Introduction to Holacracy

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Description

To this day, the bureaucratic pyramidal structure is in effect in companies but there must be something else: a simple organizational structure, explicit, which can adapt as fast as change itself. A structure where each individual can blossom within his range of skills, within an autonomous space and have the power to decide and transform the organization and their own work. A structure where all the energies provided directly impact the mission, the purpose the company is working for, the reason why it exists and all serve something bigger than themselves, a cause that talks to them and captivates them. A structure within which 100% of their energy directly impacts the organization within w…

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Didn't find what you were looking for? See also: Holacracy, Agile / Scrum, Mindmapping, Internet Security, and E-commerce.

To this day, the bureaucratic pyramidal structure is in effect in companies but there must be something else: a simple organizational structure, explicit, which can adapt as fast as change itself. A structure where each individual can blossom within his range of skills, within an autonomous space and have the power to decide and transform the organization and their own work. A structure where all the energies provided directly impact the mission, the purpose the company is working for, the reason why it exists and all serve something bigger than themselves, a cause that talks to them and captivates them. A structure within which 100% of their energy directly impacts the organization within which they feel free, equal, fulfilled and can express their full potential. To reach this type of structure, one must get out of the status quo, out of inertia, a place where companies have been for so long. And this change would be able to manifest only through a rupture of the old system.

During that day, we invite you to discover and try Holacracy.

-“In the beginning, all were skeptical, but once we made everything work, the organization became extremely agile and responsive. The collaborators have understood that there was no problem with people, only holes in the racket.”

-Christophe Mistou, Director at Kingfisher

-“The organization becomes self-learning and this new managerial technology breaks down the trauma of re-organization.”
Thierry, Branch Director of a large corporation.

-“I needed both to restructure the whole organization in order for it to adapt to the evolution of its environment as well as to empower members of the managing team to get back to performing: Holacracy brings to the whole company the structure and the rules of the game required to make it agile, fast and fluid. But in addition to that, I observed that it reinforced the bond between individuals which created a real “professional” team in which each person knows their role, and passes between players get easier and clearer.”
Thierry Girard, President of Antonutti Delmas (300 people, Transport Company)

Registration: http://igipartners.com/en/introduction-holacracy-0

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