Some weeks ago I wrote the post in this blog, Crisis or Digital Revolution, where I talked about the digital revolution we are experiencing.
The question is: Should we manage companies that emerged from the industrial revolution in the same way that companies created in the digital age? Of course not.
Just as we are focused on how to innovate our business models, we must do the same with the management of the company by creating adapted systems to the moment that we’re living.
The most recognized method of management in this new era is: Holacracy. The word Holacracy derives from the Greek holos, a whole as autonomous unit but a dependent part of a larger unit.
This new form of management is much more agile and efficient making that the companies growth doesn’t transform them into bureaucratic and archaic entities that hinder innovation in all its aspects.
Decision-making doesn’t arise merely from the hierarchy of a boss, but self-organized departments by the people who form it. Every person who is in the organization is primarily responsible for their role in creating a transparent and collaborative environment.
It is therefore required that the organization has a broad technological development as far as communication is concerned. Fluidly coordinating the transmission of information among its members.
The best-known company that has adopted this management model is Zappos. Founded in 1997 by renowned Tony Hsieh and acquired by Amazon in July 2009, Zappos is known for making the customer support an obsession unprecedented in this field. Tony Hsieh’s book, “Delivering happiness“ it is a great example of this.
Zappos has a big challenge in this transformation as it is a large organization composed by more than 1.500 people. It will not be easy for Zappos but undoubtedly is very interesting what the future holds it.
Jose Antonio Fernandez
Member of the Innovation, Communication and IR Commissions at Andorran Business Confederation