Archive for Oktober, 2014

I have never seen a company try to continuously improve themselves more than Spotify. … And they give teams every incentive to continuously improve what they do every day.

What I mean by that, is everyone one here really cares. … Care deeply. They all want to improve at everything they do.

Jonathan (the agile warrior) lately have fun at Spotify, sharing his fist impressions

History of Holacracy

The Discovery of an Evolutionary Algorithm

An summery from Brain Robertson about Holacracy as well as an introduction for his new book Holacracy: Evolution for Organizations.

Good Practices to adapt Holacracy sucessfully

Springtest is talking about there challenges and their approaches to react.

  • Embrace the uncertainty. Honestly, we just try our best to use the process to create clarity around all the things we’re doing or want to be doing
  • Learn the rules! This might seem obvious, but we definitely should’ve placed more emphasis on this
  • Coach each other a lot. Especially for lead links, who might have been “managers” before Holacracy, this requires a lot of learning and peer-feedback
  • Try out different methods for synchronizing efforts. Currently, we’re trying to make our strategies more concrete, practice what you preach. Try to address people by stating your and their role
  • We should probably have placed more emphasis on learning the rules, and we’re correcting that now by doing more training.
  • Remind ourselves to not be creationists. We do try to focus on our tensions, so instead of talking only about the solution
  • We first said Holacracy was an experiment, and it was. However, when you’re further in the process it’s important to stress that the intention is to keep using it forever.

Read more about this on Medium as well as …

Why we’re adopting Holacracy as our organisational operating system at Springest
What does it really do for our 32 person startup?

Five Common Critiques of Holacracy

Clarification for 5 most common critiques

  1. “You can’t just throw out structure!”
  2. “Self-organization will increase territorial disputes which will lower employee engagement!”
  3. “Without hierarchy no one will make a decision!”
  4. “The rules are too complex!”
  5. “What about the customer!?”

Read more on Medium

„Rule #37b: You can’t fix stupid.“ …says Rain Schmidt, Zappos Labs

Scrum & Holacracy

Recording of the APM meetup „Scrum and Holacracy: a match made in ‚agile‘ heaven?“

Read more…

Interview: Software Development & Holacracy


Webinar: Introduction into Holacracy

Governance Meeting Simulation

Enjoy the video and also„The Power of Governance – How Authority Is Distributed in Holacracy“ at Medium

Organisational Structure

How a holacratic organisation looks like: HolacracyOne at Glassfrog

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