holakraattinen

Holacraattinen (holacracy) is a decentralized management system that organizes work through self-organizing teams and defined roles rather than a traditional hierarchical structure. Developed by Brian J. Robertson, the concept was popularized through his book *Holacracy: The New Management System for a Fast-Changing World* (2015). The framework aims to eliminate rigid bureaucracy by distributing authority across the organization, fostering agility and responsiveness.

In a holacratic system, decision-making is distributed among autonomous teams, each with clear roles and responsibilities outlined in a constitution. Instead of managers overseeing subordinates, roles are defined by specific functions, such as "Product Development Lead" or "Customer Experience Coordinator." These roles are fluid, allowing individuals to take on multiple responsibilities based on organizational needs. Meetings, known as "tactical meetings," ensure alignment and resolve conflicts through structured discussions.

Holacracy emphasizes accountability through a governance model that includes two key processes: *governance* (defining roles and policies) and *operational* (executing tasks). The system relies on "tension" (a gap between current reality and desired state) to drive change, encouraging teams to address inefficiencies proactively. Feedback loops and regular reviews help refine roles and structures over time.

Critics argue that holacracy can be complex to implement, requiring significant cultural shifts and training. Supporters, however, highlight its potential to increase employee engagement, innovation, and adaptability in fast-paced environments. Companies like Zappos, Medium, and Valve have experimented with holacratic principles, though not all have adopted it fully. The approach remains a niche but influential alternative to traditional management models.