--- title: "Leadership in Holacracy" url: "https://rolebase.io/en/blog/holacracy-leader" --- [Rolebase](/) ⟩ [Blog](/en/blog) # Leadership in Holacracy Holacracy redefines leadership by promoting role clarity, team autonomy, and distributed decision-making. April 14, 2025 **Holacracy transforms traditional management by distributing authority and fostering self-organization. Here are the key takeaways:** 1. **Role clarity**: Each role has clear objectives, defined responsibilities, and well-established interactions with others. 2. **Distributed leadership**: Decisions are not driven by a hierarchy, but by structured processes and specific roles such as the facilitator and the secretary. 3. **Tension management**: Conflicts are resolved through defined mechanisms, notably via the “Second Link” role that connects teams. 4. **Team autonomy**: Leaders create a framework where teams can operate independently while staying aligned with overall objectives. 5. **Tools and training**: Clear tools (such as role and meeting management) and regular training help teams adapt quickly. **Aspect** **Traditional management** **Holacracy** Decision-making Centralized Distributed by role Authority Based on hierarchy Based on competencies Responsibility Vertical Shared **In short:** Holacracy redefines leadership by emphasizing clarity, collaboration, and autonomy, while eliminating traditional hierarchical structures. ## What is Holacracy? ([Holacracy](https://en.wikipedia.org/wiki/Holacracy)) - Presented by … ![](https://img.youtube.com/vi/S-drzGljK-A/maxresdefault.jpg) ## Key Leadership Responsibilities in Holacracy In holacracy, leadership is shared among different actors with well-defined functions, ensuring both clarity and self-organization. Here is an overview of the main leadership responsibilities in this model. ### Defining Clear Roles Role clarity is a central pillar of leadership in holacracy. Through governance, each role is defined with: * A clear primary purpose * Specific domains of responsibility * Precise expectations in terms of outcomes * Well-established interactions with other roles ### The Circle Leader Role Also known as the First Link, the Circle Leader role is assigned by the Leader of the parent circle. This person represents the parent circle within the sub-circle and holds the circle’s overall purpose. Unlike a director or manager in a traditional pyramidal model, the Leader in Holacracy does not make all the decisions. They can decide: * Role assignments within their circle * Priorities to discuss with their circle If they are the only person in their circle, they are called a Role Leader, and can make all decisions within their domain of authority as defined by the parent circle. Otherwise, they make decisions collaboratively with their circle using two participatory processes: * **Consent-based decision-making** to create or modify a role. * **Election without candidates** to elect a facilitator or secretary. ### Structuring Decision-Making Processes Once roles are defined, leaders structure decisions to ensure their effectiveness. Two key figures play a role here: * **The facilitator**, who leads discussions and encourages collective collaboration. * **The secretary**, who documents decisions and organizes meetings to maintain well-ordered governance. ### Resolving Conflicts Within Teams Tension management is essential for holacracy to function well. The **Second Link** role is crucial: it connects different circles, identifies sources of conflict, and proposes appropriate solutions to maintain smooth communication. ### Encouraging Team Autonomy Leaders create a framework where teams can operate autonomously. They provide the necessary tools and organize targeted training, fostering a continuous cycle of improvement. Key Role Primary Responsibility Impact on the Organization Facilitator Leading discussions Smoother decision-making Secretary Documentation and organization Clarity in governance Second Link Liaison between circles Coherence and internal communication This system enables an effective organization by maximizing each person’s skills and contributions. ## Fundamental Rules of Leadership in Holacracy ### Distinguishing Between People and Roles In holacracy, it is crucial to separate the person from the role they hold. This approach ensures a structured and functional organization. Each role is defined by specific responsibilities and clear limits in terms of authority, regardless of the person filling it. To achieve this, you need to: * Give explicit names to roles * Precisely describe the missions associated with each role * Clearly delineate authorized decision-making scope > “Until we have differentiated organizational roles from the people who fill them, we will have a fusion between individuals and the organization that limits both.” - Brian Robertson, HolacracyOne This distinction facilitates a balanced sharing of authority, which is covered in the next section. ### Sharing Decision-Making Power In holacracy, power is distributed in a balanced way among roles, which represents a radical shift from traditional management models. Aspect Traditional Management Holacracy Decision-making Centralized Distributed by role Authority Based on hierarchy Based on competencies Responsibility Vertical Shared This distribution allows teams to respond more effectively to changes and needs. ### Updating Team Structure Holacracy offers an organizational structure that evolves continuously. Teams adjust how they operate through a well-defined governance process. This ability to adapt is built on: * Regular meetings to refine roles * A constant process for reviewing responsibilities * Circle autonomy within their areas of action For this structure to remain effective, it is essential to define activities, clarify interactions between roles, and frame processes with clear rules and policies. ###### sbb-itb-77d9745 ## Tools for Leaders in Holacracy ### Meeting Management Organizing productive meetings is crucial for holacracy to work well. The right tools can simplify collective decision-making and information sharing. Here are some useful features to look for in digital tools: * Real-time note-taking * Automatic generation of meeting summaries * Decision archiving with a convenient search function With [**Rolebase**](/), for example, you simply enter notes, then click “auto-generate” to get a structured summary. This report can then be edited and easily found through the built-in search. ### Role Assignment System A good role management system should offer clear and accessible features. Here are the essential aspects to consider: Aspect Function Role definition Clarify responsibilities and authorizations Assignment tracking Document roles and their history Updates Allow adjustments as needed Transparency Ensure easy access to information > “Holacracy isn’t here to tell you which way to choose; it will simply force clarity around it.” - Olivier Compagne, Partner at HolacracyOne Once roles are well defined and documented, it becomes essential to train teams so they can master the tools and work autonomously. ### Team Training Methods Training in holacracy rests on three main pillars: * **Foundational knowledge**: Learning the principles of holacracy, including the distinction between roles and individuals. * **Regular practice**: Participating in training sessions on governance processes and operational meetings. * **Specific skills**: Developing mastery of governance tools, such as: * Formulating proposals * Managing objections * Updating the organizational structure > “On the surface, Holacracy is just a set of rules. But learning the rules is just the first step in adopting the new system. Beyond the surface, Holacracy incites us to _think_ differently about how authority and accountability flow between roles.” - Olivier Compagne, Partner at HolacracyOne ## Common Problems and Solutions ### Managing Team Resistance Transitioning to holacracy can trigger resistance, especially among employees accustomed to traditional hierarchical structures. This resistance often manifests as attempts to recreate old dynamics within the new system. To ease this transition, here are some key approaches: * **Clarify expectations for each role**: Precisely define the responsibilities and activities associated with each role, respecting the principle of distributed authority. * **Shift from supervision to coaching**: Replace direct control practices with active support and guidance. * **Define interactions between roles**: Establish clear rules for exchanges and collaboration between roles. Traditional Action Holacratic Approach Supervise work Coach and advise Guarantee results Define influence activities Approve decisions Establish clear domains and policies ### Maintaining Connection Between Teams Decentralization, if poorly managed, can lead to organizational silos. To avoid this and ensure effective collaboration, it is crucial to structure interactions between teams. * **Clarify interaction methods**: Integrate suggestions and manage objections transparently. * **Prioritize coaching**: Focus on support and guidance to encourage autonomy, rather than relying on direct control. > “Holacracy isn’t here to tell you which way to choose; it will simply force clarity around it.” - Olivier Compagne, Partner at HolacracyOne ### Resolving Team Conflicts In holacracy, managing conflicts requires a structured approach built on clarifying roles and responsibilities. Here are the essential steps: 1. **Identify the source of conflict** Analyze whether the conflict stems from confusion around responsibilities or an attempt to encroach on a role’s authority. 2. **Clarify domains of authority** Use clear policies and definitions to delineate each role’s responsibilities. 3. **Establish collaboration mechanisms** Put in place transparent processes for collective decision-making and objection management, while respecting each role’s autonomy. These approaches help manage tensions more effectively and streamline governance, thereby strengthening the holacratic system’s overall effectiveness. ## Conclusion Holacracy redefines leadership within organizations. To date, more than 1,000 companies have adopted this model, with measurable and encouraging results. Data shows that organizations operating with holacracy achieve better results compared to traditional structures: an appreciation score of 5.33 versus 4.14, and a decrease in tasks perceived as pointless, dropping to 2.49 versus 2.78. Here are three essential elements for a successful transition: **Autonomy and responsibility**: Distributing authority is only the beginning. Each role must be clearly defined, allowing employees to work autonomously while respecting precise boundaries. **A culture built on respect**: The system relies on collaboration where everyone recognizes the value of others’ contributions. Brian Robertson explains: > “Holacracy is a system of rules for anarchy, meaning a system without rulers.” **Structured support**: Success requires solid internal resources and a clear framework for managing the tensions that come with change. Adopting holacracy also means rethinking structures, establishing self-organization processes, and encouraging mutual respect. While this approach demands significant commitment, it can lead to more agile and engaged teams, as well as a more effective organization overall. The efforts invested in this transformation can deliver concrete results, both for employees and the company as a whole. ![](/.netlify/images?url=_astro%2Fthumbnail.Bm_ArL6s.jpg&w=1376&h=768&dpl=69f91a50ecb8550008d1fb44) Table of contents [1\. What is Holacracy? (Holacracy) - Presented by …](#what-is-holacracy-holacracy---presented-by-) [2\. Key Leadership Responsibilities in Holacracy](#key-leadership-responsibilities-in-holacracy) [3\. Fundamental Rules of Leadership in Holacracy](#fundamental-rules-of-leadership-in-holacracy) [4\. Tools for Leaders in Holacracy](#tools-for-leaders-in-holacracy) [5\. Common Problems and Solutions](#common-problems-and-solutions) [6\. Conclusion](#conclusion) Table of contents 1\. What is Holacracy? (Holacracy) - Presented by … 2\. Key Leadership Responsibilities in Holacracy 3\. Fundamental Rules of Leadership in Holacracy 4\. Tools for Leaders in Holacracy 5\. Common Problems and Solutions 6\. Conclusion Rolebase is the open-source platform for self-managed organizations. Clarify roles, run efficient meetings, and make better decisions as a team. [Discover Rolebase](/en) [Book a demo](/en/contact) Try Rolebase for free Clarify roles, run efficient meetings, and make better decisions as a team. [Book a demo](/en/contact) [Try on your own](/signup) ## Continue reading [![](/.netlify/images?url=_astro%2Fthumbnail.DTNXqeAq.jpg&w=1376&h=768&dpl=69f91a50ecb8550008d1fb44) August 16, 2023 ## Discover Holacracy: Revolutionizing Corporate Governance An introduction to holacracy: a new vision of governance based on collaboration, decentralization, and organizational adaptability. ](/en/blog/holacracy-intro)[![](/.netlify/images?url=_astro%2Fthumbnail.B0voJxoI.jpg&w=1376&h=768&dpl=69f91a50ecb8550008d1fb44) May 26, 2025 ## Holacracy VS Sociocracy: What Are the Differences? Understand the key distinctions between holacracy and sociocracy, two horizontal governance models suited to various organizational contexts. ](/en/blog/holacracy-vs-sociocracy)[![](/.netlify/images?url=_astro%2Fthumbnail.BbKXt2cr.jpg&w=1376&h=768&dpl=69f91a50ecb8550008d1fb44) March 10, 2025 ## Horizontal Leadership vs Traditional Leadership Explore the differences between horizontal and traditional leadership to determine the best model for your organization. ](/en/blog/horizontal-leadership)