What Is Holacracy?

Holacracy is a new way of structuring and running your organization that replaces the management hierarchy. Power is distributed throughout the organization giving individuals and teams more freedom to self-manage, while staying aligned to the organization’s purpose.

It provides new organizational structure that evolves as your company grows, innovative meeting practices designed to move work forward, and encourages taking action.

Photo of Adam Pisoni

Holacracy is the first fully formed alternative to Command & Control management that real companies are using successfully.

Adam Pisoni, Co-founder and Former CTO of Yammer, Founder of Responsive.org

To better understand it, let's look at a few core features:


Holacracy-powered organizations focus on purpose at every level of scale: organizational purpose, team purpose, and individual purpose are all explicit and aligned.

Every team member directs their energy in alignment with the broader mission, unlocking your organizations full potential.

That’s what I really love about Holacracy. These are organizations were everyone can become powerful, everyone can become entrepreneurial, in service or some larger purpose.

Diederick Janse, Energized.org


Everyone acts as a sensor for the organization and has pathways to turn their challenges and opportunities into improvements for the organization.

Smaller, incremental decisions replace large scale re-orgs so your organization can respond quickly to a shifting environment and maintain agility as you grow.

In Holacracy, you see groups making proposals to revise the design of their group and of the broader organization. They’re making decisions that a typical organization—a hierarchical organization—only make at the management and senior management level.

Mike Lee, Harvard Business School

Explicit “rules of the game”

Holacracy replaces the management hierarchy with a way of operating that sets clear expectations and creates transparent authority at every level in the organization.

This reduces inefficiencies and undercuts hidden power dynamics throughout your organization.

The structure allows you the freedom. Much like the structure in the roads… If it’s an appropriate structure, it allows you to think about other things while you drive.

David Allen, author of Getting Things Done

Transparent roles & responsibilities

Static job descriptions and corporate titles become dynamic roles and responsibilities that are transparent and evolve as the organization changes.

This clarity helps organizations scale while streamlining work and maintaining clear ownership.

We have an organization with 50 people--we have 300+ roles now--and still people can just find the right person for something on their first day. That’s magic.

Ruben Timmerman, Springest

Curious to learn more?

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