HR’s job is not to take over execution, but to build the support model that helps managers lead with confidence, consistency, and ownership.

De Nederlandse Loterij is overgegaan op Agile werken. Na een transformatie van twee jaar waarin de multidisciplinaire merken zijn overgegaan, is het nu tijd voor de directie om ook haar eigen rol aan te passen.

You'll probably recognize the classic clash between managers and teams: Teams think managers lack vision and don't 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.

The Dutch Lottery has transitioned to Agile working. Following this transformation, the current job classification system was no longer adequate. They went from more than 100 job classifications to 20 in a suitable model.

From his experience with Holacracy, Michael DeAngelo (WaTech, 2017) was able to share many challenges and conclusions, you’ll find the most insightful in this blog.

A Lead Link is the closest you can get to a traditional manager in Holacracy. However, a Lead Link has two unique tools to help him which make it different than a traditional manager.

The management team at Unibake (based in Belgium) asked us to introduce them to a new way of working. We developed a two-day off-site to introduce the team to high-performance agile working and give them insight into their own team dynamics.

Fronteer, an innovative strategy agency based in Amsterdam, asked us to guide their transition to a holacratic organization. Read here how we helped them.