“Holacracy brings to the whole company the structure and the rules of the game required to make it agile, fast and fluid.”
Thierry Girard, Gérant
“As the founder, the biggest change I experienced was that all the tensions that I was carrying as a CEO are now distributed throughout the entire organization.”
David Allen
“Thanks to Holacracy, our meetings are more efficient and the decision making much faster.”
David Allen
“Holacracy offers a healthy way to create motivation.”
David Allen
“I always wanted to work this way but I did not have the structure to do so.”
Doug Levy
“People are happier and the organization is vivid, fast and agile.”
Doug Levy
“The organization becomes self-learning and this new managerial technology breaks down the trauma of re-organization.”
Thierry, Branch Director of a large corporation
“In the beginning, all were skeptical but once we made everything work, the organization became extremely agile and responsive.”
Christophe Mistou, Kingfisger
“It created a greater bond between individuals who now form a real “professional” team in which each person knows their role.”
Thierry Girard

PowerShift pass through regard change (2/2)

Interview of Bruno Joachin

25 April 2016

Bruno Joachin is the CEO of PFMR, a funeral parlor located in the north of Paris and composed of five agencies and about fifteen employees. In this interview, Bruno Joachin shares his experience of implementing Holacracy and the shift from a conventional management and heroïc leadership to a distributed authority system like Holacracy. He reminds us of his main motives to implement Holacracy and what has been achieved for the moment. Moreover, he talks about the PowerShift needed for a CEO to have a more agile organization with more autonomous and creative employees.

This is part 2 out of 2.

Search form

PowerShift pass through regard change (2/2)

Interview of Bruno Joachin