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此概念图以 IHMC CmapTools 创建, 内含信息有关于: Holacracy, Rapid Iterations Replace Big Re-orgs as In Holacracy, the structure of the organization is updated every month in every circle (i.e. what roles are doing and owning what work or decisions)., In Holacracy, the structure of the organization is updated every month in every circle (i.e. what roles are doing and owning what work or decisions). and This evolution happens in frequent incremental steps rather than rare massive changes, and it happens in every team at all levels., How Holacracy Works including 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 micromanag- ing boss. The work is actually more structured than in a conventional company, just differently so. With Holacracy, there is a clear set of rules and processes for how a team breaks up its work, and defines its roles with clear responsibilities and expectations., Distributed Authority Replaces Delegated Authority as In traditional organizations, managers loosely delegate authority, but ultimately, their decisions always trump those they manage and everybody knows it. Any initia- tive outside the norm typically requires the boss’ appro- val, explicitly or implicitly., A COMPLETE SYSTEM FOR SELF-ORGANIZATION presented by Holacracy Talk at Google NYC, The agility that Holacracy provides comes directly from truly distributed authority.In Holacracy, authority is truly distributed and decisions are made locally by the indivi- dual closest to the front line. Teams are self-organized: they’re given a purpose, but they decide internally how to best reach it. therefore This shift can dramatically increase a company’s capacity to adapt to changing conditions. It also allows those com- panies to have both alignment and agency without the typical pathologies of “leaderless” groups or autocratic micro- management that slows everything down., Since roles are not directly tied to the people filling them, people can hand-off and pick-up new roles fairly easily. But more than that, it means that when you’re filling a role, you’re able to energize the work with a level of clarity and awareness most traditional employees don’t have. for example For example, in football you know to pass to the striker not because you’re friends with him, but because he’s in the best position to score., In Holacracy, authority is distributed not from the leader at the top to a group of people, but to an explicit process defined in detail in a written document: the Holacracy constitution. so Everyone is bound by those same rules, even the CEO. The tran- sparency of the rules means that you no longer have to depend on office politics to get things done., A COMPLETE SYSTEM FOR SELF-ORGANIZATION presented by The Founder Story at TEDx, Dynamic Roles Replace Static Job Descriptions as In most companies each person has exactly one job description. That description is often imprecise, outdated, and irrelevant to their day-to-day work. In Holacracy, people have multiple roles, often on different teams, and those role descriptions are con- stantly updated by the team actually doing the work. This allows people a lot more freedom to express their creative talents, and the company can take advantage of those skills in a way it couldn’t before., How Holacracy Works including The traditional hierarchy is reaching its limits, but “flat management” alternatives lack the rigor needed to run a business effectively. Holacracy is a third-way: it brings structure and discipline to a peer-to-peer workplace., Holacracy is A COMPLETE SYSTEM FOR SELF-ORGANIZATION, How Holacracy Works including Transparent Rules Replace Office Politics, Transparent Rules Replace Office Politics as In Holacracy, authority is distributed not from the leader at the top to a group of people, but to an explicit process defined in detail in a written document: the Holacracy constitution., Rapid Iterations Replace Big Re-orgs as In traditional companies, the org chart gets revamped every few years. These cyclical “reorgs” are an attempt to keep up with the changing environment, but since they only occur every 3 to 5 years, they are almost always out-of-date., Dynamic Roles Replace Static Job Descriptions as in Holacracy the roles are vested with authority, not the people. This means that the roles and the authori- ties can be constantly updated without office politics., The agility that Holacracy provides comes directly from truly distributed authority.In Holacracy, authority is truly distributed and decisions are made locally by the indivi- dual closest to the front line. Teams are self-organized: they’re given a purpose, but they decide internally how to best reach it. therefore In this way, Holacracy replaces the traditional hierarchy with a series of interconnected but autonomous teams (“circles”)., A COMPLETE SYSTEM FOR SELF-ORGANIZATION presented by Brian Robertson giving a 20 min presentation of Holacracy at the Do Lectures in Wales., Transparent Rules Replace Office Politics as In many companies, things are done a certain way because “that’s how we’ve always done it”, and those implicit rules are hard to change. Often no one knows why those rules exist, who decided them, or who can change them., How Holacracy Works including Dynamic Roles Replace Static Job Descriptions