noun a system of organizational management in which authority and decision-making are distributed throughout self-organizing teams
Holacracy can be implemented as a new approach to organizational design and employee empowerment, focusing on roles and accountabilities rather than traditional hierarchies.
Holacracy is a management system that distributes authority and decision-making throughout an organization, emphasizing self-management and autonomy.
Holacracy challenges traditional leadership models by promoting distributed authority and self-organization among team members.
Holacracy encourages a more collaborative and innovative work environment by allowing employees to take ownership of their roles and contribute ideas freely.
Holacracy is used to create a more agile and adaptive organizational structure by decentralizing decision-making and empowering employees.
Holacracy is used in writing organizations to promote self-management and distributed decision-making among team members. This allows for more autonomy and creativity in the writing process.
In psychology practices, holacracy can be implemented to create a more collaborative and transparent work environment. This can lead to better communication among team members and improved patient care.
Holacracy is used in software development teams to streamline decision-making processes and increase efficiency. By allowing team members to have more autonomy, it can lead to faster development cycles and better innovation.
Entrepreneurs may use holacracy in their startups to create a more agile and adaptive organizational structure. This can help them respond quickly to market changes and scale their businesses more effectively.