As an organization we have a clear purpose, that drives all our activity. It is:
Catalyze means “cause or accelerate (a reaction) by acting as a catalyst.” We believe that making it easier for people to trade goods & services makes the world a better place. The exciting fact that our solutions allow people, who have no clue about each other, to make voluntary win-win transactions drives us as an organization.
This purpose evolves, and we constantly seek new meanings and new ways of expressing it.
The rough timeline of the key events for our organization would be:
Teal organizations reject the old type of management and hierarchy and replace it with independence and common purpose. Such organizations are characterized by self-management and wholeness. It means you come to work as a whole human being, with all your strengths and weaknesses. Silencing your ego and using both reason and emotions to pursue the purpose of the organization.
Read more on Reinventing Organizations.
When it comes to development culture, the Agile values are in our blood. Most importantly, we value responding to change over following a plan, that’s why Sylius is following a rather loose and agile Roadmap, and we value customer collaboration over contract negotiation. This is also why, since the very beginning, Sylius is Open Source, and we collaborate with our wonderful community.
Sylius organization is using a new management system, called Holacracy, which is a wholesale replacement for the traditional management hierarchy.
Holacracy is a part of the Teal movement focused on self-management. Positions, called “Roles,” are defined around the work, not people, and assigned to people according to their skills and talents. Roles are grouped in circles (like traditional departments) and are defined by name, purpose (an inspiring reason to act), and accountabilities.
Roles can be created, removed, or updated during the Governance Meetings. This regular and structured process helps the organization to adapt and process “tensions,” which are problems or opportunities. Decisiveness and authority among the company are distributed to roles, so all decisions are made locally. All of the rules are transparent to the whole organization, and everyone is bound to keep them equally, including the “old” CEO.
Meet the people who spearhead the evolution of Sylius ecosystem.