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Holacracy
Leadership / Concepts
A system of self-organisation where authority is distributed through roles, not job titles.
How It Works
- No traditional managers. Instead, people fill roles with clear responsibilities.
- Each role has explicit authority to make decisions within its domain.
- Governance meetings define and update roles.
- Anyone can propose changes to the structure.
Strengths
- Removes bottlenecks caused by hierarchical decision-making.
- Makes authority explicit and transparent.
- Adapts quickly - roles evolve as needs change.
Weaknesses
- Steep learning curve. The system itself is complex.
- Can feel bureaucratic in its own way (lots of process around roles).
- Doesn't work well if people aren't comfortable with self-direction.
- Career progression becomes unclear.
For Engineering Teams
Holacracy ideas can be applied partially: clear role definitions, distributed decision-making, and explicit ownership of domains - without adopting the full system.
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