Lees hier hoe wij 20+ teams bij Nederlands grootste online retailer begeleiden in het werken in autonome teams.Read More
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Fronteer, een innovatief strategiebureau uit Amsterdam, vroeg ons hun transitie naar een holacratische organisatie te begeleiden. Lees hier hoe we hen hebben geholpen.Read More
Interview met Overstappen.nl over de aanleiding, impact, ondersteuning en randvoorwaarden van de implementatie van Holacracy.Read More
Webwinkel vergroot autonomie en effectiviteit via de Spark-methode. Lees het hele artikel van onze klant bol.com over zelfsturing, uit tijdschrift Slow Management.Read More
David Zeman (Spronq) schreef dit artikel. OrganizationBuilders hielp Spronq met de overgang naar Holacracy. Lees meer over David's ervaring en visie op Holocratie.Read More
Daniel Tenner writes about GrantTree's journey into self-management. OrganizationBuilders was happy to help them on this journey.Read More
Participants insight: "Energizing workshop. A real first step to understand Holacracy. It will take time and discipline to implement it."Read More
WHAT DID MEET BERLAGE NEED?
MeetBerlage is a co-owned and operated business. We run a Seats2Meet location in the center of Amsterdam with a unique history and vibe. We have always explored ways to work differently. Adopting many ideas from Ricardo Semler, Eckhart Wintzen and the like. But when times were tough we struggled with dealing with challenges and at the same time not being a team of micro managers or doubting each other’s accountability. We wanted a next step.
WHAT DID WE DO?
As we are a service organization with our clients on the premises we did our Holacracy tactical and governance meetings in the same room as our clients were working. We were literally surrounded by our clients. It was a challenge to do meetings while serving our clients but at the same time we remain very aware of how our Purpose as an organization translates to how we are actually serving our clients.
One of the special moments during our implementation was that immediately at the start our founder handed over the Lead Link role. Showing the power of Holacracy by enabling everybody to play fully to their strengths. Recognizing that a Lead Link is just a role requiring certain capabilities and that there are many more roles that are valuable to the organization.
WHAT ARE THE RESULTS?
Over the four months of our implementation we gained a solid practice in Holacracy being able to operate in a Holacratic ourselves. We learned to organize the Holacracy way. Facilitating our own meetings and evolving step by step our own organization structure. We actually measured our progress during the four months making many meaningful improvements in how we work together, the engagement we feel with the work we do, and just how much we enjoy our work.
Note: for further reading, view this video interview with Felix on collaborative ownership
WHAT DID YOU NEED?
As Asset Management technology and service provider we want to combine an entrepreneurial, innovative culture with being a solid, trustworthy partner to Asset and Wealth Managers. Providing them with the technology and services that will make them and their clients successful. As disrupter in the Financial sector, we don’t want to become a slow-moving bureaucratic organization.
During the early days of a Fintech, a lot of the work just emerges and is done “by the team”. With the pace we are growing Blanco, we were in need of clarity and alignment while not taking time and speed away from building the business.
WHAT DID WE DO?
In a very targeted, week-by-week approach we integrated Holacracy as our way of working. The success of our implementation laid in combining the actual challenges and out organizational culture in our business with Holacratic solutions. Gradually Experiencing and learning how to apply Holacracy optimally.
WHAT ARE THE RESULTS?
Implementing Holacracy allows us to do work very efficiently and build a stronger and healthier organization step by step. We are proud that in a regulated sector we can integrate the requirements of the regulator in a very pragmatic way of working anchored in our effective governance.
Additional to building a Fintech business we are also able to attract incredible talent. The kind of talent that chooses to work for an organization that has a shared purpose and provides a lot of autonomy. A great proposition which is hard to match by traditional organizations and with Holacracy more tangible than just a few promising words in a recruitment brochure.
We decided that we didn’t want any shortcuts in implementing Holacracy. Before we take this big step, it was necessary to know the rules of the game to play it right. To get there, we chose OrganizationBuilders as a partner in coaching us throughout the process.Read More
“A highly recommended real experience with a form of self-organization that has a fit with a large corporate”Read More