This summary is based on Open SOS Framework 1.0 For more info: Introduction to the Open SOS Framework' |
PURPOSE
The Self Organising System frameworks enable teams to harness group wisdom while remaining agile and able to respond quickly to emerging situations.
Principles of the Self-Organizing System
1. Regenerative Culture
- As in nature, a self-organizing ecosystem only growths and thrives when its culture is regenerative. This also is the foundation for groups that use Self-organizing systems methods.
2. Shared Purpose
- Shared goals and ways of working. We need to agree on the basics in order to organize effectively.
3. Consent-based Decision Making
- Instead of asking 'Do you approve?' we ask "Do you have an objection?'
4. Distributed Authority
- People fill roles with defined Mandate (= purpose + domain + accountabilities).
- They have full authority to make decisions and take action within that Mandate.
- When making a decision from their role, people are responsible for seeking input from those with experience in the area or those affected by it
5. Mandates
- Purpose: what will you achieve?
- Accountabilities: what do you need to do to achieve that?
- Make it clear what decisions a team or role can make and what they are accountable for.
6. Communication
- Speak to those with expertise and those most affected by your decision
- Seeking advice and providing info when relevant is essential.
7. Transparency
- Easier to collaborate at scale if clear about:
- the work you are doing
- your mandate
- mandates of other roles & teams
- Trust is essential so hang out!
More details to 'get the picture':
SELF-ORGANIZING CIRCLES
- Each circle (or team) has its own Mandate and can define and refine its roles.
- For large roles, the circle may create a sub-circle that will in turn self-organise.
- This circle structure widens out to the Anchor Circle which contains all circles.
- Consent and linking ensure that no individual has power over another, and mitigate the negative features of a hierarchical structure.
- Each level of the structure is slightly further removed from the nuts and bolts and take a broader view regarding resource use, purpose and priorities.
HOW POWER IS DECENTRALIZED
- Authority is distributed into roles and circles using a collective decision-making process. Mandates empower roles to make operational decisions.
- To add/change a role/circle, a member presents a proposal to resolve an sensed issue, referred to as a tension, and each circle member has the opportunity to object.
- Objections are encouraged, as they represent important information that can be integrated to improve the proposal, before it is either accepted or withdrawn.
- The aim is to get something workable that allows movement forward.
- The decision can be revisited later on, so it doesn’t have to be perfect first time.