Imagine that you are the owner and CEO of a company and you are considering to use Holacracy as an operating system. That basically means, you give up the power to tell your employees what they should be doing and how they should be doing it. However much you may be excited about moving to such a self-organising structure, deep down you also feel fearful (or maybe not so deep down!):
What if my employees take different actions and directions than I would like them to take? What if they forget things? How can I make sure they’ll be taking the right decisions?
Trust and transparency
It takes a certain amount of basic trust in your employees, and people in general, to decide to use Holacracy. Besides that, it actually provides the proper framework for former decision-makers to be able to relax about controlling the work that needs to be done in the company.