euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.1 Structure

Why no bosses?

Previous1.2.1 StructureNextSelf managing teams

Last updated 6 years ago

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Why no bosses or managers?

Hierarchy with layers of (senior) managers is great for maintaining predictability and repeatability. It simplifies planning and makes it easier to control a large group of people from the top down, which is why military organizations rely on it so heavily.

In contrast "the world has become one giant network where instantly accessible and shareable information rewrites the future as quickly as it can be understood. Fueled by relentless technological innovation, this accelerating connectivity has created an ever increasing rate of change. As a result, the future is becoming increasingly difficult to predict.

Meanwhile, most organizations still rely on a way of working designed over 100 years ago for the challenges and opportunities of the industrial age. Team structures support routine and static jobs. Siloed, command and control systems enable senior leadership to drive efficiency and predictability at the expense of free information flow, rapid learning, and adaptability.

This is one of the key motivations for euforia's non-hierarchical organisational model. This does NOT mean our structure is flat (please hit on the head any euforian you hear saying this! ;). Not everyone has the same influence or amount of decisional power, but each can decide for him/herself within his/her roles. An informal hierarchy emerges according to the knowledge and experience of the person within the organization.

The tension between organizations optimized for predictability and the unpredictable world they inhabit has reached a breaking point." ()

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