In holacracy, roles are defined by specific purposes and sets of accountabilities rather than by fixed, high-level titles. Here’s a breakdown:

• Roles Aren’t Hierarchical Positions:
 – They represent discrete functions needed to fulfill the organization’s purpose.
 – No role is inherently “higher” than another; all are subject to regular review and adjustment.

• Specific Examples Include:
 – The Lead Link: Acts as a liaison between a circle and the broader organization, ensuring that the circle’s purpose is aligned with overall strategy.
 – The Rep Link: Serves as the circle’s voice in a higher-level circle, balancing autonomy with organizational consistency.
 – Other Roles: These can range from strategic planning to operational execution and are continuously defined based on current needs.

• Flexibility Over Fixed Hierarchies:
 – Roles evolve through governance meetings, meaning they adjust to the organization’s shifting priorities rather than being permanently fixed at a high level.
 – Authority is distributed; roles perform their functions without traditional managerial oversight, ensuring decisions are made closer to the work.

In essence, holacracy’s roles are more about purpose and function than about climbing a hierarchy—they’re designed to be fluid and adaptable across different levels of the organization.