holaspirit was built to be fully customization, allowing nearly everything to be changed so you can use it regardless of what "method" of structuring your organization uses. Whether it's Holacracy, Sociocracy, or a traditional management structure, it's easy to replicate in holaspirit.
However, the default framework was built with Holacracy in mind, thus a lot of the language and structures may seem unfamiliar to you. If that's the case, this article is for you. We will provide a basic explanation of what's-what and how to make changes if it's not for you.
What is Holacracy?
According to Wikipedia, Holacracy is a "system of organizational governance in which authority and decision-making are distributed throughout a holarchy of self-organizing teams rather than being vested in a management hierarchy".
Holacracy is described in a set of rules, the Holacracy Constitution.
Holacracy is a registered trademark owned by HolacracyOne LLC.
What's What in holaspirit
While there are many different features within holaspirit, many of them are commonly-used tools that are used at many non-Holacratic companies. Since you likely know those and they are not specific to Holaspirit or Holacracy (such as projects and OKRs), we won't mention them here. Instead, we'll just point out the things that may be unknown to you.
Chart: Here, you can view your organization as a "holarchy". It is the same hierarchy you've always known (a top-down structure), it just looks a little different.
Roles: A "role" is just your specific job. Some companies use a single, full-time role (again, like a traditional job), whereas other companies may have employees each holding several different roles.
Circles: These are teams. Simple enough.
Tensions: A "tension" is a problem you have that you want to improve. It can be an issue with your job, a policy you think needs changed, lack of clarity on a process - anything at all. This section lets you write down what your tensions are so you can get them fixed.
Metrics: Statistics of some kind that members should report on during team meetings. For example, "profits this month" or "number of return customers".
Checklists: Either habits you want to help your team form or things you want to know whether or not they were done. These can usually be reported with a simple yes or no. For example, "Did you submit all weekly reports that were due?" or "Gave praise to a fellow employee who did good work."
You may also see four roles listed in every circle. You can read more about these "core roles" in this article, but below is the overly simplified version of how they are set up by default. It's important to remember these are automatically created, but fully customizable, so you can delete or change them however fits best for your organization.
Facilitator: The person who runs the meetings to keep things on track
Lead Link: In the below image, you see "Leader", as that is how this organization chose to adapt it to fit their organization's needs. By default, it will be the "Lead Link". This is the leader/manager of the team.
Rep Link: A representative for the rest of the team who can speak on the team's behalf to circle's higher up the chain.
Secretary: The one who schedules meetings and takes notes during meetings.
Purpose: The "goal" or "mission statement" for a team (circle) or job (role).
Domains: A decision, process, or piece of equipment that is "owned" by this role. Just like you own your car, the person(s) in this role own any decisions based on what they have domain over.
Accountabilities: These are specific job expectations - things you are accountable for doing in this role.
By clicking on the Meetings section, you will have the option to join or open a Tactical meeting or a Governance meeting, which are based on processes in Holacracy. While holaspirit provides a framework for these meetings to help you stay on track and get things done, you can use the meetings however works best for you, regardless of your organizational structure or processes.