# Governance

Liminal Village uses a soft version of Holacracy, a framework for organizational governance that decentralizes authority, enabling self-organizing teams to function effectively without traditional top-down management. It is designed to foster clarity, adaptability, and efficiency in decision-making while promoting individual empowerment within a collective structure.

Key Principles of Holacracy

1\. Distributed Authority: Power and decision-making are distributed across clearly defined roles, rather than centralized in a hierarchy. Each role has specific accountabilities and is empowered to make decisions within its domain.

2\. Dynamic Roles: Roles are distinct from individuals and can evolve as the organization’s needs change. This allows people to step into multiple roles and adapt to shifting priorities.

3\. Circle Structure: The organization is divided into “circles,” which are semi-autonomous groups responsible for specific functions or purposes. Each circle operates independently but remains aligned with the broader organization’s goals.

4\. Governance Process: Circles use a structured governance process to define roles, policies, and workflows. This ensures transparency, collaboration, and clarity in how decisions are made.

5\. Tactical Meetings: Regular meetings are held to address operational issues and coordinate work efficiently. These meetings focus on solving immediate challenges rather than long-term strategy.

6\. Tensions as Opportunities: Holacracy views tensions—gaps between the current reality and desired outcomes—as opportunities for improvement. It provides a framework for individuals to surface and resolve these tensions constructively.

7\. Accountability and Clarity: By separating roles from individuals and defining responsibilities explicitly, Holacracy creates accountability and reduces ambiguity, allowing teams to focus on their work without confusion.

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Benefits of Holacracy

• Agility: The system’s adaptability allows organizations to respond quickly to changing environments.

• Empowerment: Individuals are empowered to take initiative within their roles, fostering a sense of ownership and responsibility.

• Transparency: Clear roles, processes, and governance structures create a culture of openness and trust.

• Scalability: The modular structure of circles makes it easier to scale operations as the organization grows.

Holacracy is particularly effective in organizations seeking to balance individual autonomy with collective alignment, enabling them to thrive in complex, rapidly changing environments. It shifts the focus from control to collaboration, ensuring that each person contributes to the organization’s purpose in meaningful ways.

If you are interested in learning more about sociocracy or Holacracy, I encourage you to check out the following resources:

* Sociocracy For All: [https://www.sociocracyforall.org/](https://www.sociocracyforall.org/)
* Holacracy: [https://www.holacracy.org/](https://www.holacracy.org/)
* The Sociocracy Institute: [https://cohousinginstitute.org/](https://cohousinginstitute.org/)
