Implementing Holacracy – The dG way

You are thinking of implementing Holacracy in your organization but don’t know how?

Here are some key leverage points that describe how we at dwarfs and Giants guide you through the implementation process.

First, it is important to understand that implementing Holacracy is a fundamental transformation in the way we organize power in organizations. This shift is not completed within a few months.

Holacracy initiates a continuous, evolutionary learning and development process on an individual

and organizational level. Large-scale reorganizations are obsolete, structures and processes are continuously evolved to create the best fit with current reality. This is like learning a new sport. The beginning might feel clunky, only practice helps to improve, learning might be hard sometimes. The success experience might change with every new stage of development. We distinguish four distinct areas for learning a new sports or game:

1. Developing self-sufficient mechanics

Understanding the rules of the game is crucial in a first step. This can easiest be reached by starting to play and getting guidance along the way to learn on the go. building the most relevant competencies is core to the first steps.

Formats include: Taster Sessions, Inhouse Practitioner Training, continuous Meeting Facilitation in the first 8-12 weeks, etc.

2. Ease the transition for people

Learning a new sport can partly be very frustrating, if old behavioral patterns that used to lead to success are not helpful anymore. Unlearning habits that made you successful in a different context is the hardest part. We put specific awareness to building new habits, reflecting on what this transformation triggers in people and how to support them in this major transition. Building new habits in this regards means supporting people to leverage the system by sensing and processing their tensions.

Formats include: Retrospectives, Reflecting Teams, Individual Coaching Sessions, introducing Habits that support role ownership

3. Building skills for healthy relations in the organization

Holacracy differentiates clearly between role and soul. Like in a soccer game, a certain role has specific accountabilities (e.g. striker, goal-keeper,…) which stay the same when role-fillers switch. Still, the soccer-team consists of people who also have to get along to play well.

Whereas for the role-ations Hoalcracy offers powerful processes, the relational space is not addressed by Holacracy mechanics but of equal importance for a successful transformation. We support looking at all spaces and building competencies of people to also process their tensions in the relational space.

Formats include: Personal Relations Meeting, Team Supervision, Feedback-Processes, Leading Challenging Conversations

language-of-spaces

Holacracy separates role (Governance and Operational Space) and soul (Tribe and Individual Space). Tensions arise in all four qualities and the competence needs to be built to process them in the adequate space.

4. Building skills for healthy relations in the organization

Once you’ve learned how to play the game, your challenges might be different ones. When your Holacracy practice has reached the threshold of mechanical self-sufficiency, you will be facing more nuanced questions of how your current systems & processes (e.g. compensation, performance management, agile practices, budgeting…) can be transformed or integrated to support distributed authority and self-organization in an ever-better way. These questions arise at a later stage of implementation starting after 6-12 months. They need to be processed when they show up as real tensions. There is no need to invent answers in mind upfront.

Formats include: App Development & Sparring

To experience and establish a solid Holacracy®-practice in the first few months is crucial for a sustainable transformation. Without rigid adherence to process and support in the first transition phase the (re-)learning process is very challenging.

HOW TO GET STARTED?

First and foremost, we need to understand your current situation and case for action. What challenges are you facing and what are your assumptions how Holacracy could help to tackle them?

If you are interested to get a first glimpse of Holacracy, join one of our Public Intro Workshops or contact us  for an Inhouse Intro WS.

Anyhow, reach out if you want to explore possible pathways forward. We are looking forward to talking to you.

If you want to dive deeper into material that explains Holacracy, check out the following links:

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