How to become an Agile and Purposeful organisation. Holacracy is a real-world-tested social technology for agile and purposeful organization.

Holacracy is a new way of running an organization that removes power from a management hierarchy and distributes it across clear roles, which can then be executed autonomously, without a micromanaging boss. The work is actually more structured than in a conventional company, just differently so. With Holacracy, there is

a clear set of rules and processes for how a team breaks up its work, and defines its roles with clear responsibilities and expectations. Care of HolacracyOne

Future Logic engaged Telus Partners to implement Holacracy into our organisation in mid-2012, with the dream of being able to streamline our meetings, provide clarity to our staff and stakeholders, and truly empower everyone associated with the organisation the ability to enact change.

We had been through numerous business coaches over the years with no small measure of success and business improvement, but it never seemed to go far enough. It seemed that all we were doing was applying a band-aid solution to a fundamentally flawed system that we think of when running a traditional business: their structure, the way they are run, the way they interact with their staff members, and the idea of empowering staff without giving them the authority to act on that empowerment.

The process of Holacracy at face value seems the antithesis of how you ‘should’ run your traditional business model. At its core the removal of the idea that the “head honcho” has ultimate control and decisions making powers or the “heroic leader” that has all the right answers, is a radical change to the way we think businesses should run.

The introduction of Holacracy doesn’t just distribute power, or move it from your typical CEO to someone else with delegated authority, the authority is transferred into a process. By having a strong set of rules and the authority set in the process, everyone in the organisation now has the ability to make fundamental changes to how the organisation is run. This ruthless process gives so much more clarity and accountability to individuals, which opens up new levels of freedom for individuals to do what they do best and the authority to really lead.

For the first time in 15 years, Future Logic with the aid of Telus Partners, now has a clear, transparent and dynamic way of ensuring all staff know what their accountabilities are, the ability to change the accountabilities of others, as well as the security to know that if they sense a problem within the organisation they can enact change and ensure the business adapts and moves forward in the quickest way possible.

Small, incremental, and rapid changes are ensuring our business can survive anything our customers, staff, suppliers, economy and governments can throw at us.