Eigentijds organiseren (2): holacracy

Al eerder schreef ik een weblog over eigentijds organiseren, toen naar aanleiding van het boek Reinventing organizations. Als onderdeel van mijn zoektocht naar nieuwe vormen van organiseren heb ik me afgelopen tijd verdiept in holacracy: een door de Amerikaan Brian Robertson ontwikkelde benadering van organiseren en management die volstrekt anders is dan wat we gewend zijn. Geen hierarchie, geen managers, geen functieprofielen.

Bij Concept7 hebben we een kijkje in de keuken kunnen nemen, binnen Het Zuiderlicht experimenteren we met andere vormen van overleg en de organisatie van ons bureau en Brian Robertson heeft ons onlangs intensief laten kennismaken met de praktijk van holacracy tijdens een vierdaagse practioner training.

Eerlijk gezegd is het behoorlijk complex om in relatief korte tijd een beeld te vormen van waar holacracy echt voor staat. Het vraagt loskomen van onze wijze van kijken naar organisaties zoals we dat in de loop der jaren hebben ontwikkeld. En dan is zo’n vierdaagse training een prima start, vier dagen is genoeg om wat afstand te nemen van de dagelijkse drukte en intensief aan de slag te gaan met de wondere wereld van holacracy. Overigens organiseren we komend voorjaar mogelijk weer zo’n training: van harte aanbevolen!

Maar hoe breng je dit nu in de praktijk? Brian Robertson adviseert de ‘go big or go home’ benadering. Op zich ben ik daar wel voor, mede omdat die term me altijd doet denken aan de O’Neill reclame uit de jaren ’80, maar dat terzijde. De holacracy benadering is echter zo vernieuwend dat ik ook het toepassen van delen van het gedachtegoed al een mooie stap vindt. En dan al doende leren, ervaren, bijschaven…

Concreet: begin eerst eens met het werken met rollen (naast functies), waardoor inzichtelijk wordt dat werkzaamheden ook op een andere manier verdeeld kunnen worden dan via de traditionele toedeling aan functies. Dus niet zozeer omdat het bij iemand zijn functie hoort, maar vooral omdat het iemand de mogelijkheid biedt om zijn of haar talenten gericht in te zetten.

En als je dan toch begint met vernieuwen: ga dan direct aan de slag met de ‘geen bezwaar’ wijze van (integratieve) besluitvorming binnen je team! Niet meer: allemaal akkoord? Wel: iemand bezwaar om het gewoon te gaan doen en zo nodig tijdig bij te sturen? Als er tenminste geen schade wordt aangericht aan de organisatie of iemands rol. Vraagt goede voorbereiding en zorgt daarna voor forse versnelling in de besluitvorming. De eerste ervaringen zijn veelbelovend!

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