance, banking, retail, technology, nonprofit and government sectors and in places as diverse as Dubai, Shanghai, Amsterdam, London, Berlin, New York, Bangalore, Las Vegas and rural Africa. Brian is thrilled to see this method take root and grow with such force. Brian is the author of the book Holacracy: The New Management System for a Rapidly Changing World. He speaks at conferences, holds trainings, and consults for organizations across the globe. Follow our host, Sachit Gupta on Twitter and sign up for the Creators Collective Newsletter. Do you want to learn how to make a living as a creator? Check out the CreatorsMBA. 0:00 - Introduction 02:25 - What does Brian do in Holacracy? 03:25 - Why is Holacracy better? 11:05 - While building a system, how can someone initiate from their first instinct? 15:00 - Where the concept of having a centralized structure came from 25:50 - Your vision for distributing power, even when not everyone is ready for it 28:35 - What does support and mentoring the people in your company look like? 33:27 - Who decides the roles in Holacracy? 37:35 - The hiring process within the company 45:05 - Great questions to ask when hiring someone 49:36 - Some of the common pitfalls you should watch out for 58:32 - Personal transformations that leaders go through 01:03:30 - Why companies without hierarchy perform better 01:07:19 - How to manage teams better 01:13:21 - How Holacracy helps in decentralized systems 01:22:15 - Some of the types of companies that are using Holacracy 01:25:30 - What being a conscious creator means to Brian 01:26:40 - Closing Remarks

with Gerhard Andrey As an answer to rapidly changing business environments and employee expectations in the last two decades, new models of organizational structures have been emerging. One of these models is Holacracy, a decentralized approach to governing and operating organizations that is celebrated by its advocates for its agility, effectiveness, and ability to adapt. According to HolacracyOne, a company helping organizations implement this structure, Switzerland is one of the countries with the highest number of organizations using Holacracy. While interest in the model continues to grow, discussions have also started around its limitations and relation to concepts like authority, culture, and diversity. My guest today is Gerhard Andrey, co-founder of the digital agency Liip, one of the earliest adopters of Holacracy in Switzerland. In our conversation we go deep into why their decision to shift from a hierarchical structure was made, what challenges they faced both on a personal level and as a company during the process, and what organizations should expect if they wish to start on a similar path. Gerhard also shares how practicing Holacracy at Liip has created more equal opportunities for women, and how this structure can become a vehicle for diversity and personal flourishing at work. What you will learn Traditional hierarchies in organizations weren't created for the world we live in today. Even if you don't adapt all aspects of Holacracy, assessing where structural change is necessary can help your organization stay relevant. The strict structures of Holacracy make it more difficult for personal relationships and biases to affect the decision-making process. This can lead to safer spaces for people with different identities. Holacracy can support diversity, but it can't create it on its own. You still need the right mindset and organizational culture if you want to foster DE&I. Tips Holacracy is not a quick fix for all your organizational problems. Examine your reasons for wanting to adapt it and make sure the top management is ready for the change of power dynamics. When hiring new talent, don't just look at how someone fits a narrowly defined role. Take the whole human into account and consider all the ways they could contribute to the organization. Instead of changing the structure of the whole company all at once, start with one team or one set of approaches, then evolve from there. Resources Open Source und eigentlich alles, was es braucht wenn man das ohne Hilfe anwenden will : https://www.holacracy.org/constitution/5 Liip Blogpost: The 5 Most Common Questions I Hear About Self-Organization : https://www.liip.ch/de/blog/5-common-questions-hear-self-organization Liip culture : https://www.liip.ch/en/culture Find Gerhard online Twitter : https://twitter.com/anderageru LinkedIn : https://www.linkedin.com/in/gerhard-andrey-aa57a820/

Buckminster Fuller once said, ”You never change things by fighting the existing reality. To change something, build a new model that makes the existing model obsolete.” If the current system is „Game A“, how do new organizational models for a "Game B“ world look like? What insights can we glean from experiments in the space of self-management? How would a truly integral, metamodern, holistic form of running a business look like? How can we make purpose the boss and decentralize power systematically? What role might the emergence of Web3 and Decentralized Autonomous Organizations (DAOs) play to create better incentive structures and solve global coordination problems? How can new organizational and business models outcompete the legacy system? With Hosts Tom Amarque & Dennis Wittrock and guests: Jim Rutt He is the host of the “Jim Rutt Show” and the former CEO of Network Solutions. The New York Times once referred to him as “the Internet's bad boy” due to his reputation for creative mischief. He sold Network Solutions at the peak of the Dot Com boom and then went into scientific research. Jim has been affiliated with the Santa Fe Institute since 2002, serving as Chairman from 2009 thru 2012. In a conversation with Jordan Hall he coined the term “Game B” that now galvanizes a global movement of changemakers. Thomas Thomison A seasoned entrepreneur and business builder, Thomas Thomison is a recognized leader, developer, and practitioner of self-organizing systems and methods. In 2007, he co-founded HolacracyOne, LLC, to develop and mature Holacracy® into what is now the gold-standard replacement for conventional management hierarchies. In 2015 he launched encode.org to further embed self-organization practices in legal, capital, and social structures. In 2019, encode.org launched PowerShift Capital LLC to re-invent sourcing and deploying capital for purposeful, self-organized, and power-shifted endeavors. And in 2020, encode.org launched PowerShift People, LLC to create a global community of interdependent agents working in purposeful, self-organized, and power-shifted systems. Marco Robledo Marco Robledo is the author of the book "3D Management, an integral theory for organizations in the vanguard of evolution", and advises on how to build more conscious, humane, efficacious, and responsible forms of enterprise. He is a Professor of Business and Director of the Master of Business Administration (MBA) at the University of the Balearics (UIB). He defines himself as a change agent that helps organizations and individuals in their development towards higher consciousness. --- Send in a voice message: https://anchor.fm/podcast-c709ee4/message

Here is another special episode of my podcast devoted to self-management and specifically to Holacracy. This time we sat down with Rebecca Brover who is a certified Holacracy coach and partner at HolacracyOne. Rebecca was my main trainer in Holacracy and has been a source of inspiration for me to explore self-management in organizations and various practices that seek to distribute authority, giving clarity of responsibilities and maximum autonomy to each member of the organization. It was really great chatting with Rebecca again after a while. “If we are talking about the change that the adoption of Holacracy brings out in leaders, then we must touch upon the topic of ego, and not ego as a bad thing, but ego as the thing that protects us in the identity that we have created for ourselves as leaders. Whenever we encounter considerable change in the context or environment we operate in, which we do in transitioning to Holacracy, it is natural to sense those transformations as possible attacks on our deepest sense of ourselves. The threat to the pieces of our identity that may not serve us in a new environment, like Holacracy, can be perceived as absolutely debilitating and so scary. And what I have come to realize as a coach and a trainer is the necessity to meet those people exactly where they are in their leadership journey, and hold space for them whenever they confront those pieces of identity that are not serving their growth anymore. Almost everyone I have met who has transitioned from a hierarchy to a distributed authority at some point experience that the mirror they have come use to looking at cracks. And it is scary, and the level of fracture varies by person, and you either need to get a new mirror or you have to get it repaired. Yeah, you have to create something new out of the mirror that has been fractured. And the best service I can offer as a Holacracy coach and trainer is to hold space for those individuals to do that for themselves, and not try and do it for them and not try and push them to see and fracture that mirror until they are ready.”– Rebecca Brover Listen and enjoy!

Here is another special episode of my podcast devoted to self-management, and specifically to Holacracy. This time I sat down with Chris Cowan, an accomplished Holacracy expert who serves as a partner and master coach at the HolacracyOne. He got fascinated with Holacracy after seeing the limits of many traditional leadership development approaches and trying to find suitable alternative ways of managing and organizing. For him, Holacracy provides the framework for people to create the best possible way of organizing themselves for the organization to fulfill its purpose. It was a great chat about whether and how it is possible to better satisfy the human psychological needs through practicing Holacracy. Hope you will love it as well! “It is quite a one-dimensional view to simply contrast Holacracy with the conventional hierarchical management. Holacracy is not mainly about the stuff that people where not able to do under the so-called conventional management hierarchy, i.e. have a freedom to direct their own work and so on. This polarity can give people a sense that Holacracy is the competitor of the conventional hierarchical management, whereas I think that it is much more accurate to say that Holacracy is a natural evolution of the management hierarchy. And we have to acknowledge that all those benefits that management hierarchy has had to offer us have largely been fantastic! We are only able to be here now because the management hierarchy has been so wildly successful. Now, Holacracy goes beyond and basically invites us to ask where things work well under the so-called top-down management perspective and where things could be even better. So it does not automatically say that one way of approaching organizing and managing is always the best way; instead, it helps us to look at all different ways how we might approach this. What if we did not have to subscribe to just one way of approaching organizing and management? What if we had means to articulate different ways of organizing at different places at the different times as relevant to the needs of that group and its purpose? That is what Holacracy is all about – providing the framework for people to create the best possible way of organizing themselves for the organization to fulfill its purpose.”– Chris Cowan Listen and enjoy!

Brian Robertson es un emprendedor experimentado, constructor de organizaciones, Co-fundador de HolacracyOne, Speaker y autor del libro Holacracy: The New Management System for a Rapidly Changing World. Brian también se desempeña como redactor y administrador de la Constitución de Holacracy, que captura las "reglas del juego" únicas del sistema en forma concreta. Más allá de la elaboración alegre de documentos legales, la expresión creativa de Brian adopta muchas formas: cofundó HolacracyOne para apoyar el crecimiento de Holacracy, y ocupa y ama una amplia variedad de funciones de la empresa. En este episodio Brian nos cuenta la importancia de aprender y desaprender como parte del proceso de aprendizaje en si, nos cuenta el impacto que ha tenido el learning mindset para desarrollar el sistema Holacracy, además nos explica que Holacracy es un sistema diferente para organizar sin “jefes” a una compañía, además hablamos de: La curiosidad como ese elemento que abre nuestro potencial creativo. Nos comenta algunos beneficios del Holacracy como: mayor claridad para los equipos/personas, mayor alineación, mayor accountability, mayor creatividad e innovación. Nos cuenta porque en un ambiente complejo, de constante cambio y ávido de innovación el Management hierarchy siempre falla. En ese espíritu de Learning, nos invita a experimentar el modelo Holacracy y compararlo con el modelo de organización actual que tu compañía tienen y comparar los resultados entre uno y otro. Nos cuenta que la diferencia entre Self-management y el Holacracy es que el Holacracy es el framework genérico para el Self-management y dicho framework puede ser adaptado a cada organización dependiendo de sus particularidades. Brian nos comenta que uno de los primeros pasos para implementar el Holacracy es dejar en claro los roles que lo constituyen. Nos explica la forma en la que se definen y llevan los OKRs en el modelo de Holacracy y la alineación que deben tener con el propósito de los roles. Lo bien que funciona el Holacracy en el #TrabajoRemoto. La adopción del sistema Holacracy es el principal reto del sistema. Brian nos recomienda su libro: Holacracy: The New Management System for a Rapidly Changing World

This episode is different in a couple of ways. Have you ever wondered how could we bring more transparency and trust, more accountability and initiative as well as better adaptability and constant innovation to your organization? Have you heard of holacracy – a revolutionary framework for self-managing organizations? In this episode I had an awesome opportunity to sit down with the man who started the holacracy movement - Brian Robertson, to have an honest conversation about what Holacracy is all about, how it really works and what are some of the fascinating facets of this unique way of managing organizations. Brian is a co-founder of HolacracyOne, the organization supporting holacracy’s growth around the world. Brian is also the author of the book ‘Holacracy: The New Management System for a Rapidly Changing World’. This time I am hosting the episode together with Paul Vahur who is the leading force behind the Getting Things Done movement in Estonia and an avid enthusiast of holacracy. So buckle up and enjoy the ride! “There is a famous quote by a legendary management thinker Peter Drucker saying that culture eats strategy for breakfast. I love this quote. It does not say that strategy is not important, it is very important, but culture is more fundamental. The right culture will enable strategies that would otherwise not be possible or thwart strategies that would be otherwise wise. I have my own quote about this – yes, absolutely, culture eats strategy for breakfast, and structure eats culture for dinner. What I mean by that is not that culture is unimportant, no, instead I am emphasizing that the power structure is more fundamental. The right power structure can enable cultures that are just not possible otherwise. And the wrong power structure can thwart cultural development efforts. We see this in a management hierarchy all the time, we see the basic power structure getting in the way of creating the desired culture. Companies that are trying to create cultures that are truly empowered and open encounter obstacles because they still operate in a power structure where you need a manager to empower you. That thwarts the culture you were trying to build. Holacracy, on the other hand, deals with the very power structure that enables the desired cultural shift. If you are going to adopt a holacracy it will definitely radically shape your company culture.” – Brian Robertson Listen and enjoy!

James and Jane are joined by Karilen Mays, who spent 7 years as a partner at HolacracyOne, to talk about Holacracy. The conversation explores what hierarchy and holacracy are, the benefits of holacracy, and what teams can do to learn more about and potentially implement these ways of working.

Brian Robertson is an experienced entrepreneur, CEO, and organisational pioneer best known for his work developing Holacracy, an organisational operating system that concretely embodies the agile, transparent capacities called for in today's turbulent times.First incubated at an award-winning fast-growth software company Brian launched at age 23 and led for seven years, Holacracy continues to develop and spread under the stewardship of HolacracyOne, which Brian co-founded to help other change agents bring this purpose-driven evolutionary operating system to organizations across the globe.—Recorded live at the global event in Cardigan, west Wales in 2012.Watch Brian's full talk here: www.thedolectures.com/talks/brian-robertson-imagine-a-company-without-a-boss

No matter how empowering you are as a leader, if you're in a traditional system, empowerment is still inhibited. — Michael DeAngelo   In a constantly changing and complex environment, companies need to correctly address new challenges and opportunities. To do this they need an organizational structure that lessens obstacles to meet company goals and achieve work efficiency. Today on Sustainable, I talk about holacracy, a revolutionary management system that replaces conventional management hierarchy and how it's being implemented to transform organizations in the corporate and non-corporate sectors with Michael DeAngelo. Michael DeAngelo is an experienced business leader with C level executive experience in different industries including healthcare, entertainment and technology, and natural resources. He's an avid beekeeper and holacracy practitioner from HolacracyOne - a company that practices holacracy and spearheads its development. We'll be exploring how this structure is helping businesses around the world empower its employees through hierarchy abolishment and leadership distribution.   In this episode, Michael talks about: What is Holacracy and why is it important? The difference between holacracy and traditional management system How holacracy works in a practical application How Michael self-organize in amplifying individual strengths Misconceptions around holacracy and self-management How to manage multiple roles within departments The “space” for reaction in holacracy management system The challenge of implementing holacracy Examples of habit that are hard to change What company and leader is holacracy good for Holacracy in relation to the circular economy and how the two complement each other How focusing on Holacracy impacted Michael’s life   Connect with Michael: Email: hello@holacracyone.com LinkedIn More about HolacracyOne: HolacracyOne is the company spearheading the development of the Holacracy method. It was founded in 2007 by Brian Robertson and Tom . We’re a non-conventional company in many ways: we’re based in the USA but all our business partners work from home. We don’t have any employees, we’re all legal partners in the company, and we’ve adopted Holacracy in our bylaws. Learn more about HolacracyOne and everything about holacracy here.   If you enjoyed this, check out episode 25: Employee Engagement with Aidan Tracey, Home Energy Scotland

Brian Robertson (@h1brian @HolacracyOne) on a new management system for a changing world #JobsOfFuture #Podcast In this podcast Brian Robertson discussed his book and a organizational framework: Holacracy. He shared his insights into some of the pitfalls in today's organizational hierarchies. He build up a case on why Holacracy would be a considerable supplement to current organizational structures and would provide businesses safeguards from the leaks and pitfalls of inefficiencies in traditional structures. This is a great podcast for anyone looking forward to alternatives to their organizational structures. Brian's Recommended Read: Getting Things Done: The Art of Stress-Free Productivity by David Allen, James Fallows https://amzn.to/2MfKT3o Brian's Book: Holacracy: The New Management System for a Rapidly Changing World by Brian J. Robertson https://amzn.to/2FvuGX0 Website: https://www.holacracy.org/ Podcast Link: iTunes: http://math.im/jofitunes Youtube: http://math.im/jofyoutube Brian's BIO: Brian Robertson is a seasoned entrepreneur and organization builder, and a recovering CEO - a job he now helps free others from with Holacracy. Generally regarded as the primary developer of the system, Brian’s work allows leaders to release the reins of personal power and persuasion into a trustworthy and explicit governance process. Brian also serves as the drafter and steward of the Holacracy Constitution, which captures the system's unique "rules of the game" in concrete form. Beyond joyfully crafting legal documents, Brian's creative expression takes many forms – he co-founded HolacracyOne to support Holacracy’s growth, and he fills and loves a broad variety of the company’s roles. He's particularly grateful to hold no fancy titles and wield no special powers, so he can show up as just another partner doing his part to support something he cares about. About #Podcast: #JobsOfFuture is created to spark the conversation around the future of work, worker and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: #JobsOfFuture, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace,

Brian Robertson is the world s foremost expert on Holacracy, a revolutionary framework for running self-managing organizations. After years as CEO of an award-winning software company, he co-founded HolacracyOne to share this innovative framework with other organizations ready to self-manage. Brian wrote the book Holacracy: The New Management System for a Rapidly Changing World. Over 1000 […] The post Brian Robertson with HolacracyOne appeared first on Business RadioX ®.

In Part 2 of this conversation with Brian Robertson, Brian answers listeners’ questions from Twitter. Why does the Holacracy framework appear so rigid when other self-managing systems are more organic and flexible? What happened with Holacracy at Medium and Zappos? What’s the difference between Holacracy and Sociocracy? Why isn’t Holacracy totally open source? How to follow Brian: Twitter: @h1brian Resources: Holacracy events calendar Offer for listeners: 30% off for HolacracyOne taster workshop on the 16th of April that Brian is leading. Click here and enter the code: INSIDER Frederic Laloux’s video on adopting a ready-made system for self-management (note: I did get it the wrong way round in the conversation, sorry Frederic!)

Brian Roberston is the pioneer of Holacracy, a customisable self-management system used by over 1,000 organisations around the world. In Part 1 of this conversation, we talk about some misconceptions about Holacracy, complementary practices to Holacracy like Nonviolent Communication and Authentic Relating, and about Brian’s personal journey to achieving his purpose of changing how people relate to power. How to follow Brian: Twitter: @h1brian Resources: Holacracy events calendar Offer for listeners: 30% off for HolacracyOne taster workshop on the 16th of April that Brian is leading. Click here and enter the code: INSIDER Authentic Relating website The Center for Nonviolent Communication website

We had a chance to sit with Michael De Angelo from Holacracy One.Michael is an experienced business leader with C-level executive experience in different industries including healthcare, entertainment, technology, and natural resources. Starting as a Computer Scientist for the US Department of the Interior he moved on to lead technology teams at the Walt Disney company and eventually become the Deputy CIO for the State of Washington where he led the first large scale implementation of Holacracy in Government in the world. He also partnered with Harvard Business School researchers and others to lead the first controlled experiment of Holacracy.Now at HolacracyOne, he is helping businesses around the world think through the executive challenges of driving this level of change in their organizations. When he’s not helping organizations with self-management concepts he’s working with self-organizing honeybees as an avid beekeeper. We explored what Holacracy is, how it is being implemented in the private and public sector across the globe and we explored how organizations here, in the UAE, that are using it to transform their organizations.Enjoy the show!Show Notes:02:30 - Michael’s background03:30 - Introduction to complex technologies at Disney and it’s internet divisions in the early years04:45 - Working in small teams at Disney11:45 - On hierarchal systems14:30 - His introduction to Holacracy16:00 - Competing for talent in an already crowded tech space21:15 - Googling “What is Holacracy?” and a 2 minute video animation23:30 - What is Holacracy?25:00 - The Morning Star example27:00 - What does Holacracy One do?33:30 - Companies and industries that practice Holacracy35:15 - Self management hitting a tipping point around the time Zappos came out about it37:00 - Dubai Knowledge a practitioner of Holacracy as a government agency44:30 - What does Michael’s typical work day look like?48:30 - The ‘no title’ business card53:30 - ‘Follow my energy’ work scheduling & prioritization54:00 - The right to ask anyone else when55:30 - His ‘non-habit’ routine that he’s adapting to58:30 - From fictional and non-fictional role models63:00 - His morbidly motivational message on a billboard66:15 - His concerns about the time-travel paradox and giving advice to his 20 year old self68:00 - Michael’s personal purpose in life68:30 - Nurturing insatiable curiosity69:45 - “Don’t lose your momentum as you age, ramp it up as you have more experience and wisdom to solve more complex problems when you are older” See acast.com/privacy for privacy and opt-out information.

Every stage of human development creates radical new ways to organize work. The holy grail for today’s companies is to function so that everybody has a real chance to contribute their gifts. Instead of operating top-down, more power must be distributed throughout the organization, giving individuals and teams freedom to self-manage, while staying aligned to […] The post Holacracy: A Killer App of Integral appeared first on The Daily Evolver.

  “Business as usual” is dead – cubicles, bad bosses, suffocating office cultures, and micro-management. But what do we turn to instead? As a purpose-driven entrepreneur, how do we replace... The post Beyond Bosses: Ditching the Default Organizational Structure – with Brian Robertson of HolacracyOne | Podcast Episode #13 appeared first on Rank & File Magazine.

Introduction Jeremy’s back! And he brought alcohol! This episode is brought to you by chocolate bourbon. If you’ve ever wanted to drink a brownie, just mix some chocolate bourbon with your cola of choice. It’s probably not a good idea to give these guys liquor that tastes like candy before they record an episode. If you pay attention, you can catch the moment it hits Jeremy. Think of it like a buzzed Where’s Waldo. I don’t know if you’re aware or not, but Jamesplaining is when James breaks something down so that you can understand it. Does that make sense? Sorry. I just Jamesplained Jamesplaining. The Show In this thrilling adventure, the hosts set out to discuss different ways of organizing businesses. Jeremy sets the stage for the hosts to talk about their experiences with different management structures and which structures they currently employ, but it quickly apparent, however, that the real discussion is about Holacracy. Do you want to know about a hot business organizational methodology from 2014? If so, you’re in the right place! To kick things off, James does his best to butcher the opening story from the book about Holacracy in which the author describes a harrowing plane flight. James’ rendition his harrowing as well, but for different reasons. With the formalities out of the way, everyone jumps into discussing what Holacracy is. God bless them, the hosts do their best to describe Holacracy, so here’s the definition I copied from Wikipedia: Holacracy is a method of decentralized management and organizational governance developed by HolacracyOne, in which authority and decision-making are distributed throughout a holarchy of self-organizing teams rather than being vested in a management hierarchy. Jeremy and Rob use boring ole’ traditional management structures, so they spend much of this episode asking about Holacracy. James and Kevin implemented Holacracy nearly eight months ago, and they share some of their experiences. These include both the good and bad of Holacracy, although they feel like overall it’s been a good experience. They throw around buzzwords like tensions, governance, tactical and such. If you don’t know what those are, don’t worry, James will Jamesplain it. Kevin relates that some of the biggest challenges that they’ve faced in the implementation process have been cultural, getting employees into a place where they feel comfortable addressing their tensions. Holacracy, James Jamesplains, is not designed to handle HR issues out of the box. This can be another challenge of using Holacracy; it describes how you improve how you get your work done, but the system assumes you have people in the seats that want to do the work. At Saturday Drive, James and Kevin created an HR app for Holacracy to enable employee growth and to address performance issues. At this point, I’m not sure the word app means anything. At the risk of sounding like Andy Rooney, you can’t call everything an app! I thought it was a computer thing. Now you can get apps for your refrigerator! Our Recommendations In what could be seen as a selfless plug to get himself some more credit card points, Jeremy recommends that you sign up for an American Express. He suggests that you only spend as much as you can pay off every month. I mean, it’s really not very veiled; Jeremy is trying to get you to sign up for a card so that he can get some bonus points (Aff). Rob recommends an app called Over that lets you put text on images and stuff. Rob likes the fact that he can quickly make “sharables”, which is totally a real word, on the fly, especially using client’s photos. It sounds like a fancy meme generator, and personally, I prefer memegenerator.net. If you want more information about Holacracy, James recommends the book Holacracy: The New Management System for a Rapidly Changing World by Brian J. Robertson. I mean, you probably would have gotten there on your own; Google is a thing. James also confirms that listening to audiobooks is a valid method of consuming books. Kevin’s recommendation is a book called User Story Mapping: Discover the Whole Story, Build the Right Product by Jeff Patton and Peter Economy. I mean, one of the author’s name is Economy. You can’t go wrong with a book about a business topic written by a guy with Economy in his dang name!

In this podcast we hear a wide-ranging conversation between David Allen and the founder of HolacracyOne, Brian Robertson. Just as GTD is a systematic approach to maintaining perspective and control in your life, Holacracy is a systematic approach (or operating system) to running an organization. You'll hear a lot of interesting similarities between the two models, as well as their shared history and purpose.

With founder and and author of Holacracy Brian J. Robertson. Corporate structures are broken and rely on managerial hierarchies and organizational structures developed for the 19th and 20th century. Holacracy is a revolutionary self-management practice used by companies, like Zappos, Precision Nutrition and the David Allen Company and designed for the way business is done today. Brian is an experienced entrepreneur, organizational pioneer, and author of the book Holacracy: The New Management System for a Rapidly Changing World. He is most well-known for his work developing Holacracy, a self-management practice for running purpose-driven, responsive companies. Brian currently works as a business partner at HolacracyOne, the organization he launched to steward the Holacracy practice and assist other organizations seeking to adopt it. Holacracy has been adopted by over 1,000 companies around the world to date. We talk about his background, why he pioneered Holacracy, who thrives in this system and how you can get started. Links: https://www.holacracy.org/ Talks, Blogs, Events: https://www.holacracy.org/resources/#top Book: http://a.co/8YusiTc

Imagine if work was a contemplative practice...if work was a way to practice becoming more of yourself, to learn, to share, to collaborate, and to ultimately become more human. This is how Tom Thomison works. For well over a decade he has been on a quest to breakdown the employer/employee divide and create a new way of working that fosters all of these things by creating structures that revolve around purpose. The current default hierarchical structure of organizing has reached its limits. Tom is introducing a complete replacement to hierarchy...a holarchy. Based on the principles of Holacracy, Tom is pioneering a new way of working, and in this conversation, Tom articulates how his most recent endeavor, Encode.org, is revolutionizing the way work gets done. A seasoned entrepreneur and business builder with more than 30 years of experience, Tom is a recognized leader in self-organization practices and methods. In 2007, he co-founded HolacracyOne, LLC to further develop and mature Holacracy®, now a gold-standard replacement for conventional management hierarchies. Tom is currently a Founding Member and Partner at encode.org, an organization focused on the creation of necessary legal, financial and social structures to further support self-organization and the new world of work.

The costs of management are a significant factor in the search for better organizational designs and management structures. Holacracy One started in 2007. Ten years later encode.org is following the 500+ companies that have implemented Holacracy to pick up on the legal and people side needed to balance the structural implementation of Holacracy. Tom Thomison, a co-founder of Holacracy One, and Dawna talk about:The value of a distributed authority system,What Holacracy is and is not,The value of embedding an entrepreneurial stance to doing the work,Is profit a purpose or a measure?What does purpose of business mean and how does it replace Mission, Vision and other traditional elements,The pivotal question for moving from a traditional model to a self-managing system,The need to re-envision a world without employeesThe importance of Like-purpose (not like-minded) diversity.A seasoned entrepreneur and business builder with more than 30 years of experience, Tom Thomison is a recognized leader in self-organization practices and methods. In 2007, he co-founded HolacracyOne, LLC to further develop and mature Holacracy®, now a gold-standard replacement for conventional management hierarchies. Tom is currently a Founding Member and Partner at encode.org, an organization focused on the creation of necessary legal, financial and social structures to further support self-organization and the new world of work. Tom is active as an entrepreneur having been involoved five early stage companies prior to encode.org and he has served as advisor to several startups and remains a Partner and Investor at HolacracyOne, LLC.In the Evolutionary Provocateur podcast on iTunes Dawna interviewed Anna McGrath on what Holacracy is and its implementation in Zappos.Dawna Jones is the host for the Insight to Action podcast. Dawna works with companies and leaders to adapt their decision-making and deepen leadership skills to make the bold, creative decisions to evolve and design tomorrow. She's the author of [Business] Decision Making for Dummies, and a monthly blogger for Great Workplace Cultures on the Huffington Post . She’s contributed a chapter on the new purpose of business to The Intelligence of the Cosmos by Ervin Laszlo. See Mastering the Split in Consciousness. www.FromInsightToAction.com See acast.com/privacy for privacy and opt-out information.

How can organizations upgrade their operating models to adapt more effectively in an increasingly VUCA (Volatile, Uncertain, Complex, Ambiguous) world? Tune in to this week's episode of the Team Coaching Zone Podcast with guest Olivier Compagne of HolacracyOne to find out. Olivier is a Partner at HolacracyOne as well as a seasoned consultant and coach with years of experience supporting companies transitioning to Holacracy. In this episode of the podcast learn about Olivier's journey from his homeland in France to coming to the US to pursue a Master’s in Psychology with a focus on adult development, to his study of various conflict-resolution practices from Non-Violent Communication to mediation, and to his discovery of Holacracy. Themes explored in the episode include: the need to upgrade our organizational operating models to be fit for the 21st century; the trends and movements that inspired Holacracy; defining Holacracy; self-managing organizations; the role of teams and circles in Holacracy; distributed authority and the governance process; the iterative process of updating the organizational structure; moving away from job descriptions to roles; how teams link up to each other as part of larger wholes; conflict resolution and decision making in the system; the role of coaching in Holacracy; how to introduce Holacracy into organizations; the book by Brian Robertson "Holacracy: The New Management System for a Rapidly Changing World;" and more. Olivier also shares some stories of companies that have implemented Holacracy as well as how consultants and coaches can become trained in the system. This is an episode that all team coaches cannot afford to miss!

Brian Robertson: Holacracy Brian Robertson (web) (LinkedIn) is the primary developer of Holacracy, which allows leaders to release the reins of personal power and persuasion into a trustworthy and explicit governance process. He co-founded HolacracyOne to support Holacracy’s growth, and he fills and loves a broad variety of the company’s roles. Brian is the author of the book Holacracy: The New Management System for a Rapidly Changing World*. Key Points Holocracy functions like a city; everybody knows the parameters, and they go about their business without constantly having to consult a leader. It replaces the functions of managers with a set of processes. It holds meetings to decide who has authority and is responsible for each project, but not to decide how to do a project. Resources Mentioned Holacracy: The New Management System for a Rapidly Changing World* by Brian Robertson Related Library Episodes CFL84: Daniel Pink on To Sell is Human CFL117: The Seven Steps You Follow To Delegate Work CFL253: New Management Practices of Leading Organizations Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Brian Robertson: Holacracy Brian Robertson (web) (LinkedIn) is the primary developer of Holacracy, which allows leaders to release the reins of personal power and persuasion into a trustworthy and explicit governance process. He co-founded HolacracyOne to support Holacracy’s growth, and he fills and loves a broad variety of the company’s roles. Brian is the author of the book Holacracy: The New Management System for a Rapidly Changing World*. Key Points Holocracy functions like a city; everybody knows the parameters, and they go about their business without constantly having to consult a leader. It replaces the functions of managers with a set of processes. It holds meetings to decide who has authority and is responsible for each project, but not to decide how to do a project. Resources Mentioned Holacracy: The New Management System for a Rapidly Changing World* by Brian Robertson Related Library Episodes CFL84: Daniel Pink on To Sell is Human CFL117: The Seven Steps You Follow To Delegate Work CFL253: New Management Practices of Leading Organizations Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

We’re joined again this week by organizational expert, and founder of HolacracyOne, Brian Robertson. Brian begins by describing the pit-falls of both strict hierarchy and consensus based organizational structures, pointing out that in both cases the systems are fused with the people. He contrasts that with the Holacracy structure, which employs several methods designed such that the value of both top-down and bottom-up wisdom can be incorporated into an organization. We then discuss the challenges of implementing a system like Holacracy, including the difficult “ego shock” that it can have on people who are used to being heroic leaders. We then speak about the notion of “organizational enlightenment”, which Brian speaks of as “the organization waking up to its own purpose in the world”. This is part 2 of a two-part series. Listen to part 1, Liberating the Soul of Organization. Episode Links: HolacracyOne ( http://holacracy.org )

We’re joined this week by Brian Robertson, founder of HolacracyOne, a company whose aim is to liberate the soul of organization. We discuss with Brian the main principles and practices behind Holacracy—a system that Brian helped develop as a new operating system on which businesses can run. He distinguishes between what he calls “predict-and-control” management practices and “sense-and-respond” processes, which are much more like the dynamic steering of a bicycle. We also look at the parallels between the practice of Holacracy and the practice of meditation. Brian’s description of Holacracy as a practice which encourages people to be ruthlessly present with current tensions and to not identify with the roles that they fill are two striking examples of meditative principles applied to business. We conclude our discussion by exploring what he calls “the tyranny of consensus”, seeing that even with a group of highly conscious individuals we may not have the collective skills to really give life to the organizations we’re a part of. This is part 1 of a two-part series. Listen to part 2, Organizational Enlightenment. Episode Links: HolacracyOne ( http://holacracy.org ) Differentiating Role and Soul ( http://www.holacracy.org/blog/differentiating-role-and-soul )