Wirearchy, an emergent organising principle, is gaining traction as an alternative to traditional hierarchical structures. It is characterised by dynamic, two-way flows of power and authority, based on knowledge, trust, credibility, and a focus on results. This stands in contrast to the traditional ‘push’ and ‘pull’ hierarchies, which are defined by top-down authority and bottom-up feedback, respectively.

Holacracy, another emergent approach, offers a more structured, rule-bound system that replaces the traditional managerial hierarchy with a constitution. It aims to distribute authority, foster transparency, and increase efficiency. However, it has been criticised for being overly complex, rigid, and for potentially stifering creativity and innovation.

Holarchy and heterarchy represent other alternatives. Holarchy is a system where holons, autonomous and self-reliant units, are also part of a larger whole, contributing to its function. Heterarchy, on the other hand, is a system where elements are unranked or possess the potential to be ranked in different ways.

For these new organisational structures to succeed, leaders must shift their mindset and behaviours. This includes recognising and managing the paradoxes these systems present, such as the tension between individual autonomy and collective action, and the balance between order and chaos.

Go to source article: http://wirearchy.com/2014/06/01/push-hierarchy-pull-hierarchy-holacracy-holarchy-heterarchy-wirearchy/