At Stapelstein® the concept of "playing learning" is the focus of our daily work and shapes the entire company. For this reason, we chose the organizational form "Holacracy", which differs significantly from conventional hierarchical structures. Important key elements of this method are self -organization, dynamic role distribution and decentralized decision -making. Instead of traditional managers, we rely on a flexible distribution of responsibilities.

The special features of Holacracy:

• Purpose directed: There is no classic management position. It is the common goal - to fulfill the purpose of the company - leads.
• Roles instead of hierarchies: Instead of rigid hierarchies, there are clearly defined roles with specific tasks and responsibilities. Each: R employee: In takes over several roles and acts in it autonomously and self -organized.
• District structure: The individual roles form circles (= corporate areas) that work together on a goal. These circles are self -organized small teams and are part of a larger whole.
• Clear processes: Holacracy determines precise structures for meetings, which promotes efficient communication and clear responsibilities.
• Dynamic adaptation: The system enables flexible reaction to market changes or internal requirements. In the control room, the organization works together on the “rules of the game”. This means that roles can be created here to meet current needs, circles are built up, changed and optimized.
• Distributed Authority: Decisions are made decentrally. Each role has the authority to make decisions independently in its area of ​​responsibility that are in line with the company's overall goals.
• Transparency: Holacracy promotes transparency through clear rules and documented decision -making processes, which increases the accountability obligation at all levels.