A year and a half after the change began, Chiel talks about their journey toward a more agile organization.

Working with Holacracy gave Overstappen.nl an innovation boost; they were able to launch the first AI Chatbot in the Energy Market. Read more about their journey and listen to colleagues talk about their experience with Holacracy.

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

Interview with Overstappen.nl about the reasons, impact, support, and preconditions for implementing Holacracy.

Domains are one of the three elements of a role/circle (the others are purpose and accountabilities). We use them to centralize control because by default, Holacracy gives everyone authority to take any action or make any decision to fulfill their role/circle’s purpose or accountabilities. Learn more about this topic, read on.

Chris Cowan compares the Holacracy Governance with a traffic control system, a genie and a playbook in order to help you to get a better understanding of Holacracy. This makes no sense until you read his article. Read on!

Hoe vergaat het Presenter, nu anderhalf jaar na de Holacracy implementatie? Lees het verhaal van Mas Lubbers over anders overleggen.

Mas Lubbers (Founder, Presenter) talks about their experience implementing Holacracy. What does it involve? 

Slow Management bracht een tijdschrift uit, geheel in het teken van Holacracy. In dit artikel de visie op 'Beyond Holacracy' van collega Koen Veltman, Viisi medeoprichter Tom van der Lubbe en Diederik Janse (Energized).

David Zeman (Spronq) schreef dit artikel. OrganizationBuilders hielp Spronq met de overgang naar Holacracy. Lees meer over David's ervaring en visie op Holocratie.

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.

Daniel Tenner writes about GrantTree's journey into self-management. OrganizationBuilders was happy to help them on this journey.

This article is by Adam Pisoni, co-founder and former CTO of Yammer. He is also a founder of Responsive.org, a new movement dedicated to helping companies become more agile, adaptive and empowering.

Learn in <2 minutes about Holacracy. A different way of organizing a company that changes how an organization is structured, how decisions are made, and how power is distributed.

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!

What they said: “OrganizationBuilders did a great job, taking the time to help us understand the vision and details of the method, with a lot of personal attention where needed, while maintaining momentum and speed during the actual meetings required by the method.”

“Without OrganizationBuilders, we could not have achieved the clarity we now have in our way of working. We trusted OrganizationBuilders to guide us through the early implementation of Holacracy without putting our primary business at risk.”

“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.”

“A highly recommended real experience with a form of self-organization that is well-suited to a large corporation”