"Almost two years into using Holacracy as Operating System at Fronteer, our way of working has changed a lot. The structure of bringing up ‘tensions’ in tactical and governance meetings has become second nature. Increasingly we have started to apply this to client projects as well, taking our clients along in our holacratic approach to working efficiently and effectively.’

“You’ll probably recognize the classic clash between managers and teams: Teams think managers lack vision and do not give enough freedom. Yet managers think teams are not productive nor entrepreneurial enough. And now what?! I personally think Holacracy – a way to work without bosses – works. Having a boss-less organization in which people are fundamentally free to organize their own work greatly reduces stress between them. Allow me to explain.”

We do believe that people always grow; growth is a gradual process. To be able to reward people in a way that better fits this philosophy, we transitioned to a linear model. Read more about how Fronteer adapted a new salary structure.

Fronteer, een innovatief strategiebureau uit Amsterdam, vroeg ons hun transitie naar een holacratische organisatie te begeleiden. Lees hier hoe we hen hebben geholpen.

Vorig jaar hebben we Adviesbureau Fronteer geholpen bij de overgang naar een holacratisch organisatiemodel. Lees in dit artikel van Consultancy.nl hoe zij omgaan met de 'eindmacht', budgetten, vertrouwen en recruitment.

We found out that not all was great at the Fronteer. There was a lack of trust in the company. Management and the rest of the team felt disconnected from each other. We could have continued the way we worked. But we felt we could do more, and work better, we could be nicer, and more honest. We could achieve much better results. We could be a much better team. So, we got to it!