Holacracy Experiment Executive Briefing

Business Problem A structure that makes sense A space that inspires Hiring process that gets the right talent An empowering environment A talent pipeline that creates supply Professional development that grows people How can WA be a relevant employer that attracts the next generation of top talent? Strategy

Study Design

Organizational Outcomes Measures Individual Level Experience on the job Satisfaction, performance, engagement, burnout Power and voice Autonomy, raise issues Role flexibility Potential to role, job crafting, role fit Individual cognitive growth Mental complexity Clarity and flexibility Role clarity, responsiveness to issues Team Level Learning and experimentation Issue raising, reflection, experimentation Team dynamics Cohesion, safe space, power differences Team performance Performance, customer satisfaction Unit/Org Level Social and communication network Changes in networks

Phase 1: Initial Launch Feb Epic 1 – Setup: Communication and Identification Communicate, communicate, communicate Call for opt-out Identify participant teams Mar Apr May June July Epic 2: Baseline data Observe teams in their natural habit Collect baseline data Communicate more details with teams Epic 3: Launch Launch teams in Holacracy First holacracy meetings with teams Harvard, H1, and TOP on-site Epic 3: On-site training On-site 4-day practitioner training Teams running

Holacracy Basics Executive summary

Holacracy basics

Empowerment Mechanics

Governance

Operations

Changes

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