Exponential Organizations: Why new organizations are ten times better, faster, and cheaper than yours (and what to do about it)

by Salim Ismail

Without Holacracy With Holacracy Central control and authority Distributed control and authority Predict and plan for long term Dynamic and flexible: changes can and are constantly occuring Hierarchic structure OR flat, based on consensus Neither, as everyone is the ‘highest authority’ in their own role and ‘follower’ of other roles Interest oriented Core goal oriented Tension as a problem Tension as fuel Reorganization and change management Natural development, evolution and movement Job titles Dynamic roles Heroic leaders, employees and process supervisors Vital people who fulfill their role Organizing people Organizing work Instrumental use of human relationships to serve Organizational goals Clear separation between people, relationships and roles Holacracy is said to increase agility, efficiency, transparency, innovation and accountability within an organization.