Morgan Legge from Convert.com shares the company’s journey adopting a “holacratic approach”.
What Convert does and what the original team looked like.
Why the company decided to go down the Holacracy route: “to give people the freedom to make decisions that would grow the company in the direction that it needed to grow.”
They haven’t yet formally adopted the constitution – Morgan explains what this would mean.
SO 21st Century that we can find enough information online to digest it and start to implement change. Where did she find the information?
“We’re kind of making it up as we go along, and we’re ok with that.”
Who makes up Convert? Distributed over 9 timezones.
Holacracy – a structure about the work, not the people.
How does that look like in practice.
The “tensions” between the current reality and where you want to be.
The freedom also leads to you failing or succeeding in a very public way.
Roles and assigning tasks. (The company uses the software Asana to do this.)
Morgan gives an example of how a task can be assigned (as a request) to another role, but you can’t hold onto how they manage it. They can also give it back to you.
To be able to do this, you need to know who to reach out to in the company. What are circles in Holacracy?
If you want to find out more, go here: https://www.holacracy.org/constitution
Morgan’s shift from a more traditional setup to a “holacratic” distributed organisation. The similarities and the change in mindset.
Recruiting for the company – the hiring process and what they look in a person. How do you find someone who can take the responsibility that comes with the freedom?
Values and being yourself at Convert. Morgan’s piece: https://medium.com/optimize-everything/how-convert-turned-down-over-100-000-in-revenue-and-profited-7211ba33bc52