Cut the bullshit: organizations with no hierarchy don’t exist Do completely horizontal organizations truly exist? Fueled by growing excitement about self-management, bossless leadership and new governance models such as Holacracy, I increasingly hear large claims about the potential of “flat organizations”, which are being used as synonymous to “having no hierarchy”. I often wonder whether I am reading correctly: Organizations with no hierarchy at all, with real live people in them? I feel like there has been a misunderstanding here. I might be wrong, but from my 5 year experience of being a member of the distributed organization OuiShare, my conclusion is: there is no such thing. To explain why I’ve been quite frustrated with this misunderstanding, let me describe a scenario I have been confronted with multiple times in the past years: a new person, let’s call her Lisa, joins OuiShare to actively contribute to our network.
Gary Hamel: Reinventing the Technology of Human Accomplishment Watch Gary Hamel, celebrated management thinker and author and co-founder of the Management Innovation eXchange (MIX), make the case for reinventing management for the 21st century. In this fast-paced, idea-packed, 15-minute video essay, Hamel paints a vivid picture of what it means to build organizations that are fundamentally fit for the future—resilient, inventive, inspiring and accountable. "Modern” management is one of humanity’s most important inventions, Hamel argues. The iceberg that sinks organizational change How does the iceberg impact organizational change? Some aspects of organizational culture are visible on the surface, like the tip of an iceberg, while others are implicit and submerged within the organization. Because these ingrained assumptions are tacit and below the surface, they are not easy to see or deal with, although they affect everything the organization does.
Consensus Process - Noisebridge "We reject: kings, presidents, and voting. We believe in: rough consensus and running code." -- Dave Clark, IETF Proceedings, July 1992  What is Consensus Consensus is a non-violent way for people to relate to each other as a group. Successful use of a consensus process depends on people understanding the idea and wanting to use it. Creativity, Inc. — Amy Wallace Overcoming the Unseen Forces That Stand in the Way of True Inspiration By Ed Catmull with Amy Wallace From Ed Catmull, co-founder (with Steve Jobs and John Lasseter) of Pixar Animation Studios, comes an incisive book about creativity in business—sure to appeal to readers of Daniel Pink, Tom Peters, and Chip and Dan Heath.
Best of site Archives One German IT company has come up with the perfect solution to whining in the workplace – it’s made cheerfulness a contractual obligation. What’s more, the CEO has declared that those who don’t measure up to the prescribed level of jollity in the morning should stay at home until they cheer up. The idea of positive thinking (and therefore banning negativity) is not new, but is affecting us now more than ever – at home and at work. A business within the business — The Connected Company A lot of problems in business could be solved if we could align the interests of employees and managers with owners. Is there a way to get everyone to act like owners? The answer is yes – but not without changing the structure of your company in ways that might make you a bit uncomfortable.
The No-Managers Organizational Approach Doesn't Work Zappos may have discovered that employees need managers after all. The online shoe and clothing retailer's holacracy management system doesn't appear to be working. According to a recent New York Times article, Zappos continues to "hemorrhage employees" as a result of the companywide implementation of holacracy. A no-manager approach, holacracy is characterized by a fluid organizational structure in which teams are self-organized and individuals have high autonomy and authority to make decisions at a local level. According to Holacracy.org, holacracy is a "new way of running an organization that removes power from a management hierarchy and distributes it across clear roles, which can then be executed autonomously, without a micromanaging boss."
How Holacracy Works - WonderWorks Consulting Let Us Explain How Holacracy Works? We’ve put Holacracy® to the test in a wide array of organizations and industries: from big corporations to family-run businesses to our own team and households. We know it inside and out: its power and what it takes to maximize its success. We know the common resistances and pitfalls that arise when implementing Holacracy. That’s why we include masterful coaching and facilitation to align each individual with the essential purpose of your organization — moving you towards your result. Structuring a New Collaborative Culture When I was a junior designer, my creative director asked me to design a mascot with the rather uninspiring instruction to reorder the shapes of the famous 2012 Olympics logo. Having little choice but to accept my task, I threw myself into it with all the boundless, panicked energy that comes from needing to impress the powers above, trusting my superior to steer me in the right direction. Three weeks later I was distraught, the entire weight of our complete and utter failure to win the pitch resting on my shoulders. It would be easy to put that loss down to inexperience—after all, I totally missed the brief, and every other pitch was better.
An Alternative To Holacracy: Unlocking Ideas For The Best Results The jury is still out on whether the “no managers, self-governing” management trend called holacracy is here to stay. Recent news that online retailer Zappos is shifting to a holacratic model drew a fair bit of attention, at least among the chattering class. The notion that an organization can run better by flattening management and ditching job titles is a welcome idea to some and a radical notion to many others. Two important pivots are at the core of a holacratic organization, according to leadership experts: 1.
Zappos just abolished bosses. Inside tech's latest management craze. The latest management trend to sweep Silicon Valley requires CEOs to formally relinquish their authority and grants special protection for every employee to experiment with ideas. It's called holacracy and big name tech leaders have jumped on the bandwagon. Twitter co-founder Evan Williams adopted it for his new blogging platform startup, Medium. The management movement started making headlines when Zappos CEO Tony Hsieh announced that he will transition his entire Las Vegas company — with a billion dollars of revenue and 1500 workers — to holacracy by the end of 2014. Holacracy advocates argue that centralization of power suffocates innovation Can this unconventional management scheme actually work?