> For the complete documentation index, see [llms.txt](https://euforia.gitbook.io/ultimateguide/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://euforia.gitbook.io/ultimateguide/chapter1/a-self-management/structure.md).

# 1.2.1 Structure

![](https://lh6.googleusercontent.com/GFjVI8r1YdILjc2MPNkCmvV5Tun3nlTioi2ju3-JdJvakC98OnLs8_az8-kwLZqS6H3RVdovL8sxaipVtgfTmQUHGzhpaaWDrtPJJ296IiHOnVplXRcsKYQVlP9oVdfGfJe4tCD2)

## Structures for self management

### Here is what you will find in the next chapters:

* **Why no bosses?**
* **Self managing teams**
* **What we use (and don't) from holacracy**
* **Granular roles**
* **Volunteer task forces**

To be added some day maybe:

* Trust vs control
* HUGO board?
* Simplified project management and prioritization based on collective intelligence:
  * no global view of who is doing what where and how much time is spent on which project. In case there is a need to organize, it will happen organically. = No need for consulting type tools to allocate resources to projects.
  * Problems/opportunities are logged into a log book and whoever wants to discuss can join. If no one picks up an issue, then issue not that important.
* Coordination across teams: INFORMATION TECHNOLOGY TOOLS such as internal social networks and knowledge repositories can play a critical role in steering clear of unnecessary structures. All the people together are the experts.
* Scaling euforia: Scale changes surprisingly little in the structures and practices of self management. We could use self management as a driving force for our scaling > no need for formal organizations (even internationally), wait and see what comes up from the volunteers’ needs for organization/governance.