Holacracy
fleeting- see,
Talks with Brian Robertson:
- with calm achiever,
- with David Allen,
- imagine a company without a boss,
Link with continuous improvement, where you take baby steps, inspect and adapt. It is a system that work with tensions instead of preventing them, with everyone being empowered in a distributed autocracy decision making.
often the system is perfectly designed to generate the result it did.
people should not be pissed off if boundaries are clear in holacracy
If someone does something without warning anyone or asking permission and if people are pissed of, chances are this is not an autocracy. People in holacracy are responsible and autonomous in their boundaries.
— what I remember of https://youtu.be/YtTvHyf__L4
often the system is perfectly designed to generate the result it did
time text https://youtu.be/2CNri-90bmw&t=1083.359s often the system is perfectly https://youtu.be/2CNri-90bmw&t=1086.929s designed to generate the result it did. And it looks at a https://youtu.be/2CNri-90bmw&t=1090.679s surface level like somebody screwed up. But if we if we https://youtu.be/2CNri-90bmw&t=1093.709s really look at the overall system, the information flows, https://youtu.be/2CNri-90bmw&t=1096.679s the processes, what information they had, what expectations were https://youtu.be/2CNri-90bmw&t=1100.429s clear to the person that looks like they screwed up, when you https://youtu.be/2CNri-90bmw&t=1103.339s see all of that often, not always. But often. I think what https://youtu.be/2CNri-90bmw&t=1107.059s reveals itself is this is not a performance problem. It’s a https://youtu.be/2CNri-90bmw&t=1111.469s system problem. And yet, when we don’t have the language and the https://youtu.be/2CNri-90bmw&t=1115.879s tools and the framework for looking at it, and figuring out https://youtu.be/2CNri-90bmw&t=1119.449s the system and evolving the system, right, all of the flows https://youtu.be/2CNri-90bmw&t=1123.679s of information and expectations and processes and roles. And https://youtu.be/2CNri-90bmw&t=1127.099s when we can’t see all that what we tend to do is jump to https://youtu.be/2CNri-90bmw&t=1130.639s somebody screwed up because it looks like that when we have a https://youtu.be/2CNri-90bmw&t=1133.519s simpler view on it. So I’m not saying there aren’t genuine https://youtu.be/2CNri-90bmw&t=1137.479s performance problems, there certainly are. But in my https://youtu.be/2CNri-90bmw&t=1140.059s experience, I’d say over 90% of what I see most managers and https://youtu.be/2CNri-90bmw&t=1143.899s executives thinking of as performance problems are not in https://youtu.be/2CNri-90bmw&t=1147.169s my view their system problems. And it’s a really easy way out https://youtu.be/2CNri-90bmw&t=1150.619s to think of it as a performance problem. But the challenge is https://youtu.be/2CNri-90bmw&t=1153.589s it’s likely to repeat even if you get rid of that person, https://youtu.be/2CNri-90bmw&t=1156.859s right? You’re not actually solving the root issue. If you https://youtu.be/2CNri-90bmw&t=1159.769s treat a system problem as a performance problem.
Notes linking here
- Brian Robertson
- build a Self-Managed Organization with Holacracy
- distributed autocracy
- Dodging the Crap - The Behavioral Science of Great Gamification - YouTube
- Getting Things Done
- holacracy constitution
- holacracy governance meetings
- How to Future-Proof Your Business in a Fast-Changing World. A Chat with Brian Robertson
- imagine a company without a boss
- inégalité dans les couples hétérosexuels, charge mentale et gtd (blog)
- organisation de groupe et système complexe
- prefer doing the right thing instead of the job description fallacy
- super hero antipattern