The game-changing organizational paradigm for 21st century is self-organizing structures, a distributed leadership framework that optimizes decision-making and drives innovation.
It’s time for a new way of doing business. One that honors multiple perspectives — without getting lost in a swamp of indecision. One that respects personal expertise and fuels innovation. One that invites engagement, sparks creativity, and leverages process for purpose-driven results.
Self-Organizing Offers Solutions
Traditional, hierarchical, “top-down” authority frameworks make job descriptions and decisions unclear — and they invite disengagement and squelch innovation. Progressive, “bottom- up” frameworks honor multiple perspectives — yet often dilute visions and get stuck in consensus-driven decision-making.
Purpose-driven leaders are turning to Self-Organizing Structures, such as Holacracy®, because they take the best of both “top-down” and “bottom-up” approaches, while elegantly avoiding the pitfalls of both. Self-Organizing Structures are high adaptable and scalable. They provide a framework for distributed authority which streamline decision-making so your team can act swiftly, purposefully, and confidently.
Revolutionize Your Organization
The Nuts ‘n Bolts:
- Distributed Authority Establish a framework for broad input — without falling into the trap of muddled, crowd-sourced decision-making.
- Clear Roles + Responsibilities Be open to real engagement. By assigning clear roles, everyone enjoys genuine authority and claims real responsibility.
- Harnessing Tensions That gap between how things are and where you’d like to go? Traditional systems call those “problems.” Holacracy recognizes the power of these tensions to catapult you to new success. It welcomes them, addresses them head-on, and harnesses their power for positive change.
- Transparent Governance Clear rules prevent egos — or politics — from dominating decisions. Stay on purpose through explicit structures, dynamic steering, and ongoing processes.
- Prevent frustration and disengagement Create a culture of trust, collaboration, and optimism where everyone feels engaged and enthusiastic.
- Dynamically steer roles instead of job descriptions so everyone is maximizing their talents, sovereign over their domain, and focused on the greater good.
- Lessen drama Resolve chronic issues. Deal with new tensions immediately (no more sweeping things under the rug to fester).
- Reduce boring meetings Ensure every meeting is creative and productive. Eliminate micromanaging and inefficient responsibility overlaps.
- Holacracy®: Creating Conscious Organizations (PDF) by Margaret Ryan
Anna hosting a breakout session at Wisdom 2.0 Conference in San Francisco.
Picture courtesy of Van Riper