So . . . Holacracy is like flat management, right?

Well, it depends on what you mean by “flat.”

Many people use the term “flat” to mean either: a) there is no formal structure or b) there’s a CEO hovering over a collection of mostly unstructured teams.  

On the contrary, Holacracy actually has a LOT of structure.  In many ways, there is actually a lot more structure in Holacracy than you might find in a hierarchical organization. And we think this is healthy. 

We’ve found that the right set of minimal set of rules can function like the property rights in a modern city, allowing each individual to function productively without micromanagement. Some of this structure is highly flexible (like the different job responsibilities, which can be easily updated) and some is fairly permanent (like the rules of Constitution, which tell you how to update job responsibilities.) 

This kind of structure means that every employee in a company, no matter their rank or pay-grade, can feel comfortable to lean in and make important decisions in their roles without worrying about getting consensus or playing politics.  It also means organizations can respond more quickly to their environments without decision bottlenecks slowing their progress.

So, is Holacracy flat management?  Kind of, but actually not at all.