Self-organisation is not a culture upgrade or a meeting-format swap. It is a structural change that asks leaders to genuinely cede authority to roles and processes, and asks teams to take real responsibility for outcomes. Most adoptions stall not because the framework is wrong, but because the commitment underneath was never there. This 3-minute assessment evaluates the factors that determine whether your organisation is positioned to make Holacracy, Sociocracy, or a Teal-style structure actually work. Before you take it, read our deeper take on what shifting from hierarchy to distributed authority actually requires: Becoming Decentralised: From Hierarchy to Collaboration.
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