In the pursuit of something greater than oneself.

Turkusowa ewolucja organizacji, samo-organizacja & Holakracja



Holakracja w Polskiej organizacji – część 1

Dokładnie miesiąc temu rozpoczęliśmy pierwszą w Polsce transformację w oparciu o Holakrację!

Dość ekscytujący krok dla naszej rodzimej sceny biznesowej 🙂 Jest wciąż bardzo wcześnie, zdecydowanie za wcześnie aby mówić o jakichkolwiek znaczących rezultatach. Niemniej, nie za wcześnie aby zacząć się dzielić pewnymi zdarzeniami i refleksjami. Oto i one!

Gabriela Krupa (@KrupaGabriela) | Twitter Google Chrome, Today at 20.13.47

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“Holacracy has brought us accountability, entrepreneurship, and faster evolution.”

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Mark Vletter, founder of Voys and Devhouse Spindle, has always believed in self-organization in the workplace. He envisioned a system that would create an environment of equality and fairness for his colleagues. Voys, Spindle’s ‘big brother’, used a no-management paradigm (the Voys-model) for several years before Holacracy was introduced. The team was clear about the path to follow — believing in each person on the team, giving people freedom within their roles and letting them fuel the development of the best telecom provider in the market.

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About the continuous evolution of her team, lowered stress factors, and more Holacracy-related topics.


Today we’d like to share with you the story of a woman who really appreciates owning her work and advancing her work in her own way. Debbie van Veen is a member of the Springest team and along with her colleagues she is working on developing “the Amazon of Learning”. Despite being only in her twenties, Debbie has already experienced both a traditional, hierarchical company structure and a self-organizing counterpart. She shares her insights with us about being part of both environments.

Debbievanveen (1)

Continue reading “About the continuous evolution of her team, lowered stress factors, and more Holacracy-related topics.”

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