From my experience gained throughout my career, I have stumbled over and over again with organizational problems. Companies and organizations, from whatever field, are simply inefficiently structured. More or less the classical top-down approach tends to persist, completely contradicting a more efficient approach to empower people. Ofttimes, the talents and the potential of employees are restrained by organizational hierarchies, which at the end of the day is counterproductive for most organizations.
As a founder of a company, I searched for a different model to organize and manage a company without having to reinvent the wheel. A complete breakthrough to me was the discovery of Holacracy, which "replaces today’s top-down predict-and-control paradigm with a new way of achieving control by distributing power. It is a new 'operating system' that instills rapid evolution in the core processes of an organization." We have implemented this approach and from then onwards has fit greatly to our company's philosophy.
Ever since I found out about Holacracy, I keep coming across similar approaches. Recently, I have coordinated a GIZ publication, of which one chapter also elaborates on democratic and innovative organizational models. Moreover, I once had the pleasure to be invited by