Choosing a model of self-organisation can be a challenging task, requiring a deep understanding of the organisational structure, culture, and context. There are various models to consider, each with their unique strengths and weaknesses. Holacracy, for instance, is a comprehensive model that provides clear rules and roles, but can be overly rigid and complex for some. Sociocracy, on the other hand, emphasises consent-based decision making and continuous learning, but may lack the structure needed for larger organisations.

Adaptive Organisation Design offers a more flexible approach, allowing organisations to design their own system based on their unique needs. However, it requires a high level of commitment and can be time-consuming. Laloux’s evolutionary teal model focuses on self-management, wholeness, and evolutionary purpose, but it can be challenging to implement without the right leadership.

Ultimately, the choice of model depends on the organisation’s readiness for change, its understanding of the models, and its willingness to commit to the process. It is crucial to consider the fit between the organisation’s culture and the model, and to be open to adapting and evolving the model as needed.

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