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Organic Organization (O2)2018-10-02T09:42:56+00:00

What is Organic Organization (O2)?

O2 is a catalyst that helps organizations become more adaptive, self-organized, and purpose-centered. O2 is composed of a set of essential rules and a library of constantly evolving patterns.

Roles

The work is done in clear roles, with explicit accountabilities and authorities. Much more practical and effective than job descriptions.

Círculos Aninhados

Círculos

Roles are organized in different circles that pursue defined paths (purpose). Circles have the autonomy to self-organize, express their purpose and accountabilities.

Meeting Modes

For the circle to self-organize, participants meet regularly to perform one or more of the 5 O2 meeting modes.

The 5 modes: Review, Sync, Adapt, Select, and Care

Many groups do not gather to review their work. Review mode ensures that this happens consistently.

It’s not enough to review the work, though. You have to make requests and solve tensions to synchronize efforts. The sync mode teaches groups to self-organize effectively.

Roles and accountabilities of a group need to adapt to the environment. And the environment changes all the time. That is why adapt mode is essential.

All processes needs a champion to maintain it. O2 rotates the essential roles of Facilitador, Secretary, and Inner Link through this mode.

In the end, it’s people who do the work. That is why we need to care for relationships, developing empathy and openness.

O2 is open-source

O O2 is available at GitHub and you can contribute by sending pull-requests. We also have a community of org designers, facilitators and enthusiasts in our Slack for creating new patterns and evolving the system. Send us a message to join our Slack.

Join our Slack

How to learn and experience O2

Workshops in Brazil

We have a 16-hour workshop that teaches the basics of Organic Organization. Check our page in Portuguese to see future events.

See our schedule in Brazil

Workshops Abroad

We are looking for local sponsors to make O2 training outside Brazil possible. If you wan’t to support us, please send us a message.

Reach Us

Comparing Sociocracy 3.0, Holacracy, and Organic Organization

Sociocracy 3.0 (2015)

A practical guide for evolving agile and resilient organizations.

Rules and elements: 74 patterns, 7 principles e 5 basic concepts, guide contains 14.193 words.

Works in: Collectives, communities, families and organizations.

Organization and people: Does not differentiate organizational and tribal spaces.

Facilitator: The facilitator is serving the group.

Meetings: S3 proposes various types and meetings formats, in particular coordination and governance meetings. In the governance meeting different kinds of decisions are made.

Role components: Name, Driver; Accountabilities, Skills; Experience, Qualities; Term; Working hours; Resources; Evaluation Criteria; Frequency of evaluation.

Analogy: A pattern language.

What promotes evolution: Driver

What drives work: Driver

Allocation: All roles are or can be elected

Decision-making: Integrative process (consent) to change governance and propose strategies.

Objection: A reason why doing something stands in the way of (more) effective response to an organizational driver (i.e. an organizational requirement).

Who can teach and sell: Anyone.

Holacracy (2007)

A complete system for self-organization

Rules and elements: A Constitution of 9.848 words.

Works in: Organizations with clear boundaries and property defined.

Organization and people: Only handles the organizational space.

Facilitator: The facilitator serves the process.

Meetings: Two mandatory meetings: tactical and governance, with process steps detailed. In governance, proposals to change the organizational structure are approved and elections to the core roles are made. 

Role componentsName, Purpose, Domains and Accountabilities.

Analogy: A new operating system for organizations.

What promotes evolution: Tension.

What drives work: Purpose.

Allocation: Core roles are elected, others are assigned by the Lead Link, but that can be changed.

Decision-making: Integrative process (consent) to change governance. Other decisions are individual by default.

Objection: A reason why a proposal would cause harm and move the circle backwards.

Who can teach and sell: Only certified consultants, paying fees to HolacracyOne.

Organic Organization (2017)

A catalyst for self-management.

Rules and elements: Meta-agreements with 2.929 words + an online pattern library.

Works in: Organizations with clear boundaries and property defined.

Organization and people: Recognizes and proposes different strategies for dealing with the organizational and tribal spaces.

Facilitator: The facilitator serves the process.

Meetings: Only one type, called circle meeting, but with 5 different modes – review, sync, adapt, select, and care – that can be called by the facilitator.

Role components: Name, Purpose, Artifacts, and Accountabilities.

Analogy: The building blocks that enable living organisms (organizations) to evolve while pursuing their purpose.

What promotes evolution: Tension.

What drives work: Purpose.

Allocation: Core roles are elected, others are assigned by the Outer Link, but that can be changed.

Decision-making: Integrative process (consent) to change the organizational structure. Other decisions are individual by default.

Objection: A reason why a proposal would cause harm and move the circle backwards.

Who can teach and sell: Anyone.

S3 Practical Guide
Holacracy Constitution
O2 Meta-Agreements

Do you want to try O2 in your company? Reach us 😉

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