4 ms·

"I think one of the bets holocracy makes is that a group of people with a better understanding of their responsibilities and who receive quicker, clearer feedba

"I think one of the bets holocracy makes is that a group of people with a better understanding of their responsibilities and who receive quicker, clearer feedback will naturally be more proactive about problems." Who provides the feedback? Based on what credentials? Explain why that person not a manager.

1123581321 11y ago
Tensions, which are problems or issues or defects, are provided by anyone who notices. In addition to that, some roles may have responsibilities to provide particular support and feedback. For example, in a team of developers, a developer who has a code reviewer role may have the responsibility of providing feedback on others' code. Other kinds of feedback-providing responsibilities could be proofreading, listening to sales calls, QA on manufactured items, feedback on negotiations, etc. Anyone could be assigned these roles/responsibilities. Traditional managers usually see these responsibilities as their job and other employees don't easily get involved in the manager-employee feedback relationship.
- keithpeter 11y ago
  "Tensions, which are problems or issues or defects, are provided by anyone who notices." Interesting but 'deficit model' approach. No mentoring available for performance that does not cause what you define to be a 'tension' but that could be improved with little effort. I'm thinking of double-loop learning (Argyris) as opposed to single-loop learning which I interpret as covering proof reading/QA/Sales call monitoring.
  - 1123581321 11y ago
    Yes, I haven't seen anything requiring scrutinizing assumptions as a core role/responsibility, so it would have to be something the organization wants to do. I do think the model empowers employees to question assumptions very nicely once it is their responsibility, though.

4 ms·

"I think one of the bets holocracy makes is that a group of people with a better understanding of their responsibilities and who receive quicker, clearer feedba

by keithpeter 11y ago

1123581321 11y ago
Tensions, which are problems or issues or defects, are provided by anyone who notices. In addition to that, some roles may have responsibilities to provide particular support and feedback. For example, in a team of developers, a developer who has a code reviewer role may have the responsibility of providing feedback on others' code. Other kinds of feedback-providing responsibilities could be proofreading, listening to sales calls, QA on manufactured items, feedback on negotiations, etc. Anyone could be assigned these roles/responsibilities. Traditional managers usually see these responsibilities as their job and other employees don't easily get involved in the manager-employee feedback relationship.
- keithpeter 11y ago
  "Tensions, which are problems or issues or defects, are provided by anyone who notices." Interesting but 'deficit model' approach. No mentoring available for performance that does not cause what you define to be a 'tension' but that could be improved with little effort. I'm thinking of double-loop learning (Argyris) as opposed to single-loop learning which I interpret as covering proof reading/QA/Sales call monitoring.
  - 1123581321 11y ago
    Yes, I haven't seen anything requiring scrutinizing assumptions as a core role/responsibility, so it would have to be something the organization wants to do. I do think the model empowers employees to question assumptions very nicely once it is their responsibility, though.