tag:blogger.com,1999:blog-6842196763305837660.post6780337675681457027..comments2016-11-10T15:27:29.751+01:00Comments on Not your mother's code: The slow success of HolacracyAnonymoushttp://www.blogger.com/profile/17085371229501857666noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-6842196763305837660.post-61321225824486766392016-09-05T12:16:58.812+02:002016-09-05T12:16:58.812+02:00I think office politics is like slavery and corpor...I think office politics is like slavery and corporal punishment: they all worked at some point of time, then went out of fashion. I like to believe we have less favoritism and corruption in national politics now than 150 years ago.<br /><br />Goolge is closer, but not quite there yet. The creator of Holacracy actually gave a few presentations to googlers.Anonymoushttps://www.blogger.com/profile/17085371229501857666noreply@blogger.comtag:blogger.com,1999:blog-6842196763305837660.post-58856519466229574152016-08-31T15:09:55.709+02:002016-08-31T15:09:55.709+02:00I looked it up too and read the table comparing tr...I looked it up too and read the table comparing traditional with holographic companies. My first reaction was: Human nature will dictate that politics will take over. You can say everyone has to play by the same rules, but in the end, favoritism and personal connections will enable some workers to bypass them while others are held to an unrealistic standard. I have seen organizations try to make their employees feel more empowered through "committees," "self-organization," "recommendations," but in the end, this was only to make employees feel more empowered when in reality they had none. Maybe this works differently in technology, though, where you can't game results as much. Isn't Google supposed to be a workplace like this? Exlib50https://www.blogger.com/profile/13752925959259509800noreply@blogger.comtag:blogger.com,1999:blog-6842196763305837660.post-49581448277076239522016-08-25T10:43:30.619+02:002016-08-25T10:43:30.619+02:00OK, this was an education. I had to look up Holacr...OK, this was an education. I had to look up Holacracy and read about it. I have a hard time (as a manager) deciding how much autonomy people on my team should have, because there are times when it seems the only way to assure something gets done is if I just clearly tell someone, "Do it!" (which I, admittedly have to do very rarely). <br /><br />I've also come to the realization that certain kinds of collective or autonomous decision making don't mesh well with a company where there is strong top-down authority. There has to be a certain level of general buy-in from the organization.<br /><br />Fascinating subject, though. It touches on the very question of how our society should evolve. How do we make our decisions? How do we allow individuals the right and privilege of self determination? How do we build in checks and balances to prevent high-impact disasters? Questions I ponder often. Theo Huffmanhttps://www.blogger.com/profile/11832438171790956528noreply@blogger.com