Holacracy has some mechanisms for this -- work gets divided into explicit roles (most people have 3-15), and what roles you fill can be pretty fluid based on th

Holacracy has some mechanisms for this -- work gets divided into explicit roles (most people have 3-15), and what roles you fill can be pretty fluid based on the needs of the work, etc. Some roles may come with some decision-making power, and management functions get divided among the roles in whatever way makes sense for the job -- sometimes they cluster at a single point (such as a liaison to a bunch of outside contractors), while other times they're completely distributed between roles or even delegated to a process rather than an individual. There's a lead for each "circle" (team), but it's mostly a coordinating role -- they search for the ideal role-fillers, and they manage questions of prioritization (at least by default -- basically everything is customizable in Holacracy). There's nothing particularly special or manager-y about the lead role (I actually strongly dislike the one lead role I have), and leads can't hire or fire people to the company, so even if you get moved out of a role that doesn't necessarily mean anything for your job (although if no one thinks you're a good fit for roles in any circles, that doesn't bode well). It avoids the politics of democratic selection, while decentralizing the power dynamics enough that tyranny is more-or-less impossible.