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[Blog Liip] Holacracy – what’s different in our daily life?

During the Swiss Web Festival, Laurent Prodon and I hold a workshop about the way we are internally structured. We focused on what it changes in our daily life.

Watch the video!

What does it change to be working in an enterprise organized according to a non-hierarchical framework?

Laurent and I went through our usual type of brainstorming in order to prepare this conference: we wrote on the walls and used sticky notes. We were divided about how much we should explain what Holacracy is and how much we should tell about how it feels. As we are both passionate personalities, we went through a great deal of debate! However, we settled on what we consider the main differences between a hierarchical management system and a system based on Holacracy.

Organise the work not the people

A classic hierarchical system would be organized according to the people and their position in the enterprise.

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The credo of Holacracy is ‘organise the work, not the people’. It means that we focus on the work to be done, not the people or their position in the enterprise. We think in terms of purposes and the accountabilities they imply.

One person and many role

This is the most important difference for Laurent. The years passing by, he started doing a lot of different things, essential but not necessarily related to his ‘official’ title of Scrum Master. He is supporting the recruitment of new Liipers for example, which is usually related to the HR. He is also doing some Business Development.

Today, thanks to Holacracy, we defined these many roles. What Laurent does is now clear, for him and for others. Today, we know what we can and can’t expect from him.

With a system such as Holacracy, one person can grasp opportunities to develop his or her potential where it is most needed in the enterprise. No one is stopped by a contract or a statement of work. There is room for evolution. In other words, the employee can work where s/he can help fulfill tasks.

A dynamic organisation

… to be continued on the Liip blog.

[Blog Bilan] Trois mois pour passer de la super-hiérarchie à l’holacratie

15 novembre – début de ma nouvelle vie sans management
Ou plutôt le 30 octobre, date de ma démission officielle de la place confortable, dans l’entreprise confortable pour laquelle je travaillais. Centenaire, hélvétique, hiérarchique, un CDI qui semblait immuable, j’ai brisé ce qui me semblait être des chaînes, non sans craintes – je tremblais comme une feuille au moment de donner ma lettre à mon supérieur. Qui serait assez stupide pour laisser un poste pareil, argent, stabilité, une bonne référence en plus?
Toutefois au fond de moi, je me disais, “c’est la dernière fois que j’appelle quelqu’un ‘mon supérieur’ ou ‘mon responsable’, ciao ciao les cocos!’. De peur et d’excitation, j’avais le souffle coupé!
Partir pour innover
Mon supérieur n’était pas désagréable, plutôt dynamique et enthousiaste. En dehors du cadre professionnel, je partage encore volontiers un apéro lorsque l’occasion se présente. Ce qui me rendait chèvre, c’était le sentiment de limitations ressenti dans la structure dans laquelle j’évoluais…
Lire le texte complet sur mon Blog Bilan.ch, la référence suisse de l’économie.
Publié le 14 juin 2016.