#holacracy

[fernsehn]

Hab ein bisschen was über Holokratie gelesen. Diese Struktur soll in der Hauptabteilung, in der ich arbeite, in unserem Unternehmen (bzw öffentlich-rechtlicher ARD Sender) eingeführt werden. Ehrlich gesagt lesen sich einige holokratische Aspekte, wie die Ideen eines Soziopathen. Zum Beispiel:  “ Robertson beschreibt in seinem Buch “Holacracy”, dass ein wesentliches Kriterium die strikte Trennung der Rolle, die ein Mitarbeiter ausfüllt, von seiner Person, seinen Befindlichkeiten und seinen Interessen ist: Holacracy focuses on clearly differentiating individuals from the roles they fill. The organization’s structure is defined by the roles the organization needs to pursue its purpose, without reference to the particular individuals in the organization. (Robertson, Holocracy, Position 609) “  HAHAHA. WHAT THE FUCK?! Ich soll also nur noch Rollen ausfüllen und in diesen meine Befindlichkeiten außen vor lassen? ICH MACHE DIESEN JOB GERADE WEIL ICH MEINE “BEFINDLICHKEITEN”  EINBRINGEN MÖCHTE!!! FUCK OFF!!!

[ueberbrands]

How ‘Slightly Fucked-Up’ motivates people to buy into- and work at Freitag – interview with Oliver Brunschwiler, 'Lead Link'

How ‘Slightly Fucked-Up’ motivates people to buy into- and work at Freitag – interview with Oliver Brunschwiler, ‘Lead Link’

Oliver Brunwschiler, Lead Link at Freitag

In the land of bags, ‘Freitag’ stands for ‘messenger’, ‘made from recycled truck tarp’, ‘designed by the bros’, ‘hand-crafted in Switzerland’ and … “slightly fucked up,” as ‘Lead Link’ Oliver Brunschwiler tells us .  And he is not only talking about the bags, as it turns out.

As you would expect from a Swiss company, things look and feel very neat and…

[humanengineers]

Reinventing the Organization by Dave Ulrich

By | Dave Ulrich | Speaker, Author, Professor, Thought Partner on HR, Leadership, and Organization

Your Company Isn’t Fast Enough. Here’s How to Change That.

The traditional hierarchical organization is dead, but what replaces it? Numerous new models–the agile organization, the networked organization, and holacracy, to name a few–have emerged, but leaders need to know what really works. How do…

[ijtsrd]

Holacracy The Next Generation Leadership in a VUCA World

by Jyoti Kukreja "Holacracy: The Next Generation Leadership in a VUCA World"

Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019,

URL: https://www.ijtsrd.com/papers/ijtsrd28029.pdf

Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/28029/holacracy-the-next-generation-leadership-in-a-vuca-world/jyoti-kukreja

science journal, open access journal of science, paper publication

The Volatile, Uncertain, Complex and Ambiguous world is posing innumerable challenges upon all the organizational stalwarts. The purpose of the undertaking this study is more than one. 'Leaders are born not made' had always been an oft cited dubious question to the uncanny minds of many. Thus, an attempt had been made to strike an answer to the recurring question that occurs at multi tier level that is, does market leadership drives leadership in organizations or leadership capabilities of employees exercise influence on employees Methodology An empirical research had been carried out, which was both explorative and descriptive in nature, to identify the leadership style followed in organization and bring out the gap between the existing and desired leadership styles for implementation of holacracy in the organization. Variables such as task and result orientation, work delegation are taken to find out characteristics of an effective leader. Variables such as democratic, autocratic, bureaucratic, participative are examined to find out preferred style of leadership. The effectiveness of the leadership style was survived through variables of penalty, rewards, motivation and respect. Out of 340 questionnaire circulated, 317 responses were received out of which 305 were found to be usable for study. Statistical test such as description statistics using SPSS is applied to study the outcomes and presented in the form of graphs. Findings The research yielded various interesting aspects of key leadership principles. Technology is a friend and a foe, a powerful threat if underexplored poor communication skills and lack of discipline can make leaders ineffective. When asked about whether emotional intelligence is appreciated in a leader, the majority of the respondents could not give decisive answer. Holacracy brings the new era of leadership style with organizations becoming lean and employees adaptable. Implications The sample was drawn from Generation Z who is soon going to be a part of youth leadership in both corporate and governance. The questionnaire had been inclusive of asking personal traits of them to the actions. 

[zapposculture]

A chat session with Brian Robertson at today’s #responsiveconference about #holacracy & #selforganization! 😍 😉 🤩 😜 😎 🦄 #zappos #zapposculture #companyculture #lasvegas #dtlv #corporateculture #officeculture #corevalues #disrupter #changework #organizationalchange #holacracy #agile #evolve #inspireothers #leadership (at Zappos.com) https://www.instagram.com/p/B2X070YnGvE/?igshid=11mcg0yyojmge

[stoweboyd]

Work Futures Daily Minipost - Doublespeak

| Google's Shadow | Women and Air Conditioning | Is Holacracy Dead? | The Future of Work in Media | Mike Arauz |

Beacon NY - 2019-05-28 --- Apparently I have been doing this newsletter thing wrong. A recent update from the folks at Substack lays out what the most successful newsletter writers do.

I am going to change how Work Futures Daily works, with the goal of creating a greater incentive for readers to become sponsors.

A month ago, I started to move the Work Futures Daily behind the paywall after 30 days. I have been creating a summarized version of the Daily called the Minipost, which is going out to Linkedin and Medium. Starting with this issue, free subscribers will only see the Minipost, while paid subscribers will receive both versions. My hope is that this may lead to more paid subscribers. We'll see. There may be more experimentation.

:::

This is a summary of a longer post at workfutures.substack.com. Feel free to share it with others.

Consider becoming a paid sponsor to support our work, and to receive in-depth investigative reporting and discounts to other events, reports, and activities.

And paid sponsors gain access to our new members community. Visit members.workfutures.org to request a trial membership.

:::

Our new publication, On The Horizon, is dedicated to help spread greater understanding of the economics, structure, and behavior of platform ecosystems, and the corresponding reordering of business operations and organization. Sign up for the OTH weekly newsletter to be notified about new articles, interviews, events, and other news from the exploding domain of platform ecosystems.

Stories

Google's Shadow Work Force: Temps Who Outnumber Full-Time Employees | Daisuke Wakabayashi adds more meat to the discussion about the rising level of contractors working at Google, and the tech world at large. Apparently, using a temp worker can save the company as much as $100,000 per year. There seems to be no other motivation than cost savings.

:::

'Battle of the Thermostat': Cold Rooms May Hurt Women's Productivity | Veronique Greenwood reports on new research on the negative impact of colder temperatures in the office on women's productivity.

:::

Is holacracy the future of work or a management cult? | Aimee Groth chronicles the life and times of Brian Robertson, the founder of HolacracyOne, and inventor of holacracy. A long, long read, but worth the work for anyone interested in a recap of Medium's flirtation with the system, why Google rejected it, and what ever happened to Zappo's embrace of holacracy.

:::

How the US Media Covers the Future of Work | Emily Boardman Ndulue reports on research that Media Cloud undertook for the Ford Foundation analyzing how the concept the future of work is discussed in US media.

Here's the top article measured by inlinks: "What the future of work will mean for jobs, skills, and wages," McKinseyQuarterly.com, 11/27/17

Quote of the Day

When we started, the relentless doublespeak made me feel like I was living in George Orwell's take on the modern workplace.

| Mike Arauz, My company adopted a Holacracy. It kind of sucked.

Elsewhere

Playing Both Ends Against The Middle | At On The Horizon, I explore some questions about Uber's long-term vision, which is not moving atoms around in the back seat of cars. Apropos of that, see The race to dominate $1.5 trillion business of moving stuffby Erica Pandey, and Amazon's press release about its new Delivery Service Partnerinitiative.

:::

Fast-Food Workers Have a New Job Perk: Finish a Shift, Get Cash to Go | Leslie Patton reveals the newest job benefit: getting paid at the end of a shift.

crossposted from workfutures.substack.com

[chaibizi]

How Do Unqualified People Get to Lead?

If you have read The 21 Indispensable Qualities of a Leader by John C. Maxwell, you most likely would have seen his popular quote.

“Everything boils down to leadership”

At first, this quote didn’t make sense. Why should “everything” be blamed on the leader? Don’t the followers have a role to play too?

Unknown to me I was subconsciously echoing what I was taught in school. Leadership and ‘followership’ were made to be almost equals, as a way to balance excesses. The followers had to play their role like the leader.

After a brief stint in leadership positions, I soon realised that John was right. One person needs to take responsibility. Two captains can’t steer a ship.

Leadership is everything.

With that said, why do unqualified people get to lead?

Growing up, my mother always sounded her deep dislike for eye-service and corporate politicking. She was and still is a hard worker who believes in the dignity of labour and reaping from the seeds we sow — especially in the workplace.

I grew up sharing the same values too and expected that people would take responsibility for their level of commitment and be moral enough to accept what they merit.

This never happens in the real world.

Even the corporate world that prides itself to be more committed than the civil service is not more than an inch better.

One question that keeps hovering on my mind is, “how do unqualified people get to lead? By error? By oversight?

I believe that leadership positions should not be one to be joked with or shared as birthday gifts. It is better that the unqualified is under leadership than the reverse.

There can’t be a perfect meritocratic system anywhere in the world. Unfortunately, it is very negligible in Nigeria. For the sake of joviality and verbosity many have been granted the opportunity to lead, and as expected, they flunk.

As you select leadership by vote or hire, would you jeopardise progress by being swayed by emotions and throwing meritocracy and logic to the dogs?

The painful truth is politics is ubiquitous, more qualified people will leave, and your success won’t last.

How Do Unqualified People Get to Lead? was originally published on chaibizi

[raazseth-blog]

I am starting reading this article from entrepreneur.com make me feel good after letting me know the answer.

[sadahiran]

HOLACRACY　役職をなくし生産性を上げるまったく新しい組織マネジメント ブライアン・J・ロバートソン 著　瀧下 哉代 訳　四六判並製　PHP研究所

[dailycryptocurrencynews-blog]

LeapDAO’s Friendly Frankenstein: DAO Meets Holacracy Edition

Ideally, governance comes to each private and non-private spheres to care for adaptability and transparency. DAOs are nice for transparency, however no longer such a lot for adaptability. Holacracy is superb for adaptability, however no longer such a lot for transparency. LeapDAO thinks a mixture of the 2 may well be the solution. The DAO…

LeapDAO’s Friendly Frankenstein: DAO Meets Holacracy Edition was originally published on Daily Cryptocurrency News

[willfaught]

Melissa Mittelman on why GitHub added management to its workforce:

While the old times created a strong sense of camaraderie, employees didn't know who to direct questions to, either about uncomfortable confrontations with colleagues or about their own performance. "Without even a minimal layer of management, it was difficult to have some of those conversations and to get people feeling like they understood what was expected of them, and that they were getting the support that they needed in order to do the best work," says Avalos, who's since been promoted to chief business officer, the only C-level position besides CEO.

Humans in a workplace seem to need at least some basic level of management, like defining general expectations, assessing performance, conflict resolution, and stewarding the company culture.

On the problem of coordination:

As GitHub has grown to about 600 employees, it says a flat organization compromised its ability to get things done. GitHub says coordination by the heads of the engineering, legal, marketing, sales, and other departments has been crucial to recent achievements, including the ability to open-source more projects than before, increase the frequency of some product updates to quarterly, and secure a major partnership this year with IBM.