In a traditional organization, a person holds the whole set of job position. Let’s say you are a manager, you would have responsibility over the whole set of what a manager does.
In a holacratic organization, if it’s done correctly, you would divide up the job description of a manager into the smallest units of related work, which is what roles are, kind of :). You would then find the best person to fill each one of these roles, and it’s not necessarily the former manager, and it shouldn’t be if you really want to distribute authorities.
When you do this, you will then have multiple roles (and thus multiple persons) doing what one person did in the traditional organization. If you draw lines of interactions between the roles, you do get a lot more number of lines than in a traditional organization. I think this is the part that you mention is riskier.
In my experience, it was only slightly confusing at the beginning, because you don’t just go to the same person for everything, but instead you have to find out who’s doing what. After a while though, people,get used to it and no more confusion and it seems to work okay until now.