What is *Holacracy* by Brian J. Robertson about?

*Holacracy* outlines a revolutionary management system replacing traditional hierarchies with self-organizing teams. Brian J. Robertson introduces principles like distributed authority, role clarity, and circular organizational structures to foster agility in complex environments. The book provides actionable frameworks for governance meetings, role definitions, and tactical coordination, supported by real-world examples like Zappos’ adoption.

Who should read *Holacracy* by Brian J. Robertson?

Leaders, entrepreneurs, and organizational designers seeking alternatives to bureaucratic structures will find value. It’s ideal for those managing dynamic teams or industries requiring rapid adaptation, such as tech startups or scaling enterprises. The book offers practical tools for decentralizing decision-making and enhancing transparency, making it relevant for managers tackling innovation barriers.

Is *Holacracy* by Brian J. Robertson worth reading?

Yes—the book combines theoretical depth with step-by-step implementation guides, including governance processes and role-definition templates. Case studies like Medium’s adoption and Zappos’ transition highlight its real-world applicability. Critics note its complexity, but its focus on empowering teams makes it a standout resource for modern organizational challenges.

What are the core principles of Holacracy?

Robertson’s system rests on four pillars: - **Distributed authority**: Shifting power from managers to role-based teams. - **Circular structure**: Fluid, self-organizing teams (“circles”) replace rigid hierarchies. - **Role clarity**: Explicitly defined responsibilities to reduce ambiguity. - **Transparency**: Open access to information and decision-making processes.

How does Holacracy differ from traditional management?

Unlike top-down hierarchies, Holacracy distributes authority across roles, enabling faster responses to change. Decisions emerge from structured governance meetings rather than executive mandates. This contrasts with traditional systems criticized for stifling innovation and creating accountability gaps.

What is a governance meeting in Holacracy?

Governance meetings update organizational roles and policies using a defined process. Participants propose changes to address operational “tensions” (gaps between current and ideal states). Decisions follow Holacracy’s constitution, ensuring alignment with organizational purpose.

How does Holacracy handle decision-making?

Authority resides in roles, not titles. Tactical meetings synchronize work, while governance meetings refine roles. Employees act autonomously within their domains, reducing bottlenecks. This contrasts with traditional approval chains, as seen in Zappos’ shift to role-driven operations.

What companies use Holacracy successfully?

Notable adopters include **Zappos** (14% employee turnover during transition) and **Medium**. These cases demonstrate scalability, though success depends on cultural buy-in. Robertson’s white paper cites improved adaptability and innovation in Holacracy-powered firms.

Holacracy

The Revolutionary Management System That Abolishes Hierarchy

Brian J. Robertson

3.71(1603 Reviews)

Overview of Holacracy

Holacracy dismantles traditional management hierarchies, replacing them with distributed authority and fluid roles. Endorsed by GTD creator David Allen, this revolutionary system made waves when Zappos CEO Tony Hsieh offered employees a stark choice: adopt Holacracy or take severance. 14% walked away. Would you?

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Chapter 1

The Organizational Revolution You Didn't Know You Needed

Imagine nearly crashing an airplane because you ignored a warning light that didn't match what the majority of instruments were telling you. This near-fatal experience taught Brian Robertson his most important business lesson: organizations routinely ignore critical information from individuals when it doesn't align with leadership's perspective. The resulting frustration led him to develop Holacracy, a revolutionary operating system for organizations that has now been adopted by hundreds of companies worldwide, including Twitter co-founder Evan Williams' Medium and Zappos under Tony Hsieh. Unlike traditional management theories that merely add new practices to outdated structures, Holacracy completely reimagines how organizations function by distributing authority through a constitution that even CEOs must follow. It's no wonder the book has become required reading in forward-thinking business schools and has been praised by productivity guru David Allen as "the most fundamentally sound organizational system I've seen." Whether you're struggling with bureaucratic slowdowns or seeking to unleash your company's entrepreneurial potential, Robertson's radical approach might be exactly what you've been searching for.

Chapter 2

From Predict-and-Control to Dynamic Adaptation

The fundamental problem with modern organizations isn't bad management-it's an outdated operating system. Our industrial-age "predict and control" paradigm worked well in simpler times but fails to provide the agility needed in today's complex, rapidly changing world. Despite leaders embracing new approaches like servant leadership, the underlying structure of organizations has become obsolete as they struggle to adapt to increasing complexity. Robertson discovered this problem at every level of organizational life. As an employee, his insights were ignored. As a manager, he remained constrained by higher authority. Even as CEO of his own company, he became the bottleneck despite his best efforts at servant leadership. The invisible barrier wasn't his leadership style but the underlying structure of modern corporations that simply doesn't allow for rapid processing of tensions sensed throughout the organization. What makes Holacracy different from other management innovations is that it doesn't attempt to bolt new practices onto outdated structures. Instead, it completely replaces the operating system itself. Just as computer operating systems define how processes interact and distribute power, organizational operating systems shape everything from business processes to human culture. Yet we've seen few robust alternatives to our "CEO is in charge" OS. The key insight came from an unexpected source. At a business conference, Tony Hsieh of Zappos approached Robertson with a fascinating observation: "Research shows that every time the size of a city doubles, innovation or productivity per resident increases by 15 percent. But when companies get bigger, innovation or productivity per employee generally goes down." The question became: how can we create organizations more like cities and less like bureaucratic corporations? Cities thrive through distributed self-organization where people share space and resources locally with clear boundaries and responsibilities, but without constant top-down authorization. Similarly, our bodies process extraordinary amounts of information through autonomous self-organizing entities (cells, organs) that receive messages, process them, and generate output without central approval. Imagine if white blood cells had to get conscious approval before producing antibodies, or adrenal glands needed permission to release adrenaline in dangerous situations! Forward-thinking leaders recognize these limitations but often attempt to solve the problem by "empowering" others-essentially acting as good parents. This approach reveals its fundamental flaw in a question posed in Barry Oshry's play when a beloved leader was fired: "Who will empower us now?" True empowerment requires structural change, not just good intentions.

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Chapter 3

Power to the Process: The Constitutional Shift

In Holacracy, authority isn't simply taken from leaders and given to others-it's shifted to a process defined in a written constitution. This constitution serves as the organization's core rulebook, superseding even the authority of the person who adopted it. Like a constitutional government where laws bind even the president, Holacracy's constitution places authority in a legislative process rather than an autocratic ruler. The first implementation step requires the CEO to formally adopt the Holacracy constitution and surrender their power to its system. This fundamental shift transforms the parent-child dynamic that plagues traditional organizations. Managers are freed from solving everyone's problems, while workers gain both the authority and responsibility to address their own tensions. This transformation challenges everyone. Workers must embrace their newfound power and responsibility without relying on parentlike managers. Meanwhile, managers must redefine their value beyond traditional authority roles. Surprisingly, most CEOs find this shift liberating. As Evan Williams explained, he adopted Holacracy at Medium partly to escape the burdens of traditional CEO responsibilities and focus on creative work. Tony Hsieh implemented Holacracy at Zappos to safely distribute power and enable self-organization. The transition wasn't easy-"training managers to step back and people to step forward" proved challenging. But as employees developed this muscle, they began thinking like entrepreneurs, asking "If this was my company, what would I do?" The constitutional approach introduces governance-the process of assigning power and authority-as an ongoing, distributed activity occurring through regular "governance meetings" at every team level. This process takes organizational design functions traditionally held by executives and distributes them throughout the company with everyone's participation. In governance meetings, tensions drive clarity around decision-making authority and associated expectations. The process generates organizational clarity that continuously evolves to incorporate new learnings and adapt to changing circumstances. Unlike democratic systems designed "of the people, by the people, for the people," Holacracy creates governance of the organization, through the people, for the purpose.

Chapter 4

Roles, Not Souls: Rethinking Organizational Structure

Traditional organizational structures rarely match the day-to-day reality of how work happens. Organizational theorist Elliott Jaques identified three distinct types of structure: the "formal structure" (org charts and job descriptions), the "extant structure" (how work actually gets done through relationships and politics), and the "requisite structure" (the natural organization best suited to the work and purpose). In most companies, the formal structure becomes irrelevant bureaucracy, with job descriptions collecting dust while people create workarounds through the extant structure. Holacracy bridges this gap by continually evolving the formal structure through governance meetings where individuals process tensions-the gaps between what is and what could be. Holacracy uses a "holarchy" rather than a traditional hierarchy. A "holon" is a whole that is part of a larger whole, and a "holarchy" is the connection between holons-similar to how cells form organs which form organisms. In organizations, roles are the basic building blocks rather than people. Roles can break down into sub-roles, becoming "circles." This structure allows people to act as free agents, filling multiple roles across the organization rather than being fixed in a single position in a hierarchy. In conventional organizations, unclear accountabilities lead to misalignment and friction. Holacracy creates explicit clarity by defining roles with specific accountabilities that grant clear authority. A role consists of three elements: a "purpose" to express, possibly "domains" to control exclusively, and "accountabilities" to enact (ongoing activities phrased with "-ing" verbs). This clarity helps separate interpersonal conflicts from "role-ational" tensions and builds trust by removing politics. Perhaps most revolutionary is how Holacracy enables a fundamental shift by separating people ("souls") from the roles they fill. This differentiation helps avoid personalizing conflicts that are actually clashes between roles. When roles are clearly defined around what the organization needs, people can fill multiple roles based on fit and talent. This clarity eliminates many organizational frustrations-reducing unnecessary meetings, email chains, and consensus-building while creating authentic distribution of power. While traditional org charts look like upside-down trees with each node representing a person, Holacracy's structure resembles nested circles-a holarchy where each part maintains autonomy while being part of larger circles. The entire organization is contained within the "Anchor Circle." Though each circle has fundamental autonomy, it's not fully independent-it must account for the needs of other circles. This balance between autonomy and integration is maintained by defining the accountabilities and constraints each circle must align with.

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Chapter 5

The Sacred Space: Governance Meetings That Actually Work

Like rules in a professional sport, Holacracy's governance processes may initially feel cumbersome but eventually fade into the background as they become second nature. These robust processes replace top-down leadership by keeping everyone aligned while navigating business complexity. Though structured meetings may seem restrictive at first, they create the freedom to process tensions efficiently. Governance meetings establish the fundamental structure upon which all operations rest. These meetings typically occur monthly in each circle and use an integrative process to refine the circle's operating structure without relying on a single leader to arbitrate. The constitution strictly limits governance meeting outputs to: creating, amending, or removing roles; creating, amending, or removing policies; electing people to fill elected roles; and creating, amending, or dissolving sub-circles. The governance meeting process follows five specific steps: Check-in Round, Administrative Concerns, Agenda Building, Processing Each Agenda Item using the Integrative Decision-Making Process, and Closing Round. This structure creates a "sacred space" where tensions can be processed effectively without the usual meeting dysfunctions. What makes this process revolutionary is how it transforms tensions into governance changes through six distinct steps. First, the proposer describes their tension and states a proposal without discussion. Then, clarifying questions seek information only-no disguised reactions allowed. In the reaction round, each person shares opinions without cross-talk. The proposer can then amend their proposal based on useful input. During the objection round, participants identify concrete reasons the proposal would cause harm. Finally, integration addresses objections by modifying the proposal while still resolving the original tension. The facilitator in Holacracy serves as a neutral referee, protecting the process rather than supporting people. Unlike traditional facilitators who act as supportive leaders, Holacracy facilitators must ruthlessly enforce the rules-cutting people off immediately when they speak out of turn. This impersonal approach creates a sacred space that frees participants to act as organizational sensors without reactive drama. For a proposal to be valid in governance, the tension must limit one of the proposer's roles, with the goal being to remove that limit for the sake of the role. This rule filters out two problematic proposal types: ungrounded attempts to "improve everything" that distract from actual work, and proposals serving personal needs rather than organizational roles. When testing objections, the facilitator asks each person if adopting the proposal would cause harm or move the circle backward. Valid objections must meet four criteria: the proposal would diminish the circle's capacity to express its purpose; the objection is created specifically by adopting this proposal; it's based on known data or a prediction where adaptation wouldn't be possible before harm occurs; and it limits one of the objector's roles. This approach enables all team members to propose and object with confidence their tensions will be integrated. Unlike consensus, only one person needs to sense a tension for it to be relevant. The Integrative Decision-Making Process is reserved for governance decisions, not operational ones, creating space for autocratic control in specific areas with appropriate boundaries.

Chapter 6

Getting Work Done: Operations in a Holacracy

Operations encompasses everything outside of governance-using the defined structure to fill roles and get work done. "Slow down to speed up" applies here: governance slows you down to improve organizational patterns, but enables faster operations through clarity of accountabilities and authority. With clear governance, you no longer wait for instructions or seek consensus to move projects forward. For minimal-drag productivity, clarity about desired outcomes and next steps is essential. The constitution defines a "project" as an outcome to achieve and a "next-action" as a concrete, physical action executable now (barring competing priorities)-concepts borrowed from David Allen's Getting Things Done methodology. People often mistake projects for actions, creating psychological resistance. For example, "clean my garage" isn't a next-action but a project requiring multiple actions. Once you identify the concrete next-action (like "Google recycling center hours"), procrastination diminishes and progress becomes manageable through sequential actions until completion. With Holacracy's distribution of authority comes increased accountability to self-manage. Role-holders must fulfill specific responsibilities including sensing tensions, processing accountabilities into next-actions, defining projects, tracking everything in a tangible system accessible to others, and consciously directing attention to the most sensible next-action. Circle members have specific duties beyond their role responsibilities, organized into three categories: transparency, processing, and prioritization. These duties create team alignment and efficient workflows. The transparency duty requires sharing projects, next-actions, priorities, and metrics upon request. The processing duty requires converting accountabilities into clear next-actions and considering requests from others. The prioritization duty establishes rules for managing competing demands-processing inbound messages from circle members takes precedence over personal role work, requested meetings take priority over regular work, and circle needs supersede individual goals. Tactical meetings provide a fallback when direct action isn't possible, offering fast-paced forums to synchronize team members and triage issues limiting progress. After a check-in round, these meetings follow a structured process: reviewing checklists and metrics, sharing project updates (the "preamble"), building an on-the-fly agenda of tensions, and efficiently addressing each item within the allotted time. Holacracy eliminates the common practice of attaching deadlines to commitments. Instead of "what-by-when" promises, accepting a next-action means committing to: consciously track it, regularly review it alongside other possibilities, and execute it when it becomes the most important item given all priorities. This approach acknowledges reality's unpredictability while maintaining accountability. For genuine external deadlines, Holacracy shifts the focus from holding others accountable for date commitments to influencing their priorities through transparency, realistic projections, and early partnership rather than late judgment.

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Chapter 7

Navigating Complexity: Strategy and Dynamic Control

In Holacracy's distributed authority system, strategy provides crucial alignment for individuals managing their own responsibilities. Without an ultimate heroic leader, good strategy helps everyone make better day-to-day choices that pull in the same direction. However, traditional corporate strategy often falters by assuming we can reliably predict the future. As Nassim Nicholas Taleb notes, "We cannot truly plan, because we do not understand the future," while Eric Beinhocker points out that it takes courage for executives to admit uncertainty and emphasize adaptation over prediction. Rather than attempting to predict an unpredictable future, Holacracy approaches strategy as heuristics-simple rules of thumb that aid moment-to-moment decision making. These take the form "Emphasize X, even over Y" where both X and Y are positive values in tension. For example, HolacracyOne once used "Emphasize documenting and aligning to standards, even over developing and co-creating novelty." Such strategies aren't permanent truths but contextual guidance that helps roles navigate daily decisions. While lead links can set strategies unilaterally, most benefit from collective input. The recommended strategy meeting process occurs semi-annually and takes 4-6 hours, focusing not on specific plans but on developing decision-support rules. The process includes orientation to the circle's purpose, a retrospective to understand current context, collaborative strategy generation, and individual reflection on how to apply the strategies to each role's work. Holacracy is not just evolved but evolutionary-harnessing human consciousness to adapt, learn, and integrate. It brings evolution inside organizations through four essential elements of evolutionary design: encoding (governance outputs), expression (role-fillers implementing the design), variation (governance process changing the code), and fitness testing (against the organization's purpose). This creates "design without a designer" as the organization evolves through successive iterations, one tension at a time, producing emergent results far smarter than any single person or group could design.

Chapter 8

The Human Experience: Life in a Holacracy

Adopting Holacracy creates a profound transformation that many executives describe as barely recognizing their own company-like being acquired by a different organization. The transition combines exhilaration and disorientation before ultimately leading to liberation. It's comparable to suddenly finding yourself in a car with entirely unfamiliar controls-initially disempowering but eventually revealing new capacities that make the journey faster and easier. The most dramatic shift occurs for organizational leaders as power redistributes throughout the company. For leaders accustomed to heroic roles, this presents an existential challenge requiring a new kind of heroism-the courage to let go. The heroic-leader paradigm limits the entire organization by that leader's capacities, creating unrealistic expectations of superhuman performance. When leaders step beyond this role, they experience relief from no longer pretending to be perfect. Many leaders discover newfound liberation, no longer expending energy tempering their reactions or holding back their perspectives to avoid disempowering others. With Holacracy, they can fully express opinions without steamrolling others because no one remains vulnerable to their ultimate power. The system creates space for imperfection without destroying others' capacity. The transition isn't just challenging for leaders-those accustomed to being lower in traditional hierarchies face their own discomfort. Many people secretly enjoy having "bad managers" to blame, as the victim position lets them off the hook for organizational problems. Holacracy eliminates this hiding place by giving everyone power to process tensions into meaningful change. Using this power can be initially frightening, but Holacracy makes avoidance difficult by continually illuminating your hiding places. The system makes it obvious that you have a voice and are simply choosing not to use it. As one participant noted, the process resembles meditation practice-noticing your resistance to reality rather than projecting it onto others. As organizations adopt clear role structures and accountabilities, a deeper paradigm shift emerges. The personal politics that previously drove decisions gives way to role-based practices. Holacracy deliberately separates organizational functions from human connections, creating distinct spaces: the personal space (individual values and identity), tribe space (shared culture and interactions), role space (accountabilities and purpose-driven action), and organizational space (governance and collective work). By maintaining these boundaries, Holacracy allows authentic human connection to flourish without being corrupted by organizational agendas. As David Allen observed, "As we've distributed accountability through the organization, I've had much less attention on culture. In a dysfunctional system, you need to focus on values to make it tolerable, but if we're all willing to pay attention to higher purpose, the culture just emerges."

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Chapter 9

Making the Leap: Implementing Holacracy

To properly implement Holacracy, follow five essential steps: 1) Adopt the Holacracy constitution, 2) Set up a shared system for governance records, 3) Define your initial structure, 4) Hold first governance meetings and run elections, and 5) Schedule regular tactical and governance meetings. The first critical step is having whoever formally holds power clearly cede that power to Holacracy's "rules of the game" by ratifying the constitution. This might be done through a CEO policy rather than board-level action. The key is making adoption formal and transparent-put it in writing by signing the declaration at holacracy.org/constitution. You'll need a place to store the organization's current governance (circles, roles, accountabilities) and key operational information. These records are where people find expectations and authorities for each role-everyone will reference them frequently. Using the right system is critical; the power structure fails if governance records aren't clear and accessible. After ratifying the constitution and setting up governance records, determine your "initial structure"-your starting roles and circles. Don't worry about perfection; this structure will evolve with every governance meeting. Typically, define circles representing existing departments and simple roles capturing work already happening. The lead link schedules the initial governance meeting for each circle and may act as default facilitator or appoint someone else. In this meeting, add an agenda item to elect at least a secretary and rep link. The secretary of each circle must schedule regular tactical and governance meetings. Though this step seems obvious, failing to schedule these key meetings is a leading cause of failed Holacracy implementations. Not every organization successfully adopts Holacracy. Three common failure patterns have emerged: the reluctant-to-let-go leader who gives lip service to Holacracy principles while continuing to act in old ways; the uncooperative middle where executives one level down resist the shift; and the stopping-short syndrome where organizations implement basic structures but fail to upgrade incompatible systems like hiring, firing, and compensation. For those who cannot implement full Holacracy, there are still valuable principles to apply. You can change language to shift culture (replacing "problems" with neutral "tensions"), rewrite role descriptions using Holacracy's approach, work on the organization rather than just in it by carving out time for governance, and streamline meetings using elements of Holacracy's efficient formats.

Chapter 10

The Future of Organization

Holacracy represents a broader evolution toward peer-to-peer self-organization rather than top-down control. By distributing power and treating everyone as adults with sovereignty, it creates an environment that challenges our socially ingrained patterns of deference to authority. The paradox is that systems honoring the autonomy of all parts simultaneously create more cohesive, integrated wholes. Like evolution itself, which continuously finds ways to increase its own speed and complexity, Holacracy invites us to consciously engage with evolutionary processes in our organizations. Whether through Holacracy or another system, evolution will inevitably transform our organizations-we can either steward it in or fight it temporarily, but evolution will ultimately have its way. As we face increasing complexity and rapid change in our world, the organizations that thrive will be those that can harness the full creative capacity of everyone involved. Holacracy offers not just a new management technique but a fundamental reimagining of how humans can organize to express purpose in the world. The journey may be challenging, but for those willing to make the leap, the rewards include not just more effective organizations but more authentic, purposeful work lives for everyone involved.

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Key Themes in Holacracy

distributed authority
organizational self-organization
dynamic governance
constitutional management
operational agility

Quotes from Holacracy

Imagine if white blood cells had to get conscious approval before producing antibodies, or adrenal glands needed permission to release adrenaline in dangerous situations!

Characters in Holacracy

Brian J. RobertsonAuthor and developer of the Holacracy system
Evan WilliamsTwitter co-founder and Medium CEO
Barry OshryPlaywright whose work explores leadership dynamics

About the Author

Brian J. Robertson, author of Holacracy: The New Management System for a Rapidly Changing World, is a pioneering organizational strategist and the creator of the Holacracy framework. A former CEO who tested his methods while running a software startup, Robertson combines hands-on leadership experience with systems design to reimagine workplace hierarchy.

His book, a business innovation classic, outlines alternatives to traditional management structures through themes of distributed authority, agile decision-making, and self-organizing teams. As founder of HolacracyOne, Robertson has trained executives at companies like Zappos (under Tony Hsieh), Medium, and Dannon, cementing his reputation in organizational development.

His follow-up works, including the Holacracy Constitution and Holacratia (Romanian audiobook), provide tactical blueprints for implementation. Featured in TED Talks, NPR, and the Wall Street Journal, Robertson’s ideas gained mainstream attention after a 2015 Fast Company profile highlighted Zappos’ radical adoption of his system.

The World Economic Forum listed his book among its “20 business titles to read this summer,” while Evan Williams of Twitter hailed it as essential for scaling startups. With 31 editions published and translations spanning multiple languages, Holacracy has influenced a global reevaluation of workplace dynamics.

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@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

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Chapter 5

Holacracy

OverviewOverview of Holacracy

One book. Many ways to hear it.

The Organizational Revolution You Didn't Know You Needed

From Predict-and-Control to Dynamic Adaptation

See every word as you hear it

Power to the Process: The Constitutional Shift

Roles, Not Souls: Rethinking Organizational Structure

Get more out of Holacracy

The Sacred Space: Governance Meetings That Actually Work

Getting Work Done: Operations in a Holacracy

See every word as you hear it

Navigating Complexity: Strategy and Dynamic Control

The Human Experience: Life in a Holacracy

Get more out of Holacracy

Making the Leap: Implementing Holacracy

The Future of Organization

You made it to the end of Holacracy

Key Themes in Holacracy

Quotes from Holacracy

Characters in Holacracy

About the Author

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1,000,000+ curious minds.

1,000,000+ curious minds.

One book. Many ways to hear it.

The Organizational Revolution You Didn't Know You Needed

From Predict-and-Control to Dynamic Adaptation

See every word as you hear it

Power to the Process: The Constitutional Shift

Roles, Not Souls: Rethinking Organizational Structure

Get more out of Holacracy

The Sacred Space: Governance Meetings That Actually Work

Getting Work Done: Operations in a Holacracy

See every word as you hear it

Navigating Complexity: Strategy and Dynamic Control

The Human Experience: Life in a Holacracy

Get more out of Holacracy

Making the Leap: Implementing Holacracy

The Future of Organization

You made it to the end of Holacracy

Users also liked

Discover more

Overview of Holacracy