Holacracy: Why Employees Like Hierarchy | #leadership #peopleskills
by Kate Nasser |
Holocracy & Flat Organizations Reveal Human Truths
You would think that a holacracy, a truly flat organization with no tiers of management, would be every employee’s dream. It isn’t. Holacracy presents many challenges for employees. In fact, holacracy reveals why many employees like well-run hierarchy.
Image by Martin Beaumont via Flickr Creative Commons License.
Holacracy: What Employees Like About Hierarchy
Holacracy, like at Zappos and other lesser known companies, is revealing much about what many employees find so comfortable about traditional management structures. Some of these are surprising and others rather evident. The list holds great lessons for both styles of organization.
- In hierarchy, there is security. Holacracy feels scary and risky.
- In well-run hierarchy, there is clarity. In holacracy, everyone must clarify everything.
- In well-run hierarchy, decisions seem to happen more quickly. Holacracy feels time consuming and laborious.
- In hierarchy, influencing others and resolving conflict sits with management. In holacracy, employees face this challenge and without the helpful title of authority.
- In hierarchy, there is vertical career growth. The flatness of holacracy leaves many aspiring leaders flat. They must find a sense of worth in professional development and project achievements vs. titles.
- In hierarchy, management supposedly addresses egotistical and maverick behaviors. Without managers as buffers, all employees must handle this. It’s uncomfortable and challenging. It requires great people skills.
- Hierarchy and titles strengthen less courageous employees. I’ve witnessed employees resisting the wonderful leadership of a peer. They told the peer “we’re not strong like you.” The peer was promoted to being their leader and they followed without resistance. Organizational titles are the extra security blanket they love.
- In well-run hierarchy, employees can get things done through the management structure. In holacracy, employees must learn how to get things done other ways. They must develop and use skills to hit the bulls-eye without authority and formal power.
In my workshops and coaching, we explore the people skills for great collaboration and teamwork. My next blog post will delve into these people skills for holacracy. In the meantime,
From my professional experience to your success,
Kate Nasser, The People Skills Coach™
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Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.
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~Kate Nasser, The People Skills Coach™