In this episode, Derek Champagne interviews Karim Bishay. Karim Bishay helps companies became insanely efficient. His purpose at Living Orgs is to empower organizations towards a clear, agile structure and stronger purpose. He is an industry leading consultant in the areas of Holacracy and building Adaptive Organizations.
Karim Bishay was featured on the businessownersradio podcast. In this interview, he shares the fundamentals of Holacracy and explains how companies are using this framework as a catalyst for cultural change. Learn how you can adapt the lessons from this powerful framework to create a more efficient and accountable workplace.
Karim was interviewed on The Age of Organizational Effectiveness show on how Holacracy can replace Bureaucracy.
A lot of times, an organization that is more bureaucratic can lead to interpersonal dynamics and processes getting in the way, and work gets bogged down. And, people often find themselves frustrated in bureaucratic organizations, because they don’t buy into the mission.
In this interview, Karim talks about how Holacracy addresses these issues and creates companies where people align around a purpose, take accountability for their work, and have a sense of ownership over their roles.
Asana is an excellent tool for project and task management. But it is also a broad tool, built intentionally to suit many needs and purposes. For this reason it isn't very opinionated about how you use it. This makes it similar in some ways to email; While offering amazing potential, if not used with discipline and common practices can become more of a pain than a support. See if your team can follow these seven steps to make sure Asana is working optimally for you.
There’s been a lot of buzz about Zappos implementing Holacracy, primarily negative.The real story, of course, is a lot more nuanced and complicated than can be shared in any one article. And, I personally believe that if Zappos hadn’t been such a shining star in the first place, the “hot” stories would have been about how Holacracy at Zappos has succeeded instead of how it hasn’t.
All that being said, as a Holacracy coach and consultant, and someone who’s had his fair share of successes and failures with Holacracy, I wanted to share some tips about how to make your implementation of Holacracy even better than Zappos’.
In 2002, Robert Lencioni published The Five Dysfunctions of a Team in which he described a vicious circle of dysfunction that even the best of teams find themselves falling into and which, if not addressed appropriately, can lead to long-term subpar performance and the demise of any sense of collegiality or satisfaction among team members (Lencioni, 2002). In this blog, I want to briefly describe Lencioni’s model of team dysfunction and then demonstrate how Holacracy can help to avoid being sucked into the vortex of team dysfunction.
The idea of an organization filled with highly motivated and talented people who act autonomously and creatively as they strive to accomplish a shared purpose without the need for top-down command and control has become a kind of leadership Holy Grail. Developing this sort of an organization holds the promise not only of helping organizations become more effective and nimble, but also doing so in a way that enhances the work life, uniqueness and dignity of all. Self-Management, as this approach to leadership and management is widely called (What is Self-Management, 2015), is a worthy goal, but one that is difficult to achieve without the support of a clear and highly adaptable organization structure.
Mentor/mentee relationships benefit both parties. Mentees who are entrusted to a respected mentor not only reap the obvious benefits of the information the mentor provides them but also often feel more welcomed by the organization and personally shepherded through the “ins” and “outs” of organizational life.
As the practice and discipline of Holacracy has grown in popularity, been adopted by more companies and become more prominent in both the academic and business press, a number of myths and misconceptions have also arisen distorting some people’s appreciation of Holacracy and what it can offer them. I’d like to address five of these myths about Holacracy and clarify how they serve to misconceive the process.
Many organizations pay lip service to mission and vision. It is an afterthought at best.
There are no management roles within a Holacracy-powered organization, but that doesn’t mean there is no leadership.
We all seek more collaboration at work, or at least better collaboration.