“Organisations thriving, people loving their work, world saved.”
The world probably needs no saving, but until we have that absolutely clear, we’ll go ahead with this. Good enough for now.
For our organisation to thrive and myself to love my work more (and, finally, to save the world), we need a new Consulting Assistant, as Angela is taking new ways (staying with the company, doing new things).
It will be hard to replace her, but maybe you can do it.
The Team at Structure & Process works from multiple locations. And while our online infrastructure (based on Slack and Trello) is great, from time to time we need to get together to figure things out in person, have some fun, and work on current projects in just one place. We call these gatherings Partner Meetings.
What are the defining characteristics of our Partner Meetings?
We have an AgileAgenda: Everyone can add items at any time, and we decide together in which order the items are processed.
The meeting has a facilitator. They are elected in the beginning and help the team to navigate through all agenda items.
There are scheduled unscheduled times during partner meetings: These allow space for personal exchange and fun together.
We work a lot. In those 2-4 days everybody focuses on Structure & Process work intensely, we dive into passionate collaboration.
During the meeting there is good food. Whether it is self-made or our favourite Asian food (when we meet in Düsseldorf), it is always delicious. We take ample time for lunch and other breaks.
Guests are invited. Besides the Team of Structure & Process, we usually have at least one guest at Partner Meetings: these can be external collaboration partners or candidates who are in the process of deciding whether to join us.
The Pile of Success collects all our processed agenda cards – a tangible symbol of our accomplishments in the meeting. We burn the pile ritually to celebrate our successful meeting at the end.
Here are some impressions of our last Partner Meeting in Düsseldorf in September.
We emphasize “organisations” now. This comes from a better understanding of what our work of the last months has been about: we are interested in _organisations_: structures that are transpersonal, sustainable over a long time, in changing circumstances.
Organisations amplify the powers of the individual and provide an interface for the outside world. They are hubs – points of connection – and fields – spaces from which new directions can emerge.
_People_ are key to this: they make the effort that is necessary to sustain organisations.
Why do we, humans, care about organisations? Why make the effort to build, or work in them?
Because work can be meaningful. (Purpose, Meaning.)
Because work can be satisfying. (Effectiveness. Efficiency. Input-Output. Results.)
What happens or needs to happen when an organisation switches to Holacracy?
With this article, I intend to give some clarity for founders or owners of companies that consider using Holacracy. I will outline the steps that need to be taken to move from the existing structure to Holacracy.
Our October email newsletter speaks about people _thriving_ in collaboration (our new company purpose), introduces our new Associate Partner Rob van den Brand, reports from client work and past Holacracy events, and shares inspirations for project work and organisation building.
You can join us on Tuesday from 14.00 to 16.00 to get to know us, introduce yourself and explore collaboration opportunities. Martin Röll will be giving an introduction to Holacracy, the operating system for purposeful organisations.
Holacracy is a technique for purposeful collaboration, that enables team members to maintain large autonomy in their roles. A sophisticated communication process maintains synchronization between partners.
“build the healthiest possible system where people thrive.”
Reimo Sandau, who I met in the afternoon, emphasized the word choice to me: “thrive”.
We have been struggling to clearly capture our company purpose in words for quite some time. “Structure & Process” is WHAT we build, WHAT we deliver. But WHY do we do it? What is the _purpose_ of building structures & processes? What are we really working for or towards? WHY is this work important?
Yesterday, we captured this formally in our company purpose for the first time: “Effective collaboration through clear structure and process” became: “People thriving in collaboration, through clear structure & process”.
It is longer and maybe not as smooth, but it is a start to put at the centre of our purpose the core of what this really is about: People. “Thriving.” Living, learning and growing as they work together. Being fully alive.
: to grow or develop successfully : to flourish or succeed
This may evolve into “people and organisations thriving” if we consider organisations to have a life of their own, but this will be up to a future governance meeting to decide. :)
Joyful work. Meaningful conversations. Clarity of purpose.
If you’d like to join us, there is plenty of work to be done! We are grateful for new collaborators and for opportunities to apply our skills – helping people thrive in collaboration. Let us know if you see any potential in your environment!
Through a partnership with iGi Partners, one of the most experienced Licensed Holacracy Providers, we can now offer you company-internal Holacracy Discovery Sessions, delivered by Holacracy Master Coach Bernard Marie Chiquet.
In these events, your own organisation is set up as if it was running on Holacracy. You can experience Holacracy’s Tactical and Governance Meetings and get an intensive impression of what it is like to work under this business operating system. This allows you to decide wether to continue with testing or implementing Holacracy or try other routes.
Please contact us if you are interested in experiencing this in your organisation!