Holakracy

Holacracy is a system of organizational governance that replaces traditional hierarchies with distributed authority organized around self‑managing circles. Work is defined by roles rather than people, and each role specifies purpose, domain, and accountabilities. Authority is distributed through the organization by means of these roles, enabling rapid adaptation and clearer lines of responsibility.

The structure centers on circles, which are semi-autonomous teams or units that can nest within each other. Each circle has a lead link who assigns roles and connects upward to a higher circle, and a rep link who represents the circle in higher governance. A secretary maintains the circle’s records. Roles are dynamic and can be created, modified, or dropped during governance processes.

Holacracy uses two types of meetings. Governance meetings modify the circle’s structure, role definitions, and policies; tactical meetings coordinate day‑to‑day work, align projects, and surface tensions that require resolution. Decisions are made by consent, meaning proposals proceed unless there is a reasoned, known objection, rather than by voting or consensus.

A formal Holacracy Constitution outlines the rules for roles, circles, meetings, and decision rights, providing the framework that organizations adopt or adapt. The system emphasizes transparency through clearly defined roles, accountabilities, and meeting records.

History and adoption: Holacracy was developed by Brian Robertson in the early 2000s and popularized through his writings and the Holacracy Constitution. It gained notable attention when Zappos publicly experimented with the approach in the early 2010s, spurring broader interest and pilot implementations in diverse industries.

Evaluation: Proponents cite increased agility, clarified accountability, and empowered employees. Critics point to the learning curve, time requirements for governance, potential complexity, and cultural fit challenges. Some organizations implement Holacracy partially or in a modified form rather than as an outright replacement for traditional management.