The Problem of Holacracy: Case Analysis

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Table of Contents

Main Issues
Alternative Solutions
Proposed Solution
Implementation
References

Main Issues

The idea of disrupting the traditional pattern of corporate hierarchy and creating an environment where everyone is equal and focused solely on performance is rather tempting. However, the outcomes of the specified initiative defined as holacracy may turn out to be far from the desired ones, as the case under analysis shows quite vividly (Robertson, 2015). The main issue presented in the case is the challenge of transitioning from the traditional structure to the new one.

In addition, a range of employees is likely to find it difficult to break the pattern of communication and task management within organizations to which they are used. Last but not least, the problem of control needs to be discussed. Since some of the employees will inevitably perform worse than others and take fewer roles and responsibilities, monitoring the process is still important to locate such cases and introduce appropriate measures.

Alternative Solutions

Among the most obvious solutions to the current issue, the introduction of a leadership approach that would help to reduce the challenges of the transition deserves a mention first. By providing staff members with a model of what they are expected to achieve at the end of the transition, the employees will be able to develop criteria for their performance and align with them. Moreover, as a leader, one will need to introduce clear and measurable objectives, which will make the performance of staff members meaningful and will help to identify the employees that have difficulties in managing their tasks. Finally, one could incorporate the approach based on employee coaching, where the staff members that have greater prowess in and understanding of the job will instruct and consult those that experience difficulties.

Proposed Solution

Of all the solutions listed above, the one that suggests the use of the transformational leadership framework seems to be the most legitimate. While the notion of complete discretion in the workplace does sound quite tempting for both managers and employees due to its innovativeness and the potential for addressing the current corporate hierarchical issues, people still may struggle to adjust to it (Blane, 2017).

The burden of responsibility that employees will experience while making the decisions that typically rest on managers may be far too heavy for staff members. In turn, a transformational leader will arrange the setting where staff members are most likely to feel comfortable in transitioning from one method of managing their responsibilities to another. Therefore, the suggested solution seems to be the most effective under the given circumstances.

Implementation

To implement the solution discussed above, one will have to introduce a leader figure that will help staff members to transform their perception of the change observed in the organization. Namely, the employees will have to recognize the transition to a new method of work as simply a new tool for managing their responsibilities. The absence of hierarchy should not be the main place of emphasis.

Instead, the fact that each staff member still has a set of responsibilities that they are expected to meet should be the main point of the message. In addition, an appropriate model of change management will have to be followed to cement the new principles and encourage an increase in professionalism among staff members (Promes, 2016). With the implementation of the measures described above, some modicum of control can be introduced into the current setting.

References

Blane, H. (2017). 7 principles of transformational leadership: Create a mindset of passion, innovation, and growth. Career Press.Wayne, NJ: Red Wheel/Weiser.

Promes, M. (2016). Change management and organizational learning in a new working environment: A longitudinal and mixed methods research design. Berlin: Herbert Utz Verlag.

Robertson, B. J. (2015). Holacracy: The revolutionary management system that abolishes hierarchy. London: Penguin UK.

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The Problem of Holacracy: Case Analysis

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