Holacracy is a management style that decentralises authority, empowering employees at all levels. It’s a system that’s been adopted by over 300 organisations worldwide, including Zappos, David Allen Company, and Springest. These companies have found that Holacracy improves productivity, employee satisfaction, and overall organisational health.

Zappos, an online shoe and clothing retailer, introduced Holacracy in 2013. The transition was challenging, with a 30% staff turnover, but the company persisted. Today, Zappos reports increased transparency, improved communication, and more effective decision-making.

David Allen Company, a productivity training firm, adopted Holacracy in 2011. The company found that the system helped to clarify roles, responsibilities, and expectations. It also improved their ability to adapt and respond to changes.

Springest, an online learning platform, adopted Holacracy in 2012. The company reports that the system has led to increased employee engagement, improved decision-making, and a more innovative culture.

Despite its benefits, Holacracy isn’t for everyone. It requires a significant cultural shift and a commitment to transparency and empowerment. But for those willing to make the change, it can lead to significant improvements in organisational health and productivity.

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