… is one of the aspects I enjoy most, being part of a team that runs on Holacracy.
you don’t have to worry about the implicit expectations or “shoulds” of others; instead, you can just show up, be yourself, and do your best within your roles, trusting that the process will catch and integrate any tensions that result. (Brian Robertson)
It is not necessary to worry about
- what others will think or feel about my work
- wether it will be “enough”
- what others may think or feel about my process
- if I should have done things differently.
Or so is the theory.
In practise, I still stress out a lot over being “a good leader”, a good steward of the team, a good Lead Link of our Holacracy Circles.
I try my best. I work in the best way I can and let the rest flow through the Holacracy process: it allows and encourages anyone to come up with anything that could be improved (from that person’s perspective). It can then be processed constructively together and codified in our governance records, the standards by which we work together (more on how our company is set up here).
Our conversations are mostly impersonal: they are usually about the work, not about the specific way in which a person is doing their work. The conversations happen between role holders for the benefit of the organisation. It is about how the work should be done, not about how I am or have been doing the work.
Except when it actually is about personal performance: When a person is clearly not doing their job according to the agreed-on principles, our process also shows it very clearly and opens up a conversation about what can be done (should the job be reassigned to someone else? Does the person holding the role need more support?). This makes the conversation about changing the person’s job or reassigning their roles much easier than if it were mixed up with a conversation about the structure of the work.
Having said all that, we do run into personal conflicts too. I hope that people will speak up, and address me personally when I messed up, or that they process it through Holacracy, so that we can all learn collectively, and build structure that may prevent future conflicts.
1 thought on “Not having to worry about expectations…”
On the same lines, found today:
“personal sovereignty is deeply honored within Holacracy. With the organization having no control over you personally, you are fully free to choose whom you engage and how you show up. Personal relationships are never organizationally forced, since the work is done and clearly defined via Roles. Organizational power does not come into play within Personal space” (Olivier Compagne – http://structureprocess.tumblr.com/post/131748635416/personal-sovereignty-is-deeply-honored-within)