Course blog for American University PERF-570, Fall 2014
What is an Arts Managers nightmare? Not managing anything/anyone! In this article, we explore the phenomenon that is the “holacracy.” The holacracy is the restructuring of an organization where the leadership roles are evenly distributed amongst all of the employees. Zappos is the “biggest adopter” of this non-hierarchal organization in which they believed there was a lot of ineffectiveness in the traditional hierarchy of their organization.
First and foremost, this would not be able to work in a not-for-profit arts organization since it is required to have a governing board that manages the structure and effectiveness of the organization. But this makes you think! What if board members were treated just like every other employees in an arts organization? Would it be more productive, less productive? In my prior experience in not-for-profit arts organizations, I’ve realized that they do have some of the characteristics of a holacracy. In smaller organizations, sometimes everyone has to be “all hands on deck” when it comes to events, special projects etc. Secondly, could this be a possibility for for-profit arts organizations? Can the “holacracy” even work in an arts organization? Relating back to this weeks readings, would a holacracy create a “healthy” organization? I would definitely research about this organizational structure more.