From 3d161bc8787d2bfe616affa81d679a20b13f2b8c Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 12:14:19 -0700 Subject: [PATCH 01/89] replayce playbook with cos --- .gitignore | 3 + CONTRIBUTING.md | 72 ++++++++++++++++ Ceremonies/README.md | 3 + Dynamic_Tensions/Belonging.md | 56 +++++++++++++ Dynamic_Tensions/Efficacy.md | 35 ++++++++ Dynamic_Tensions/Growth.md | 87 +++++++++++++++++++ Dynamic_Tensions/Mastery.md | 30 +++++++ Dynamic_Tensions/Play.md | 30 +++++++ Dynamic_Tensions/README.md | 12 +++ GLOSSARY.md | 26 ++++++ Game_Manual/Basic_Gameplay.md | 111 ++++++++++++++++++++++++ Game_Manual/Echo.md | 21 +++++ Game_Manual/README.md | 21 +++++ LICENSE | 112 +++++++++++++++++++++++++ Misc/Guidelines.md | 69 +++++++++++++++ Misc/Purpose.md | 21 +++++ Policies/Code_of_Conduct.md | 15 ++++ Policies/Complaint_Policy.md | 21 +++++ Policies/Drug_and_Alcohol_Policy.md | 11 +++ Policies/Equal_Opportunity.md | 3 + Policies/Frequently_Asked_Questions.md | 110 ++++++++++++++++++++++++ Policies/Holiday_List.md | 73 ++++++++++++++++ Policies/Member_Privacy.md | 27 ++++++ Policies/README.md | 16 ++++ Practices/Accountability.md | 3 + Practices/Clearing_Withholds.md | 21 +++++ Practices/Non_Judgement.md | 7 ++ Practices/Non_Triangulation.md | 7 ++ Practices/Overcoming_Oppression.md | 9 ++ Practices/Presence.md | 5 ++ Practices/README.md | 14 ++++ Practices/Radical_Honesty.md | 7 ++ Practices/Radical_Responsibility.md | 8 ++ Processes/Conflict.md | 44 ++++++++++ Processes/README.md | 11 +++ README.md | 8 +- Runway/README.md | 99 ++++++++++++++++++++++ SUMMARY.md | 38 +++++++++ book.json | 5 ++ images/candor.jpg | Bin 0 -> 185102 bytes images/eisenhowerbox.jpg | Bin 0 -> 250507 bytes package.json | 28 +++++++ 42 files changed, 1295 insertions(+), 4 deletions(-) create mode 100644 .gitignore create mode 100644 CONTRIBUTING.md create mode 100644 Ceremonies/README.md create mode 100644 Dynamic_Tensions/Belonging.md create mode 100644 Dynamic_Tensions/Efficacy.md create mode 100644 Dynamic_Tensions/Growth.md create mode 100644 Dynamic_Tensions/Mastery.md create mode 100644 Dynamic_Tensions/Play.md create mode 100644 Dynamic_Tensions/README.md create mode 100644 GLOSSARY.md create mode 100644 Game_Manual/Basic_Gameplay.md create mode 100644 Game_Manual/Echo.md create mode 100644 Game_Manual/README.md create mode 100644 LICENSE create mode 100644 Misc/Guidelines.md create mode 100644 Misc/Purpose.md create mode 100644 Policies/Code_of_Conduct.md create mode 100644 Policies/Complaint_Policy.md create mode 100644 Policies/Drug_and_Alcohol_Policy.md create mode 100644 Policies/Equal_Opportunity.md create mode 100644 Policies/Frequently_Asked_Questions.md create mode 100644 Policies/Holiday_List.md create mode 100644 Policies/Member_Privacy.md create mode 100644 Policies/README.md create mode 100644 Practices/Accountability.md create mode 100644 Practices/Clearing_Withholds.md create mode 100644 Practices/Non_Judgement.md create mode 100644 Practices/Non_Triangulation.md create mode 100644 Practices/Overcoming_Oppression.md create mode 100644 Practices/Presence.md create mode 100644 Practices/README.md create mode 100644 Practices/Radical_Honesty.md create mode 100644 Practices/Radical_Responsibility.md create mode 100644 Processes/Conflict.md create mode 100644 Processes/README.md create mode 100644 Runway/README.md create mode 100644 SUMMARY.md create mode 100644 book.json create mode 100644 images/candor.jpg create mode 100644 images/eisenhowerbox.jpg create mode 100644 package.json diff --git a/.gitignore b/.gitignore new file mode 100644 index 0000000..630e074 --- /dev/null +++ b/.gitignore @@ -0,0 +1,3 @@ +.DS_Store +_book/ +node_modules/ diff --git a/CONTRIBUTING.md b/CONTRIBUTING.md new file mode 100644 index 0000000..144193e --- /dev/null +++ b/CONTRIBUTING.md @@ -0,0 +1,72 @@ +# Contributing and Editing the Culture OS + +Any member of Learners Guild can contribute to the culture OS. This document explains how. + +Depending on the kind of edit, there are different approaches. + +If the edit is about formatting, fixing links, or otherwise improving the form of the content, it is a **style edit**. If the edit is about changing, removing, or adding to the information contained within the culture OS, it is a **content edit**. + +Style edits don't need to be approved by anyone - they can be immediately integrated. Content edits should be approved by an LG partner, since they will affect how we work/learn together. + +Before learning about how to make edits, let's review the technology used. + +## Getting Started + +The Culture OS is hosted as a [GitHub repository][gh-repo] at https://github.com/LearnersGuild/cos. It follows the [GitBook format][gb-format], allowing it to be rendered as a GitBook site at http://cos.learnersguild.org/. + +The content stored in the master branch of the culture OS repo (https://github.com/LearnersGuild/cos/tree/master) is what the GitBook site pulls from. Any changes made to files and folders in this branch will be reflected in the GitBook site. + +**To make edits, you will need a GitBook account and access to the [Culture OS book][gb-culture OS] on the LearnersGuild GitBook organization.** + +In order to work effectively with the Culture OS, it is helpful to have a baseline understanding of GitBook and Markdown (the text format used to write all content in the Culture OS). + +To learn about GitBook, start by reading the following documentation: + +- [Introduction](http://help.gitbook.com/index.html) +- [Format](http://help.gitbook.com/format/index.html) +- [Output](http://help.gitbook.com/format/output.html) +- [Readme and Introduction](http://help.gitbook.com/format/introduction.html) +- [Chapters and Subchapters](http://help.gitbook.com/format/chapters.html) +- [Markdown](http://help.gitbook.com/format/markdown.html) +- [Editor](http://help.gitbook.com/editor/index.html) + +Although not absolutely necessary, it is very helpful to have a working understanding of GitHub as well. Here are some good introductory resources to learn about GitHub: + +- Complete the ["Hello World" tutorial on GitHub culture OSs][gh-hello-world] to develop a basic understanding of how git and GitHub work, and how to work with repositories. +- Watch this [video on collaboration with GitHub][gh-collaboration]. + +Now you're ready to start editing. + +## Making Style Edits + +To make a style edit (change formatting, edit link, etc.), follow these steps: + +1. Go to the Culture OS GitBook page: https://www.gitbook.com/book/learnersguild/culture OS/ +1. Click the "Edit" button +1. Use the "Table of Contents" or the "Files Tree" to find the file you want to change +1. Click on the desired file to navigate to it +1. Make any changes to the file in the left-hand pane + - You can either write in Markdown or use the style buttons in the formatting bar at the top of the editor +1. Check your changes in the live-updating rendering of the page on the right-hand pane +1. When you have finished your changes, save the document by clicking on the "Save" button in the upper left-hand corner of the editor +1. Your changes are now saved and should be visible on the live Culture OS at http://cos.learnersguild.org/ + - If you don't see them right away, wait 10-15 seconds and refresh the page (sometimes it takes a little bit for the server to update) + +## Making Content Edits + +To edit the content of the Culture OS, we use [GitHub flow][gh-flow]. + +Distilled, the process looks like this: + +1. Create a new branch to encapsulate the desired changes +2. Make all changes as commits on the new branch +3. When the branch is ready to be merged, open a pull request from your branch to the `master` branch +4. Have at least one another partner review and approve of the changes +5. When the changes are approved, merge the pull request + +[gh-repo]:https://help.github.com/articles/github-glossary/#repository +[gb-format]:http://help.gitbook.com/format/index.html +[gh-hello-world]:https://cos.github.com/activities/hello-world/ +[gh-collaboration]:https://youtu.be/SCZF6I-Rc4I?list=PLg7s6cbtAD15Das5LK9mXt_g59DLWxKUe +[gb-culture OS]:https://www.gitbook.com/book/learnersguild/cos/ +[gh-flow]:https://cos.github.com/introduction/flow/ diff --git a/Ceremonies/README.md b/Ceremonies/README.md new file mode 100644 index 0000000..6bda8df --- /dev/null +++ b/Ceremonies/README.md @@ -0,0 +1,3 @@ +#Ceremonies + +We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times (like ritual ceremonies), or at designated times with a clear beginning middle and end. A ceremony might take all day (like orientation or graduation), or might last a few minutes (like a morning standup). Sometimes practices are temporarily treated as ceremonies. diff --git a/Dynamic_Tensions/Belonging.md b/Dynamic_Tensions/Belonging.md new file mode 100644 index 0000000..fc08879 --- /dev/null +++ b/Dynamic_Tensions/Belonging.md @@ -0,0 +1,56 @@ +> If you want to fast, go alone. If you want to go far, go together. ~ African Proverb + +# Belonging Tension + +## Being Myself <--> Being in Relationship + +The Belonging Tension optimizes the energies between the individual and the community. We believe that human beings thrive when we are in the full expression of who we are while also being aware that we are a part of something greater than ourselves. + +## Being Myself + +- Wholeness +- Realness +- Personal expression +- Authenticity +- Individuality +- Dignity + +## Being in Relationship + +- Inclusion +- Shared Identity +- Human Connection +- Being with Others +- Belonging +- Diversity +- Love +- Common Good +- Practice [resisting and overcoming oppression](/Practices/Overcoming_Oppression.md) + +## Look and Feel + +- Aligned incentives +- Flux, dynamism and tension between individual self interest and collective gain +- Minimize self-sacrifice required for collective learning +- Don't sacrifice the collective for the individual +- Resist the urge to choose one side or another +- Dignity is derived from human connection & belonging +- "I could learn without you. I learn better with you." +- "Your success and mine are related and connected." + +There is a tension between personal freedom and social restraint, but to be in balance we must maintain this tension, knowing that some circumstances call for an emphasis on individuality while in different situations we need to place the good (or the wisdom) of the collective whole above personal desires. + +Total individualism views society only as an oppressive force— any collaborative communal endeavor is rejected as a mindless “collectivism.” This is an imbalanced and partial perspective, because many vitally important endeavors require collaborative effort— a generous give and take rather than unyielding self-assertion. But too much emphasis on social, cultural or political unification gives us standardization and technocracy, if not outright dictatorship. + + +## What it looks like + +**What’s possible:** An environment that values the collective and the individual is one where I can be myself while still being able to tell that I’m part of something bigger than just me. I act in the collective best interest of the community because I can tell that a healthy community will serve me as an individual. The community makes space for me as an individual because it knows that when I’m recognized for my unique contributions, I joyfully offer them in service of the community. + + +**Feels like:** I can be “myself” here. My differences are respected, celebrated and encouraged. This is a place where people like me belong. I’m comfortable, I don’t have to pretend to be someone different. I feel “up to something” with the people around me. We’re building something bigger than any one of us could accomplish alone. We’re on a journey together. These are “my people”. + + +**Looks like:** Individual differences are celebrated and appreciated. There’s room for difference of opinion and belief, for self-determination and individual agency. The environment is shaped and changed by the people in it. People are thoughtful and mindful of their impact on each other and the physical space. They self-organize around keeping spaces clean, making improvements that will benefit everyone, not just themselves. There’s a strong group identity - LG pride. + +> Genuine democracy is a dynamic tension between self and society, a continual rebalancing and reconstruction that honors both authentic individuality and a common good that asks individuals to look beyond themselves. It is engaged intelligence, not fixed ideology, that enables us to judge how much emphasis to give to one aspect or another in each situation. ~ Dewey diff --git a/Dynamic_Tensions/Efficacy.md b/Dynamic_Tensions/Efficacy.md new file mode 100644 index 0000000..e97edf5 --- /dev/null +++ b/Dynamic_Tensions/Efficacy.md @@ -0,0 +1,35 @@ +# Efficacy Tension + +## Agency <--> Structure + +The Efficacy tension optimizes the energies between structure and agency. We believe that a self-directed learning environment is defined by its commitment to maximizing potential within the context of clearly expressed expectations and parameters. We are able to experience freedom - the freedom to experiment, the freedom to fail, the freedom to dream - when we can creatively and spontaneously engage with the structures that hold us in an effective and efficient way. + +## Agency +- Autonomy +- Freedom +- Personal Power +- Practice [Radical Responsibility](/Practices/Radical_Responsibility.md) + +## Structure +- Clarity: Making what's implicit, explicit +- Integrity: Keeping my word. Practicing the values I profess +- Boundaries: Having good boundaries and honoring others' boundaries +- Practice [Accountability](/practices/Accountability.md) + +## Look and Feel + +- I can influence the structures that I am a part of +- As few structures as are needed. No more, no less +- Non prescriptive +- Non coercive structures +- Clear transparent agreements. Shared. Recorded +- I know my place here, what is expected of me, what I can expect from other people +- There is accountability: people do what they say they are going to do +- There is integrity: if I mess up I follow up on it + + +**What’s possible:** An environment with space for improvisation. There is a structure of integrity in which I’m truly free, because I know the parameters within which I can play, excel and thrive. There is no prescribed way to get to where I’m going, but I’m clear enough on where I’m going that I can find my own path there. The structure enables me to experiment, to make mistakes, and to expand my sense of what’s possible through spontaneous engagement. + +**Feels like:** I know what’s expected of me, I know what I can expect from others. I feel calm and settled. I know the shared systems we operate by, and the space they allow for flexibility and personalization. Because of this combination of clarity and autonomy, I feel on purpose, productive, and independent. + +**Looks like:** People are firm with their tensions, flexible with their solutions. Very little time is wasted negotiating how to be together in the space (i.e. “how we get things done”) - the expectations and boundaries are clear, and they are spacious enough to allow for great freedom of movement within structure. People can make proposals to impact how things are run - the process of making these changes is clear - improvisation with integrity. The structure in the environment allows me to be free from unnecessary distractions and chaos. diff --git a/Dynamic_Tensions/Growth.md b/Dynamic_Tensions/Growth.md new file mode 100644 index 0000000..3c5a010 --- /dev/null +++ b/Dynamic_Tensions/Growth.md @@ -0,0 +1,87 @@ +# Growth Tension + +## Truth <--> Safety + +We hold the fundamental belief that all people can learn and grow, and are driven by a deep desire to do so. + +The Growth Tension optimizes the energies between safety and truth. Growth truly happens when we feel safe enough to risk truth telling with one another; when we feel safe enough to take a hard look at ourselves and accept the gift of our community’s feedback; when we are held accountable without feeling judged; when we stretch to remain in integrity with ourselves and our shared agreements; when we strive to be impeccable with our words. + +Everyone at Learners Guild makes a commitment to their own personal development. They also make a commitment to the personal growth of others. We do this as a necessary means of achieving the highest learning outcomes, and as an end in itself. + +We are in the learning business. Learning is the process of acting on our curiosity, receiving feedback, integrating it, and reflecting on it. In working together, we are animated by: + +## Truth + +- Courage: Choosing courage over comfort +- Transparency and Openness +- Continuous feedback +- Practice [Accountability](/Practices/Accountability.md) +- Practice [Radical Honesty](/Practices/Radical_Honesty.md) + + +## Safety + +- Kindness: We treat ourselves and others with dignity, respect and an open heart. We assume good intentions and give others the benefit of doubt. +- Appreciation: Seeing and reflecting the best in others +- Vulnerability: Choosing to be impacted by someone else's truth and being committed to [putting down our defenses/reactions/shame and to being touched/moved](https://www.ted.com/talks/brene_brown_on_vulnerability?language=en). +- Practice [clearing withholds](/Practices/Clearing_Withholds.md) +- Practice [non triangulation](/Practices/Non_Triangulation.md) +- Practice [non judgement](/Practices/Non_Judgement.md) + + +## Look and Feel + +### A genuine love for and pursuit of truth** + +We deliberately remove obstacles to truth telling. We welcome mistakes as long as there is authentic and vulnerable reflection as well as personal responsibility. We are 100% transparent to each other and our stakeholders, and as open as we can be to the public without compromising our purpose (for example, we might choose to keep a certain expansion plan private from the public in order to maintain a competitive advantage in a new market). + +### Building Trust with Truth + +Communication and negotiation among groups of people is difficult, but the more honest we can be with each other, the easier it will be for us to trust one another and work together as a team. Openness and honesty will be critical to our success, which is why this is one of our key values, and why it’s a mantra we repeat in many conversations. + +Transparency may seem like a passive process, like "don’t hide anything," but it’s actually a big challenge to keep everyone up to date and on the same page about stuff they’re not working on on a daily basis. These are some of the policies we use to make information more accessible, but our work is ongoing. + +### Member-to-Member Feedback + +Feedback given from one member to another is private unless the member receiving the feedback wishes to share. + +Giving and receiving feedback is an integral part of learning at Learners Guild. We acknowledge that in order for us all to continuously grow, we need to be able to give and receive feedback on things that push the edges of our comfort zones. Feedback is vulnerable and thus should be respectful and private. + +Members are, of course, encouraged to share as much of their _received_ feedback as they wish, whether to seek support or to stay in integrity. + +### Private Information: When and why information should be private + +Choose to make information private if: + +- making it transparent could damage the purpose of the organization +- you do not own the information and do not have the owner's explicit permission to make it transparent +- the information directly concerns another person and you do not have their explicit permission to make it transparent + + +### Closing the Gaps + +In a typical organization, individuals expend enormous energy protecting themselves. People hide parts of themselves, avoid conflict, unwittingly sabotage change efforts, and subtly enforce a separation between “the me at work” and the “real me”. The consequences are all too common, and all too familiar: more stress and turnover, office politics and gossip, less engagement and collaboration, and ultimately worse outcomes. + +“Gaps” in this sense, are most often defined by the conversations we’re not having, the things we’re not discussing, the synchronicities with others that we are not achieving, and the work that, because of some self-protective fear, we are avoiding.[^1] + +#### Gaps may arise between: + +* what we do and what we say +* what we feel and what we say +* the water cooler conversation and the meeting room conversation +* the real-time occasion of performance and the feedback on performance +* knowledge of our principles and the application of those principles +* observations perceived and feedback given +* unacknowledged power dynamics +* unresolved interpersonal tensions +* what is discussed at a board or 'executive' level and what is shared with staff + +We acknowledge that these gaps exist, and we are dedicated to closing them. + +The existence of these gaps as a prime hindrance to our collective effectiveness and even learning in the specific. We work to create easily learnable methods that help individuals communicate in ways that don’t arouse defensive reactions in others, and that enable individuals to receive and integrate feedback.[^2] + +---- + +[^1] Source: [The Deliberately Developmental Organization](https://static1.squarespace.com/static/54541a13e4b0331fc2f2a0f7/t/550b6b72e4b0ff02510e1594/1426811762075/W2G+What+is+a+DDO+Sept+2013+Copyrighted.pdf) + +[^2] Source: Overcoming Organizational Defenses: Facilitating Organizational Learning by Chris Argyris (Prentice Hall: 1990) diff --git a/Dynamic_Tensions/Mastery.md b/Dynamic_Tensions/Mastery.md new file mode 100644 index 0000000..7a66135 --- /dev/null +++ b/Dynamic_Tensions/Mastery.md @@ -0,0 +1,30 @@ +# Mastery Tension + +## Challenge <--> Support + +We understand that the achievement of mastery is one of the strongest drives in people, and that it can be an intensely fulfilling experience to progress and recognize one’s path towards mastery. We cherish mastery in all that we do, and when possible, raise the salience of this journey for our members, and ourselves.[^1] + +We achieve Mastery by co-creating an environment that challenges us out of our comfort zone, and supports us in overcoming these challenges. + +## Challenge + +- Relevant Stretchy goals +- Zone of Proximal Development + +## Support + +- Guidance +- Mentorship +- Resources + +## Look & Feel + +**What’s possible:** An environment that is “high challenge, high support” enables me to accomplish things that I can’t do alone. I’m stretched and pushed into my Zone of Proximal Development, consistently working on challenges that are slightly out of my reach, but that I can effectively tackle with support and guidance. + +**Feels like:** Working in my ZPD with adequate support is inherently joyful; I can tell I’m acquiring new skills, growing and developing my capacities. I’m challenged enough to tell I’ve accomplished something at the end of the day, but not so much that I feel consistently defeated or demoralized. There may be moments or even long stretches of frustration and struggle, but it’s in these moments that I feel safe enough to ask for help and the appropriate amount and type of support is available (modeling, coaching, or encouragement). I experience a sense of accomplishment and personal efficacy. + +**Looks like:** High engagement, the room is “buzzing”, people are eager to help me (and I’m eager to help them) and tackle problems together. I know how to get help when I need it and where to get it from. When providing help, I know something about the right kind of help to offer (does the person need me to show them? Talk them through it? Encourage them to stick with it through a challenging moment?) High fives, exclamations of success, appreciations, funny dance moves, and encouragement abound. + +---- + +[^1] Tory Higgins, ranking professor of psychology and org behavior at Columbia, wrote a masterpiece called Beyond Pleasure and Pain several years ago that summarizes three hundred years of motivation inquiry, complete with 25 years of lab experiments. In essence, he debunks the widely held premise that humans are motivated to seek pleasure and avoid pain. The experimental data do not show this. Rather, humans are motivated most centrally to seek truth and achieve mastery, and they will endure enormous hardship and deprivation to accomplish these core values. This explains the commonplace observation of the marathon runner, the IronMan competer, just about anyone who seeks a worthy goal and places their comfort and pleasure at risk in order to be more fully human. diff --git a/Dynamic_Tensions/Play.md b/Dynamic_Tensions/Play.md new file mode 100644 index 0000000..04779fd --- /dev/null +++ b/Dynamic_Tensions/Play.md @@ -0,0 +1,30 @@ +# Play Tension + +## Fun <--> Engagement + +The optimal state of learning, is play. + +The Play Tension optimizes the energies between dedicated engagement, and fun. We believe that when take ourselves lightly and take our purpose seriously, when we approach our practices with wholeheartedness and immerse ourselves in them, we get into the flow, or a state of sustained engagement that generates spontaneous joy. + +## Fun + +- Enjoyment +- Aimless exploration +- Curiosity + +## Engagement + +- Meaning +- Purpose +- Dedication +- Whole heartedness +- Practice [presence](/Practices/Presence.md) +- Flow + +## What it could look like + +**What’s possible:** An environment that is both high in play and high in seriousness creates a field of purposeful joy. I’m resourced to sustain a high output of energy over a long period of time because the act of working is energizing and joyful. + +**Feels like:** I’m in a flow state, fully present and immersed in the act of learning. I feel a healthy competitive motivation to exceed my past performance, to “win” at accomplishing the goals I’ve set for myself. Time flies by. + +**Looks like:** Mistakes and failures are a welcome part of the journey towards success. People are laughing, creating inside jokes, developing fun ways to move work forward. People don’t take themselves too seriously. There's a distraction-free, dedicated commitment to the craft that helps people focus and stay on purpose. diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md new file mode 100644 index 0000000..5dd14ec --- /dev/null +++ b/Dynamic_Tensions/README.md @@ -0,0 +1,12 @@ +# Dynamic Tensions + +Culture is made possible by holding pairs of seemingly paradoxical values that we call Dynamic Tensions. + +We strive for an environment that doesn’t trade one core value for the other, but instead holds tension between two sometimes seemingly paradoxical values, promoting both. + + +* [Belonging](/Dynamic Tensions/Belonging.md) +* [Efficacy](/Dynamic Tensions/Efficacy.md) +* [Growth](/Dynamic Tensions/Growth.md) +* [Play](/Dynamic Tensions/Play.md) +* [Mastery](/Dynamic Tensions/Mastery.md) diff --git a/GLOSSARY.md b/GLOSSARY.md new file mode 100644 index 0000000..a80f145 --- /dev/null +++ b/GLOSSARY.md @@ -0,0 +1,26 @@ +# Apprentice +The apprentice stage is the first stage of learning a craft. Learners admitted to a chapter begin their journey as an apprentice. Apprentices are paid an optional minimal stipend and their primary responsibility is to advance the learning of everyone in their cohort, including themselves. + +# Chapter +Chapters are the centers of learning within Learners Guild. They are communities of practice designed for intensive, deliberate learning and growth. + +# Cohort +A cohort is a set of learners with a shared start date and chapter. + +# Craft +Learners are involved with one or more crafts. These are the industries and skills which learners practice and work in. Web development is an example of a craft, as is graphic design, forestry, and photovoltaic technology. + +# Guild Core +The Guild Core is the central organizational body of Learners Guild. The Core is responsible for all business and operational functions not explicitly under the domain of the chapters. The core is not explicitly geography-specific. + +# Learner +A member of Learners Guild who is learning and practicing a craft. Learners include Apprentices and Practitioners. + +# Partner +Partner is the term we use for people who work in the Guild Core. A partner is an employee of the Learners Guild who has an open ended, fixed employment. + +# Practitioner +Practitioners are learners who are being paid to practice their craft. Their primary responsibilities are to their projects and to their own continued development and refinement of their craft. + +# Stakeholder +Stakeholders include all partners and learners in addition to affinity organizations, investors, board, customers, and anyone else interacting with—or impacted by—Learners Guild. diff --git a/Game_Manual/Basic_Gameplay.md b/Game_Manual/Basic_Gameplay.md new file mode 100644 index 0000000..4b03004 --- /dev/null +++ b/Game_Manual/Basic_Gameplay.md @@ -0,0 +1,111 @@ +# Basic Gameplay + +There are two objectives of the game: to learn, and to contribute to others' learning. + +Focus on these two activities and you will succeed. + +### Roles + +There are two roles: **Learner** and **Moderator**. + +Learners play the game; the Moderator acts as a referee and game master. + +### Cycles + +The game moves forward through a series of 1-week cycles. Everything happens within a cycle; it is the primary game loop. + +Every cycle, learners select learning goals, form projects from them, practice their craft in the context of the project, and finish the cycle by reflecting on both the process and the outcome. + +Learners complete cycles on their journey to achieving dignified livelihood. + +### Goal Selection + +The first stage of a cycle is called **goal selection**. + +During this stage, learners vote on goals from the goal library for their particular craft. The goal library for your craft is located in the appropriate craft repo under the [GuildCrafts][guildcrafts] organization. + +Any learner can add goals to the library, just follow the template and instructions in the goal repository. + +Each learner chooses their top two goals from the list. It's best to choose goals that are both _relevant_ to the skills you wish to acquire and appropriately _challenging_ given your current skill level. + +Use the `/vote` command to vote on goals. + +After all learners have voted, the votes are tallied and the most popular goals become **projects** to which learners are then assigned. + +#### Project Formation + +Forming projects from votes is a relatively complex process. To ensure that project teams have the right number of learners with the right balance of experience levels, more than just votes have to be factored into the equation. + +For example, to make **cognitive apprenticeship** work, every team needs one learner who has significantly more experience so that they can take on the most difficult tasks and share their skills and knowledge with the rest of the team. So if one advanced learner votes differently from four beginner learners, then the advanced learner may get assigned to the more popular project to ensure that their experience is put to best use. + +To accomplish this, there is an automated process that will generate projects using many different parameters to try and achieve the best result. This means that voting on a goal is not a _guarantee_ that the goal will be chosen or that you will be assigned to the project. + +### Project Kickoff + +A **project** is formed from a goal and is assigned a **team** of learners. + +The purpose of a project is for the team to achieve the goal through practicing their craft, learning through collaboration and engagement with relevant and challenging tasks. + +#### Artifact and Project Outline + +Once projects have been formed, the first thing the team needs to do is to create a container for the **artifact** and write a **project outline** document within it. + +The artifact is the output of a project. It is the thing produced by a team to complete a project. All artifacts need a URL and a project outline document. In most cases, the artifact will be a GitHub repository in the account of a learner on the team. + +The project outline document defines the specifications and quality criteria for the artifact to meet. To create a project outline, copy the text of the goal into a `README.md` file within your artifact. + +#### Specifications and Quality Criteria + +After creating the project outline, the team must edit the document to define the scope of features and quality criteria for their project. + +The scope of features is determined by the set of specifications for the project. It is used to measure _completeness_. + +The quality criteria are rules that govern how the artifact should be produced. They are used to measure _quality_. + +To define the scope, add, edit, or remove specifications from the list. The team is accountable for producing an artifact that satisfies _all_ of the specifications, so be realistic. + +Discuss the specs with your team, and adjust them as you see fit to get to a scope that will provide an appropriate level of difficulty and "stretch". + +To set quality criteria, choose 2 or 3 rules or guidelines that, as a team, you agree to follow to ensure a quality artifact. Add these to the project outline. + +For example, a quality criteria might be "Follow object-oriented principles in all program design" or "Write good commit messages using these rules: http://chris.beams.io/posts/git-commit/". + +Once a proper project outline document has been written, it's time to **practice**. + +### Practice + +Most of the cycle is spent in the **practice** stage. This is the time for engaged collaboration, research, study, and experimentation. + +What happens in practice is entirely up to the team and the project at hand. It is the learners prerogative to decide _how_ to spend their time to best achieve the goal. + +The most important piece about practice is that learners should be appropriately challenged. Practice that isn't sufficiently challenging (or is overwhelmingly difficult) will not result in learning. Practice should stretch a learner just beyond the edge of their knowledge and skill, but not too far past it. + +Seek advice from more experienced learners on how to engage in good, deliberate practice. + +When practice is done, the cycle enters its final stage: **reflection**. + +### Reflection + +In the **reflection** stage, learners reflect on both the _process_ of their learning and team collaboration as well as on the _product_ of their own and others' projects. + +There are two parts to this stage: a **retrospective**, for reflecting on and giving feedback about the team process and individual learning; and a **review**, for evaluating and critiquing the artifacts produced during the cycle. + +The moderator will set aside time at the end of the cycle for reflection. During this time, learners reflect on their own. It is a quiet, contemplative time for harvesting the insights and learnings of the past cycle. + +Once the reflection stage is over, the cycle is finished, and it is time to begin a new one! + +#### Retrospective + +The retrospective consists of a series of questions and prompts for learners to give feedback to themselves and their team. + +Use the `/log --retro` command to view questions and log answers. + +#### Review + +The project review is a time for exploring an artifact and determining to what extent it satisfies the project's specifications and quality criteria. + +Learners can review as many projects as they like. At the very least, learners should review their own projects and one other project completed during the cycle. + +Use the `/review` command to capture a project review. + +[guildcrafts]: http://github.com/GuildCrafts diff --git a/Game_Manual/Echo.md b/Game_Manual/Echo.md new file mode 100644 index 0000000..b643e93 --- /dev/null +++ b/Game_Manual/Echo.md @@ -0,0 +1,21 @@ +# Echo + +Echo is the primary interface for the LOS. Log in at [https://echo.learnersguild.org/](https://echo.learnersguild.org/). + +Echo is under active development. If you notice something that could be better, or you encounter a bug, please log them in the [LOS repo][los-repo]. We want your feedback. Together we can build a more perfect Learning Operating System. + +## Commands + +Echo supports a variety of commands for interacting with the game. + +These include commands like `log` for logging reflections and notes, and `vote` for voting on goals. + +To issue a command, type a forward slash `/` followed by the command name in the chat window of Echo. You can type commands from any channel. + +When you type `/`, Echo will show a menu of the available commands and some hints as to their usage. + +For many commands, passing the `-h` or `--help` flag will show you a helpful message about the command. + +For example, to get help with the `/log` command, type `/log --help`. + +[los-repo]: https://github.com/LearnersGuild/los diff --git a/Game_Manual/README.md b/Game_Manual/README.md new file mode 100644 index 0000000..4041107 --- /dev/null +++ b/Game_Manual/README.md @@ -0,0 +1,21 @@ +# Game Manual + +The Learning Operating System (LOS, for short) is a game-enhanced learning environment for engaging in cognitive apprenticeship. + +In other words, it's a **game** for **learning** a **craft**. + +The primary interface for engaging with the LOS is through [Echo][echo]. Here learners can communicate, collaborate, and [run commands][commands] to interact with the game. + +You'll learn a lot about how the game works just by asking questions in Echo and talking with your fellow learners. Use this manual as a reference and a guide to the game. + +To get your bearings, read about [Basic Gameplay][basic-gameplay]. + +We've designed this game to help you learn through cognitive apprenticeship as best as possible. It is by no means a finished product and is currently under active development. + +If you notice something that could be better, or you encounter a bug, please log them in the [LOS repo][los-repo]. We want your feedback. Together we can build a more perfect Learning Operating System. + +[echo]: ./Echo.md +[commands]: ./Echo.md#commands +[basic-gameplay]: ./Basic_Gameplay.md + +[los-repo]: https://github.com/LearnersGuild/los diff --git a/LICENSE b/LICENSE new file mode 100644 index 0000000..0a1bf1c --- /dev/null +++ b/LICENSE @@ -0,0 +1,112 @@ +http://creativecommons.org/licenses/by-nc-sa/4.0/ + + +Creative Commons Corporation (“Creative Commons”) is not a law firm and does not provide legal services or legal advice. Distribution of Creative Commons public licenses does not create a lawyer-client or other relationship. Creative Commons makes its licenses and related information available on an “as-is” basis. Creative Commons gives no warranties regarding its licenses, any material licensed under their terms and conditions, or any related information. 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Please read the FAQ for more information about official translations. diff --git a/Misc/Guidelines.md b/Misc/Guidelines.md new file mode 100644 index 0000000..8291252 --- /dev/null +++ b/Misc/Guidelines.md @@ -0,0 +1,69 @@ +# General guidelines and Strategies + +Advice from ourselves to ourselves for when we forget + +## Slow down to speed up + +You can't sustain a sprint through a marathon. Remember the tortoise. When in doubt, use [the Eisenhower box][eisenhower-box]. +![Alt text](/imageseisenhowerbox.jpg) + +## Hold strong opinions lightly + +Respect, love, and nurture your own and others' opinions. Recognize that they are just that—opinions—and are thus vulnerable to fallacy. Nobody ever learned anything through radical stubbornness of opinion. That's the opposite of learning. Embrace not-knowing, and don't confuse confidence with certainty. + + +## Identify real tensions. + +Where is your tension coming from? Is it coming from a past experience? Is it a personal tension? A future fear? Every tension is valid. It is your intelligence sensing that something can change for the better. + +Stay true to it, and seek to clarify its origin. If you give up on your tension, you will disengage from your work, and rob the company from the information embedded in it. + +Even as you stay true and firm with your tension, stay loose and flexible with the proposed solution. There are many ways to resolve a tension. + +## Run experiments, not debates + +Inquiry and proof are valuable, healthy, and actionable. Unfounded arguments protect our egos (temporarily), but are utterly useless and unhealthy for learning and growth. If you find yourself in a circular debate, get on the same side to figure out what experiment needs to be run to resolve the disagreement. Stay true to questions not answers. + +## Save yourself, not the world + +It's easy to feel like because we're in education we need to pretend to be purely selfless and altruistic. That "we're here to help". Bring your personal purpose, needs, and agenda to the table. It's more honest. + +> "If you have come here to help me, you are wasting your time. But if you have come because your liberation is bound up with mine, then let us work together." ~ Lilly Watson + +## Be Bold + +* [Move fast and break things](http://startupquote.com/post/1624569753) +* [Aim to make new mistakes every day](https://www.google.com/search?q=make+mistakes+quotes&espv=2&biw=1280&bih=657&tbm=isch&tbo=u&source=univ&sa=X&ved=0ahUKEwiKid--57jJAhVL5WMKHdwJDkkQsAQIGw) +* [Don't be afraid to be ridiculous, or screw up (or be afraid, but do it anyway)](https://www.ted.com/talks/ken_robinson_says_schools_kill_creativity?language=en) +* [Just F@#*ing Do It](http://www.bothsidesofthetable.com/2009/11/19/what-makes-an-entrepreneur-four-lettersjfdi/) + +> "Be bold, and mighty forces will come to your aid " ~ Johann Goethe + +## Play harmonies, not solos + +Working with a team involves an implicit (and hopefully, explicit) commitment to each other as much as to the work at hand. Collaboration means that we prioritize collective synchrony over individual achievement. Don't abandon your team. + +> "If you want to go fast, go alone. If you want to go far, go together" ~African Proverb + +## Seek to clarify, not to control + +When reality is not aligned with how you wish it to be, clarify the dissonance for others instead of demanding that it be fixed. Our ideal reality is not always shared by others; to move together we must first agree on where and what the dissonances are. + +Autonomy only works if we choose to communicate over command. In a cooperative environment, we lead with clarity. + +> “Remember, always, that everything you know, and everything everyone knows, is only a model. Get your model out there where it can be viewed. Invite others to challenge your assumptions and add their own.” ~ Donella Meadows + +## Love is important + +Use the word. Express it. Allow it. Serve it. It belongs at work. It belongs in our learning communities. It is appropriate. + +Love comes bearing many gifts: forgiveness, gratitude, enjoyment and ease. Let's work together for a low-drama, low-struggle, enemy-free, loving collective. + +## Serve with humility + +Learners Guild will not single handedly save the world. We are ultimately, not that important. Act accordingly. + +> "We can do no great things, only small things with great love" ~ Mother Teresa + + +[eisenhower-box]: http://jamesclear.com/eisenhower-box diff --git a/Misc/Purpose.md b/Misc/Purpose.md new file mode 100644 index 0000000..2f92646 --- /dev/null +++ b/Misc/Purpose.md @@ -0,0 +1,21 @@ +> “A true purpose always has ethical and moral content, which can be either implicit or explicit. It is a statement to which all members of the community can say with the wholeness of mind, body and spirit, ‘If we (notice the plural) could achieve that, then my (notice the singular) life would have meaning.’” ~ Dee Hock + +# What is our Shared Purpose as a Learning Collective? + +As a Learning Collective, we have the following two objectives as our purpose: + +1. To provide the opportunity of a dignified[^1] livelihood for everyone. +2. To co-create a culture that draws out the best in us + +## Mission + +Learners Guild’s purpose is a dignified livelihood for everyone. + +Our mission is to create the opportunity for anyone who is willing and able to become a software developer to do so. + +Our learning environment is self-organizing, rigorously goal-driven, and personally and professionally rewarding. + + +--- + +[^1] Dignity means I'm seen, honored and respected. The work I'm doing honors my potential and my talent, and meets the world's need. I'm working on things that are beautiful, and meaningful. I'm on purpose, and I feel a sense of belonging in the world. diff --git a/Policies/Code_of_Conduct.md b/Policies/Code_of_Conduct.md new file mode 100644 index 0000000..ba097b8 --- /dev/null +++ b/Policies/Code_of_Conduct.md @@ -0,0 +1,15 @@ +# Code of Conduct + +This code of conduct applies to community members, learners, and Learners Guild team in all Learners Guild communities online (including but not limited to IRC, support chat, the Learners Guild Community Slack, Twitter, and Facebook), in the Learners Guild office, and at all events hosted by Learners Guild. + +Our community is dedicated to creating an inclusive environment for everyone, regardless of gender, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, nationality, religion, or computing experience (or lack of any of the aforementioned). + +We do not tolerate harassment of community members in any form. Harassment includes offensive verbal comments related to gender, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, nationality, religion, sexual images in public spaces, deliberate intimidation, stalking, following, photography or audio/video recording against reasonable consent, sustained disruption of talks or other events, inappropriate physical contact, and unwelcome sexual attention. + +**Harassment does not need to be recognized as unwanted or unwelcome by anyone other than the person being harassed.** + +Be careful in the words that you choose. Remember that sexist, racist, and other exclusionary jokes can be offensive to those around you. Offensive jokes are not appropriate and will not be tolerated under any circumstance. + +Participants asked to stop any harassing behavior are expected to comply immediately. Community members violating these rules may be sanctioned or removed from community spaces. If you are being harassed, notice that someone else is being harassed, or have any other concerns, please issue a complaint via our [Complaint Policy](Complaint_Policy.md). + +Adapted from the [Hack Code of Conduct](http://hackcodeofconduct.org/). diff --git a/Policies/Complaint_Policy.md b/Policies/Complaint_Policy.md new file mode 100644 index 0000000..d0b459a --- /dev/null +++ b/Policies/Complaint_Policy.md @@ -0,0 +1,21 @@ +# Complaint Policy + +Learners Guild is committed to creating a safe learning environment that is free of threats to the health, safety, and wellbeing of the people who work here. That includes (but isn’t limited to) harassment, discrimination, violation of health and safety rules, and violence. + +Learners Guild has an open-door policy, so members are encouraged to report work/learning-related concerns. If something about the environment is bothering you, or if you have a related question, concern, idea, or problem, please discuss it with an LG staff member as soon as possible. + +Any member who witnesses or is subject to inappropriate conduct in the workplace should report it to Complaints (complaints@learnersguild.org). + +We encourage members to come forward with any complaint about our learning environment, even if it’s not about something that’s explicitly covered in our written policies. + +Once a complaint has been made, the our staff will determine how to handle it. + +# Complaints about the founder + +Currently, Learners Guild is too small to have an internal group or department that can independently respond to complaints, so if the founder is named in complaints, the board will be responsible to holding him accountable. Where appropriate, they will engage a third party to conduct a thorough investigation and recommend corrective action, where necessary. + +If the founder is the subject of the complaint, please report it to the Learners Guild board - founder-complaint@learnersguild.org (this email goes to all board members except the founder). We will conduct a complete an impartial investigation, which may involve an outside investigator in serious cases. All complaints will be handled as confidentially as possible. When the investigation is complete, the company will take corrective action if appropriate. + +# No retaliation + +We will not engage in or allow retaliation against any member who makes a good faith complaint or participates in an investigation. If you believe that you are being subjected to any kind of negative treatment because you made or were questioned about a complaint, report the conduct immediately to the founder (or founder-complaint@learnersguild.org in case the complaint involved the founder). diff --git a/Policies/Drug_and_Alcohol_Policy.md b/Policies/Drug_and_Alcohol_Policy.md new file mode 100644 index 0000000..de70e07 --- /dev/null +++ b/Policies/Drug_and_Alcohol_Policy.md @@ -0,0 +1,11 @@ +# Drug and Alcohol Policy + +Our priority at Learners Guild is to create a safe, comfortable, and productive environment for everyone. We realize that drugs and alcohol can contribute to a culture of harassment or one that feels unsafe for some members, even as it can foster camaraderie and friendship among others. + +Above all other considerations, our drug and alcohol policy is intended to preempt and avoid harassment and make learning at Learners Guild feel safe. + +**It is the responsibility of every member to ensure that their individual consumption is not making anyone else feel uncomfortable or unsafe.** + +Members who violate this policy may face disciplinary action, up to and including termination. Alcohol in the form of beer or wine may occasionally be brought into the office to celebrate an accomplishment, birthday, or other milestone. Though events at the Learners Guild office will be presumed dry until otherwise discussed, there may also be events in the office after work where beer or wine are available. + +Illegal drugs should not be used, bought, sold, or distributed, either in the office or outside of the office while representing Learners Guild. diff --git a/Policies/Equal_Opportunity.md b/Policies/Equal_Opportunity.md new file mode 100644 index 0000000..e725377 --- /dev/null +++ b/Policies/Equal_Opportunity.md @@ -0,0 +1,3 @@ +# Equal Opportunity + +Learners Guild is an Equal Opportunity Company. The company supports diversity and inclusion in its core values and does not discriminate against qualified partners,applicants or members because of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, marital status, religion, or any other characteristic protected by federal or state law or local ordinance. When necessary, the company will reasonably accommodate partners, applicants and members with disabilities if the person is otherwise qualified to safely perform all of the essential functions of the position. diff --git a/Policies/Frequently_Asked_Questions.md b/Policies/Frequently_Asked_Questions.md new file mode 100644 index 0000000..6be05ab --- /dev/null +++ b/Policies/Frequently_Asked_Questions.md @@ -0,0 +1,110 @@ +## Frequently Asked Questions + +**What is the time commitment?** + +Show up every weekday (except [national holidays](Holiday_List.md)) for regular hours: 8.30am to 6pm + +Almost every week, there will be events (social/networking/speakers) happening during the evening. These events will be optional but highly recommended (usually Tuesday or Thursday evening). + +Occasionally, there will be something happening on a Saturday. We’ll give you a heads up at least a month in advance and try to minimize that stuff so people can have their weekends. + +**What happens if I show up late? What if I have to leave early?** + +Your stats will be affected, and you may have to make up work. But so long as you stay in integrity (i.e. let your team and/or moderator know ahead of time), you will not be asked to leave. That said, please hold the program hours as sacred and do whatever you can to protect them and ensure you are present and ready to learn. Schedule appointments and other obligations outside of program hours - exceptions should only be made for medical appointments that cannot happen outside of business hours. + +**What if I get sick?** + +Inform your team and/or moderator, and make sure to make up anything you missed. Stay in integrity. + +**Can I stay late and work at the office on weekends?** + +No. We close the doors at 6:30pm, and nobody works on weekends. Get some rest, exercise, go outside! Your mind and body need breaks to sustain the prolonged learning effort. + +Leaving, starting, stopping the program: + +**Do you kick people out? Why? How? Will I know ahead of time?** + +Any member of Learners Guild can ask someone else to leave by using our formal [Conflict Resolution Process](/Processes/Conflict.md). Usually, this is because they have consistently violated our shared agreements. + +**Can I take a leave of absence?** + +Under extenuating circumstances (e.g. illness, family emergency), learners may be allowed to take a leave of absence from the program. Upon your return, you would likely join the cohort closest to the point in the program when you had to leave. Leaves of absence will be evaluated on a case-by-case basis. + +**Can I re-join a later cohort if it turns out the timing isn’t good for me?** + +We make cohort selections carefully and cannot guarantee you a spot in another cohort. Please make sure that you’ve considered all scheduling challenges ahead of time so that you can commit to your assigned cohort start date. + +If you have to leave, and need to re-join a later cohort, you can do so as long as the next cohort start date is within 40 weeks of your original cohort’s start date. If you need to leave for longer, then you will have to quit and re-apply. + +You can only change cohorts once. After that, you will need to quit and re-apply. + +**What if I change my mind after I sign this contract?** + +By signing this contract, you’re letting us know that you are certain about your commitment to Learners Guild. Please don’t sign it until you are sure - reach out to us to discuss questions or concerns. If you change your mind after signing the contract and choose not to join the program, we cannot offer your spot to another learner for that cohort. Please carefully consider your decision, and sign only when you are a joyful and confident “yes”. If you need to seek the opinion of a trusted third party, we highly encourage you to do so. + +**What’s the consequence for leaving the program early?** + +During the fourth week of the program, you’ll have an opportunity to reflect on your first three weeks at Learners Guild and on the path ahead. If for some reason you’ve decided that becoming a software engineer is not the path you want to pursue, or that you don’t wish to continue pursuing that path with Learners Guild, you’ll have an opportunity to leave the program with no additional consequence or obligation. Past that point, you are financially committed and obligated to the full Income Share Agreement with Learners Guild. +Working together: + +**What’s required? What’s optional? (Projects, Home Group, HD curriculum)** + +With other learners, you collectively choose the projects you work on - no specific project is required, many things may be offered or suggested by a Practitioner or Learning Facilitator. What is required is that you participate fully in the structure of the program: + +- you vote on choosing a goals and join a project to work towards each week +- you dedicate yourself to it for the week +- you complete the weekly retrospective +- you attend daily standups and weekly home group meetings +- you serve as a team lead when it’s your turn to do so + +Similar to the projects you choose to work on, you should choose to work on HD modules that support goals you have for yourself or address feedback you’re receiving from peers, practitioners, or facilitators. + +**What if I start a project and don’t want to keep working on it?** + +Talk to your team and see if you can come to a compromise. Ultimately, the choice is yours, but abandoning your team will have consequences for your stats (not to mention your social standing among your peers). The same rules apply as in a workplace: you are responsible for your own productivity, and if you’re not happy on a project, you should tell your team and work together to find a way forward. + +**Can I choose who I want to work with?** + +By joining the Guild, you’re making an agreement to collaborate with anyone and everyone else in the Guild on a given project at a given time. Just like in the working world, you don’t get to choose the people you’re assigned to work on teams and projects with. + +**What if I have a conflict with someone that I can’t resolve on my own?** + +Conflicts happen. It’s natural. And in most cases working through conflicts with our teammates only serves to improve our relationships and the working environment. Our intention is to empower you to resolve interpersonal conflicts you may have with others. If the conflict is tenacious, there is a [formal conflict resolution process](/Processes/Conflict.md) in place to support you in resolving it. + +**Can I use my LG laptop for personal use? Are there any limits to what I can install on my laptop or what I can use it for?** + +Yes, you can use it for personal activities. However, you will need to wipe the hard drive and perform a clean OS install before giving it back to us at the end of the program. It is an expensive piece of machinery, so please take good care of it and leave it in good condition for the next learner who inherits it. + +You can install anything on the laptop, so long as it is legal. + +**Can I use my own laptop instead of the LG laptop?** + +You can, although you need to have a Mac. Everyone at Learners Guild uses a Mac computer, so it will be easier for you to collaborate with your team if you are all using the same platform. + +**What platforms and operating systems does Learners Guild use?** + +Apple computers running the latest Mac OS. If you are used to a Windows or Linux environment, there will be a learning curve, but it is worth it. Being able to use a Mac well is a useful skill in this field. + +**Is there a dress code?** + +Casual, but professional. As in, we want you to be comfortable and that looks different ways to different people. So feel free to be in the full expression of your personal style, but maybe leave the pj’s at home. + +**What if I can’t get a job?** + +Keep learning and studying. We all learn at different paces. As long as your keeping your agreements with the Guild, there is no limit to how long you can stay and keep practicing your craft. + +**What if I change my mind and don’t want to be a software developer?** + +We would be sorry to hear that, but of course it is your choice. You would still be bound to the financial agreement you sign, and access to all of the resources offered to Learners Guild alumnae. If you have doubts about pursuing this career before joining, please let us know ASAP. Our business depends on your commitment to becoming a software developer. + +**What if I want to do a startup after?** + +Learners Guild’s business model depends on our learners “paying forward” their tuition through an Income Sharing Agreement in their first 3 years employed as a software developer after graduating the program. If you have plans to start your own company, please elect to pay our program fees upfront. + +**What if I don’t earn more than $50,000 per year in my first job?** + +Income sharing only starts if you're earning a salary of more than $50k. + +**What if I get fired from my first job or decide to quit?** + +If you're unemployed, the Income Sharing Agreement is paused until you're making a salary again. diff --git a/Policies/Holiday_List.md b/Policies/Holiday_List.md new file mode 100644 index 0000000..c5abbbb --- /dev/null +++ b/Policies/Holiday_List.md @@ -0,0 +1,73 @@ +# Breaks + +We take 2 week-long breaks each year for summer and winter holidays. + +During these breaks, pods aren't running and we have time to take a breather. + +### Holiday Breaks 2016-2020 + +- 2016-12-26 - 2017-01-01 +- 2017-06-26 - 2017-07-02 +- 2017-12-25 - 2017-12-31 +- 2018-06-25 - 2018-07-01 +- 2018-12-24 - 2018-12-30 +- 2019-06-24 - 2019-06-30 +- 2019-12-23 - 2019-12-29 +- 2020-06-22 - 2020-06-28 +- 2020-12-21 - 2020-12-27 + + +# Observed Holiday List + +In addition to our two breaks, we observe the following national holidays. If a holiday falls on a Saturday, we will observe it on the Friday before. If it falls on a Sunday, it will be observed on the following Monday. + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + + +
New Year’s DayJanuary 1
Birthday of Martin Luther King, Jr. 3rd Monday of January
President’s DayFebruary 15
Cesar Chavez DayMarch 31
Memorial DayLast Monday in May
Independence DayJuly 4
Labor DayFirst Monday in September
Indigenous People’s DaySecond Monday in October
Veterans DayNovember 11
Thanksgiving Day and FridayFourth Thursday in November and following Friday
Christmas EveDecember 24
Christmas DayDecember 25
diff --git a/Policies/Member_Privacy.md b/Policies/Member_Privacy.md new file mode 100644 index 0000000..c015601 --- /dev/null +++ b/Policies/Member_Privacy.md @@ -0,0 +1,27 @@ +# Member Privacy + +## Learning Space Privacy + +**As an Educational Institution, it is Learners Guild’s goal to monitor or track our members in as few ways as possible.** We want Learners Guild members to feel a sense of ownership towards their personal workspaces and be comfortable at the office. However, in order to ensure the safety and wellbeing of Learners Guild members, company property (e.g. desks, laptops, and other devices) is subject to search. For instance, this might be used if management learns that a learner has brought a gun to work or has stolen company property. + +This means that while the company will always try to respect member privacy, members do not have a right to privacy in their workspaces in any property that belongs to Learners Guild. Learners Guild reserves the right to search company property at any time, without warning, to ensure compliance with our policies, including those that cover member safety, workplace violence, harassment, theft, and possession of prohibited items. If you use a lock on any item of company property, you must give a copy of the key or combination to a staff member. + +## Email and Internet Privacy + +Learners Guild email and Internet are not being actively monitored by anyone, but because they are company resources that are managed according to company policy, you should not expect privacy from either. The company has both the ability and the right to look at member usage for both in order to protect member safety and wellbeing, as well as company property and interests. + +## All Conduct Rules Apply to Email and Chat + +All of our policies and rules of conduct apply to member use of the email system. This means, for example, that you may not use the email system to send harassing or discriminatory messages, including messages with explicit sexual content or pornographic images; to send threatening messages; or to reveal company trade secrets. + +## Email Security + +To avoid email viruses, phishing for account information, and other threats, members should not open email attachments from people and businesses they don’t recognize, particularly if the email appears to have been forwarded multiple times or has a nonexistent or peculiar subject heading. Even if you know the sender, do not open an email attachment that has a strange name or is not referenced in the body of the email; it may have been transmitted automatically, without the sender’s knowledge. + +If you believe your computer has been infected by a virus, worm, or other security threat to Learners Guild’s system, you must inform the founders immediately. + +Members may not share their email passwords with anyone, including coworkers or family members. Revealing passwords to the Company’s email system could allow an outsider to attack the Learners Guild network + +## Internet Use Is Not Private + +We reserve the right to monitor member use of the Internet at any time. You should not expect that your use of the Internet—including but not limited to the sites you visit, the amount of time you spend online, and the communications you have—will be private. diff --git a/Policies/README.md b/Policies/README.md new file mode 100644 index 0000000..b7dae9e --- /dev/null +++ b/Policies/README.md @@ -0,0 +1,16 @@ +# Policies + +We only have a few policies and they’re applicable chapter-wide. We’ve kept it simple for a few reasons: policies are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to +creatively problem solve and respond to new situations, eventually creating more challenges than they solve. + +The policies we have so far are meant to keep us safe, comfortable and promote inclusion. Pretty basic, but essential stuff. There are some policies that are outside of learner modification, but that doesn’t mean we’re not open to hearing your ideas and/or feedback about them. For example, we’re willing to hear feedback about the ISA, but the policies that make up the ISA cannot be directly modified by learners. + +This the list of Policies that Learners Guild members need to abide by in order to continue to be a part of our collective + +* [Code Of Conduct](/Policies/Code_of_Conduct.md) +* [Complaint Policy](/Policies/Complaint_Policy.md) +* [Drug And Alcohol Policy](/Policies/Drug_and_Alcohol_Policy.md) +* [Equal Opportunity](/Policies/Equal_Opportunity.md) +* [Frequently Asked Questions](/Policies/Frequently_Asked_Questions.md) +* [Holiday List](/Policies/Holiday_List.md) +* [Member Privacy](/Policies/Member_Privacy.md) diff --git a/Practices/Accountability.md b/Practices/Accountability.md new file mode 100644 index 0000000..a00ede8 --- /dev/null +++ b/Practices/Accountability.md @@ -0,0 +1,3 @@ +# Accountability + +Our agreements are meaningless if we don't hold ourselves and each other accountable to them. It is crucial that we step up to violated promises, broken commitments and bad behavior. In doing so, we maintain our integrity, and support each other lovingly and firmly in doing the same. diff --git a/Practices/Clearing_Withholds.md b/Practices/Clearing_Withholds.md new file mode 100644 index 0000000..215f15d --- /dev/null +++ b/Practices/Clearing_Withholds.md @@ -0,0 +1,21 @@ +# Clear personal tensions swiftly and directly + +We are human. Personal conflicts will come up as we work/learn together. When you feel that something personal is beginning to get in the way of you working optimally with someone else, **address it directly with them as soon as you can.** + +We call this practice "clearing a withhold". + +A withhold is anything that I'm "holding" in my mind or heart, that's keeping me from feeling "clear" with you. + +Withholds come in many different flavors: + +* **A Pinch:** Something someone did, that "pinched" my ego. I could let it go, but it's building a small level of resentment, so I'll just say it. For example: "When you didn't respond to that question I asked in the meeting I felt snubbed". Pinches are quick to resolve, and usually don't need more than a "thank you" in response. + +* **A Reality Check:** We make up stories all the time about each other. If you notice a belief forming in your mind about someone else, ask them about it. For example: "I noticed that whenever I talk about anything related to marketing, you seem to zone out. I'm starting to make up a story in my mind that you think I'm shitty at marketing. Is there any truth to that?" + +* **A Reflection:** We can see things in others that they don't see in themselves. Sometimes it's important to make room for a reflection in order to clear the air between us. Reflections can be "negative" or "positive" feedback about how we are relating personally to someone. This is distinctly different from feedback about their work product. For example: "Your accent reminds me of this guy who used to bully me, and sometimes I notice myself mad at you for no reason." or "I really like your writing style. I've always wanted to write like that and sometimes I notice that I feel intimidated and jealous of you." + +Sharing reflections in this way, and being heard, can often diffuse the withhold, and reduce its charge. + +Another good use of sharing a reflection, is with regards to the Five Personal Practices. Because these practices are interpersonal, giving and receiving reflections from each other on our progress and the areas where we need to practice more supports them in staying alive. + +If you tried to clear a withhold with someone and failed, use our [Conflict Resloution Process](/Processes/Conflict.md) to resolve it. diff --git a/Practices/Non_Judgement.md b/Practices/Non_Judgement.md new file mode 100644 index 0000000..cf511d6 --- /dev/null +++ b/Practices/Non_Judgement.md @@ -0,0 +1,7 @@ +# Non Judgement + +- Super ego +- Defending +- Discernment v.s. Judgement + +TODO: Flesh out diff --git a/Practices/Non_Triangulation.md b/Practices/Non_Triangulation.md new file mode 100644 index 0000000..fe2e954 --- /dev/null +++ b/Practices/Non_Triangulation.md @@ -0,0 +1,7 @@ +# Non Triangulation + +The intention of this practice is to build a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present. + +Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation. + +If you have feedback for supporting staff, or other stakeholders, do your best to give it directly to them. If that's not possible/efficient/effective it's OK to talk about them with someone else. diff --git a/Practices/Overcoming_Oppression.md b/Practices/Overcoming_Oppression.md new file mode 100644 index 0000000..e861df4 --- /dev/null +++ b/Practices/Overcoming_Oppression.md @@ -0,0 +1,9 @@ +# Practice Resisting and Overcoming Oppression + +Because of our collective history and the poor design of the social and economic systems we operate in, the dice are loaded. Racism, sexism, classism, homophobia are some of the many ways there is a systematic imbalance of power and privilege in our society. + +If we are to earnestly attempt to fulfill the purpose of "a dignified livelihood for everyone" we need to commit to developing a deep and evolving understanding of how oppression works. In doing this, we need to address how oppression is systemic. More directly, we need to address how we ourselves have been conditioned to be a part of the system: how we might be unconsciously biased, and how we may act or speak in ways that perpetuate oppression. + +We can not hope to do our work well if we don't examine ourselves (both individually and as a team) through the lens of our internalized oppression and social privilege. Our identities strongly influence how much power and privilege we are systematically denied or given by society; to have true empathy in a diverse team (and in a diverse organization) requires both self-awareness and social consciousness. + +Part of our work is to be aware of our privileges and of the responsibilities that comes with them. Part of our work is to learn to stand fully in our power without shame, guilt, or apology. To learn to leverage this power towards our purpose with humility, gratitude and even joy. To meet the pain and injustice of the situation with compassionate understanding. And to make a fierce commitment to being allies to each other, and to all our stakeholders. diff --git a/Practices/Presence.md b/Practices/Presence.md new file mode 100644 index 0000000..0e3643e --- /dev/null +++ b/Practices/Presence.md @@ -0,0 +1,5 @@ +# Presence + +We are whole hearted. Fully engaging our work. Mind, body, heart and spirit. We don't hold back. Mindfulness. + +TODO: Flesh out. diff --git a/Practices/README.md b/Practices/README.md new file mode 100644 index 0000000..9a25da0 --- /dev/null +++ b/Practices/README.md @@ -0,0 +1,14 @@ +# Practices + +Practices tend to be ongoing and are used as needed. For example, we practice clearing withholds when we realize we’re holding onto feelings, perceptions or stories that are getting in the way of our connection with someone. + +Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress. + +* [Accountability](/Practices/Accountability.md) +* [Clearing Withholds](/Practices/Clearing_Withholds.md) +* [Non Judgement](/Practices/Non_Judgement.md) +* [Non Triangulation](/Practices/Non_Triangulation.md) +* [Overcoming Oppression](/Practices/Overcoming_Oppression.md) +* [Presence](/Practices/Presence.md) +* [Radical Honesty](/Practices/Radical_Honesty.md) +* [Radical Responsibility](/Practices/Radical_Responsibility.md) diff --git a/Practices/Radical_Honesty.md b/Practices/Radical_Honesty.md new file mode 100644 index 0000000..1a85f31 --- /dev/null +++ b/Practices/Radical_Honesty.md @@ -0,0 +1,7 @@ +# Radical Honesty + +Practice Being Real +Speaking my truth clearly and authentically. + +We are real with each other. We minimize bullshit and call people on it (kindly). +![Alt text](/images/candor.jpg) diff --git a/Practices/Radical_Responsibility.md b/Practices/Radical_Responsibility.md new file mode 100644 index 0000000..f9bcc3d --- /dev/null +++ b/Practices/Radical_Responsibility.md @@ -0,0 +1,8 @@ +# Radical Responsibility + +TODO: cleanup + + +Accountability: Accepting responsibility for my actions. Owning my stuff + +Radical Responsibility: We assume full ownership of our collective purpose and our role(s) in it. We don't blame or avoid. [We own our experience, and our emotions](https://www.youtube.com/watch?v=lk_a2iWWoVQ&feature=youtu.be). diff --git a/Processes/Conflict.md b/Processes/Conflict.md new file mode 100644 index 0000000..5e54178 --- /dev/null +++ b/Processes/Conflict.md @@ -0,0 +1,44 @@ +# Conflict Resolution Process + +As members of a learning collective, we address and resolve conflicts with these principles at front of mind: + +* It’s impossible to change other people. We can only change ourselves. +* We take ownership for our thoughts, beliefs, words, and actions. We don’t spread rumors. +* We don’t talk about another member behind their back. +* We resolve disagreements directly with those involved, and don't drag anyone else into the problem. +* We don’t blame problems on others. When we feel like blaming, we take it as an invitation to reflect on how we might be part of the problem (and the solution). + +## Formal Process + +Most interpersonal tensions can be resolved by sharing and being heard. If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. + +Any formal conflict starts with someone bringing a request directly to another member. The request needs to be actionable, clear, present, and sufficient to resolve the conflict. Requests can be benign ("Please make a public commitment to our team to arrive to meetings on time."), to more involved ("Please commit to repairing what happened by writing an email to everyone."), to the most extreme ("Please leave our team" or "Please leave the Guild").[^1] + +At all stages, the person receiving the request can say Yes, No, or negotiate for a different outcome. If there's a "Yes" or another outcome that's sufficient to both, then the conflict is resolved. If there's a "No" then the initiating member has the choice of either escalating the conflict to the next phase, or dropping it. + +## Resolution Phases + +1. In the first phase, the two parties sit together and try to sort it out privately. + +2. If they can’t find a solution agreeable to both, they nominate another person they both trust to act as a mediator. The mediator doesn’t impose a decision. Rather they support the participants in coming to their own solution. Again, a clear request is needed, and a Yes, No, or a compromise. + +3. If mediation fails, a panel of topic-relevant members is convened. Again the panel does not impose a solution. They weigh in with what they think is fair, and it's up to the person receiving the request to decide. + +4. In an ultimate step, if a resolution is still not reached, two or more Learning Facilitators are called into the panel. Unlike the previous stages the Learning Facilitators can choose to impose a solution if they all agree on one.[^2] + +## Clearing Coaching + +If you need coaching or support before clearing with someone, or before/during engaging in a formal resolution process, reach out to a Learning Facilitator and set up a coaching session. The Learning Facilitator will support you in resolving the conflict directly, and hold you accountable to closing the loop. + +## Third Party + +Sometimes, a member can sense a conflict between two people (or is caught in a triangulation between them). If that's the case, they can ask one (or both) parties to the perceived conflict wether or not there actually is one (reality check), and make a request that they address it and report back. + +## Members v.s. Non-Members + +Our conflict resolution process is an agreement made by and between members of our learning collective. It's important to remember and acknowledge that people outside the collective are bound to this process, and have not agreed to it. When resolving conflicts with non members, do your best to adhere to the spirit of our agreements within the confines of what's efficient/appropriate to the situation. + +--- +[^1] This the only process by which a member is asked to leave Learners Guild + +[^2] If the Conflict Resolver is involved in the initial conflict, the conflict still needs to progress through the 4 stages before they ultimately make a call in the fourth step. diff --git a/Processes/README.md b/Processes/README.md new file mode 100644 index 0000000..e63a57c --- /dev/null +++ b/Processes/README.md @@ -0,0 +1,11 @@ +# Processes + +Processes have several steps or actions that walk us up to a stated outcome or goal. They’re used to address specific situations or needs, like resolving conflict, or capturing and implementing cool ideas. We don’t have a ton of processes in the culture OS, but the ones we do have share some key features that are great for all processes to have: + +- Simple: a simple process is easy to understand and follow, making its execution easier. +- Functional: a functional process literally functions - it actually does what it says it’s going to do. +- Productive: a productive process adds value from minimal input instead of costing us time, energy and potentially other resources. + + + +* [Conflict Resolution](Conflict.md) diff --git a/README.md b/README.md index 205cd02..deae018 100644 --- a/README.md +++ b/README.md @@ -1,6 +1,6 @@ > “An idea that is not dangerous is unworthy of being called an idea at all.” ~ Oscar Wilde -# Learners Guild Playbook +# Learners Guild Culture OS Welcome! @@ -8,15 +8,15 @@ Learners Guild’s purpose is a dignified livelihood for everyone. Our mission i We are working to build a purpose driven organization, and a thriving learning culture. That’s an easy thing to want and say, but it’s difficult to practice. It takes active effort to articulate our guiding principles, and our values, and to live them day to day. -This repository contains all our agreements, policies, operating models, values and guiding principles. It is meant to be a living and dynamic support of the way we are working and learning together. As a learning organization, we anticipate changes will be made to this playbook in the future and reserve the right to amend, revise and/or withdraw parts of it. All feedback and suggestions (especially in the form of pull requests) are very appreciated. This is a work in progress that we hope will get better with more time and more contributors. +This repository contains all our agreements, policies, operating models, values and guiding principles. It is meant to be a living and dynamic support of the way we are working and learning together. As a learning organization, we anticipate changes will be made to this culture OS in the future and reserve the right to amend, revise and/or withdraw parts of it. All feedback and suggestions (especially in the form of pull requests) are very appreciated. This is a work in progress that we hope will get better with more time and more contributors. -Each learner is responsible for reading, understanding, and complying with this playbook. Our goal is to work together towards a learning environment that is constructive and supports both personal and professional growth. +Each learner is responsible for reading, understanding, and complying with this culture OS. Our goal is to work together towards a learning environment that is constructive and supports both personal and professional growth. # Culture Operating System Our learning environment is self-organizing, rigorously goal-driven, and personally and professionally rewarding. A powerful, positive culture is the strongest, most pervasive support structure a learning community can have. -This playbook provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. +This culture OS provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. The Cultural OS defines the components of our shared culture and the processes by which members of the learning collective can shape it. diff --git a/Runway/README.md b/Runway/README.md new file mode 100644 index 0000000..ed79d92 --- /dev/null +++ b/Runway/README.md @@ -0,0 +1,99 @@ +# The Runway + +You've been admitted to a Learners Guild chapter. Your cohort start date is coming up. What should you do to prepare? + +The answer is unsurprising: practice, practice, practice. But not just any old practice, you should be engaging in [deliberate practice][wiki-delib-practice] and study. The more you know and are able to do coming in, the better you'll be able to learn and collaborate with your fellow learners. + +Use this checklist of resources and suggestions to gain momentum in your learning before joining Learners Guild. None of these are required, but we do highly recommend doing as many as you can + +## Web Development Basics + +These fundamental skills are needed for nearly all web development projects: + +- Reading and writing HTML and CSS +- Reading and writing JavaScript +- Applying computational thinking and reasoning to program design +- Building and deploying basic web pages +- Version control and project management with git and GitHub +- Using a command-line shell to navigate the filesystem and execute commands +- Using a professional text editor for writing code +- Typing, using shortcuts, and other general-purpose computer skills + +Your focus should be on developing the above skills. The below tasks are good place to start, but you should by no means consider this an exhaustive list. Always be on the lookout for other resources and places to practice and grow. + +#### Development Environment and Tooling + +- Download and install the [Atom][atom] editor +- Read chapters 1 and 2 of the [Atom Flight Manual][atom-flight-manual] +- Read this [introduction to the Mac OS command line][intro-cli] and try out the commands +- Go through the [Command Line Crash Course][cli-crash-course] and/or Codecademy's [Learn the Command Line][codecademy-cli] course +- Sign up for a free account on a cloud development environment service (like [Nitrous][nitrous] or [Cloud 9][c9]) and play with the features + +#### Making Websites: HTML, CSS, and JavaScript + +- Read [20 Things I Learned About Browsers and the Web][20-things] +- Read and complete [Shay Howe's HTML & CSS lessons][shay-howe-htmlcss] +- Read chapters 1-10 of [Eloquent JavaScript][eloquent-js] +- Complete [Make a Website][codecademy-make-website], [Make an Interactive Website][codecademy-interactive-website], [JavaScript][codecademy-js] tracks on Codecademy +- Create and publish your own website with GitHub Pages (use [this Guide][gh-pages-guide]) + +#### Version Control and Project Management + +- Get oriented to GitHub with [Hello World][gh-hello-guide], [Understanding the GitHub Flow][gh-flow-guide] +- Complete the [Try Git][cs-try-git] course +- Read and practice the [Mastering Issues][gh-issues-guide] and [Forking Projects][gh-forking-guide] guides +- Read [Mastering Markdown][gh-md-guide] and practice writing Markdown wherever you can + +#### General Computer Skills + +- Boost your typing speed to at least 50 WPM for regular English typing (any typing program will do, but this one is free: [keybr][keybr]) +- Boost your typing speed to at least 25 WPM for programming language typing using [typing.io][typing-io] +- Practice shortcuts using [Shortcut Foo][shortcut-foo], especially the Atom, Command Line, Git, GitHub, Chrome Dev Tools, and JavaScipt Programming Dojos + +#### Other Useful Resources + +- [https://developer.mozilla.org/en-US/docs/Web/Guide](https://developer.mozilla.org/en-US/docs/Web/Guide) +- [https://bento.io/grid](https://bento.io/grid) +- [https://www.khanacademy.org/computing/computer-programming](https://www.khanacademy.org/computing/computer-programming) +- [https://www.google.com/edu/resources/programs/exploring-computational-thinking/](https://www.google.com/edu/resources/programs/exploring-computational-thinking/) + +## Exercise your Knowledge + +As you read, research, and study, it is important to connect the data to its application by exercising your knowledge. + +Whenever you are absorbing new information (by reading an article, watching a video, etc.), put that information into practice as soon as you are able. + +For example, when reading a book about programming, spend some time at the end of each chapter implementing the concepts in code. Give yourself an example to play with, poke at, and ask questions of. + +Doing this repeatedly will help to ground the knowledge you gain in actual experience, building intuition to supplement the facts. + + + +[atom]: https://atom.io/ +[atom-flight-manual]: http://flight-manual.atom.io/ +[intro-cli]: http://blog.teamtreehouse.com/introduction-to-the-mac-os-x-command-line +[cli-crash-course]: http://cli.learncodethehardway.org/book/ +[nitrous]: https://www.nitrous.io/ +[c9]: https://c9.io/ + +[20-things]: http://www.20thingsilearned.com/en-US +[shay-howe-htmlcss]: http://learn.shayhowe.com/html-css/ +[eloquent-js]: http://eloquentjavascript.net/ +[codecademy-cli]: https://www.codecademy.com/learn/learn-the-command-line +[codecademy-js]: https://www.codecademy.com/learn/javascript +[codecademy-make-website]: https://www.codecademy.com/learn/make-a-website +[codecademy-interactive-website]: https://www.codecademy.com/en/skills/make-an-interactive-website +[gh-pages-guide]: https://guides.github.com/features/pages/ + +[cs-try-git]: https://www.codeschool.com/courses/try-git +[gh-hello-guide]: https://guides.github.com/activities/hello-world/ +[gh-flow-guide]: https://guides.github.com/introduction/flow/ +[gh-issues-guide]: https://guides.github.com/features/issues/ +[gh-forking-guide]: https://guides.github.com/activities/forking/ +[gh-md-guide]: https://guides.github.com/features/mastering-markdown/ + +[keybr]: http://www.keybr.com/ +[typing-io]: https://typing.io/ +[shortcut-foo]: https://www.shortcutfoo.com/app/dojos + +[wiki-delib-practice]: https://en.wikipedia.org/wiki/Practice_(learning_method)#Deliberate_practice diff --git a/SUMMARY.md b/SUMMARY.md new file mode 100644 index 0000000..9661ec0 --- /dev/null +++ b/SUMMARY.md @@ -0,0 +1,38 @@ +# Culture OS + + * [CONTRIBUTING](/CONTRIBUTING.md) +- [Ceremonies](/Ceremonies/README.md) +- [Dynamic Tensions](/Dynamic_Tensions/README.md) + * [Belonging](/Dynamic_Tensions/Belonging.md) + * [Efficacy](/Dynamic_Tensions/Efficacy.md) + * [Growth](/Dynamic_Tensions/Growth.md) + * [Mastery](/Dynamic_Tensions/Mastery.md) + * [Play](/Dynamic_Tensions/Play.md) + * [GLOSSARY](/GLOSSARY.md) +- [Game Manual](/Game_Manual/README.md) + * [Basic Gameplay](/Game_Manual/Basic_Gameplay.md) + * [Echo](/Game_Manual/Echo.md) +- Misc + * [Guidelines](/Misc/Guidelines.md) + * [Purpose](/Misc/Purpose.md) +- [Policies](/Policies/README.md) + * [Code Of Conduct](/Policies/Code_of_Conduct.md) + * [Complaint Policy](/Policies/Complaint_Policy.md) + * [Drug And Alcohol Policy](/Policies/Drug_and_Alcohol_Policy.md) + * [Equal Opportunity](/Policies/Equal_Opportunity.md) + * [Frequently Asked Questions](/Policies/Frequently_Asked_Questions.md) + * [Holiday List](/Policies/Holiday_List.md) + * [Member Privacy](/Policies/Member_Privacy.md) +- [Practices](/Practices/README.md) + * [Accountability](/Practices/Accountability.md) + * [Clearing Withholds](/Practices/Clearing_Withholds.md) + * [Non Judgement](/Practices/Non_Judgement.md) + * [Non Triangulation](/Practices/Non_Triangulation.md) + * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) + * [Presence](/Practices/Presence.md) + * [Radical Honesty](/Practices/Radical_Honesty.md) + * [Radical Responsibility](/Practices/Radical_Responsibility.md) +- [Processes](/Processes/README.md) + * [Conflict](/Processes/Conflict.md) +- [Runway](/Runway/README.md) +- Images diff --git a/book.json b/book.json new file mode 100644 index 0000000..3bfaa1b --- /dev/null +++ b/book.json @@ -0,0 +1,5 @@ +{ + "bookname": "Culture OS", + "gitbook": "3.x.x", + "ignores": ["_book", "node_modules"] +} diff --git a/images/candor.jpg b/images/candor.jpg new file mode 100644 index 0000000000000000000000000000000000000000..4a0047b5b71ffab526181ec22c8c230949bc4ca5 GIT binary patch literal 185102 zcmeFa2S8Lw)+l_NC?X&rNCr_rGEJ5spnw4yL}+plnjD(kBngTl86!CfN@$=FNkW4t zQHhc>2uRM7^Sdy+Gqd}zyZhG9ec$|JDcz?loT@r?V%@s;9`qc122NgAyru|1z{CUL 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z`JeWjudbPI&Dp+uo84#Z>8CxXqxZ(DXa)8|aV`xgVne-DHgwm2AA`tr673Tv7YagJ zSxJZ`Id{P4ETfE{bd^U9Gi_t=*Yx>{*bOCG)_w-*H?C(S2a%)6szH`kt6c%@g8=rn z7hl8*^4spfm#pCmq-BTIe0*?*gKcaQFIvw40U=YR5inlDb+rkdC{_rDtVsh+C>Uwd z(cgOo2Cij5DMqTvBOx@G8MsQBkLsZzw2yhKjO=M4LGyzX;LWNF*R8-_hRxDJ=fD1H zwX_10t`)teO*a7PI2nYWE@RJBAsdsjn!h=@xX?)#h9i74gbvVS#xI f-;H;hd{9$wd+A*#%IfgxGubYOo<9NU@CxHUehdb2 literal 0 HcmV?d00001 diff --git a/package.json b/package.json new file mode 100644 index 0000000..126e62e --- /dev/null +++ b/package.json @@ -0,0 +1,28 @@ +{ + "name": "culture OS", + "version": "0.0.1", + "description": "Guide for Learners", + "scripts": { + "book:clean": "rimraf _book", + "book:prepare": "gitbook install", + "book:build": "npm run book:prepare && gitbook build", + "book:watch": "npm run book:prepare && gitbook serve", + "book:summary": "book sm" + }, + "repository": { + "type": "git", + "url": "git+https://github.com/LearnersGuild/culture OS.git" + }, + "author": "Shereef Bishay ", + "license": "CC-BY-NC-4.0", + "bugs": { + "url": "https://github.com/LearnersGuild/culture OS/issues" + }, + "homepage": "https://github.com/LearnersGuild/culture OS#readme", + "devDependencies": { + "gitbook": "^3.1.1", + "gitbook-cli": "^2.3.0", + "gitbook-summary": "^1.1.0", + "rimraf": "^2.4.3" + } +} From b40cedc4e390c538868dc7980041452b5a9ab3ec Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 12:20:10 -0700 Subject: [PATCH 02/89] removes playbook stuff --- Game_Manual/Basic_Gameplay.md | 111 ---------------------------------- Game_Manual/Echo.md | 21 ------- Game_Manual/README.md | 21 ------- Runway/README.md | 99 ------------------------------ SUMMARY.md | 4 -- 5 files changed, 256 deletions(-) delete mode 100644 Game_Manual/Basic_Gameplay.md delete mode 100644 Game_Manual/Echo.md delete mode 100644 Game_Manual/README.md delete mode 100644 Runway/README.md diff --git a/Game_Manual/Basic_Gameplay.md b/Game_Manual/Basic_Gameplay.md deleted file mode 100644 index 4b03004..0000000 --- a/Game_Manual/Basic_Gameplay.md +++ /dev/null @@ -1,111 +0,0 @@ -# Basic Gameplay - -There are two objectives of the game: to learn, and to contribute to others' learning. - -Focus on these two activities and you will succeed. - -### Roles - -There are two roles: **Learner** and **Moderator**. - -Learners play the game; the Moderator acts as a referee and game master. - -### Cycles - -The game moves forward through a series of 1-week cycles. Everything happens within a cycle; it is the primary game loop. - -Every cycle, learners select learning goals, form projects from them, practice their craft in the context of the project, and finish the cycle by reflecting on both the process and the outcome. - -Learners complete cycles on their journey to achieving dignified livelihood. - -### Goal Selection - -The first stage of a cycle is called **goal selection**. - -During this stage, learners vote on goals from the goal library for their particular craft. The goal library for your craft is located in the appropriate craft repo under the [GuildCrafts][guildcrafts] organization. - -Any learner can add goals to the library, just follow the template and instructions in the goal repository. - -Each learner chooses their top two goals from the list. It's best to choose goals that are both _relevant_ to the skills you wish to acquire and appropriately _challenging_ given your current skill level. - -Use the `/vote` command to vote on goals. - -After all learners have voted, the votes are tallied and the most popular goals become **projects** to which learners are then assigned. - -#### Project Formation - -Forming projects from votes is a relatively complex process. To ensure that project teams have the right number of learners with the right balance of experience levels, more than just votes have to be factored into the equation. - -For example, to make **cognitive apprenticeship** work, every team needs one learner who has significantly more experience so that they can take on the most difficult tasks and share their skills and knowledge with the rest of the team. So if one advanced learner votes differently from four beginner learners, then the advanced learner may get assigned to the more popular project to ensure that their experience is put to best use. - -To accomplish this, there is an automated process that will generate projects using many different parameters to try and achieve the best result. This means that voting on a goal is not a _guarantee_ that the goal will be chosen or that you will be assigned to the project. - -### Project Kickoff - -A **project** is formed from a goal and is assigned a **team** of learners. - -The purpose of a project is for the team to achieve the goal through practicing their craft, learning through collaboration and engagement with relevant and challenging tasks. - -#### Artifact and Project Outline - -Once projects have been formed, the first thing the team needs to do is to create a container for the **artifact** and write a **project outline** document within it. - -The artifact is the output of a project. It is the thing produced by a team to complete a project. All artifacts need a URL and a project outline document. In most cases, the artifact will be a GitHub repository in the account of a learner on the team. - -The project outline document defines the specifications and quality criteria for the artifact to meet. To create a project outline, copy the text of the goal into a `README.md` file within your artifact. - -#### Specifications and Quality Criteria - -After creating the project outline, the team must edit the document to define the scope of features and quality criteria for their project. - -The scope of features is determined by the set of specifications for the project. It is used to measure _completeness_. - -The quality criteria are rules that govern how the artifact should be produced. They are used to measure _quality_. - -To define the scope, add, edit, or remove specifications from the list. The team is accountable for producing an artifact that satisfies _all_ of the specifications, so be realistic. - -Discuss the specs with your team, and adjust them as you see fit to get to a scope that will provide an appropriate level of difficulty and "stretch". - -To set quality criteria, choose 2 or 3 rules or guidelines that, as a team, you agree to follow to ensure a quality artifact. Add these to the project outline. - -For example, a quality criteria might be "Follow object-oriented principles in all program design" or "Write good commit messages using these rules: http://chris.beams.io/posts/git-commit/". - -Once a proper project outline document has been written, it's time to **practice**. - -### Practice - -Most of the cycle is spent in the **practice** stage. This is the time for engaged collaboration, research, study, and experimentation. - -What happens in practice is entirely up to the team and the project at hand. It is the learners prerogative to decide _how_ to spend their time to best achieve the goal. - -The most important piece about practice is that learners should be appropriately challenged. Practice that isn't sufficiently challenging (or is overwhelmingly difficult) will not result in learning. Practice should stretch a learner just beyond the edge of their knowledge and skill, but not too far past it. - -Seek advice from more experienced learners on how to engage in good, deliberate practice. - -When practice is done, the cycle enters its final stage: **reflection**. - -### Reflection - -In the **reflection** stage, learners reflect on both the _process_ of their learning and team collaboration as well as on the _product_ of their own and others' projects. - -There are two parts to this stage: a **retrospective**, for reflecting on and giving feedback about the team process and individual learning; and a **review**, for evaluating and critiquing the artifacts produced during the cycle. - -The moderator will set aside time at the end of the cycle for reflection. During this time, learners reflect on their own. It is a quiet, contemplative time for harvesting the insights and learnings of the past cycle. - -Once the reflection stage is over, the cycle is finished, and it is time to begin a new one! - -#### Retrospective - -The retrospective consists of a series of questions and prompts for learners to give feedback to themselves and their team. - -Use the `/log --retro` command to view questions and log answers. - -#### Review - -The project review is a time for exploring an artifact and determining to what extent it satisfies the project's specifications and quality criteria. - -Learners can review as many projects as they like. At the very least, learners should review their own projects and one other project completed during the cycle. - -Use the `/review` command to capture a project review. - -[guildcrafts]: http://github.com/GuildCrafts diff --git a/Game_Manual/Echo.md b/Game_Manual/Echo.md deleted file mode 100644 index b643e93..0000000 --- a/Game_Manual/Echo.md +++ /dev/null @@ -1,21 +0,0 @@ -# Echo - -Echo is the primary interface for the LOS. Log in at [https://echo.learnersguild.org/](https://echo.learnersguild.org/). - -Echo is under active development. If you notice something that could be better, or you encounter a bug, please log them in the [LOS repo][los-repo]. We want your feedback. Together we can build a more perfect Learning Operating System. - -## Commands - -Echo supports a variety of commands for interacting with the game. - -These include commands like `log` for logging reflections and notes, and `vote` for voting on goals. - -To issue a command, type a forward slash `/` followed by the command name in the chat window of Echo. You can type commands from any channel. - -When you type `/`, Echo will show a menu of the available commands and some hints as to their usage. - -For many commands, passing the `-h` or `--help` flag will show you a helpful message about the command. - -For example, to get help with the `/log` command, type `/log --help`. - -[los-repo]: https://github.com/LearnersGuild/los diff --git a/Game_Manual/README.md b/Game_Manual/README.md deleted file mode 100644 index 4041107..0000000 --- a/Game_Manual/README.md +++ /dev/null @@ -1,21 +0,0 @@ -# Game Manual - -The Learning Operating System (LOS, for short) is a game-enhanced learning environment for engaging in cognitive apprenticeship. - -In other words, it's a **game** for **learning** a **craft**. - -The primary interface for engaging with the LOS is through [Echo][echo]. Here learners can communicate, collaborate, and [run commands][commands] to interact with the game. - -You'll learn a lot about how the game works just by asking questions in Echo and talking with your fellow learners. Use this manual as a reference and a guide to the game. - -To get your bearings, read about [Basic Gameplay][basic-gameplay]. - -We've designed this game to help you learn through cognitive apprenticeship as best as possible. It is by no means a finished product and is currently under active development. - -If you notice something that could be better, or you encounter a bug, please log them in the [LOS repo][los-repo]. We want your feedback. Together we can build a more perfect Learning Operating System. - -[echo]: ./Echo.md -[commands]: ./Echo.md#commands -[basic-gameplay]: ./Basic_Gameplay.md - -[los-repo]: https://github.com/LearnersGuild/los diff --git a/Runway/README.md b/Runway/README.md deleted file mode 100644 index ed79d92..0000000 --- a/Runway/README.md +++ /dev/null @@ -1,99 +0,0 @@ -# The Runway - -You've been admitted to a Learners Guild chapter. Your cohort start date is coming up. What should you do to prepare? - -The answer is unsurprising: practice, practice, practice. But not just any old practice, you should be engaging in [deliberate practice][wiki-delib-practice] and study. The more you know and are able to do coming in, the better you'll be able to learn and collaborate with your fellow learners. - -Use this checklist of resources and suggestions to gain momentum in your learning before joining Learners Guild. None of these are required, but we do highly recommend doing as many as you can - -## Web Development Basics - -These fundamental skills are needed for nearly all web development projects: - -- Reading and writing HTML and CSS -- Reading and writing JavaScript -- Applying computational thinking and reasoning to program design -- Building and deploying basic web pages -- Version control and project management with git and GitHub -- Using a command-line shell to navigate the filesystem and execute commands -- Using a professional text editor for writing code -- Typing, using shortcuts, and other general-purpose computer skills - -Your focus should be on developing the above skills. The below tasks are good place to start, but you should by no means consider this an exhaustive list. Always be on the lookout for other resources and places to practice and grow. - -#### Development Environment and Tooling - -- Download and install the [Atom][atom] editor -- Read chapters 1 and 2 of the [Atom Flight Manual][atom-flight-manual] -- Read this [introduction to the Mac OS command line][intro-cli] and try out the commands -- Go through the [Command Line Crash Course][cli-crash-course] and/or Codecademy's [Learn the Command Line][codecademy-cli] course -- Sign up for a free account on a cloud development environment service (like [Nitrous][nitrous] or [Cloud 9][c9]) and play with the features - -#### Making Websites: HTML, CSS, and JavaScript - -- Read [20 Things I Learned About Browsers and the Web][20-things] -- Read and complete [Shay Howe's HTML & CSS lessons][shay-howe-htmlcss] -- Read chapters 1-10 of [Eloquent JavaScript][eloquent-js] -- Complete [Make a Website][codecademy-make-website], [Make an Interactive Website][codecademy-interactive-website], [JavaScript][codecademy-js] tracks on Codecademy -- Create and publish your own website with GitHub Pages (use [this Guide][gh-pages-guide]) - -#### Version Control and Project Management - -- Get oriented to GitHub with [Hello World][gh-hello-guide], [Understanding the GitHub Flow][gh-flow-guide] -- Complete the [Try Git][cs-try-git] course -- Read and practice the [Mastering Issues][gh-issues-guide] and [Forking Projects][gh-forking-guide] guides -- Read [Mastering Markdown][gh-md-guide] and practice writing Markdown wherever you can - -#### General Computer Skills - -- Boost your typing speed to at least 50 WPM for regular English typing (any typing program will do, but this one is free: [keybr][keybr]) -- Boost your typing speed to at least 25 WPM for programming language typing using [typing.io][typing-io] -- Practice shortcuts using [Shortcut Foo][shortcut-foo], especially the Atom, Command Line, Git, GitHub, Chrome Dev Tools, and JavaScipt Programming Dojos - -#### Other Useful Resources - -- [https://developer.mozilla.org/en-US/docs/Web/Guide](https://developer.mozilla.org/en-US/docs/Web/Guide) -- [https://bento.io/grid](https://bento.io/grid) -- [https://www.khanacademy.org/computing/computer-programming](https://www.khanacademy.org/computing/computer-programming) -- [https://www.google.com/edu/resources/programs/exploring-computational-thinking/](https://www.google.com/edu/resources/programs/exploring-computational-thinking/) - -## Exercise your Knowledge - -As you read, research, and study, it is important to connect the data to its application by exercising your knowledge. - -Whenever you are absorbing new information (by reading an article, watching a video, etc.), put that information into practice as soon as you are able. - -For example, when reading a book about programming, spend some time at the end of each chapter implementing the concepts in code. Give yourself an example to play with, poke at, and ask questions of. - -Doing this repeatedly will help to ground the knowledge you gain in actual experience, building intuition to supplement the facts. - - - -[atom]: https://atom.io/ -[atom-flight-manual]: http://flight-manual.atom.io/ -[intro-cli]: http://blog.teamtreehouse.com/introduction-to-the-mac-os-x-command-line -[cli-crash-course]: http://cli.learncodethehardway.org/book/ -[nitrous]: https://www.nitrous.io/ -[c9]: https://c9.io/ - -[20-things]: http://www.20thingsilearned.com/en-US -[shay-howe-htmlcss]: http://learn.shayhowe.com/html-css/ -[eloquent-js]: http://eloquentjavascript.net/ -[codecademy-cli]: https://www.codecademy.com/learn/learn-the-command-line -[codecademy-js]: https://www.codecademy.com/learn/javascript -[codecademy-make-website]: https://www.codecademy.com/learn/make-a-website -[codecademy-interactive-website]: https://www.codecademy.com/en/skills/make-an-interactive-website -[gh-pages-guide]: https://guides.github.com/features/pages/ - -[cs-try-git]: https://www.codeschool.com/courses/try-git -[gh-hello-guide]: https://guides.github.com/activities/hello-world/ -[gh-flow-guide]: https://guides.github.com/introduction/flow/ -[gh-issues-guide]: https://guides.github.com/features/issues/ -[gh-forking-guide]: https://guides.github.com/activities/forking/ -[gh-md-guide]: https://guides.github.com/features/mastering-markdown/ - -[keybr]: http://www.keybr.com/ -[typing-io]: https://typing.io/ -[shortcut-foo]: https://www.shortcutfoo.com/app/dojos - -[wiki-delib-practice]: https://en.wikipedia.org/wiki/Practice_(learning_method)#Deliberate_practice diff --git a/SUMMARY.md b/SUMMARY.md index 9661ec0..3fffe5f 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -9,9 +9,6 @@ * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) * [GLOSSARY](/GLOSSARY.md) -- [Game Manual](/Game_Manual/README.md) - * [Basic Gameplay](/Game_Manual/Basic_Gameplay.md) - * [Echo](/Game_Manual/Echo.md) - Misc * [Guidelines](/Misc/Guidelines.md) * [Purpose](/Misc/Purpose.md) @@ -34,5 +31,4 @@ * [Radical Responsibility](/Practices/Radical_Responsibility.md) - [Processes](/Processes/README.md) * [Conflict](/Processes/Conflict.md) -- [Runway](/Runway/README.md) - Images From 459373e8166eff88f98dd24b37092d785c4d2a16 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 12:56:25 -0700 Subject: [PATCH 03/89] a bunch of ceremonies --- Ceremonies/README.md | 6 +++-- Ceremonies/brainstorm.md | 4 ++++ Ceremonies/check-in.md | 10 ++++++++ Ceremonies/check-out.md | 7 ++++++ Ceremonies/climate-check.md | 4 ++++ Ceremonies/collective-vision.md | 4 ++++ Ceremonies/deepen-practice.md | 9 ++++++++ Ceremonies/home-group.md | 23 ++++++++++++++++++ Dynamic_Tensions/Play.md | 7 +++--- Processes/new-experiment.md | 41 +++++++++++++++++++++++++++++++++ SUMMARY.md | 5 +++- 11 files changed, 114 insertions(+), 6 deletions(-) create mode 100644 Ceremonies/brainstorm.md create mode 100644 Ceremonies/check-in.md create mode 100644 Ceremonies/check-out.md create mode 100644 Ceremonies/climate-check.md create mode 100644 Ceremonies/collective-vision.md create mode 100644 Ceremonies/deepen-practice.md create mode 100644 Ceremonies/home-group.md create mode 100644 Processes/new-experiment.md diff --git a/Ceremonies/README.md b/Ceremonies/README.md index 6bda8df..bafb16a 100644 --- a/Ceremonies/README.md +++ b/Ceremonies/README.md @@ -1,3 +1,5 @@ -#Ceremonies +# Ceremonies -We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times (like ritual ceremonies), or at designated times with a clear beginning middle and end. A ceremony might take all day (like orientation or graduation), or might last a few minutes (like a morning standup). Sometimes practices are temporarily treated as ceremonies. +We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times (like ritual ceremonies), or at designated times with a clear beginning middle and end. A ceremony might take all day (like orientation or graduation), or might last a few minutes (like a morning standup). Sometimes practices are temporarily treated as ceremonies. + +Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about wether or not to participate. diff --git a/Ceremonies/brainstorm.md b/Ceremonies/brainstorm.md new file mode 100644 index 0000000..47df92f --- /dev/null +++ b/Ceremonies/brainstorm.md @@ -0,0 +1,4 @@ +# Brainstorm Ceremony + +Proposer talks about tension / values they want to deepen. +Open discussion for folks to suggest components. diff --git a/Ceremonies/check-in.md b/Ceremonies/check-in.md new file mode 100644 index 0000000..b3d9235 --- /dev/null +++ b/Ceremonies/check-in.md @@ -0,0 +1,10 @@ +# Check-in Ceremony + +**Purpose:** To get present. Start a ceremony. +**Serves Values:** Truth. Being Myself. Engagement. + +- No screens +- Say what you need to be present +- Could be timed or untimed +- One person chooses to start and picks a direction, or popcorn, or facilitator chooses who starts +- Just listening. No consolation, comment, or reactions. diff --git a/Ceremonies/check-out.md b/Ceremonies/check-out.md new file mode 100644 index 0000000..e22f839 --- /dev/null +++ b/Ceremonies/check-out.md @@ -0,0 +1,7 @@ +# Check-out Ceremony + +- No screens +- Share Take-aways / Lessons learned +- Share Appreciations +- You may skip. Facilitator will get back to you. +- One person chooses to start and picks a direction or facilitator chooses popcorn style if there’s enough time diff --git a/Ceremonies/climate-check.md b/Ceremonies/climate-check.md new file mode 100644 index 0000000..674149e --- /dev/null +++ b/Ceremonies/climate-check.md @@ -0,0 +1,4 @@ +# Climate Check Ceremony + +**Purpose:** Brings the dynamic tensions to shared awareness. Provides feedback on current climate / culture. +**Serves Values:** Truth, Engagement diff --git a/Ceremonies/collective-vision.md b/Ceremonies/collective-vision.md new file mode 100644 index 0000000..9789719 --- /dev/null +++ b/Ceremonies/collective-vision.md @@ -0,0 +1,4 @@ +# Collective Vision Ceremony + +**Purpose:** Deepens understanding of the dynamic tension, and creates shared ownership / shared purpose +**Serves Values:** Engagement, Being in Relationship (shared purpose), Structure (clarity) diff --git a/Ceremonies/deepen-practice.md b/Ceremonies/deepen-practice.md new file mode 100644 index 0000000..b1c2ec5 --- /dev/null +++ b/Ceremonies/deepen-practice.md @@ -0,0 +1,9 @@ +# Deepen Practice Ceremony + +**Purpose:** To bring awareness to shared practice, and deepen collective understanding/skills +**Serves Values:** All + +- Discuss a practice and deepen it +- Reaction round re: accountability with practice +- Triads / Diads +- Harvest learning in group diff --git a/Ceremonies/home-group.md b/Ceremonies/home-group.md new file mode 100644 index 0000000..dfe8c5e --- /dev/null +++ b/Ceremonies/home-group.md @@ -0,0 +1,23 @@ +# Home Group Ceremony + +The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. + +**Step 1:** [Check-in](check-in.md) + +**Step 2:** [Climate check](climate-check.md) + +**Step 3:** Build proposals + +Existing components are suggested and new components are proposed, popcorn style. +If the proposal is regarding a new component, the proposers talk about which value(s), type of component, and give a quick (2 minute) overview of what it is. If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or just skip. + + +**Step 4:** Select proposal: Deciding where to dive + +There is a reaction round of folks listing which components they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. + +If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/new-experiment.md) and then facilitates the experiment itself. + +**(optional) Step 5:** If there is time left for another component, the facilitator initiates another select proposal round. + +**Step 6:** [Checkout](check-out.md) diff --git a/Dynamic_Tensions/Play.md b/Dynamic_Tensions/Play.md index 04779fd..04831e1 100644 --- a/Dynamic_Tensions/Play.md +++ b/Dynamic_Tensions/Play.md @@ -1,16 +1,17 @@ -# Play Tension +# Flow Tension ## Fun <--> Engagement -The optimal state of learning, is play. +The optimal state of learning, is flow. -The Play Tension optimizes the energies between dedicated engagement, and fun. We believe that when take ourselves lightly and take our purpose seriously, when we approach our practices with wholeheartedness and immerse ourselves in them, we get into the flow, or a state of sustained engagement that generates spontaneous joy. +The Flow Tension optimizes the energies between dedicated engagement, and fun. We believe that when take ourselves lightly and take our purpose seriously, when we approach our practices with wholeheartedness and immerse ourselves in them, we get into the flow, or a state of sustained engagement that generates spontaneous joy. ## Fun - Enjoyment - Aimless exploration - Curiosity +- Play ## Engagement diff --git a/Processes/new-experiment.md b/Processes/new-experiment.md new file mode 100644 index 0000000..fb79b5f --- /dev/null +++ b/Processes/new-experiment.md @@ -0,0 +1,41 @@ +# New Experiment Process + +**Purpose:** To suggest a new culture component for the group to experiment with. Moving a new culture component to trial mode. + +Proposer makes a proposal in the form of a practice, policy, process, ceremony, or shared language +Round of clarifying questions +Reaction round +Propose drops, changes, or proposes proposal unchanged +Objection round: Not safe enough to try or sets us backwards +If there is an objection there’s a conversation between proposer and objector, and facilitator makes the call if no resolution is made +Proposal is adopted in trial mode + +Necessary parts of a proposal: + +Type of culture component +Value(s) it deepens +Trial period +Description + + + +Process each agenda item with the Integrative Decision Making process +Present Proposal +The proposer can describe a tension and make a proposal to resolve it. Only the proposer speaks. Alternatively, the proposer can request some discussion in order to get to a proposal. However, this is not a discussion to reach a consensus around the issue, it’s *only* a discussion to help the proposer come up with a proposal to address the tension as he or she senses it. +Clarifying Questions +Anyone can ask questions to better understand the proposal. The proposer can answer or say “not specified” if he or she doesn’t have an answer. No order, anyone can ask as many questions as they need. It’s not a space for back and forth discussion; rather, the pace should be of one answer for one question; pause; then next question. +It’s NOT allowed to use clarifying questions to give an opinion about the proposal. Opinions, suggestions, reactions, all should be left for the Reaction round coming next. The Facilitator will cut off any question that’s conveying an opinion or isn’t intended at better understanding the proposal. There is no hard line between clarifying question and reaction, and it’s at the Facilitator’s discretion to discern between the two. +Reactions +One at a time, each person reacts to the proposal as they see fit. No response or interruption is allowed during someone’s reaction. Any type of reaction is welcome, from intellectual critiques to emotional outbursts. The only caveat is that reactions should not be engaging someone in particular. Everyone reacts except the proposer. +Reactions are the only step of the governance meeting when people can speak freely. It’s a perfect phase for providing different perspectives and suggesting improvements to the proposal, so that the proposer can integrate those changes if he or she likes them. +Amend & Clarify +After all reactions are complete, the proposer can optionally clarify the intent of the proposal, or amend it based on the reactions. Only the proposer speaks; no discussion allowed. +Although the proposer can modify the proposal however he wants, the goal is for the proposer to amend his proposal if he found a better way to address his tension. It’s not his job to address all the concerns and reactions he heard during the reaction round, or even to make improvements that were suggested by other participants. +Objection Round +One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or move the Circle backwards” (i.e. the definition of an Objection). The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. +If there is no objection, the proposal is adopted, and we move to the next agenda item. +Integration +If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original tension. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. +Once all objections are integrated, go back to an Objection round to ensure there is no new objection. +Closing +Each person can share a closing reflection to improve the next meetings. No discussion. diff --git a/SUMMARY.md b/SUMMARY.md index 3fffe5f..d39086c 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,6 +1,5 @@ # Culture OS - * [CONTRIBUTING](/CONTRIBUTING.md) - [Ceremonies](/Ceremonies/README.md) - [Dynamic Tensions](/Dynamic_Tensions/README.md) * [Belonging](/Dynamic_Tensions/Belonging.md) @@ -9,6 +8,9 @@ * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) * [GLOSSARY](/GLOSSARY.md) +- [Game Manual](/Game_Manual/README.md) + * [Basic Gameplay](/Game_Manual/Basic_Gameplay.md) + * [Echo](/Game_Manual/Echo.md) - Misc * [Guidelines](/Misc/Guidelines.md) * [Purpose](/Misc/Purpose.md) @@ -31,4 +33,5 @@ * [Radical Responsibility](/Practices/Radical_Responsibility.md) - [Processes](/Processes/README.md) * [Conflict](/Processes/Conflict.md) +- [Runway](/Runway/README.md) - Images From ebd92ab4deed28edd87a9a3d704c673108b71e2b Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 12:58:04 -0700 Subject: [PATCH 04/89] remove misc --- Misc/Guidelines.md | 69 ---------------------------------------------- Misc/Purpose.md | 21 -------------- 2 files changed, 90 deletions(-) delete mode 100644 Misc/Guidelines.md delete mode 100644 Misc/Purpose.md diff --git a/Misc/Guidelines.md b/Misc/Guidelines.md deleted file mode 100644 index 8291252..0000000 --- a/Misc/Guidelines.md +++ /dev/null @@ -1,69 +0,0 @@ -# General guidelines and Strategies - -Advice from ourselves to ourselves for when we forget - -## Slow down to speed up - -You can't sustain a sprint through a marathon. Remember the tortoise. When in doubt, use [the Eisenhower box][eisenhower-box]. -![Alt text](/imageseisenhowerbox.jpg) - -## Hold strong opinions lightly - -Respect, love, and nurture your own and others' opinions. Recognize that they are just that—opinions—and are thus vulnerable to fallacy. Nobody ever learned anything through radical stubbornness of opinion. That's the opposite of learning. Embrace not-knowing, and don't confuse confidence with certainty. - - -## Identify real tensions. - -Where is your tension coming from? Is it coming from a past experience? Is it a personal tension? A future fear? Every tension is valid. It is your intelligence sensing that something can change for the better. - -Stay true to it, and seek to clarify its origin. If you give up on your tension, you will disengage from your work, and rob the company from the information embedded in it. - -Even as you stay true and firm with your tension, stay loose and flexible with the proposed solution. There are many ways to resolve a tension. - -## Run experiments, not debates - -Inquiry and proof are valuable, healthy, and actionable. Unfounded arguments protect our egos (temporarily), but are utterly useless and unhealthy for learning and growth. If you find yourself in a circular debate, get on the same side to figure out what experiment needs to be run to resolve the disagreement. Stay true to questions not answers. - -## Save yourself, not the world - -It's easy to feel like because we're in education we need to pretend to be purely selfless and altruistic. That "we're here to help". Bring your personal purpose, needs, and agenda to the table. It's more honest. - -> "If you have come here to help me, you are wasting your time. But if you have come because your liberation is bound up with mine, then let us work together." ~ Lilly Watson - -## Be Bold - -* [Move fast and break things](http://startupquote.com/post/1624569753) -* [Aim to make new mistakes every day](https://www.google.com/search?q=make+mistakes+quotes&espv=2&biw=1280&bih=657&tbm=isch&tbo=u&source=univ&sa=X&ved=0ahUKEwiKid--57jJAhVL5WMKHdwJDkkQsAQIGw) -* [Don't be afraid to be ridiculous, or screw up (or be afraid, but do it anyway)](https://www.ted.com/talks/ken_robinson_says_schools_kill_creativity?language=en) -* [Just F@#*ing Do It](http://www.bothsidesofthetable.com/2009/11/19/what-makes-an-entrepreneur-four-lettersjfdi/) - -> "Be bold, and mighty forces will come to your aid " ~ Johann Goethe - -## Play harmonies, not solos - -Working with a team involves an implicit (and hopefully, explicit) commitment to each other as much as to the work at hand. Collaboration means that we prioritize collective synchrony over individual achievement. Don't abandon your team. - -> "If you want to go fast, go alone. If you want to go far, go together" ~African Proverb - -## Seek to clarify, not to control - -When reality is not aligned with how you wish it to be, clarify the dissonance for others instead of demanding that it be fixed. Our ideal reality is not always shared by others; to move together we must first agree on where and what the dissonances are. - -Autonomy only works if we choose to communicate over command. In a cooperative environment, we lead with clarity. - -> “Remember, always, that everything you know, and everything everyone knows, is only a model. Get your model out there where it can be viewed. Invite others to challenge your assumptions and add their own.” ~ Donella Meadows - -## Love is important - -Use the word. Express it. Allow it. Serve it. It belongs at work. It belongs in our learning communities. It is appropriate. - -Love comes bearing many gifts: forgiveness, gratitude, enjoyment and ease. Let's work together for a low-drama, low-struggle, enemy-free, loving collective. - -## Serve with humility - -Learners Guild will not single handedly save the world. We are ultimately, not that important. Act accordingly. - -> "We can do no great things, only small things with great love" ~ Mother Teresa - - -[eisenhower-box]: http://jamesclear.com/eisenhower-box diff --git a/Misc/Purpose.md b/Misc/Purpose.md deleted file mode 100644 index 2f92646..0000000 --- a/Misc/Purpose.md +++ /dev/null @@ -1,21 +0,0 @@ -> “A true purpose always has ethical and moral content, which can be either implicit or explicit. It is a statement to which all members of the community can say with the wholeness of mind, body and spirit, ‘If we (notice the plural) could achieve that, then my (notice the singular) life would have meaning.’” ~ Dee Hock - -# What is our Shared Purpose as a Learning Collective? - -As a Learning Collective, we have the following two objectives as our purpose: - -1. To provide the opportunity of a dignified[^1] livelihood for everyone. -2. To co-create a culture that draws out the best in us - -## Mission - -Learners Guild’s purpose is a dignified livelihood for everyone. - -Our mission is to create the opportunity for anyone who is willing and able to become a software developer to do so. - -Our learning environment is self-organizing, rigorously goal-driven, and personally and professionally rewarding. - - ---- - -[^1] Dignity means I'm seen, honored and respected. The work I'm doing honors my potential and my talent, and meets the world's need. I'm working on things that are beautiful, and meaningful. I'm on purpose, and I feel a sense of belonging in the world. From b5465ed8be8ff2ebec0dec43aff8213939ad7cfb Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 13:04:09 -0700 Subject: [PATCH 05/89] more polish --- Ceremonies/{check-in.md => Check_In.md} | 0 Ceremonies/{check-out.md => Check_Out.md} | 0 .../{climate-check.md => Climate_Check.md} | 0 ...ollective-vision.md => Collective_Vision.md} | 0 .../{deepen-practice.md => Deepen_Practice.md} | 0 Ceremonies/{home-group.md => Home_Group.md} | 8 ++++---- .../{new-experiment.md => New_Experiment.md} | 0 Processes/Solidify_Experiment.md | 7 +++++++ SUMMARY.md | 17 ++++++++++------- 9 files changed, 21 insertions(+), 11 deletions(-) rename Ceremonies/{check-in.md => Check_In.md} (100%) rename Ceremonies/{check-out.md => Check_Out.md} (100%) rename Ceremonies/{climate-check.md => Climate_Check.md} (100%) rename Ceremonies/{collective-vision.md => Collective_Vision.md} (100%) rename Ceremonies/{deepen-practice.md => Deepen_Practice.md} (100%) rename Ceremonies/{home-group.md => Home_Group.md} (85%) rename Processes/{new-experiment.md => New_Experiment.md} (100%) create mode 100644 Processes/Solidify_Experiment.md diff --git a/Ceremonies/check-in.md b/Ceremonies/Check_In.md similarity index 100% rename from Ceremonies/check-in.md rename to Ceremonies/Check_In.md diff --git a/Ceremonies/check-out.md b/Ceremonies/Check_Out.md similarity index 100% rename from Ceremonies/check-out.md rename to Ceremonies/Check_Out.md diff --git a/Ceremonies/climate-check.md b/Ceremonies/Climate_Check.md similarity index 100% rename from Ceremonies/climate-check.md rename to Ceremonies/Climate_Check.md diff --git a/Ceremonies/collective-vision.md b/Ceremonies/Collective_Vision.md similarity index 100% rename from Ceremonies/collective-vision.md rename to Ceremonies/Collective_Vision.md diff --git a/Ceremonies/deepen-practice.md b/Ceremonies/Deepen_Practice.md similarity index 100% rename from Ceremonies/deepen-practice.md rename to Ceremonies/Deepen_Practice.md diff --git a/Ceremonies/home-group.md b/Ceremonies/Home_Group.md similarity index 85% rename from Ceremonies/home-group.md rename to Ceremonies/Home_Group.md index dfe8c5e..b53f3c5 100644 --- a/Ceremonies/home-group.md +++ b/Ceremonies/Home_Group.md @@ -2,9 +2,9 @@ The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. -**Step 1:** [Check-in](check-in.md) +**Step 1:** [Check-in](Check-in.md) -**Step 2:** [Climate check](climate-check.md) +**Step 2:** [Climate check](Climate-check.md) **Step 3:** Build proposals @@ -16,8 +16,8 @@ If the proposal is regarding a new component, the proposers talk about which val There is a reaction round of folks listing which components they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. -If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/new-experiment.md) and then facilitates the experiment itself. +If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/New-experiment.md) and then facilitates the experiment itself. **(optional) Step 5:** If there is time left for another component, the facilitator initiates another select proposal round. -**Step 6:** [Checkout](check-out.md) +**Step 6:** [Checkout](Check-out.md) diff --git a/Processes/new-experiment.md b/Processes/New_Experiment.md similarity index 100% rename from Processes/new-experiment.md rename to Processes/New_Experiment.md diff --git a/Processes/Solidify_Experiment.md b/Processes/Solidify_Experiment.md new file mode 100644 index 0000000..d02e1eb --- /dev/null +++ b/Processes/Solidify_Experiment.md @@ -0,0 +1,7 @@ +# Solidify Experiment Process + +- Reaction round (did it deepen the value?) +- Proposer decides whether or not to tweak it +- If they choose a tweak, then it goes through clarifying, reaction, and objection round. Then automatically into another trial period +- If it doesn’t get tweaked then it goes to a vote for final adoption +- Vote: If majority, then one more trial period. If two thirds, then it’s adopted. If less than majority, it’s dropped. diff --git a/SUMMARY.md b/SUMMARY.md index d39086c..8e6f2cb 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,6 +1,14 @@ # Culture OS + * [CONTRIBUTING](/CONTRIBUTING.md) - [Ceremonies](/Ceremonies/README.md) + * [Brainstorm](/Ceremonies/Brainstorm.md) + * [Check In](/Ceremonies/Check_In.md) + * [Check Out](/Ceremonies/Check_Out.md) + * [Climate Check](/Ceremonies/Climate_Check.md) + * [Collective Vision](/Ceremonies/Collective_Vision.md) + * [Deepen Practice](/Ceremonies/Deepen_Practice.md) + * [Home Group](/Ceremonies/Home_Group.md) - [Dynamic Tensions](/Dynamic_Tensions/README.md) * [Belonging](/Dynamic_Tensions/Belonging.md) * [Efficacy](/Dynamic_Tensions/Efficacy.md) @@ -8,12 +16,6 @@ * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) * [GLOSSARY](/GLOSSARY.md) -- [Game Manual](/Game_Manual/README.md) - * [Basic Gameplay](/Game_Manual/Basic_Gameplay.md) - * [Echo](/Game_Manual/Echo.md) -- Misc - * [Guidelines](/Misc/Guidelines.md) - * [Purpose](/Misc/Purpose.md) - [Policies](/Policies/README.md) * [Code Of Conduct](/Policies/Code_of_Conduct.md) * [Complaint Policy](/Policies/Complaint_Policy.md) @@ -33,5 +35,6 @@ * [Radical Responsibility](/Practices/Radical_Responsibility.md) - [Processes](/Processes/README.md) * [Conflict](/Processes/Conflict.md) -- [Runway](/Runway/README.md) + * [New Experiment](/Processes/New_Experiment.md) + * [Solidify Experiment](/Processes/Solidify_Experiment.md) - Images From f48208dcea4605be6f13ce02a41bfebd8a8cc4df Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 13:08:47 -0700 Subject: [PATCH 06/89] removing playbook policies --- Policies/Code_of_Conduct.md | 15 ---- Policies/Complaint_Policy.md | 21 ----- Policies/Drug_and_Alcohol_Policy.md | 11 --- Policies/Equal_Opportunity.md | 3 - Policies/Frequently_Asked_Questions.md | 110 ------------------------- Policies/Holiday_List.md | 73 ---------------- Policies/Member_Privacy.md | 27 ------ SUMMARY.md | 7 -- 8 files changed, 267 deletions(-) delete mode 100644 Policies/Code_of_Conduct.md delete mode 100644 Policies/Complaint_Policy.md delete mode 100644 Policies/Drug_and_Alcohol_Policy.md delete mode 100644 Policies/Equal_Opportunity.md delete mode 100644 Policies/Frequently_Asked_Questions.md delete mode 100644 Policies/Holiday_List.md delete mode 100644 Policies/Member_Privacy.md diff --git a/Policies/Code_of_Conduct.md b/Policies/Code_of_Conduct.md deleted file mode 100644 index ba097b8..0000000 --- a/Policies/Code_of_Conduct.md +++ /dev/null @@ -1,15 +0,0 @@ -# Code of Conduct - -This code of conduct applies to community members, learners, and Learners Guild team in all Learners Guild communities online (including but not limited to IRC, support chat, the Learners Guild Community Slack, Twitter, and Facebook), in the Learners Guild office, and at all events hosted by Learners Guild. - -Our community is dedicated to creating an inclusive environment for everyone, regardless of gender, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, nationality, religion, or computing experience (or lack of any of the aforementioned). - -We do not tolerate harassment of community members in any form. Harassment includes offensive verbal comments related to gender, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, nationality, religion, sexual images in public spaces, deliberate intimidation, stalking, following, photography or audio/video recording against reasonable consent, sustained disruption of talks or other events, inappropriate physical contact, and unwelcome sexual attention. - -**Harassment does not need to be recognized as unwanted or unwelcome by anyone other than the person being harassed.** - -Be careful in the words that you choose. Remember that sexist, racist, and other exclusionary jokes can be offensive to those around you. Offensive jokes are not appropriate and will not be tolerated under any circumstance. - -Participants asked to stop any harassing behavior are expected to comply immediately. Community members violating these rules may be sanctioned or removed from community spaces. If you are being harassed, notice that someone else is being harassed, or have any other concerns, please issue a complaint via our [Complaint Policy](Complaint_Policy.md). - -Adapted from the [Hack Code of Conduct](http://hackcodeofconduct.org/). diff --git a/Policies/Complaint_Policy.md b/Policies/Complaint_Policy.md deleted file mode 100644 index d0b459a..0000000 --- a/Policies/Complaint_Policy.md +++ /dev/null @@ -1,21 +0,0 @@ -# Complaint Policy - -Learners Guild is committed to creating a safe learning environment that is free of threats to the health, safety, and wellbeing of the people who work here. That includes (but isn’t limited to) harassment, discrimination, violation of health and safety rules, and violence. - -Learners Guild has an open-door policy, so members are encouraged to report work/learning-related concerns. If something about the environment is bothering you, or if you have a related question, concern, idea, or problem, please discuss it with an LG staff member as soon as possible. - -Any member who witnesses or is subject to inappropriate conduct in the workplace should report it to Complaints (complaints@learnersguild.org). - -We encourage members to come forward with any complaint about our learning environment, even if it’s not about something that’s explicitly covered in our written policies. - -Once a complaint has been made, the our staff will determine how to handle it. - -# Complaints about the founder - -Currently, Learners Guild is too small to have an internal group or department that can independently respond to complaints, so if the founder is named in complaints, the board will be responsible to holding him accountable. Where appropriate, they will engage a third party to conduct a thorough investigation and recommend corrective action, where necessary. - -If the founder is the subject of the complaint, please report it to the Learners Guild board - founder-complaint@learnersguild.org (this email goes to all board members except the founder). We will conduct a complete an impartial investigation, which may involve an outside investigator in serious cases. All complaints will be handled as confidentially as possible. When the investigation is complete, the company will take corrective action if appropriate. - -# No retaliation - -We will not engage in or allow retaliation against any member who makes a good faith complaint or participates in an investigation. If you believe that you are being subjected to any kind of negative treatment because you made or were questioned about a complaint, report the conduct immediately to the founder (or founder-complaint@learnersguild.org in case the complaint involved the founder). diff --git a/Policies/Drug_and_Alcohol_Policy.md b/Policies/Drug_and_Alcohol_Policy.md deleted file mode 100644 index de70e07..0000000 --- a/Policies/Drug_and_Alcohol_Policy.md +++ /dev/null @@ -1,11 +0,0 @@ -# Drug and Alcohol Policy - -Our priority at Learners Guild is to create a safe, comfortable, and productive environment for everyone. We realize that drugs and alcohol can contribute to a culture of harassment or one that feels unsafe for some members, even as it can foster camaraderie and friendship among others. - -Above all other considerations, our drug and alcohol policy is intended to preempt and avoid harassment and make learning at Learners Guild feel safe. - -**It is the responsibility of every member to ensure that their individual consumption is not making anyone else feel uncomfortable or unsafe.** - -Members who violate this policy may face disciplinary action, up to and including termination. Alcohol in the form of beer or wine may occasionally be brought into the office to celebrate an accomplishment, birthday, or other milestone. Though events at the Learners Guild office will be presumed dry until otherwise discussed, there may also be events in the office after work where beer or wine are available. - -Illegal drugs should not be used, bought, sold, or distributed, either in the office or outside of the office while representing Learners Guild. diff --git a/Policies/Equal_Opportunity.md b/Policies/Equal_Opportunity.md deleted file mode 100644 index e725377..0000000 --- a/Policies/Equal_Opportunity.md +++ /dev/null @@ -1,3 +0,0 @@ -# Equal Opportunity - -Learners Guild is an Equal Opportunity Company. The company supports diversity and inclusion in its core values and does not discriminate against qualified partners,applicants or members because of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, marital status, religion, or any other characteristic protected by federal or state law or local ordinance. When necessary, the company will reasonably accommodate partners, applicants and members with disabilities if the person is otherwise qualified to safely perform all of the essential functions of the position. diff --git a/Policies/Frequently_Asked_Questions.md b/Policies/Frequently_Asked_Questions.md deleted file mode 100644 index 6be05ab..0000000 --- a/Policies/Frequently_Asked_Questions.md +++ /dev/null @@ -1,110 +0,0 @@ -## Frequently Asked Questions - -**What is the time commitment?** - -Show up every weekday (except [national holidays](Holiday_List.md)) for regular hours: 8.30am to 6pm - -Almost every week, there will be events (social/networking/speakers) happening during the evening. These events will be optional but highly recommended (usually Tuesday or Thursday evening). - -Occasionally, there will be something happening on a Saturday. We’ll give you a heads up at least a month in advance and try to minimize that stuff so people can have their weekends. - -**What happens if I show up late? What if I have to leave early?** - -Your stats will be affected, and you may have to make up work. But so long as you stay in integrity (i.e. let your team and/or moderator know ahead of time), you will not be asked to leave. That said, please hold the program hours as sacred and do whatever you can to protect them and ensure you are present and ready to learn. Schedule appointments and other obligations outside of program hours - exceptions should only be made for medical appointments that cannot happen outside of business hours. - -**What if I get sick?** - -Inform your team and/or moderator, and make sure to make up anything you missed. Stay in integrity. - -**Can I stay late and work at the office on weekends?** - -No. We close the doors at 6:30pm, and nobody works on weekends. Get some rest, exercise, go outside! Your mind and body need breaks to sustain the prolonged learning effort. - -Leaving, starting, stopping the program: - -**Do you kick people out? Why? How? Will I know ahead of time?** - -Any member of Learners Guild can ask someone else to leave by using our formal [Conflict Resolution Process](/Processes/Conflict.md). Usually, this is because they have consistently violated our shared agreements. - -**Can I take a leave of absence?** - -Under extenuating circumstances (e.g. illness, family emergency), learners may be allowed to take a leave of absence from the program. Upon your return, you would likely join the cohort closest to the point in the program when you had to leave. Leaves of absence will be evaluated on a case-by-case basis. - -**Can I re-join a later cohort if it turns out the timing isn’t good for me?** - -We make cohort selections carefully and cannot guarantee you a spot in another cohort. Please make sure that you’ve considered all scheduling challenges ahead of time so that you can commit to your assigned cohort start date. - -If you have to leave, and need to re-join a later cohort, you can do so as long as the next cohort start date is within 40 weeks of your original cohort’s start date. If you need to leave for longer, then you will have to quit and re-apply. - -You can only change cohorts once. After that, you will need to quit and re-apply. - -**What if I change my mind after I sign this contract?** - -By signing this contract, you’re letting us know that you are certain about your commitment to Learners Guild. Please don’t sign it until you are sure - reach out to us to discuss questions or concerns. If you change your mind after signing the contract and choose not to join the program, we cannot offer your spot to another learner for that cohort. Please carefully consider your decision, and sign only when you are a joyful and confident “yes”. If you need to seek the opinion of a trusted third party, we highly encourage you to do so. - -**What’s the consequence for leaving the program early?** - -During the fourth week of the program, you’ll have an opportunity to reflect on your first three weeks at Learners Guild and on the path ahead. If for some reason you’ve decided that becoming a software engineer is not the path you want to pursue, or that you don’t wish to continue pursuing that path with Learners Guild, you’ll have an opportunity to leave the program with no additional consequence or obligation. Past that point, you are financially committed and obligated to the full Income Share Agreement with Learners Guild. -Working together: - -**What’s required? What’s optional? (Projects, Home Group, HD curriculum)** - -With other learners, you collectively choose the projects you work on - no specific project is required, many things may be offered or suggested by a Practitioner or Learning Facilitator. What is required is that you participate fully in the structure of the program: - -- you vote on choosing a goals and join a project to work towards each week -- you dedicate yourself to it for the week -- you complete the weekly retrospective -- you attend daily standups and weekly home group meetings -- you serve as a team lead when it’s your turn to do so - -Similar to the projects you choose to work on, you should choose to work on HD modules that support goals you have for yourself or address feedback you’re receiving from peers, practitioners, or facilitators. - -**What if I start a project and don’t want to keep working on it?** - -Talk to your team and see if you can come to a compromise. Ultimately, the choice is yours, but abandoning your team will have consequences for your stats (not to mention your social standing among your peers). The same rules apply as in a workplace: you are responsible for your own productivity, and if you’re not happy on a project, you should tell your team and work together to find a way forward. - -**Can I choose who I want to work with?** - -By joining the Guild, you’re making an agreement to collaborate with anyone and everyone else in the Guild on a given project at a given time. Just like in the working world, you don’t get to choose the people you’re assigned to work on teams and projects with. - -**What if I have a conflict with someone that I can’t resolve on my own?** - -Conflicts happen. It’s natural. And in most cases working through conflicts with our teammates only serves to improve our relationships and the working environment. Our intention is to empower you to resolve interpersonal conflicts you may have with others. If the conflict is tenacious, there is a [formal conflict resolution process](/Processes/Conflict.md) in place to support you in resolving it. - -**Can I use my LG laptop for personal use? Are there any limits to what I can install on my laptop or what I can use it for?** - -Yes, you can use it for personal activities. However, you will need to wipe the hard drive and perform a clean OS install before giving it back to us at the end of the program. It is an expensive piece of machinery, so please take good care of it and leave it in good condition for the next learner who inherits it. - -You can install anything on the laptop, so long as it is legal. - -**Can I use my own laptop instead of the LG laptop?** - -You can, although you need to have a Mac. Everyone at Learners Guild uses a Mac computer, so it will be easier for you to collaborate with your team if you are all using the same platform. - -**What platforms and operating systems does Learners Guild use?** - -Apple computers running the latest Mac OS. If you are used to a Windows or Linux environment, there will be a learning curve, but it is worth it. Being able to use a Mac well is a useful skill in this field. - -**Is there a dress code?** - -Casual, but professional. As in, we want you to be comfortable and that looks different ways to different people. So feel free to be in the full expression of your personal style, but maybe leave the pj’s at home. - -**What if I can’t get a job?** - -Keep learning and studying. We all learn at different paces. As long as your keeping your agreements with the Guild, there is no limit to how long you can stay and keep practicing your craft. - -**What if I change my mind and don’t want to be a software developer?** - -We would be sorry to hear that, but of course it is your choice. You would still be bound to the financial agreement you sign, and access to all of the resources offered to Learners Guild alumnae. If you have doubts about pursuing this career before joining, please let us know ASAP. Our business depends on your commitment to becoming a software developer. - -**What if I want to do a startup after?** - -Learners Guild’s business model depends on our learners “paying forward” their tuition through an Income Sharing Agreement in their first 3 years employed as a software developer after graduating the program. If you have plans to start your own company, please elect to pay our program fees upfront. - -**What if I don’t earn more than $50,000 per year in my first job?** - -Income sharing only starts if you're earning a salary of more than $50k. - -**What if I get fired from my first job or decide to quit?** - -If you're unemployed, the Income Sharing Agreement is paused until you're making a salary again. diff --git a/Policies/Holiday_List.md b/Policies/Holiday_List.md deleted file mode 100644 index c5abbbb..0000000 --- a/Policies/Holiday_List.md +++ /dev/null @@ -1,73 +0,0 @@ -# Breaks - -We take 2 week-long breaks each year for summer and winter holidays. - -During these breaks, pods aren't running and we have time to take a breather. - -### Holiday Breaks 2016-2020 - -- 2016-12-26 - 2017-01-01 -- 2017-06-26 - 2017-07-02 -- 2017-12-25 - 2017-12-31 -- 2018-06-25 - 2018-07-01 -- 2018-12-24 - 2018-12-30 -- 2019-06-24 - 2019-06-30 -- 2019-12-23 - 2019-12-29 -- 2020-06-22 - 2020-06-28 -- 2020-12-21 - 2020-12-27 - - -# Observed Holiday List - -In addition to our two breaks, we observe the following national holidays. If a holiday falls on a Saturday, we will observe it on the Friday before. If it falls on a Sunday, it will be observed on the following Monday. - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
    New Year’s DayJanuary 1
    Birthday of Martin Luther King, Jr. 3rd Monday of January
    President’s DayFebruary 15
    Cesar Chavez DayMarch 31
    Memorial DayLast Monday in May
    Independence DayJuly 4
    Labor DayFirst Monday in September
    Indigenous People’s DaySecond Monday in October
    Veterans DayNovember 11
    Thanksgiving Day and FridayFourth Thursday in November and following Friday
    Christmas EveDecember 24
    Christmas DayDecember 25
    diff --git a/Policies/Member_Privacy.md b/Policies/Member_Privacy.md deleted file mode 100644 index c015601..0000000 --- a/Policies/Member_Privacy.md +++ /dev/null @@ -1,27 +0,0 @@ -# Member Privacy - -## Learning Space Privacy - -**As an Educational Institution, it is Learners Guild’s goal to monitor or track our members in as few ways as possible.** We want Learners Guild members to feel a sense of ownership towards their personal workspaces and be comfortable at the office. However, in order to ensure the safety and wellbeing of Learners Guild members, company property (e.g. desks, laptops, and other devices) is subject to search. For instance, this might be used if management learns that a learner has brought a gun to work or has stolen company property. - -This means that while the company will always try to respect member privacy, members do not have a right to privacy in their workspaces in any property that belongs to Learners Guild. Learners Guild reserves the right to search company property at any time, without warning, to ensure compliance with our policies, including those that cover member safety, workplace violence, harassment, theft, and possession of prohibited items. If you use a lock on any item of company property, you must give a copy of the key or combination to a staff member. - -## Email and Internet Privacy - -Learners Guild email and Internet are not being actively monitored by anyone, but because they are company resources that are managed according to company policy, you should not expect privacy from either. The company has both the ability and the right to look at member usage for both in order to protect member safety and wellbeing, as well as company property and interests. - -## All Conduct Rules Apply to Email and Chat - -All of our policies and rules of conduct apply to member use of the email system. This means, for example, that you may not use the email system to send harassing or discriminatory messages, including messages with explicit sexual content or pornographic images; to send threatening messages; or to reveal company trade secrets. - -## Email Security - -To avoid email viruses, phishing for account information, and other threats, members should not open email attachments from people and businesses they don’t recognize, particularly if the email appears to have been forwarded multiple times or has a nonexistent or peculiar subject heading. Even if you know the sender, do not open an email attachment that has a strange name or is not referenced in the body of the email; it may have been transmitted automatically, without the sender’s knowledge. - -If you believe your computer has been infected by a virus, worm, or other security threat to Learners Guild’s system, you must inform the founders immediately. - -Members may not share their email passwords with anyone, including coworkers or family members. Revealing passwords to the Company’s email system could allow an outsider to attack the Learners Guild network - -## Internet Use Is Not Private - -We reserve the right to monitor member use of the Internet at any time. You should not expect that your use of the Internet—including but not limited to the sites you visit, the amount of time you spend online, and the communications you have—will be private. diff --git a/SUMMARY.md b/SUMMARY.md index 8e6f2cb..78be6ad 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -17,13 +17,6 @@ * [Play](/Dynamic_Tensions/Play.md) * [GLOSSARY](/GLOSSARY.md) - [Policies](/Policies/README.md) - * [Code Of Conduct](/Policies/Code_of_Conduct.md) - * [Complaint Policy](/Policies/Complaint_Policy.md) - * [Drug And Alcohol Policy](/Policies/Drug_and_Alcohol_Policy.md) - * [Equal Opportunity](/Policies/Equal_Opportunity.md) - * [Frequently Asked Questions](/Policies/Frequently_Asked_Questions.md) - * [Holiday List](/Policies/Holiday_List.md) - * [Member Privacy](/Policies/Member_Privacy.md) - [Practices](/Practices/README.md) * [Accountability](/Practices/Accountability.md) * [Clearing Withholds](/Practices/Clearing_Withholds.md) From ea1b4a5f03657f959ac719bc402cf8cfa82efc0d Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 13:49:32 -0700 Subject: [PATCH 07/89] adds purpose to practices --- Ceremonies/Clearing.md | 4 ++++ Practices/Accountability.md | 2 ++ Practices/Clearing_Withholds.md | 2 ++ Practices/Non_Judgement.md | 2 ++ Practices/Non_Triangulation.md | 2 ++ Practices/Overcoming_Oppression.md | 2 ++ Practices/Presence.md | 3 +++ Practices/Radical_Honesty.md | 2 ++ Practices/Radical_Responsibility.md | 2 +- Processes/New_Experiment.md | 16 ++++++++-------- 10 files changed, 28 insertions(+), 9 deletions(-) create mode 100644 Ceremonies/Clearing.md diff --git a/Ceremonies/Clearing.md b/Ceremonies/Clearing.md new file mode 100644 index 0000000..8c19d01 --- /dev/null +++ b/Ceremonies/Clearing.md @@ -0,0 +1,4 @@ +# Clearing Ceremony + +**Purpose:** +**Serves Values:** diff --git a/Practices/Accountability.md b/Practices/Accountability.md index a00ede8..9cd819d 100644 --- a/Practices/Accountability.md +++ b/Practices/Accountability.md @@ -1,3 +1,5 @@ # Accountability +**Serves Values:** Structure + Our agreements are meaningless if we don't hold ourselves and each other accountable to them. It is crucial that we step up to violated promises, broken commitments and bad behavior. In doing so, we maintain our integrity, and support each other lovingly and firmly in doing the same. diff --git a/Practices/Clearing_Withholds.md b/Practices/Clearing_Withholds.md index 215f15d..805f46b 100644 --- a/Practices/Clearing_Withholds.md +++ b/Practices/Clearing_Withholds.md @@ -1,5 +1,7 @@ # Clear personal tensions swiftly and directly +**Serves Values:** Truth, Safety + We are human. Personal conflicts will come up as we work/learn together. When you feel that something personal is beginning to get in the way of you working optimally with someone else, **address it directly with them as soon as you can.** We call this practice "clearing a withhold". diff --git a/Practices/Non_Judgement.md b/Practices/Non_Judgement.md index cf511d6..5f50ed6 100644 --- a/Practices/Non_Judgement.md +++ b/Practices/Non_Judgement.md @@ -1,5 +1,7 @@ # Non Judgement +**Serves Values:** Safety + - Super ego - Defending - Discernment v.s. Judgement diff --git a/Practices/Non_Triangulation.md b/Practices/Non_Triangulation.md index fe2e954..56e65d8 100644 --- a/Practices/Non_Triangulation.md +++ b/Practices/Non_Triangulation.md @@ -1,5 +1,7 @@ # Non Triangulation +**Serves Values:** Safety, Being in Relationship + The intention of this practice is to build a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present. Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation. diff --git a/Practices/Overcoming_Oppression.md b/Practices/Overcoming_Oppression.md index e861df4..4647e24 100644 --- a/Practices/Overcoming_Oppression.md +++ b/Practices/Overcoming_Oppression.md @@ -1,5 +1,7 @@ # Practice Resisting and Overcoming Oppression +**Serves Values:** Being in Relationship + Because of our collective history and the poor design of the social and economic systems we operate in, the dice are loaded. Racism, sexism, classism, homophobia are some of the many ways there is a systematic imbalance of power and privilege in our society. If we are to earnestly attempt to fulfill the purpose of "a dignified livelihood for everyone" we need to commit to developing a deep and evolving understanding of how oppression works. In doing this, we need to address how oppression is systemic. More directly, we need to address how we ourselves have been conditioned to be a part of the system: how we might be unconsciously biased, and how we may act or speak in ways that perpetuate oppression. diff --git a/Practices/Presence.md b/Practices/Presence.md index 0e3643e..adcb41b 100644 --- a/Practices/Presence.md +++ b/Practices/Presence.md @@ -1,5 +1,8 @@ # Presence +**Serves Values:** Engagement + + We are whole hearted. Fully engaging our work. Mind, body, heart and spirit. We don't hold back. Mindfulness. TODO: Flesh out. diff --git a/Practices/Radical_Honesty.md b/Practices/Radical_Honesty.md index 1a85f31..1b29db1 100644 --- a/Practices/Radical_Honesty.md +++ b/Practices/Radical_Honesty.md @@ -1,5 +1,7 @@ # Radical Honesty +**Serves Values:** Truth + Practice Being Real Speaking my truth clearly and authentically. diff --git a/Practices/Radical_Responsibility.md b/Practices/Radical_Responsibility.md index f9bcc3d..6a8cac8 100644 --- a/Practices/Radical_Responsibility.md +++ b/Practices/Radical_Responsibility.md @@ -1,6 +1,6 @@ # Radical Responsibility -TODO: cleanup +**Serves Values:** Agency, Engagement Accountability: Accepting responsibility for my actions. Owning my stuff diff --git a/Processes/New_Experiment.md b/Processes/New_Experiment.md index fb79b5f..633e33f 100644 --- a/Processes/New_Experiment.md +++ b/Processes/New_Experiment.md @@ -2,15 +2,16 @@ **Purpose:** To suggest a new culture component for the group to experiment with. Moving a new culture component to trial mode. -Proposer makes a proposal in the form of a practice, policy, process, ceremony, or shared language -Round of clarifying questions -Reaction round -Propose drops, changes, or proposes proposal unchanged -Objection round: Not safe enough to try or sets us backwards -If there is an objection there’s a conversation between proposer and objector, and facilitator makes the call if no resolution is made + +- Proposer makes a proposal in the form of a practice, policy, process, ceremony, or shared language +- Round of clarifying questions +- Reaction round +- Propose drops, changes, or proposes proposal unchanged +- Objection round: Not safe enough to try or sets us backwards +- If there is an objection there’s a conversation between proposer and objector, and facilitator makes the call if no resolution is made Proposal is adopted in trial mode -Necessary parts of a proposal: +- Necessary parts of a proposal: Type of culture component Value(s) it deepens @@ -18,7 +19,6 @@ Trial period Description - Process each agenda item with the Integrative Decision Making process Present Proposal The proposer can describe a tension and make a proposal to resolve it. Only the proposer speaks. Alternatively, the proposer can request some discussion in order to get to a proposal. However, this is not a discussion to reach a consensus around the issue, it’s *only* a discussion to help the proposer come up with a proposal to address the tension as he or she senses it. From f697698d15b7f18332f9bc832e3b2ce815b12fbf Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:12:56 -0700 Subject: [PATCH 08/89] updated processes --- Ceremonies/Clearing.md | 16 +++++++- Ceremonies/Deepen_Practice.md | 4 +- Ceremonies/Home_Group.md | 12 ++++-- Practices/Non_Judgement.md | 2 - Processes/New_Experiment.md | 63 ++++++++++++++++++-------------- Processes/Solidify_Experiment.md | 37 ++++++++++++++++--- SUMMARY.md | 5 +-- 7 files changed, 94 insertions(+), 45 deletions(-) diff --git a/Ceremonies/Clearing.md b/Ceremonies/Clearing.md index 8c19d01..9ed6eb3 100644 --- a/Ceremonies/Clearing.md +++ b/Ceremonies/Clearing.md @@ -1,4 +1,16 @@ # Clearing Ceremony -**Purpose:** -**Serves Values:** +**Purpose:** Floss the crud that forms in relationships +**Serves Values:** Truth, Being in Relationship, Safety + + +- In a circle, review the clearing process and give an example of a clearing +- Remind people that appreciations are also a withhold +- Ask people to look around the circle, and hold up the number of relationships that they think could use a flossing, or there is a withhold there. Tally up the total. +- Turn on some music to create privacy for people's conversations +- Ask people to stand up and walk around. Find a partner. Look for something they have to clear, and then go ahead and clear it. If you have nothing, just share an appreciation. +- Thank your partner anyway you like and find another one. +- Remind people to make themselves available, take a risk, and take responsibility for their feelings. Watch out for triangulation and judgement. The idea is to risk "good enough" for "100% clear". The goal is not that we like each other, but that we are not holding something that keeps us from working well together. +- If you know you have someone you need to clear with, walk up to them and wait. +- Come back to a circle, and do another "clearing count". +- Notice how the total has dropped and remind everyone that the goal is to keep the number at zero. diff --git a/Ceremonies/Deepen_Practice.md b/Ceremonies/Deepen_Practice.md index b1c2ec5..3a52b92 100644 --- a/Ceremonies/Deepen_Practice.md +++ b/Ceremonies/Deepen_Practice.md @@ -4,6 +4,6 @@ **Serves Values:** All - Discuss a practice and deepen it -- Reaction round re: accountability with practice -- Triads / Diads +- Check-in round re: accountability with practice +- Triads/Diads - Harvest learning in group diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index b53f3c5..e80b759 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -6,18 +6,22 @@ The purpose of a home group session is to deliberately deepen in our values toge **Step 2:** [Climate check](Climate-check.md) -**Step 3:** Build proposals +**Step 3:** Solidify Experiments + +Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. + +**Step 4:** Build proposals Existing components are suggested and new components are proposed, popcorn style. If the proposal is regarding a new component, the proposers talk about which value(s), type of component, and give a quick (2 minute) overview of what it is. If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or just skip. -**Step 4:** Select proposal: Deciding where to dive +**Step 5:** Select proposal: Deciding where to dive There is a reaction round of folks listing which components they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/New-experiment.md) and then facilitates the experiment itself. -**(optional) Step 5:** If there is time left for another component, the facilitator initiates another select proposal round. +**(optional) Step 6:** If there is time left for another component, the facilitator initiates another select proposal round. -**Step 6:** [Checkout](Check-out.md) +**Step 7:** [Checkout](Check-out.md) diff --git a/Practices/Non_Judgement.md b/Practices/Non_Judgement.md index 5f50ed6..d9a582b 100644 --- a/Practices/Non_Judgement.md +++ b/Practices/Non_Judgement.md @@ -5,5 +5,3 @@ - Super ego - Defending - Discernment v.s. Judgement - -TODO: Flesh out diff --git a/Processes/New_Experiment.md b/Processes/New_Experiment.md index 633e33f..a808926 100644 --- a/Processes/New_Experiment.md +++ b/Processes/New_Experiment.md @@ -1,41 +1,50 @@ # New Experiment Process **Purpose:** To suggest a new culture component for the group to experiment with. Moving a new culture component to trial mode. +**Values:** Engagement +## Present proposal + +The proposer identifies one or more values that they would like to deepen themselves or the group in, and they make a proposal. Only the proposer speaks. Alternatively, the proposer can request some discussion in order to get to a proposal. However, this is not a discussion to reach a consensus, it’s *only* a discussion to help the proposer come up with a proposal to address the value(s) that they want to support. + +The proposal is in the form of a new culture component for the group to adopt on a trial basis. It consists of 4 parts: + +1. Type of culture component: practice, policy, process, ceremony, or shared language +2. Value(s) it deepens: Which of the ten values does the proposal address/deepen +3. Trial period length: How long should the experiment run before considered for full adoption +4. Description: A brief overview of the culture component + +## Clarifying Questions + +Anyone can ask questions to better understand the proposal. The proposer can answer or say “not specified” if he or she doesn’t have an answer. No order, anyone can ask as many questions as they need. It’s not a space for back and forth discussion; rather, the pace should be of one answer for one question; pause; then next question. + +It’s NOT allowed to use clarifying questions to give an opinion about the proposal. Opinions, suggestions, reactions, all should be left for the Reaction round coming next. The Facilitator will cut off any question that’s conveying an opinion or isn’t intended at better understanding the proposal. There is no hard line between clarifying question and reaction, and it’s at the Facilitator’s discretion to discern between the two. -- Proposer makes a proposal in the form of a practice, policy, process, ceremony, or shared language -- Round of clarifying questions -- Reaction round - Propose drops, changes, or proposes proposal unchanged - Objection round: Not safe enough to try or sets us backwards - If there is an objection there’s a conversation between proposer and objector, and facilitator makes the call if no resolution is made Proposal is adopted in trial mode -- Necessary parts of a proposal: +## Reaction Round -Type of culture component -Value(s) it deepens -Trial period -Description +One at a time, each person reacts to the proposal as they see fit. No response or interruption is allowed during someone’s reaction. Any type of reaction is welcome, from intellectual critiques to emotional outbursts. The only caveat is that reactions should not be engaging someone in particular. Everyone reacts except the proposer. +Reactions are the only step of the process when people can speak freely. It’s a perfect phase for providing different perspectives and suggesting improvements to the proposal, so that the proposer can integrate those changes if they like them. + +## Amend & Clarify -Process each agenda item with the Integrative Decision Making process -Present Proposal -The proposer can describe a tension and make a proposal to resolve it. Only the proposer speaks. Alternatively, the proposer can request some discussion in order to get to a proposal. However, this is not a discussion to reach a consensus around the issue, it’s *only* a discussion to help the proposer come up with a proposal to address the tension as he or she senses it. -Clarifying Questions -Anyone can ask questions to better understand the proposal. The proposer can answer or say “not specified” if he or she doesn’t have an answer. No order, anyone can ask as many questions as they need. It’s not a space for back and forth discussion; rather, the pace should be of one answer for one question; pause; then next question. -It’s NOT allowed to use clarifying questions to give an opinion about the proposal. Opinions, suggestions, reactions, all should be left for the Reaction round coming next. The Facilitator will cut off any question that’s conveying an opinion or isn’t intended at better understanding the proposal. There is no hard line between clarifying question and reaction, and it’s at the Facilitator’s discretion to discern between the two. -Reactions -One at a time, each person reacts to the proposal as they see fit. No response or interruption is allowed during someone’s reaction. Any type of reaction is welcome, from intellectual critiques to emotional outbursts. The only caveat is that reactions should not be engaging someone in particular. Everyone reacts except the proposer. -Reactions are the only step of the governance meeting when people can speak freely. It’s a perfect phase for providing different perspectives and suggesting improvements to the proposal, so that the proposer can integrate those changes if he or she likes them. -Amend & Clarify After all reactions are complete, the proposer can optionally clarify the intent of the proposal, or amend it based on the reactions. Only the proposer speaks; no discussion allowed. -Although the proposer can modify the proposal however he wants, the goal is for the proposer to amend his proposal if he found a better way to address his tension. It’s not his job to address all the concerns and reactions he heard during the reaction round, or even to make improvements that were suggested by other participants. -Objection Round -One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or move the Circle backwards” (i.e. the definition of an Objection). The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. -If there is no objection, the proposal is adopted, and we move to the next agenda item. -Integration -If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original tension. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. -Once all objections are integrated, go back to an Objection round to ensure there is no new objection. -Closing -Each person can share a closing reflection to improve the next meetings. No discussion. + +Although the proposer can modify the proposal however they want, the goal is for the proposer to amend their proposal if they found a better way to address their value(s). It’s not their job to address all the concerns and reactions they heard during the reaction round, or even to make improvements that were suggested by other participants. + +## Objection Round + +One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. + +If there is no objection, the culture component proposed is adopted as an experiment in "trial" mode. + +## Integration + +If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original intentions. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. + +Once all objections are integrated, go back to an Objection round to ensure there is no new objections. diff --git a/Processes/Solidify_Experiment.md b/Processes/Solidify_Experiment.md index d02e1eb..3a9402a 100644 --- a/Processes/Solidify_Experiment.md +++ b/Processes/Solidify_Experiment.md @@ -1,7 +1,34 @@ # Solidify Experiment Process -- Reaction round (did it deepen the value?) -- Proposer decides whether or not to tweak it -- If they choose a tweak, then it goes through clarifying, reaction, and objection round. Then automatically into another trial period -- If it doesn’t get tweaked then it goes to a vote for final adoption -- Vote: If majority, then one more trial period. If two thirds, then it’s adopted. If less than majority, it’s dropped. +**Purpose:** To decide wether or not to adopt a culture component that's on trial basis +**Serves Values:** Engagement, Truth (feedback) + +## Reaction Round + +One at a time, each person reflects out about wether or not they experienced as working to address/deepen its value(s) as they see fit. No response or interruption is allowed during someone’s reaction. Any type of reaction is welcome, from intellectual critiques to emotional outbursts. The only caveat is that reactions should not be engaging someone in particular. Everyone reacts except the proposer. + +Reactions are the only step of the process when people can speak freely. It’s a perfect phase for providing different perspectives and suggesting improvements to the proposal, so that the proposer can integrate those changes if they like them. + +## Amend & Clarify + +After all reactions are complete, the original proposer can optionally amend the experiment based on the reactions. Only the proposer speaks; no discussion allowed. + +Although the original proposer can modify the experiment however they want, the goal is for the proposer to amend their proposal if they found a better way to address their value(s). It’s not their job to address all the concerns and reactions they heard during the reaction round, or even to make improvements that were suggested by other participants. + +## Objection Round + +If they experiment was significantly amended, one at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. + +## Integration + +If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original intentions. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. + +Once all objections are integrated, go back to an Objection round to ensure there is no new objections. + +## Voting Round + +Using a thumbs up / thumbs down / sideways the facilitator asks everyone to vote for adopting this proposal and/or extending the experiment. + +If two thirds or more gave a thumbs up, the experiment is adopted as a permanent culture component. If there half to two-thirds gave a thumbs up the experiment is extended for another trial period. If less than half of the group votes thumbs up the experiment is dropped. + +Regardless of how many thumbs up it receives, an amended experiment cannot be permanently adopted and must be extended for another trial period. diff --git a/SUMMARY.md b/SUMMARY.md index 78be6ad..51b3b87 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,6 +1,5 @@ # Culture OS - * [CONTRIBUTING](/CONTRIBUTING.md) - [Ceremonies](/Ceremonies/README.md) * [Brainstorm](/Ceremonies/Brainstorm.md) * [Check In](/Ceremonies/Check_In.md) @@ -15,7 +14,6 @@ * [Growth](/Dynamic_Tensions/Growth.md) * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) - * [GLOSSARY](/GLOSSARY.md) - [Policies](/Policies/README.md) - [Practices](/Practices/README.md) * [Accountability](/Practices/Accountability.md) @@ -30,4 +28,5 @@ * [Conflict](/Processes/Conflict.md) * [New Experiment](/Processes/New_Experiment.md) * [Solidify Experiment](/Processes/Solidify_Experiment.md) -- Images +* [CONTRIBUTING](/CONTRIBUTING.md) +* [GLOSSARY](/GLOSSARY.md) From 17a5532eefb5c2a69d3bf7b7acb5e9bd8072b3d9 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:14:37 -0700 Subject: [PATCH 09/89] improves readme --- README.md | 12 +----------- 1 file changed, 1 insertion(+), 11 deletions(-) diff --git a/README.md b/README.md index deae018..b786ea0 100644 --- a/README.md +++ b/README.md @@ -1,19 +1,9 @@ > “An idea that is not dangerous is unworthy of being called an idea at all.” ~ Oscar Wilde -# Learners Guild Culture OS +# Learners Guild Culture Operating System Welcome! -Learners Guild’s purpose is a dignified livelihood for everyone. Our mission is to create the opportunity for anyone who is willing and able to become a software developer to do so. - -We are working to build a purpose driven organization, and a thriving learning culture. That’s an easy thing to want and say, but it’s difficult to practice. It takes active effort to articulate our guiding principles, and our values, and to live them day to day. - -This repository contains all our agreements, policies, operating models, values and guiding principles. It is meant to be a living and dynamic support of the way we are working and learning together. As a learning organization, we anticipate changes will be made to this culture OS in the future and reserve the right to amend, revise and/or withdraw parts of it. All feedback and suggestions (especially in the form of pull requests) are very appreciated. This is a work in progress that we hope will get better with more time and more contributors. - -Each learner is responsible for reading, understanding, and complying with this culture OS. Our goal is to work together towards a learning environment that is constructive and supports both personal and professional growth. - -# Culture Operating System - Our learning environment is self-organizing, rigorously goal-driven, and personally and professionally rewarding. A powerful, positive culture is the strongest, most pervasive support structure a learning community can have. This culture OS provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. From bd94efb406943f3d0fd2dbd7468bfa0d63650231 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:23:05 -0700 Subject: [PATCH 10/89] policies --- {Practices => Policies}/Non_Triangulation.md | 5 ++--- Policies/README.md | 15 ++------------- 2 files changed, 4 insertions(+), 16 deletions(-) rename {Practices => Policies}/Non_Triangulation.md (73%) diff --git a/Practices/Non_Triangulation.md b/Policies/Non_Triangulation.md similarity index 73% rename from Practices/Non_Triangulation.md rename to Policies/Non_Triangulation.md index 56e65d8..7c033df 100644 --- a/Practices/Non_Triangulation.md +++ b/Policies/Non_Triangulation.md @@ -1,9 +1,8 @@ -# Non Triangulation +# Non Triangulation Policy +**Purpose:** The intention of this policy is to support a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present. **Serves Values:** Safety, Being in Relationship -The intention of this practice is to build a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present. - Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation. If you have feedback for supporting staff, or other stakeholders, do your best to give it directly to them. If that's not possible/efficient/effective it's OK to talk about them with someone else. diff --git a/Policies/README.md b/Policies/README.md index b7dae9e..6b3575c 100644 --- a/Policies/README.md +++ b/Policies/README.md @@ -1,16 +1,5 @@ # Policies -We only have a few policies and they’re applicable chapter-wide. We’ve kept it simple for a few reasons: policies are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to -creatively problem solve and respond to new situations, eventually creating more challenges than they solve. +A policy is a shared agreement that is non-violable. Unlike practices, they are not aspirational. They present a firm and clear boundary on how we choose to be with each other. -The policies we have so far are meant to keep us safe, comfortable and promote inclusion. Pretty basic, but essential stuff. There are some policies that are outside of learner modification, but that doesn’t mean we’re not open to hearing your ideas and/or feedback about them. For example, we’re willing to hear feedback about the ISA, but the policies that make up the ISA cannot be directly modified by learners. - -This the list of Policies that Learners Guild members need to abide by in order to continue to be a part of our collective - -* [Code Of Conduct](/Policies/Code_of_Conduct.md) -* [Complaint Policy](/Policies/Complaint_Policy.md) -* [Drug And Alcohol Policy](/Policies/Drug_and_Alcohol_Policy.md) -* [Equal Opportunity](/Policies/Equal_Opportunity.md) -* [Frequently Asked Questions](/Policies/Frequently_Asked_Questions.md) -* [Holiday List](/Policies/Holiday_List.md) -* [Member Privacy](/Policies/Member_Privacy.md) +It's best to strive to keep policies to a minimum for a few reasons: policies are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together. From a6db4277c460f7cba8307c89589e565ffd262eb6 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:25:19 -0700 Subject: [PATCH 11/89] brainstorming --- Ceremonies/{brainstorm.md => Brainstorming.md} | 0 SUMMARY.md | 2 +- 2 files changed, 1 insertion(+), 1 deletion(-) rename Ceremonies/{brainstorm.md => Brainstorming.md} (100%) diff --git a/Ceremonies/brainstorm.md b/Ceremonies/Brainstorming.md similarity index 100% rename from Ceremonies/brainstorm.md rename to Ceremonies/Brainstorming.md diff --git a/SUMMARY.md b/SUMMARY.md index 51b3b87..0c18e2e 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,7 +1,7 @@ # Culture OS - [Ceremonies](/Ceremonies/README.md) - * [Brainstorm](/Ceremonies/Brainstorm.md) + * [Brainstorm](/Ceremonies/Brainstorming.md) * [Check In](/Ceremonies/Check_In.md) * [Check Out](/Ceremonies/Check_Out.md) * [Climate Check](/Ceremonies/Climate_Check.md) From bf8e0c8401e60872af8505578f078ed3c703dcd4 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:27:46 -0700 Subject: [PATCH 12/89] better formatting --- Ceremonies/Home_Group.md | 15 ++++++++------- 1 file changed, 8 insertions(+), 7 deletions(-) diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index e80b759..c440360 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -2,26 +2,27 @@ The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. -**Step 1:** [Check-in](Check-in.md) +**Step 1: [Check-in](Check-in.md)** -**Step 2:** [Climate check](Climate-check.md) +**Step 2: [Climate check](Climate-check.md)** -**Step 3:** Solidify Experiments +**Step 3: Solidify Experiments** Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. -**Step 4:** Build proposals +**Step 4: Build proposals** Existing components are suggested and new components are proposed, popcorn style. If the proposal is regarding a new component, the proposers talk about which value(s), type of component, and give a quick (2 minute) overview of what it is. If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or just skip. -**Step 5:** Select proposal: Deciding where to dive +**Step 5: Select proposal** There is a reaction round of folks listing which components they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/New-experiment.md) and then facilitates the experiment itself. -**(optional) Step 6:** If there is time left for another component, the facilitator initiates another select proposal round. +**(optional) Step 6: One more proposal** +If there is time left for another component, the facilitator initiates another select proposal round. -**Step 7:** [Checkout](Check-out.md) +**Step 7: [Checkout](Check-out.md)** From 7e87d1fc8211b068409c815400ce79bb48fdf111 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:34:52 -0700 Subject: [PATCH 13/89] a bunch of links --- Ceremonies/README.md | 8 ++++++++ Policies/README.md | 4 +++- Practices/README.md | 1 - README.md | 36 +++++++++++++++++++++++++++++++++--- SUMMARY.md | 2 +- 5 files changed, 45 insertions(+), 6 deletions(-) diff --git a/Ceremonies/README.md b/Ceremonies/README.md index bafb16a..82ee576 100644 --- a/Ceremonies/README.md +++ b/Ceremonies/README.md @@ -3,3 +3,11 @@ We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times (like ritual ceremonies), or at designated times with a clear beginning middle and end. A ceremony might take all day (like orientation or graduation), or might last a few minutes (like a morning standup). Sometimes practices are temporarily treated as ceremonies. Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about wether or not to participate. + +* [Brainstorm](/Ceremonies/Brainstorming.md) +* [Check In](/Ceremonies/Check_In.md) +* [Check Out](/Ceremonies/Check_Out.md) +* [Climate Check](/Ceremonies/Climate_Check.md) +* [Collective Vision](/Ceremonies/Collective_Vision.md) +* [Deepen Practice](/Ceremonies/Deepen_Practice.md) +* [Home Group](/Ceremonies/Home_Group.md) diff --git a/Policies/README.md b/Policies/README.md index 6b3575c..e93dd79 100644 --- a/Policies/README.md +++ b/Policies/README.md @@ -2,4 +2,6 @@ A policy is a shared agreement that is non-violable. Unlike practices, they are not aspirational. They present a firm and clear boundary on how we choose to be with each other. -It's best to strive to keep policies to a minimum for a few reasons: policies are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together. +It's best to strive to keep policies to a minimum for a few reasons: policies are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together. + +* [Non Triangulation](/Policies/Non_Triangulation.md) diff --git a/Practices/README.md b/Practices/README.md index 9a25da0..9c8b0a9 100644 --- a/Practices/README.md +++ b/Practices/README.md @@ -7,7 +7,6 @@ Our practices are aspirational. By definition, we will not do them perfectly, or * [Accountability](/Practices/Accountability.md) * [Clearing Withholds](/Practices/Clearing_Withholds.md) * [Non Judgement](/Practices/Non_Judgement.md) -* [Non Triangulation](/Practices/Non_Triangulation.md) * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) * [Presence](/Practices/Presence.md) * [Radical Honesty](/Practices/Radical_Honesty.md) diff --git a/README.md b/README.md index b786ea0..aace5b5 100644 --- a/README.md +++ b/README.md @@ -6,13 +6,43 @@ Welcome! Our learning environment is self-organizing, rigorously goal-driven, and personally and professionally rewarding. A powerful, positive culture is the strongest, most pervasive support structure a learning community can have. -This culture OS provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. - -The Cultural OS defines the components of our shared culture and the processes by which members of the learning collective can shape it. +Our Culture OS provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. It defines the components of our shared culture and the processes by which members of the learning collective can shape it. Everyone is responsible for embodying and improving this culture. +- [Ceremonies](/Ceremonies/README.md) + * [Brainstorm](/Ceremonies/Brainstorming.md) + * [Check In](/Ceremonies/Check_In.md) + * [Check Out](/Ceremonies/Check_Out.md) + * [Climate Check](/Ceremonies/Climate_Check.md) + * [Collective Vision](/Ceremonies/Collective_Vision.md) + * [Deepen Practice](/Ceremonies/Deepen_Practice.md) + * [Home Group](/Ceremonies/Home_Group.md) +- [Dynamic Tensions](/Dynamic_Tensions/README.md) + * [Belonging](/Dynamic_Tensions/Belonging.md) + * [Efficacy](/Dynamic_Tensions/Efficacy.md) + * [Growth](/Dynamic_Tensions/Growth.md) + * [Mastery](/Dynamic_Tensions/Mastery.md) + * [Play](/Dynamic_Tensions/Play.md) +- [Policies](/Policies/README.md) + * [Non Triangulation](/Policies/Non_Triangulation.md) +- [Practices](/Practices/README.md) + * [Accountability](/Practices/Accountability.md) + * [Clearing Withholds](/Practices/Clearing_Withholds.md) + * [Non Judgement](/Practices/Non_Judgement.md) + * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) + * [Presence](/Practices/Presence.md) + * [Radical Honesty](/Practices/Radical_Honesty.md) + * [Radical Responsibility](/Practices/Radical_Responsibility.md) +- [Processes](/Processes/README.md) + * [Conflict](/Processes/Conflict.md) + * [New Experiment](/Processes/New_Experiment.md) + * [Solidify Experiment](/Processes/Solidify_Experiment.md) +* [CONTRIBUTING](/CONTRIBUTING.md) +* [GLOSSARY](/GLOSSARY.md) + + --- diff --git a/SUMMARY.md b/SUMMARY.md index 0c18e2e..de6bc0f 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -15,11 +15,11 @@ * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) - [Policies](/Policies/README.md) + * [Non Triangulation](/Policies/Non_Triangulation.md) - [Practices](/Practices/README.md) * [Accountability](/Practices/Accountability.md) * [Clearing Withholds](/Practices/Clearing_Withholds.md) * [Non Judgement](/Practices/Non_Judgement.md) - * [Non Triangulation](/Practices/Non_Triangulation.md) * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) * [Presence](/Practices/Presence.md) * [Radical Honesty](/Practices/Radical_Honesty.md) From 2f9b37644f4a4e307ad7372f8a6504e0e36b47b3 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 27 Jun 2016 23:53:01 -0700 Subject: [PATCH 14/89] fixes glossary --- GLOSSARY.md | 18 +++++++++--------- 1 file changed, 9 insertions(+), 9 deletions(-) diff --git a/GLOSSARY.md b/GLOSSARY.md index a80f145..9d62949 100644 --- a/GLOSSARY.md +++ b/GLOSSARY.md @@ -1,26 +1,26 @@ -# Apprentice +## Apprentice The apprentice stage is the first stage of learning a craft. Learners admitted to a chapter begin their journey as an apprentice. Apprentices are paid an optional minimal stipend and their primary responsibility is to advance the learning of everyone in their cohort, including themselves. -# Chapter +## Chapter Chapters are the centers of learning within Learners Guild. They are communities of practice designed for intensive, deliberate learning and growth. -# Cohort +## Cohort A cohort is a set of learners with a shared start date and chapter. -# Craft +## Craft Learners are involved with one or more crafts. These are the industries and skills which learners practice and work in. Web development is an example of a craft, as is graphic design, forestry, and photovoltaic technology. -# Guild Core +## Guild Core The Guild Core is the central organizational body of Learners Guild. The Core is responsible for all business and operational functions not explicitly under the domain of the chapters. The core is not explicitly geography-specific. -# Learner +## Learner A member of Learners Guild who is learning and practicing a craft. Learners include Apprentices and Practitioners. -# Partner +## Partner Partner is the term we use for people who work in the Guild Core. A partner is an employee of the Learners Guild who has an open ended, fixed employment. -# Practitioner +## Practitioner Practitioners are learners who are being paid to practice their craft. Their primary responsibilities are to their projects and to their own continued development and refinement of their craft. -# Stakeholder +## Stakeholder Stakeholders include all partners and learners in addition to affinity organizations, investors, board, customers, and anyone else interacting with—or impacted by—Learners Guild. From 681de039a48bbf1fd6256b1f941e73f740d21faf Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 28 Jun 2016 00:06:13 -0700 Subject: [PATCH 15/89] 360 feedback --- Ceremonies/360_feedback.md | 18 ++++++++++++++++++ 1 file changed, 18 insertions(+) create mode 100644 Ceremonies/360_feedback.md diff --git a/Ceremonies/360_feedback.md b/Ceremonies/360_feedback.md new file mode 100644 index 0000000..cfc473b --- /dev/null +++ b/Ceremonies/360_feedback.md @@ -0,0 +1,18 @@ +# 360 Feedback Ceremony + +- Stand in a circle, or sit in a semi circle +- One at a time a feedback receiver takes the "hot seat" when they are ready +- Feedback giver raises their hand if they have feedback for them +- Receiver selects who to receive feedback from +- Giver completes **both** these two sentences: + * "One of the reasons I want to work with you is...." + * "I would want to work with you more if...." +- Receiver says "thank you" and when ready selects another giver + +---- + +## Facilitation notes: + +- It's important for the facilitator to participate +- Limit givers to 3 or 4, depending on group size. Announce the limit before start +- Invite people to breathe and take a minute before raising their hand for feedback to give everyone a chance to consider what they want to say From ea241df90dfe7e53a58d3e2114062041589abe6d Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 28 Jun 2016 23:26:18 -0700 Subject: [PATCH 16/89] fleshing out some cos --- Ceremonies/360_feedback.md | 5 +++++ Ceremonies/Brainstorming.md | 2 ++ Ceremonies/Check_In.md | 1 + Ceremonies/Check_Out.md | 4 ++++ Ceremonies/Clearing.md | 3 ++- Ceremonies/Climate_Check.md | 12 ++++++++++++ Ceremonies/Collective_Vision.md | 9 +++++++++ Ceremonies/Deepen_Practice.md | 9 ++++----- Ceremonies/Home_Group.md | 12 ++++++++---- 9 files changed, 47 insertions(+), 10 deletions(-) diff --git a/Ceremonies/360_feedback.md b/Ceremonies/360_feedback.md index cfc473b..b286eaa 100644 --- a/Ceremonies/360_feedback.md +++ b/Ceremonies/360_feedback.md @@ -1,5 +1,10 @@ # 360 Feedback Ceremony +**Purpose:** To give and receive feedback about our work relationship + +**Serves Values:** Truth. Being in Relationship + + - Stand in a circle, or sit in a semi circle - One at a time a feedback receiver takes the "hot seat" when they are ready - Feedback giver raises their hand if they have feedback for them diff --git a/Ceremonies/Brainstorming.md b/Ceremonies/Brainstorming.md index 47df92f..74ff8e3 100644 --- a/Ceremonies/Brainstorming.md +++ b/Ceremonies/Brainstorming.md @@ -1,4 +1,6 @@ # Brainstorm Ceremony +**Purpose:** To support a proposer to engage with the COS and contribute to it + Proposer talks about tension / values they want to deepen. Open discussion for folks to suggest components. diff --git a/Ceremonies/Check_In.md b/Ceremonies/Check_In.md index b3d9235..7393f83 100644 --- a/Ceremonies/Check_In.md +++ b/Ceremonies/Check_In.md @@ -1,6 +1,7 @@ # Check-in Ceremony **Purpose:** To get present. Start a ceremony. + **Serves Values:** Truth. Being Myself. Engagement. - No screens diff --git a/Ceremonies/Check_Out.md b/Ceremonies/Check_Out.md index e22f839..e01b030 100644 --- a/Ceremonies/Check_Out.md +++ b/Ceremonies/Check_Out.md @@ -1,5 +1,9 @@ # Check-out Ceremony +**Purpose:** To get present. Harvest lessons learnt. Share appreciations. + +**Serves Values:** Truth. Being Myself. Engagement. + - No screens - Share Take-aways / Lessons learned - Share Appreciations diff --git a/Ceremonies/Clearing.md b/Ceremonies/Clearing.md index 9ed6eb3..39f605f 100644 --- a/Ceremonies/Clearing.md +++ b/Ceremonies/Clearing.md @@ -1,6 +1,7 @@ # Clearing Ceremony **Purpose:** Floss the crud that forms in relationships + **Serves Values:** Truth, Being in Relationship, Safety @@ -10,7 +11,7 @@ - Turn on some music to create privacy for people's conversations - Ask people to stand up and walk around. Find a partner. Look for something they have to clear, and then go ahead and clear it. If you have nothing, just share an appreciation. - Thank your partner anyway you like and find another one. -- Remind people to make themselves available, take a risk, and take responsibility for their feelings. Watch out for triangulation and judgement. The idea is to risk "good enough" for "100% clear". The goal is not that we like each other, but that we are not holding something that keeps us from working well together. +- Remind people to make themselves available, take a risk, and take responsibility for their feelings. Watch out for triangulation and judgement. The idea is to risk "good enough" for "100% clear". The goal is not that we like each other, but that we are not holding something that keeps us from working well together. - If you know you have someone you need to clear with, walk up to them and wait. - Come back to a circle, and do another "clearing count". - Notice how the total has dropped and remind everyone that the goal is to keep the number at zero. diff --git a/Ceremonies/Climate_Check.md b/Ceremonies/Climate_Check.md index 674149e..5d81c57 100644 --- a/Ceremonies/Climate_Check.md +++ b/Ceremonies/Climate_Check.md @@ -1,4 +1,16 @@ # Climate Check Ceremony **Purpose:** Brings the dynamic tensions to shared awareness. Provides feedback on current climate / culture. + **Serves Values:** Truth, Engagement + +- Post the dynamic tensions in a place where everyone can see them +- People take turns completing any (or all) of the following sentences: + +"A Value/Values I feel us working with is...." and name one or more values that they feel are being respected and held in the space. + +"An example of that is..." and name a behavior or observation or short story that exemplifies that value. + +"A Value/Values that I would like us to deepen in/work more with is...." and name one or more values that you feel you and/or the group would benefit from deepening in more. These could be the same or different values from the ones above. + +"The reason for that is..." and name a behavior, feeling, desire, or observation or short story that leads you to wanting to deepen the above value(s) more. diff --git a/Ceremonies/Collective_Vision.md b/Ceremonies/Collective_Vision.md index 9789719..36084ab 100644 --- a/Ceremonies/Collective_Vision.md +++ b/Ceremonies/Collective_Vision.md @@ -1,4 +1,13 @@ # Collective Vision Ceremony **Purpose:** Deepens understanding of the dynamic tension, and creates shared ownership / shared purpose + **Serves Values:** Engagement, Being in Relationship (shared purpose), Structure (clarity) + +Group breaks out into triads who explore and flesh out a particular tension: + +What it looks like when the values in that tension are honored. +What it feels like to be in a climate where the tension is held. +What the shadow of each value could look like if its corresponding value isn't held. + +Each triad selects one person to present exploration to the group. A short discussion of the tension if facilitated. diff --git a/Ceremonies/Deepen_Practice.md b/Ceremonies/Deepen_Practice.md index 3a52b92..88f826d 100644 --- a/Ceremonies/Deepen_Practice.md +++ b/Ceremonies/Deepen_Practice.md @@ -1,9 +1,8 @@ # Deepen Practice Ceremony **Purpose:** To bring awareness to shared practice, and deepen collective understanding/skills -**Serves Values:** All -- Discuss a practice and deepen it -- Check-in round re: accountability with practice -- Triads/Diads -- Harvest learning in group +- Pull up practice on a shared screen, and read it together. +- Check-in round re: what that practices means to you, how it's been for you practicing it. How has it served (or not) any of the dynamic tensions. +- (optional) Triads / Diads to explore what supports/detracts from that practice. +- Harvest learning in group. diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index c440360..9ae5a02 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -1,6 +1,7 @@ # Home Group Ceremony -The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. +**Purpose:** The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. + **Step 1: [Check-in](Check-in.md)** @@ -12,13 +13,16 @@ Run each proposal in a trial period through the [Solidify Experiment](/Processes **Step 4: Build proposals** -Existing components are suggested and new components are proposed, popcorn style. -If the proposal is regarding a new component, the proposers talk about which value(s), type of component, and give a quick (2 minute) overview of what it is. If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or just skip. +Popcorn style, participants suggest a process or ceremony for the group to do. + +If the proposal is regarding a new component, the proposers name the type of component (Ceremony, Policy, Process, or Practice), which value(s) it serves, and give a quick (2 minute) overview of what it is. + +If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or not. **Step 5: Select proposal** -There is a reaction round of folks listing which components they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. +There is a reaction round of folks listing which of the proposals they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/New-experiment.md) and then facilitates the experiment itself. From 1cf7751eb1d7a2715d4c52aa73817c5a501d5e38 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 28 Jun 2016 23:28:32 -0700 Subject: [PATCH 17/89] renaming play --- Dynamic_Tensions/{Play.md => Flow.md} | 0 Dynamic_Tensions/README.md | 2 +- SUMMARY.md | 2 +- 3 files changed, 2 insertions(+), 2 deletions(-) rename Dynamic_Tensions/{Play.md => Flow.md} (100%) diff --git a/Dynamic_Tensions/Play.md b/Dynamic_Tensions/Flow.md similarity index 100% rename from Dynamic_Tensions/Play.md rename to Dynamic_Tensions/Flow.md diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md index 5dd14ec..4a362bf 100644 --- a/Dynamic_Tensions/README.md +++ b/Dynamic_Tensions/README.md @@ -8,5 +8,5 @@ We strive for an environment that doesn’t trade one core value for the other, * [Belonging](/Dynamic Tensions/Belonging.md) * [Efficacy](/Dynamic Tensions/Efficacy.md) * [Growth](/Dynamic Tensions/Growth.md) -* [Play](/Dynamic Tensions/Play.md) +* [Play](/Dynamic Tensions/Flow.md) * [Mastery](/Dynamic Tensions/Mastery.md) diff --git a/SUMMARY.md b/SUMMARY.md index de6bc0f..c72b344 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -13,7 +13,7 @@ * [Efficacy](/Dynamic_Tensions/Efficacy.md) * [Growth](/Dynamic_Tensions/Growth.md) * [Mastery](/Dynamic_Tensions/Mastery.md) - * [Play](/Dynamic_Tensions/Play.md) + * [Flow](/Dynamic_Tensions/Flow.md) - [Policies](/Policies/README.md) * [Non Triangulation](/Policies/Non_Triangulation.md) - [Practices](/Practices/README.md) From 53cec561fb67d63892b8fcb3c656a133d358588f Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 06:28:55 -0700 Subject: [PATCH 18/89] some stuff --- Policies/Non_Triangulation.md | 5 +++++ Practices/Non_Judgement.md | 4 ++++ SUMMARY.md | 2 +- 3 files changed, 10 insertions(+), 1 deletion(-) diff --git a/Policies/Non_Triangulation.md b/Policies/Non_Triangulation.md index 7c033df..0af2306 100644 --- a/Policies/Non_Triangulation.md +++ b/Policies/Non_Triangulation.md @@ -6,3 +6,8 @@ Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation. If you have feedback for supporting staff, or other stakeholders, do your best to give it directly to them. If that's not possible/efficient/effective it's OK to talk about them with someone else. + +## Shared Language + +- Drama Triangle +- Victim, Villain, Hero diff --git a/Practices/Non_Judgement.md b/Practices/Non_Judgement.md index d9a582b..7af30d1 100644 --- a/Practices/Non_Judgement.md +++ b/Practices/Non_Judgement.md @@ -5,3 +5,7 @@ - Super ego - Defending - Discernment v.s. Judgement + +## Shared Language + +- Super Ego diff --git a/SUMMARY.md b/SUMMARY.md index c72b344..0899b27 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -25,7 +25,7 @@ * [Radical Honesty](/Practices/Radical_Honesty.md) * [Radical Responsibility](/Practices/Radical_Responsibility.md) - [Processes](/Processes/README.md) - * [Conflict](/Processes/Conflict.md) + * [Conflict Resolution](/Processes/Conflict.md) * [New Experiment](/Processes/New_Experiment.md) * [Solidify Experiment](/Processes/Solidify_Experiment.md) * [CONTRIBUTING](/CONTRIBUTING.md) From 198fe21d9c3e7912103e8f47de6c9b1c1a060551 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 06:31:57 -0700 Subject: [PATCH 19/89] couple of ceremonies --- Ceremonies/{360_feedback.md => Circle_Feedback.md} | 2 +- SUMMARY.md | 2 ++ 2 files changed, 3 insertions(+), 1 deletion(-) rename Ceremonies/{360_feedback.md => Circle_Feedback.md} (97%) diff --git a/Ceremonies/360_feedback.md b/Ceremonies/Circle_Feedback.md similarity index 97% rename from Ceremonies/360_feedback.md rename to Ceremonies/Circle_Feedback.md index b286eaa..1f34a19 100644 --- a/Ceremonies/360_feedback.md +++ b/Ceremonies/Circle_Feedback.md @@ -1,4 +1,4 @@ -# 360 Feedback Ceremony +# Circle Feedback Ceremony **Purpose:** To give and receive feedback about our work relationship diff --git a/SUMMARY.md b/SUMMARY.md index 0899b27..568dc6c 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -4,7 +4,9 @@ * [Brainstorm](/Ceremonies/Brainstorming.md) * [Check In](/Ceremonies/Check_In.md) * [Check Out](/Ceremonies/Check_Out.md) + * [Circle Feedback](/Ceremonies/360_Feedback.md) * [Climate Check](/Ceremonies/Climate_Check.md) + * [Clearing](/Ceremonies/Clearing.md) * [Collective Vision](/Ceremonies/Collective_Vision.md) * [Deepen Practice](/Ceremonies/Deepen_Practice.md) * [Home Group](/Ceremonies/Home_Group.md) From 4e276c3ed241d6b43c3c377f5002773b564c9b7b Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 06:34:09 -0700 Subject: [PATCH 20/89] more stuff --- SUMMARY.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/SUMMARY.md b/SUMMARY.md index 568dc6c..9dee4d0 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -4,7 +4,7 @@ * [Brainstorm](/Ceremonies/Brainstorming.md) * [Check In](/Ceremonies/Check_In.md) * [Check Out](/Ceremonies/Check_Out.md) - * [Circle Feedback](/Ceremonies/360_Feedback.md) + * [Circle Feedback](/Ceremonies/Circle_Feedback.md) * [Climate Check](/Ceremonies/Climate_Check.md) * [Clearing](/Ceremonies/Clearing.md) * [Collective Vision](/Ceremonies/Collective_Vision.md) From 443b255c7938bcdbc93797a5ba9e72aac3c9bab3 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 06:40:54 -0700 Subject: [PATCH 21/89] updating solidify experiment --- Processes/Solidify_Experiment.md | 7 ++++--- 1 file changed, 4 insertions(+), 3 deletions(-) diff --git a/Processes/Solidify_Experiment.md b/Processes/Solidify_Experiment.md index 3a9402a..c7d255e 100644 --- a/Processes/Solidify_Experiment.md +++ b/Processes/Solidify_Experiment.md @@ -29,6 +29,7 @@ Once all objections are integrated, go back to an Objection round to ensure ther Using a thumbs up / thumbs down / sideways the facilitator asks everyone to vote for adopting this proposal and/or extending the experiment. -If two thirds or more gave a thumbs up, the experiment is adopted as a permanent culture component. If there half to two-thirds gave a thumbs up the experiment is extended for another trial period. If less than half of the group votes thumbs up the experiment is dropped. - -Regardless of how many thumbs up it receives, an amended experiment cannot be permanently adopted and must be extended for another trial period. +- If two thirds or more gave a thumbs up, the experiment is adopted as a permanent culture component. +- If there are more thumbs up than thumbs down the experiment is extended for another trial period. +- If there are more thumbs down than thumbs up the experiment is dropped. +- Regardless of how many thumbs up it receives, an amended experiment cannot be permanently adopted and must be extended for another trial period. From c375c1645dd063869bd324403a5aa5b763cc40ed Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 06:43:47 -0700 Subject: [PATCH 22/89] adds board --- SUMMARY.md | 1 + 1 file changed, 1 insertion(+) diff --git a/SUMMARY.md b/SUMMARY.md index 9dee4d0..cd3d68e 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,5 +1,6 @@ # Culture OS +- [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) - [Ceremonies](/Ceremonies/README.md) * [Brainstorm](/Ceremonies/Brainstorming.md) * [Check In](/Ceremonies/Check_In.md) From 4fe84d66b217f27e554d87e9205ba39b4e61b17f Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 07:01:37 -0700 Subject: [PATCH 23/89] facilitator notes --- Ceremonies/Climate_Check.md | 11 ++++++++--- Ceremonies/Home_Group.md | 13 ++++++++++++- 2 files changed, 20 insertions(+), 4 deletions(-) diff --git a/Ceremonies/Climate_Check.md b/Ceremonies/Climate_Check.md index 5d81c57..f2cc644 100644 --- a/Ceremonies/Climate_Check.md +++ b/Ceremonies/Climate_Check.md @@ -4,8 +4,7 @@ **Serves Values:** Truth, Engagement -- Post the dynamic tensions in a place where everyone can see them -- People take turns completing any (or all) of the following sentences: +People take turns completing any (or all) of the following sentences: "A Value/Values I feel us working with is...." and name one or more values that they feel are being respected and held in the space. @@ -13,4 +12,10 @@ "A Value/Values that I would like us to deepen in/work more with is...." and name one or more values that you feel you and/or the group would benefit from deepening in more. These could be the same or different values from the ones above. -"The reason for that is..." and name a behavior, feeling, desire, or observation or short story that leads you to wanting to deepen the above value(s) more. +"The reason for that is..." and name a behavior, feeling, desire, or observation or short story that leads you to wanting to deepen the above value(s) more. + +--- + +### Facilitator notes + +- Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) in a place where everyone can see diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index 9ae5a02..a05e12d 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -9,7 +9,7 @@ **Step 3: Solidify Experiments** -Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. +- Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. **Step 4: Build proposals** @@ -30,3 +30,14 @@ If the proposal selected is a new component, the facilitator runs a [new experim If there is time left for another component, the facilitator initiates another select proposal round. **Step 7: [Checkout](Check-out.md)** + +--- + +### Facilitator notes + +- Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting +- Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. +- Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. +- Note that start time and end time of the ceremony. +- Remind people to turn screens off and to protect the space from their "todos". +- People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. From 107976ee68b1ae568feb13cdf21671b077450429 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 29 Jun 2016 07:07:14 -0700 Subject: [PATCH 24/89] more stuff --- Ceremonies/Check_In.md | 2 +- Ceremonies/Check_Out.md | 2 +- Ceremonies/Climate_Check.md | 2 +- Ceremonies/Home_Group.md | 6 +++--- Processes/Conflict.md | 2 ++ Processes/New_Experiment.md | 5 +++-- Processes/Solidify_Experiment.md | 3 ++- 7 files changed, 13 insertions(+), 9 deletions(-) diff --git a/Ceremonies/Check_In.md b/Ceremonies/Check_In.md index 7393f83..e6d6e96 100644 --- a/Ceremonies/Check_In.md +++ b/Ceremonies/Check_In.md @@ -1,6 +1,6 @@ # Check-in Ceremony -**Purpose:** To get present. Start a ceremony. +**Purpose:** This is a **built-in** process used to get present. **Serves Values:** Truth. Being Myself. Engagement. diff --git a/Ceremonies/Check_Out.md b/Ceremonies/Check_Out.md index e01b030..9a04982 100644 --- a/Ceremonies/Check_Out.md +++ b/Ceremonies/Check_Out.md @@ -1,6 +1,6 @@ # Check-out Ceremony -**Purpose:** To get present. Harvest lessons learnt. Share appreciations. +**Purpose:** This is a **built-in** process used to get present. Harvest lessons learnt. Share appreciations. **Serves Values:** Truth. Being Myself. Engagement. diff --git a/Ceremonies/Climate_Check.md b/Ceremonies/Climate_Check.md index f2cc644..4a36271 100644 --- a/Ceremonies/Climate_Check.md +++ b/Ceremonies/Climate_Check.md @@ -1,6 +1,6 @@ # Climate Check Ceremony -**Purpose:** Brings the dynamic tensions to shared awareness. Provides feedback on current climate / culture. +**Purpose:** This is a **built-in** process used to brings the dynamic tensions to shared awareness. Provides feedback on current climate / culture. **Serves Values:** Truth, Engagement diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index a05e12d..817b95c 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -1,6 +1,6 @@ # Home Group Ceremony -**Purpose:** The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. +**Purpose:** This is a **built-in** process. The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. **Step 1: [Check-in](Check-in.md)** @@ -35,8 +35,8 @@ If there is time left for another component, the facilitator initiates another s ### Facilitator notes -- Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting -- Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. +- Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting. +- Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in. - Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. - Note that start time and end time of the ceremony. - Remind people to turn screens off and to protect the space from their "todos". diff --git a/Processes/Conflict.md b/Processes/Conflict.md index 5e54178..592c8bc 100644 --- a/Processes/Conflict.md +++ b/Processes/Conflict.md @@ -1,5 +1,7 @@ # Conflict Resolution Process +**Purpose:** This is a **built-in** process used to resolve an interpersonal conflict. + As members of a learning collective, we address and resolve conflicts with these principles at front of mind: * It’s impossible to change other people. We can only change ourselves. diff --git a/Processes/New_Experiment.md b/Processes/New_Experiment.md index a808926..328202d 100644 --- a/Processes/New_Experiment.md +++ b/Processes/New_Experiment.md @@ -1,6 +1,7 @@ # New Experiment Process -**Purpose:** To suggest a new culture component for the group to experiment with. Moving a new culture component to trial mode. +**Purpose:** This is a **built-in** process used to suggest a new culture component for the group to experiment with. This process can also be used to suggest removing a component or adjusting one. + **Values:** Engagement ## Present proposal @@ -41,7 +42,7 @@ Although the proposer can modify the proposal however they want, the goal is for One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. -If there is no objection, the culture component proposed is adopted as an experiment in "trial" mode. +If there is no objection, the culture component proposed is adopted as an experiment in "trial" mode. ## Integration diff --git a/Processes/Solidify_Experiment.md b/Processes/Solidify_Experiment.md index c7d255e..87b7fbb 100644 --- a/Processes/Solidify_Experiment.md +++ b/Processes/Solidify_Experiment.md @@ -1,6 +1,7 @@ # Solidify Experiment Process -**Purpose:** To decide wether or not to adopt a culture component that's on trial basis +**Purpose:** This is a **built-in** process used to decide wether or not to adopt a culture component that's on trial basis + **Serves Values:** Engagement, Truth (feedback) ## Reaction Round From 1de82ef77c15f3259d487c8f3ec54b2ccf94cba5 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 6 Jul 2016 14:08:48 -0700 Subject: [PATCH 25/89] defining built in processes --- Ceremonies/Home_Group.md | 1 + Processes/Conflict.md | 2 ++ 2 files changed, 3 insertions(+) diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index 817b95c..189e946 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -41,3 +41,4 @@ If there is time left for another component, the facilitator initiates another s - Note that start time and end time of the ceremony. - Remind people to turn screens off and to protect the space from their "todos". - People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. +- Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it! diff --git a/Processes/Conflict.md b/Processes/Conflict.md index 592c8bc..8abe93a 100644 --- a/Processes/Conflict.md +++ b/Processes/Conflict.md @@ -2,6 +2,8 @@ **Purpose:** This is a **built-in** process used to resolve an interpersonal conflict. +**Serves Values:** Truth, Being in Relationship, Safety + As members of a learning collective, we address and resolve conflicts with these principles at front of mind: * It’s impossible to change other people. We can only change ourselves. From 617e253d722bcedd927fe4da757dc6191b9613c4 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 6 Jul 2016 14:15:43 -0700 Subject: [PATCH 26/89] changing policy to agreement --- {Policies => Agreements}/Non_Triangulation.md | 5 +++-- Agreements/README.md | 7 +++++++ Ceremonies/Climate_Check.md | 1 + Ceremonies/Home_Group.md | 2 +- Dynamic_Tensions/Growth.md | 2 +- Policies/README.md | 7 ------- Processes/New_Experiment.md | 2 +- README.md | 5 ++--- SUMMARY.md | 4 ++-- 9 files changed, 18 insertions(+), 17 deletions(-) rename {Policies => Agreements}/Non_Triangulation.md (74%) create mode 100644 Agreements/README.md delete mode 100644 Policies/README.md diff --git a/Policies/Non_Triangulation.md b/Agreements/Non_Triangulation.md similarity index 74% rename from Policies/Non_Triangulation.md rename to Agreements/Non_Triangulation.md index 0af2306..eac55d5 100644 --- a/Policies/Non_Triangulation.md +++ b/Agreements/Non_Triangulation.md @@ -1,6 +1,7 @@ -# Non Triangulation Policy +# Non Triangulation Agreement + +**Purpose:** The intention of this agreement is to support a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present. -**Purpose:** The intention of this policy is to support a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present. **Serves Values:** Safety, Being in Relationship Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation. diff --git a/Agreements/README.md b/Agreements/README.md new file mode 100644 index 0000000..d49a445 --- /dev/null +++ b/Agreements/README.md @@ -0,0 +1,7 @@ +# Agreements + +An agreement is a shared agreement that is non-violable. Unlike practices, they are not aspirational. They present a firm and clear boundary on how we choose to be with each other. + +It's best to strive to keep agreements to a minimum for a few reasons: agreements are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together. + +* [Non Triangulation](/Agreements/Non_Triangulation.md) diff --git a/Ceremonies/Climate_Check.md b/Ceremonies/Climate_Check.md index 4a36271..0fad519 100644 --- a/Ceremonies/Climate_Check.md +++ b/Ceremonies/Climate_Check.md @@ -19,3 +19,4 @@ People take turns completing any (or all) of the following sentences: ### Facilitator notes - Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) in a place where everyone can see +- Remind people that they can pass (and then get back to them at the end of the round). Anybody can pass twice if they don't want to share. diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index 189e946..26d94b9 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -15,7 +15,7 @@ Popcorn style, participants suggest a process or ceremony for the group to do. -If the proposal is regarding a new component, the proposers name the type of component (Ceremony, Policy, Process, or Practice), which value(s) it serves, and give a quick (2 minute) overview of what it is. +If the proposal is regarding a new component, the proposers name the type of component (Ceremony, Agreement, Process, or Practice), which value(s) it serves, and give a quick (2 minute) overview of what it is. If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or not. diff --git a/Dynamic_Tensions/Growth.md b/Dynamic_Tensions/Growth.md index 3c5a010..0976ea3 100644 --- a/Dynamic_Tensions/Growth.md +++ b/Dynamic_Tensions/Growth.md @@ -39,7 +39,7 @@ We deliberately remove obstacles to truth telling. We welcome mistakes as long a Communication and negotiation among groups of people is difficult, but the more honest we can be with each other, the easier it will be for us to trust one another and work together as a team. Openness and honesty will be critical to our success, which is why this is one of our key values, and why it’s a mantra we repeat in many conversations. -Transparency may seem like a passive process, like "don’t hide anything," but it’s actually a big challenge to keep everyone up to date and on the same page about stuff they’re not working on on a daily basis. These are some of the policies we use to make information more accessible, but our work is ongoing. +Transparency may seem like a passive process, like "don’t hide anything," but it’s actually a big challenge to keep everyone up to date and on the same page about stuff they’re not working on on a daily basis. These are some of the agreements we use to make information more accessible, but our work is ongoing. ### Member-to-Member Feedback diff --git a/Policies/README.md b/Policies/README.md deleted file mode 100644 index e93dd79..0000000 --- a/Policies/README.md +++ /dev/null @@ -1,7 +0,0 @@ -# Policies - -A policy is a shared agreement that is non-violable. Unlike practices, they are not aspirational. They present a firm and clear boundary on how we choose to be with each other. - -It's best to strive to keep policies to a minimum for a few reasons: policies are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together. - -* [Non Triangulation](/Policies/Non_Triangulation.md) diff --git a/Processes/New_Experiment.md b/Processes/New_Experiment.md index 328202d..f876766 100644 --- a/Processes/New_Experiment.md +++ b/Processes/New_Experiment.md @@ -10,7 +10,7 @@ The proposer identifies one or more values that they would like to deepen themse The proposal is in the form of a new culture component for the group to adopt on a trial basis. It consists of 4 parts: -1. Type of culture component: practice, policy, process, ceremony, or shared language +1. Type of culture component: practice, agreement, process, ceremony, or shared language 2. Value(s) it deepens: Which of the ten values does the proposal address/deepen 3. Trial period length: How long should the experiment run before considered for full adoption 4. Description: A brief overview of the culture component diff --git a/README.md b/README.md index aace5b5..5dbda38 100644 --- a/README.md +++ b/README.md @@ -10,7 +10,8 @@ Our Culture OS provides a framework by which we --as members of the learning col Everyone is responsible for embodying and improving this culture. - +- [Agreements](/Agreements/README.md) + * [Non Triangulation](/Agreements/Non_Triangulation.md) - [Ceremonies](/Ceremonies/README.md) * [Brainstorm](/Ceremonies/Brainstorming.md) * [Check In](/Ceremonies/Check_In.md) @@ -25,8 +26,6 @@ Everyone is responsible for embodying and improving this culture. * [Growth](/Dynamic_Tensions/Growth.md) * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) -- [Policies](/Policies/README.md) - * [Non Triangulation](/Policies/Non_Triangulation.md) - [Practices](/Practices/README.md) * [Accountability](/Practices/Accountability.md) * [Clearing Withholds](/Practices/Clearing_Withholds.md) diff --git a/SUMMARY.md b/SUMMARY.md index cd3d68e..b4a56c6 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,6 +1,8 @@ # Culture OS - [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) +- [Agreements](/Agreements/README.md) + * [Non Triangulation](/Agreements/Non_Triangulation.md) - [Ceremonies](/Ceremonies/README.md) * [Brainstorm](/Ceremonies/Brainstorming.md) * [Check In](/Ceremonies/Check_In.md) @@ -17,8 +19,6 @@ * [Growth](/Dynamic_Tensions/Growth.md) * [Mastery](/Dynamic_Tensions/Mastery.md) * [Flow](/Dynamic_Tensions/Flow.md) -- [Policies](/Policies/README.md) - * [Non Triangulation](/Policies/Non_Triangulation.md) - [Practices](/Practices/README.md) * [Accountability](/Practices/Accountability.md) * [Clearing Withholds](/Practices/Clearing_Withholds.md) From 15aab553992cc528a32cc79bf9fb6c850497ab88 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 6 Jul 2016 14:31:10 -0700 Subject: [PATCH 27/89] more cos changes --- Ceremonies/Circle_Feedback.md | 9 +++++---- Ceremonies/Climate_Check.md | 6 ++++-- Ceremonies/Home_Group.md | 1 + Dynamic_Tensions/README.md | 1 + Practices/Pause.md | 9 +++++++++ Processes/Solidify_Experiment.md | 2 +- SUMMARY.md | 1 + 7 files changed, 22 insertions(+), 7 deletions(-) create mode 100644 Practices/Pause.md diff --git a/Ceremonies/Circle_Feedback.md b/Ceremonies/Circle_Feedback.md index 1f34a19..9f78e0d 100644 --- a/Ceremonies/Circle_Feedback.md +++ b/Ceremonies/Circle_Feedback.md @@ -5,13 +5,13 @@ **Serves Values:** Truth. Being in Relationship -- Stand in a circle, or sit in a semi circle -- One at a time a feedback receiver takes the "hot seat" when they are ready +- Stand or preferably sit in a semi circle +- One at a time a feedback receiver takes the "hot seat" in front of the semi circle when they are ready - Feedback giver raises their hand if they have feedback for them - Receiver selects who to receive feedback from - Giver completes **both** these two sentences: - * "One of the reasons I want to work with you is...." - * "I would want to work with you more if...." + * "I trust you and want to work with you because...." + * "I would trust you and want to work with you more if...." - Receiver says "thank you" and when ready selects another giver ---- @@ -21,3 +21,4 @@ - It's important for the facilitator to participate - Limit givers to 3 or 4, depending on group size. Announce the limit before start - Invite people to breathe and take a minute before raising their hand for feedback to give everyone a chance to consider what they want to say +- Teach participants the jazz hands signal for agreeing and have them practice it once or twice and encourage them to use it to amplify the feedback that's being given diff --git a/Ceremonies/Climate_Check.md b/Ceremonies/Climate_Check.md index 0fad519..a9d0940 100644 --- a/Ceremonies/Climate_Check.md +++ b/Ceremonies/Climate_Check.md @@ -4,7 +4,7 @@ **Serves Values:** Truth, Engagement -People take turns completing any (or all) of the following sentences: +1. People take turns completing any (or all) of the following sentences: "A Value/Values I feel us working with is...." and name one or more values that they feel are being respected and held in the space. @@ -14,9 +14,11 @@ People take turns completing any (or all) of the following sentences: "The reason for that is..." and name a behavior, feeling, desire, or observation or short story that leads you to wanting to deepen the above value(s) more. +2. (optional) Facilitator invites anybody who thought of something else to mention it popcorn style. --- ### Facilitator notes - Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) in a place where everyone can see -- Remind people that they can pass (and then get back to them at the end of the round). Anybody can pass twice if they don't want to share. +- Remind people that they can pass (and then get back to them at the end of the round). Anybody can pass twice if they don't want to share +- Resist the temptation to create a visible (or invisible) agenda of the issues people are bringing up. The purpose of the climate check is to bring the dynamic tensions and our shared values to the forefront of our minds and hearts, not to resolve anything. It is a glance in the mirror, a reflection, not a trouble shooting session. diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index 26d94b9..c6cb4b9 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -38,6 +38,7 @@ If there is time left for another component, the facilitator initiates another s - Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting. - Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in. - Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. +- Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave. - Note that start time and end time of the ceremony. - Remind people to turn screens off and to protect the space from their "todos". - People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md index 4a362bf..52c60e5 100644 --- a/Dynamic_Tensions/README.md +++ b/Dynamic_Tensions/README.md @@ -4,6 +4,7 @@ Culture is made possible by holding pairs of seemingly paradoxical values that w We strive for an environment that doesn’t trade one core value for the other, but instead holds tension between two sometimes seemingly paradoxical values, promoting both. +It's important that we hold these values as north stars to aspire to, not as impossible ideals to judge ourselves and each other by. * [Belonging](/Dynamic Tensions/Belonging.md) * [Efficacy](/Dynamic Tensions/Efficacy.md) diff --git a/Practices/Pause.md b/Practices/Pause.md new file mode 100644 index 0000000..1c4da0c --- /dev/null +++ b/Practices/Pause.md @@ -0,0 +1,9 @@ +# Pause Practice + +**Serves Values** Being Myself, Engagement + +Anyone in our group is encouraged at a moment to ask everyone to pause in silence, offer a brief reflection, or not. Keep some amount of time, a minute or two (max), thank everyone, and resume. + +- Not allowed at tactical meetings. +- Ok to do at governance meetings. +- Particularly used when we are in circle space. diff --git a/Processes/Solidify_Experiment.md b/Processes/Solidify_Experiment.md index 87b7fbb..64ca127 100644 --- a/Processes/Solidify_Experiment.md +++ b/Processes/Solidify_Experiment.md @@ -32,5 +32,5 @@ Using a thumbs up / thumbs down / sideways the facilitator asks everyone to vote - If two thirds or more gave a thumbs up, the experiment is adopted as a permanent culture component. - If there are more thumbs up than thumbs down the experiment is extended for another trial period. -- If there are more thumbs down than thumbs up the experiment is dropped. +- If there are more thumbs down than thumbs up (or equal) the experiment is dropped. - Regardless of how many thumbs up it receives, an amended experiment cannot be permanently adopted and must be extended for another trial period. diff --git a/SUMMARY.md b/SUMMARY.md index b4a56c6..6ece3a3 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -24,6 +24,7 @@ * [Clearing Withholds](/Practices/Clearing_Withholds.md) * [Non Judgement](/Practices/Non_Judgement.md) * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) + * [Pause](/Practices/Pause.md) * [Presence](/Practices/Presence.md) * [Radical Honesty](/Practices/Radical_Honesty.md) * [Radical Responsibility](/Practices/Radical_Responsibility.md) From e98867ff5bdbf331238b579caf75887d1eb667ca Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:26:03 -0700 Subject: [PATCH 28/89] adds one line definitions to glossary --- GLOSSARY.md | 169 ++++++++++++++++++++++++++++++++++++++++++++++++++++ 1 file changed, 169 insertions(+) diff --git a/GLOSSARY.md b/GLOSSARY.md index 9d62949..574cd40 100644 --- a/GLOSSARY.md +++ b/GLOSSARY.md @@ -1,3 +1,8 @@ +## Accountability +- I take ownership of my areas of responsibility +- I am willing to give an accurate recollection of my actions at any time +- I strive to know the impact of my actions and take all of my impact into account + ## Apprentice The apprentice stage is the first stage of learning a craft. Learners admitted to a chapter begin their journey as an apprentice. Apprentices are paid an optional minimal stipend and their primary responsibility is to advance the learning of everyone in their cohort, including themselves. @@ -7,20 +12,184 @@ Chapters are the centers of learning within Learners Guild. They are communities ## Cohort A cohort is a set of learners with a shared start date and chapter. +## Continuous Growth +- I am deliberately and consistently improving my craft and my skills +- I aspire to live in my Zone of Proximal Development +- I take on Relevant Stretchy Goals + +## Courage +- I am honest, even when it’s risky. +- I take actions that frighten me when I believe in the value of the outcome. +- I choose truth over comfort +- I am willing to risk the status quo in order to make it better +- I am willing to risk our relationship, in order to deepen it + ## Craft Learners are involved with one or more crafts. These are the industries and skills which learners practice and work in. Web development is an example of a craft, as is graphic design, forestry, and photovoltaic technology. +## Critical Analysis +We invite and share critique of reason, performance, and output. + +## Continuous Feedback +We frequently and honestly reflect impactful consequences of actions back to the agent behind the action. + +## Deliberation +I carefully and thoughtfully choose how I spend my time. + +## Dignity +- I know that I am worthy of respect, and that I belong + +## Full Ownership +- I take on our shared purpose as my own +- I resist blame and apathy + ## Guild Core The Guild Core is the central organizational body of Learners Guild. The Core is responsible for all business and operational functions not explicitly under the domain of the chapters. The core is not explicitly geography-specific. +## Kindness +I consider how my behavior impacts others and make efforts for that impact to be positive. + ## Learner A member of Learners Guild who is learning and practicing a craft. Learners include Apprentices and Practitioners. +## Meaning +I am a crucial part in something that has a significant impact + +## Openness +- We welcome, encourage, and celebrate inquiry +- We respecting the authority of the inquired to retain privacy if desired. + ## Partner Partner is the term we use for people who work in the Guild Core. A partner is an employee of the Learners Guild who has an open ended, fixed employment. +## Persistence +- I recognize that learning necessitates discomfort, and I sustain my practices through both times of strain as well as times of flow. + +## Play +We make time for unstructured activity for the sake of pure recreation rather than a specific purpose. + ## Practitioner Practitioners are learners who are being paid to practice their craft. Their primary responsibilities are to their projects and to their own continued development and refinement of their craft. +## Presence +I am here now: Undistracted, attuned, and aware. + +## Realness +- I allow myself to be seen and known +- I lower my filters and expose a more true me + +## Reliability +I minimize the gap between my word and behavior + ## Stakeholder Stakeholders include all partners and learners in addition to affinity organizations, investors, board, customers, and anyone else interacting with—or impacted by—Learners Guild. + +## Transparency +- We don’t hide helpful information from each other unless it will cause harm +- We expose our failures risking safety for truth + +## Growth Mindset +We believe in neuroplasticity and evaluate each other and ourselves based on our actions, not on our qualities or identities. + +## Dedication +I am committed to our shared purpose, and determined to achieve it + +## Purposeful +I have an understood place in the concert of our company + +## Whole Heartedness +- I embrace everything: the full catastrophe +- I engage authentically, with courage and compassion + +## Clarity +We make what is implicit explicit, and we record it. + +## Integrity +- I am honest and morally upright +- I minimize the gap between my internal world and external behavior +- I harmonize different parts of myself: heart, mind & body +- I consistently prove myself worthy of others’ trust. + +## Boundaries +We have crisp definitions of where something ends and something else begins + +## Vulnerability +I deliberately allow myself to be impacted by others. + +## Appreciation +I am present to the goodness in people and generously deliver feedback on my observations. + +## Privacy +I respect people’s confidentiality and their unwillingness to share certain things. + +## Enjoyment +We are present with what we experience and all the good that it brings to us. + +## Exploration +We actively seek new ideas, activities, and adventures. + +## Curiosity +We are interested in things that lie beyond our own knowledge and experience. + +## Wholeness +I feel as if my entire maslow's hierarchy of needs is being filled regularly + +## Wonder +We regularly imagine what is possible beyond what already exists in our everyday experience. + +## Personal expression +- I contribute something that reflects me personally + +## Authenticity +- I lower my filters and expose a more true me + +## Individuality +- I contribute something that reflects me personally + +## Autonomy +I feel able to take fully independent control over my domain + +## Freedom +- I have reasonable control over what it happening to me at all times +- I have a large degree of influence on my own destiny. + +## Personal Power +I am growing in capability as I collaborate + +## Guidance +- Support to help resolve a problem or difficulty, or take advantage of an opportunity + +## Mentorship +- I search for experience differential to provide feedback +- I allow myself to receive feedback from others +- I freely provide feedback to others to support their learning + +## Resources +- Information, tools and supplies that support my learning + +## Inclusion +- I feel like I am an integral part of the organization/team/pair +- I reach out to others to promote our shared identity/purpose + +## Shared Identity +I understand the purpose and mission of the organization/team + +## Human Connection +I am in touch with our shared humanity + +## Being with Others +I am present and honest in my interactions with people + +## Common Good +I engage/participate for the betterment of the team over personal gain + +## Diversity +- We value the uniqueness of the individual in the organization/team +- I bring my unique set of experiences to the organization/team/pair + +## Shared Purpose +We are committed to supporting the mission of the organization/team/pair + +## Belonging +- I feel like I am an integral part of the organization/team/pair +- I have a place here From 4444079eb0021bf604f9b44057e13e74afb2658e Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:27:22 -0700 Subject: [PATCH 29/89] updates flow --- Dynamic_Tensions/Flow.md | 13 +++++++------ 1 file changed, 7 insertions(+), 6 deletions(-) diff --git a/Dynamic_Tensions/Flow.md b/Dynamic_Tensions/Flow.md index 04831e1..5dad582 100644 --- a/Dynamic_Tensions/Flow.md +++ b/Dynamic_Tensions/Flow.md @@ -9,18 +9,19 @@ The Flow Tension optimizes the energies between dedicated engagement, and fun. ## Fun - Enjoyment -- Aimless exploration +- Exploration - Curiosity - Play +- Wonder ## Engagement -- Meaning -- Purpose - Dedication -- Whole heartedness -- Practice [presence](/Practices/Presence.md) -- Flow +- Purpose +- Meaning +- Whole Heartedness +- Full Ownership +- Presence ## What it could look like From 4ae64756db2db5204e43f0f1044c54cd9f2d7f30 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:29:16 -0700 Subject: [PATCH 30/89] gets rid of some bullets in glossary --- GLOSSARY.md | 8 ++------ 1 file changed, 2 insertions(+), 6 deletions(-) diff --git a/GLOSSARY.md b/GLOSSARY.md index 574cd40..bb38c5b 100644 --- a/GLOSSARY.md +++ b/GLOSSARY.md @@ -1,7 +1,5 @@ ## Accountability -- I take ownership of my areas of responsibility -- I am willing to give an accurate recollection of my actions at any time -- I strive to know the impact of my actions and take all of my impact into account +I take ownership of my areas of responsibility. I am willing to give an accurate recollection of my actions at any time. I strive to know the impact of my actions and take all of my impact into account ## Apprentice The apprentice stage is the first stage of learning a craft. Learners admitted to a chapter begin their journey as an apprentice. Apprentices are paid an optional minimal stipend and their primary responsibility is to advance the learning of everyone in their cohort, including themselves. @@ -13,9 +11,7 @@ Chapters are the centers of learning within Learners Guild. They are communities A cohort is a set of learners with a shared start date and chapter. ## Continuous Growth -- I am deliberately and consistently improving my craft and my skills -- I aspire to live in my Zone of Proximal Development -- I take on Relevant Stretchy Goals +I am deliberately and consistently improving my craft and my skills. I aspire to live in my Zone of Proximal Development. I take on Relevant Stretchy Goals ## Courage - I am honest, even when it’s risky. From cfae5e9477fb16d96fc963d40298d7fe5521a43e Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:30:16 -0700 Subject: [PATCH 31/89] updates eficacy --- Dynamic_Tensions/Efficacy.md | 11 ++++++----- 1 file changed, 6 insertions(+), 5 deletions(-) diff --git a/Dynamic_Tensions/Efficacy.md b/Dynamic_Tensions/Efficacy.md index e97edf5..028fb2b 100644 --- a/Dynamic_Tensions/Efficacy.md +++ b/Dynamic_Tensions/Efficacy.md @@ -8,13 +8,14 @@ The Efficacy tension optimizes the energies between structure and agency. We bel - Autonomy - Freedom - Personal Power -- Practice [Radical Responsibility](/Practices/Radical_Responsibility.md) ## Structure -- Clarity: Making what's implicit, explicit -- Integrity: Keeping my word. Practicing the values I profess -- Boundaries: Having good boundaries and honoring others' boundaries -- Practice [Accountability](/practices/Accountability.md) + +- Clarity +- Integrity +- Boundaries +- Accountability +- Reliability ## Look and Feel From 8b4128f9880f090183d684ed68f7330afd316c43 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:34:50 -0700 Subject: [PATCH 32/89] growth updated --- Dynamic_Tensions/Efficacy.md | 1 - Dynamic_Tensions/Growth.md | 21 ++++++++------------- GLOSSARY.md | 13 ++++++++----- 3 files changed, 16 insertions(+), 19 deletions(-) diff --git a/Dynamic_Tensions/Efficacy.md b/Dynamic_Tensions/Efficacy.md index 028fb2b..93e80e5 100644 --- a/Dynamic_Tensions/Efficacy.md +++ b/Dynamic_Tensions/Efficacy.md @@ -10,7 +10,6 @@ The Efficacy tension optimizes the energies between structure and agency. We bel - Personal Power ## Structure - - Clarity - Integrity - Boundaries diff --git a/Dynamic_Tensions/Growth.md b/Dynamic_Tensions/Growth.md index 0976ea3..b2d1825 100644 --- a/Dynamic_Tensions/Growth.md +++ b/Dynamic_Tensions/Growth.md @@ -12,22 +12,17 @@ We are in the learning business. Learning is the process of acting on our curios ## Truth -- Courage: Choosing courage over comfort -- Transparency and Openness -- Continuous feedback -- Practice [Accountability](/Practices/Accountability.md) -- Practice [Radical Honesty](/Practices/Radical_Honesty.md) - +- Courage +- Transparency +- Continuous Feedback +- Openness ## Safety -- Kindness: We treat ourselves and others with dignity, respect and an open heart. We assume good intentions and give others the benefit of doubt. -- Appreciation: Seeing and reflecting the best in others -- Vulnerability: Choosing to be impacted by someone else's truth and being committed to [putting down our defenses/reactions/shame and to being touched/moved](https://www.ted.com/talks/brene_brown_on_vulnerability?language=en). -- Practice [clearing withholds](/Practices/Clearing_Withholds.md) -- Practice [non triangulation](/Practices/Non_Triangulation.md) -- Practice [non judgement](/Practices/Non_Judgement.md) - +- Kindness +- Appreciation +- Vulnerability +- Privacy ## Look and Feel diff --git a/GLOSSARY.md b/GLOSSARY.md index bb38c5b..1f132e7 100644 --- a/GLOSSARY.md +++ b/GLOSSARY.md @@ -14,11 +14,11 @@ A cohort is a set of learners with a shared start date and chapter. I am deliberately and consistently improving my craft and my skills. I aspire to live in my Zone of Proximal Development. I take on Relevant Stretchy Goals ## Courage -- I am honest, even when it’s risky. -- I take actions that frighten me when I believe in the value of the outcome. -- I choose truth over comfort -- I am willing to risk the status quo in order to make it better -- I am willing to risk our relationship, in order to deepen it +I am honest, even when it’s risky. +I take actions that frighten me when I believe in the value of the outcome. +I choose truth over comfort. +I am willing to risk the status quo in order to make it better. +I am willing to risk our relationship, in order to deepen it. ## Craft Learners are involved with one or more crafts. These are the industries and skills which learners practice and work in. Web development is an example of a craft, as is graphic design, forestry, and photovoltaic technology. @@ -43,6 +43,8 @@ I carefully and thoughtfully choose how I spend my time. The Guild Core is the central organizational body of Learners Guild. The Core is responsible for all business and operational functions not explicitly under the domain of the chapters. The core is not explicitly geography-specific. ## Kindness +We treat ourselves and others with dignity, respect and an open heart. +We assume good intentions and give others the benefit of doubt. I consider how my behavior impacts others and make efforts for that impact to be positive. ## Learner @@ -111,6 +113,7 @@ We have crisp definitions of where something ends and something else begins ## Vulnerability I deliberately allow myself to be impacted by others. +We are committed to [putting down our defenses/reactions/shame and to being touched/moved](https://www.ted.com/talks/brene_brown_on_vulnerability?language=en). ## Appreciation I am present to the goodness in people and generously deliver feedback on my observations. From abfe424253e044cadba7a42e6096b674fdf2aef9 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:35:57 -0700 Subject: [PATCH 33/89] last two --- Dynamic_Tensions/Belonging.md | 6 +++--- 1 file changed, 3 insertions(+), 3 deletions(-) diff --git a/Dynamic_Tensions/Belonging.md b/Dynamic_Tensions/Belonging.md index fc08879..727c670 100644 --- a/Dynamic_Tensions/Belonging.md +++ b/Dynamic_Tensions/Belonging.md @@ -21,11 +21,11 @@ The Belonging Tension optimizes the energies between the individual and the comm - Shared Identity - Human Connection - Being with Others -- Belonging -- Diversity - Love - Common Good -- Practice [resisting and overcoming oppression](/Practices/Overcoming_Oppression.md) +- Diversity +- Shared Purpose +- Belonging ## Look and Feel From ccf7ffcdc331745766f60cce54080aa089dfcd9f Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:40:44 -0700 Subject: [PATCH 34/89] updates dynamic tensions from retreat --- GLOSSARY.md | 114 +++++++++++++++++++++++++++------------------------- 1 file changed, 59 insertions(+), 55 deletions(-) diff --git a/GLOSSARY.md b/GLOSSARY.md index 1f132e7..be99910 100644 --- a/GLOSSARY.md +++ b/GLOSSARY.md @@ -1,17 +1,31 @@ ## Accountability -I take ownership of my areas of responsibility. I am willing to give an accurate recollection of my actions at any time. I strive to know the impact of my actions and take all of my impact into account +I take ownership of my areas of responsibility. +I am willing to give an accurate recollection of my actions at any time. +I strive to know the impact of my actions and take all of my impact into account. ## Apprentice The apprentice stage is the first stage of learning a craft. Learners admitted to a chapter begin their journey as an apprentice. Apprentices are paid an optional minimal stipend and their primary responsibility is to advance the learning of everyone in their cohort, including themselves. +## Being with Others +I am present and honest in my interactions with people. + +## Belonging +I feel like I am an integral part of the organization/team/pair. +I have a place here. + ## Chapter Chapters are the centers of learning within Learners Guild. They are communities of practice designed for intensive, deliberate learning and growth. ## Cohort A cohort is a set of learners with a shared start date and chapter. +## Common Good +I engage/participate for the betterment of the team over personal gain. + ## Continuous Growth -I am deliberately and consistently improving my craft and my skills. I aspire to live in my Zone of Proximal Development. I take on Relevant Stretchy Goals +I am deliberately and consistently improving my craft and my skills. +I aspire to live in my Zone of Proximal Development. +I take on Relevant Stretchy Goals. ## Courage I am honest, even when it’s risky. @@ -33,11 +47,15 @@ We frequently and honestly reflect impactful consequences of actions back to the I carefully and thoughtfully choose how I spend my time. ## Dignity -- I know that I am worthy of respect, and that I belong +I know that I am worthy of respect, and that I belong. + +## Diversity +We value the uniqueness of the individual in the organization/team. +I bring my unique set of experiences to the organization/team/pair. ## Full Ownership -- I take on our shared purpose as my own -- I resist blame and apathy +I take on our shared purpose as my own. +I resist blame and apathy. ## Guild Core The Guild Core is the central organizational body of Learners Guild. The Core is responsible for all business and operational functions not explicitly under the domain of the chapters. The core is not explicitly geography-specific. @@ -51,17 +69,17 @@ I consider how my behavior impacts others and make efforts for that impact to be A member of Learners Guild who is learning and practicing a craft. Learners include Apprentices and Practitioners. ## Meaning -I am a crucial part in something that has a significant impact +I am a crucial part in something that has a significant impact. ## Openness -- We welcome, encourage, and celebrate inquiry -- We respecting the authority of the inquired to retain privacy if desired. +We welcome, encourage, and celebrate inquiry. +We respecting the authority of the inquired to retain privacy if desired. ## Partner Partner is the term we use for people who work in the Guild Core. A partner is an employee of the Learners Guild who has an open ended, fixed employment. ## Persistence -- I recognize that learning necessitates discomfort, and I sustain my practices through both times of strain as well as times of flow. +I recognize that learning necessitates discomfort, and I sustain my practices through both times of strain as well as times of flow. ## Play We make time for unstructured activity for the sake of pure recreation rather than a specific purpose. @@ -73,43 +91,43 @@ Practitioners are learners who are being paid to practice their craft. Their pri I am here now: Undistracted, attuned, and aware. ## Realness -- I allow myself to be seen and known -- I lower my filters and expose a more true me +I allow myself to be seen and known. +I lower my filters and expose a more true me. ## Reliability -I minimize the gap between my word and behavior +I minimize the gap between my word and behavior. ## Stakeholder Stakeholders include all partners and learners in addition to affinity organizations, investors, board, customers, and anyone else interacting with—or impacted by—Learners Guild. ## Transparency -- We don’t hide helpful information from each other unless it will cause harm -- We expose our failures risking safety for truth +We don’t hide helpful information from each other unless it will cause harm. +We expose our failures risking safety for truth. ## Growth Mindset We believe in neuroplasticity and evaluate each other and ourselves based on our actions, not on our qualities or identities. ## Dedication -I am committed to our shared purpose, and determined to achieve it +I am committed to our shared purpose, and determined to achieve it. ## Purposeful -I have an understood place in the concert of our company +I have an understood place in the concert of our company. ## Whole Heartedness -- I embrace everything: the full catastrophe -- I engage authentically, with courage and compassion +I embrace everything: the full catastrophe. +I engage authentically, with courage and compassion. ## Clarity We make what is implicit explicit, and we record it. ## Integrity -- I am honest and morally upright -- I minimize the gap between my internal world and external behavior -- I harmonize different parts of myself: heart, mind & body -- I consistently prove myself worthy of others’ trust. +I am honest and morally upright. +I minimize the gap between my internal world and external behavior. +I harmonize different parts of myself: heart, mind & body. +I consistently prove myself worthy of others’ trust. ## Boundaries -We have crisp definitions of where something ends and something else begins +We have crisp definitions of where something ends and something else begins. ## Vulnerability I deliberately allow myself to be impacted by others. @@ -131,64 +149,50 @@ We actively seek new ideas, activities, and adventures. We are interested in things that lie beyond our own knowledge and experience. ## Wholeness -I feel as if my entire maslow's hierarchy of needs is being filled regularly +I feel as if my entire Maslow's hierarchy of needs is being filled regularly. ## Wonder We regularly imagine what is possible beyond what already exists in our everyday experience. ## Personal expression -- I contribute something that reflects me personally +I contribute something that reflects me personally. ## Authenticity -- I lower my filters and expose a more true me +I lower my filters and expose a more true me. ## Individuality -- I contribute something that reflects me personally +I contribute something that reflects me personally. ## Autonomy -I feel able to take fully independent control over my domain +I feel able to take fully independent control over my domain. ## Freedom -- I have reasonable control over what it happening to me at all times -- I have a large degree of influence on my own destiny. +I have reasonable control over what it happening to me at all times. +I have a large degree of influence on my own destiny. ## Personal Power -I am growing in capability as I collaborate +I am growing in capability as I collaborate. ## Guidance -- Support to help resolve a problem or difficulty, or take advantage of an opportunity +Support to help resolve a problem or difficulty, or take advantage of an opportunity. ## Mentorship -- I search for experience differential to provide feedback -- I allow myself to receive feedback from others -- I freely provide feedback to others to support their learning +I search for experience differential to provide feedback. +I allow myself to receive feedback from others. +I freely provide feedback to others to support their learning. ## Resources -- Information, tools and supplies that support my learning +Information, tools and supplies that support my learning. ## Inclusion -- I feel like I am an integral part of the organization/team/pair -- I reach out to others to promote our shared identity/purpose +I feel like I am an integral part of the organization/team/pair. +I reach out to others to promote our shared identity/purpose. ## Shared Identity -I understand the purpose and mission of the organization/team +I understand the purpose and mission of the organization/team. ## Human Connection -I am in touch with our shared humanity - -## Being with Others -I am present and honest in my interactions with people - -## Common Good -I engage/participate for the betterment of the team over personal gain - -## Diversity -- We value the uniqueness of the individual in the organization/team -- I bring my unique set of experiences to the organization/team/pair +I am in touch with our shared humanity. ## Shared Purpose -We are committed to supporting the mission of the organization/team/pair - -## Belonging -- I feel like I am an integral part of the organization/team/pair -- I have a place here +We are committed to supporting the mission of the organization/team/pair. From 86aa7b84432e7d6288b56d19a32e1a956ff4880d Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 12 Jul 2016 16:43:38 -0700 Subject: [PATCH 35/89] adds shared skill to practice definition --- Practices/README.md | 2 ++ 1 file changed, 2 insertions(+) diff --git a/Practices/README.md b/Practices/README.md index 9c8b0a9..a44890a 100644 --- a/Practices/README.md +++ b/Practices/README.md @@ -2,6 +2,8 @@ Practices tend to be ongoing and are used as needed. For example, we practice clearing withholds when we realize we’re holding onto feelings, perceptions or stories that are getting in the way of our connection with someone. +A practice is usually associated with a shared skill, or shared knowledge. For example, to practice [Non Judgement](/Practices/Non_Judgement.md) as a collective their needs to be shared understanding of what judgement is and shared language around it. Introducing a practice should usually involve a teaching (or series of teachings) around it. + Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress. * [Accountability](/Practices/Accountability.md) From 2c93966da0a40c989332ee85392e34ce5772d035 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 13 Jul 2016 09:13:20 -0700 Subject: [PATCH 36/89] some adjustments to built in processes --- Practices/Non_Judgement.md | 1 + Processes/New_Experiment.md | 14 ++++++++++---- 2 files changed, 11 insertions(+), 4 deletions(-) diff --git a/Practices/Non_Judgement.md b/Practices/Non_Judgement.md index 7af30d1..5c72a58 100644 --- a/Practices/Non_Judgement.md +++ b/Practices/Non_Judgement.md @@ -2,6 +2,7 @@ **Serves Values:** Safety +## Shared Knowledge - Super ego - Defending - Discernment v.s. Judgement diff --git a/Processes/New_Experiment.md b/Processes/New_Experiment.md index f876766..14b2865 100644 --- a/Processes/New_Experiment.md +++ b/Processes/New_Experiment.md @@ -1,6 +1,6 @@ # New Experiment Process -**Purpose:** This is a **built-in** process used to suggest a new culture component for the group to experiment with. This process can also be used to suggest removing a component or adjusting one. +**Purpose:** This is a **built-in** process used to suggest a new culture component for the group to experiment with. This process can also be used to suggest removing a component or adjusting one. **Values:** Engagement @@ -38,14 +38,20 @@ After all reactions are complete, the proposer can optionally clarify the intent Although the proposer can modify the proposal however they want, the goal is for the proposer to amend their proposal if they found a better way to address their value(s). It’s not their job to address all the concerns and reactions they heard during the reaction round, or even to make improvements that were suggested by other participants. -## Objection Round +## Safe Enough Round -One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. +One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. -If there is no objection, the culture component proposed is adopted as an experiment in "trial" mode. +If there is no objection (meaning everyone says 'safe enough to try'), the culture component proposed is adopted as an experiment in "trial" mode. ## Integration If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original intentions. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. Once all objections are integrated, go back to an Objection round to ensure there is no new objections. + +--- + +### Facilitator Notes: + +- During Safe Enough round everyone must say out loud "Safe enough to try" From e40991d9e9f7a57ec3090b10cdfddb33c66e4b9a Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 13 Jul 2016 09:39:17 -0700 Subject: [PATCH 37/89] small typo fixed --- Dynamic_Tensions/Growth.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/Dynamic_Tensions/Growth.md b/Dynamic_Tensions/Growth.md index b2d1825..39fff0e 100644 --- a/Dynamic_Tensions/Growth.md +++ b/Dynamic_Tensions/Growth.md @@ -26,7 +26,7 @@ We are in the learning business. Learning is the process of acting on our curios ## Look and Feel -### A genuine love for and pursuit of truth** +### A genuine love for and pursuit of truth We deliberately remove obstacles to truth telling. We welcome mistakes as long as there is authentic and vulnerable reflection as well as personal responsibility. We are 100% transparent to each other and our stakeholders, and as open as we can be to the public without compromising our purpose (for example, we might choose to keep a certain expansion plan private from the public in order to maintain a competitive advantage in a new market). From 253da54b4bef5319bc439e596dff000fe421cede Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Fri, 22 Jul 2016 07:36:45 -0700 Subject: [PATCH 38/89] solidifies home group --- Ceremonies/Home_Group.md | 19 +++++++++++++++++-- 1 file changed, 17 insertions(+), 2 deletions(-) diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index c6cb4b9..24a1e11 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -33,12 +33,27 @@ If there is time left for another component, the facilitator initiates another s --- -### Facilitator notes +## Facilitator notes + +### Home Group Framing + +- Purpose of home group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. + +- This can't be top down. At Enron there were great words on the wall: Integrity, Honesty, Service. Every company has words on the wall. This isn't trivial. + +- We do it here using three steps. + - Step 1: We agree on what the goal is. On what a great environment/culture looks like. + - Step 2: We try different things to deliberately move towards our goal. + - Step 3: We measure how we're doing, and we try something else. + +Home groups are a place for us to decide on what the next experiment is, and to discuss how the previous experiments are going. + +### Misc Reminders - Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting. - Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in. - Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. -- Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave. +- Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave. - Note that start time and end time of the ceremony. - Remind people to turn screens off and to protect the space from their "todos". - People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. From 3ff50611ce4474825b7e0ca71a6bf03cd12b237f Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Fri, 22 Jul 2016 07:38:12 -0700 Subject: [PATCH 39/89] fixes tensions --- Dynamic_Tensions/README.md | 10 +++++----- 1 file changed, 5 insertions(+), 5 deletions(-) diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md index 52c60e5..0b667f7 100644 --- a/Dynamic_Tensions/README.md +++ b/Dynamic_Tensions/README.md @@ -6,8 +6,8 @@ We strive for an environment that doesn’t trade one core value for the other, It's important that we hold these values as north stars to aspire to, not as impossible ideals to judge ourselves and each other by. -* [Belonging](/Dynamic Tensions/Belonging.md) -* [Efficacy](/Dynamic Tensions/Efficacy.md) -* [Growth](/Dynamic Tensions/Growth.md) -* [Play](/Dynamic Tensions/Flow.md) -* [Mastery](/Dynamic Tensions/Mastery.md) +* [Belonging](/Dynamic_Tensions/Belonging.md) +* [Efficacy](/Dynamic_Tensions/Efficacy.md) +* [Growth](/Dynamic_Tensions/Growth.md) +* [Play](/Dynamic_Tensions/Flow.md) +* [Mastery](/Dynamic_Tensions/Mastery.md) From 2a333f63bf3ea18a37439da3844f2d7f3a97c58b Mon Sep 17 00:00:00 2001 From: Carla Bagdonas Date: Sat, 17 Sep 2016 09:16:37 -0700 Subject: [PATCH 40/89] Deletes images/README.md Auto commit by GitBook Editor --- Dynamic_Tensions/Growth.md | 82 ------------------------------------- Dynamic_Tensions/README.md | Bin 643 -> 643 bytes Dynamic_Tensions/Trust.md | 82 +++++++++++++++++++++++++++++++++++++ SUMMARY.md | 72 ++++++++++++++++---------------- 4 files changed, 119 insertions(+), 117 deletions(-) create mode 100644 Dynamic_Tensions/Trust.md diff --git a/Dynamic_Tensions/Growth.md b/Dynamic_Tensions/Growth.md index 39fff0e..e69de29 100644 --- a/Dynamic_Tensions/Growth.md +++ b/Dynamic_Tensions/Growth.md @@ -1,82 +0,0 @@ -# Growth Tension - -## Truth <--> Safety - -We hold the fundamental belief that all people can learn and grow, and are driven by a deep desire to do so. - -The Growth Tension optimizes the energies between safety and truth. Growth truly happens when we feel safe enough to risk truth telling with one another; when we feel safe enough to take a hard look at ourselves and accept the gift of our community’s feedback; when we are held accountable without feeling judged; when we stretch to remain in integrity with ourselves and our shared agreements; when we strive to be impeccable with our words. - -Everyone at Learners Guild makes a commitment to their own personal development. They also make a commitment to the personal growth of others. We do this as a necessary means of achieving the highest learning outcomes, and as an end in itself. - -We are in the learning business. Learning is the process of acting on our curiosity, receiving feedback, integrating it, and reflecting on it. In working together, we are animated by: - -## Truth - -- Courage -- Transparency -- Continuous Feedback -- Openness - -## Safety - -- Kindness -- Appreciation -- Vulnerability -- Privacy - -## Look and Feel - -### A genuine love for and pursuit of truth - -We deliberately remove obstacles to truth telling. We welcome mistakes as long as there is authentic and vulnerable reflection as well as personal responsibility. We are 100% transparent to each other and our stakeholders, and as open as we can be to the public without compromising our purpose (for example, we might choose to keep a certain expansion plan private from the public in order to maintain a competitive advantage in a new market). - -### Building Trust with Truth - -Communication and negotiation among groups of people is difficult, but the more honest we can be with each other, the easier it will be for us to trust one another and work together as a team. Openness and honesty will be critical to our success, which is why this is one of our key values, and why it’s a mantra we repeat in many conversations. - -Transparency may seem like a passive process, like "don’t hide anything," but it’s actually a big challenge to keep everyone up to date and on the same page about stuff they’re not working on on a daily basis. These are some of the agreements we use to make information more accessible, but our work is ongoing. - -### Member-to-Member Feedback - -Feedback given from one member to another is private unless the member receiving the feedback wishes to share. - -Giving and receiving feedback is an integral part of learning at Learners Guild. We acknowledge that in order for us all to continuously grow, we need to be able to give and receive feedback on things that push the edges of our comfort zones. Feedback is vulnerable and thus should be respectful and private. - -Members are, of course, encouraged to share as much of their _received_ feedback as they wish, whether to seek support or to stay in integrity. - -### Private Information: When and why information should be private - -Choose to make information private if: - -- making it transparent could damage the purpose of the organization -- you do not own the information and do not have the owner's explicit permission to make it transparent -- the information directly concerns another person and you do not have their explicit permission to make it transparent - - -### Closing the Gaps - -In a typical organization, individuals expend enormous energy protecting themselves. People hide parts of themselves, avoid conflict, unwittingly sabotage change efforts, and subtly enforce a separation between “the me at work” and the “real me”. The consequences are all too common, and all too familiar: more stress and turnover, office politics and gossip, less engagement and collaboration, and ultimately worse outcomes. - -“Gaps” in this sense, are most often defined by the conversations we’re not having, the things we’re not discussing, the synchronicities with others that we are not achieving, and the work that, because of some self-protective fear, we are avoiding.[^1] - -#### Gaps may arise between: - -* what we do and what we say -* what we feel and what we say -* the water cooler conversation and the meeting room conversation -* the real-time occasion of performance and the feedback on performance -* knowledge of our principles and the application of those principles -* observations perceived and feedback given -* unacknowledged power dynamics -* unresolved interpersonal tensions -* what is discussed at a board or 'executive' level and what is shared with staff - -We acknowledge that these gaps exist, and we are dedicated to closing them. - -The existence of these gaps as a prime hindrance to our collective effectiveness and even learning in the specific. We work to create easily learnable methods that help individuals communicate in ways that don’t arouse defensive reactions in others, and that enable individuals to receive and integrate feedback.[^2] - ----- - -[^1] Source: [The Deliberately Developmental Organization](https://static1.squarespace.com/static/54541a13e4b0331fc2f2a0f7/t/550b6b72e4b0ff02510e1594/1426811762075/W2G+What+is+a+DDO+Sept+2013+Copyrighted.pdf) - -[^2] Source: Overcoming Organizational Defenses: Facilitating Organizational Learning by Chris Argyris (Prentice Hall: 1990) diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md index 0b667f74b24e274b306c2d25567506aba25f3759..55c76a782b94fdb416b2ad17441de064031c7fbc 100644 GIT binary patch literal 643 QcmZQz7zLvtFrXm-00M&m0RR91 literal 643 zcmaKpOHRZv42JhTg(Vg|G@7{sPq9E^fy4qK$o#9--mjeA+{cJ_~RSLKLkKj#kR( z_`_Ei;DDhc0c}vBC$LiZbJ4aao(V*=KM>TM0TWO<_{=F%(&?~clJx!gWxqC^fRjyQ zlN)ask7;9N`{WIjoq|uIgl;r7gDDl1q&-mr?HPn4sgLIOpZo^e%#n3STiSfnz1LF# zA6w3fi=d?&-o$K4W-9>{NCq{Q4(*wgtdmYNmj;0JFG&mrDwq_Gb2awww3&w(M{B+uTNXKF~LHZA+<+Yw*%r*t^WVHf!Y6 YS-8i5tMhIH_Y3oYwu!uo&8?CA0Zy6dbpQYW diff --git a/Dynamic_Tensions/Trust.md b/Dynamic_Tensions/Trust.md new file mode 100644 index 0000000..5712bc8 --- /dev/null +++ b/Dynamic_Tensions/Trust.md @@ -0,0 +1,82 @@ +# Trust Tension + +## Truth <--> Safety + +We hold the fundamental belief that all people can learn and grow, and are driven by a deep desire to do so. + +The Growth Tension optimizes the energies between safety and truth. Growth truly happens when we feel safe enough to risk truth telling with one another; when we feel safe enough to take a hard look at ourselves and accept the gift of our community’s feedback; when we are held accountable without feeling judged; when we stretch to remain in integrity with ourselves and our shared agreements; when we strive to be impeccable with our words. + +Everyone at Learners Guild makes a commitment to their own personal development. They also make a commitment to the personal growth of others. We do this as a necessary means of achieving the highest learning outcomes, and as an end in itself. + +We are in the learning business. Learning is the process of acting on our curiosity, receiving feedback, integrating it, and reflecting on it. In working together, we are animated by: + +## Truth + +* Courage +* Transparency +* Continuous Feedback +* Openness + +## Safety + +* Kindness +* Appreciation +* Vulnerability +* Privacy + +## Look and Feel + +### A genuine love for and pursuit of truth + +We deliberately remove obstacles to truth telling. We welcome mistakes as long as there is authentic and vulnerable reflection as well as personal responsibility. We are 100% transparent to each other and our stakeholders, and as open as we can be to the public without compromising our purpose \(for example, we might choose to keep a certain expansion plan private from the public in order to maintain a competitive advantage in a new market\). + +### Building Trust with Truth + +Communication and negotiation among groups of people is difficult, but the more honest we can be with each other, the easier it will be for us to trust one another and work together as a team. Openness and honesty will be critical to our success, which is why this is one of our key values, and why it’s a mantra we repeat in many conversations. + +Transparency may seem like a passive process, like "don’t hide anything," but it’s actually a big challenge to keep everyone up to date and on the same page about stuff they’re not working on on a daily basis. These are some of the agreements we use to make information more accessible, but our work is ongoing. + +### Member-to-Member Feedback + +Feedback given from one member to another is private unless the member receiving the feedback wishes to share. + +Giving and receiving feedback is an integral part of learning at Learners Guild. We acknowledge that in order for us all to continuously grow, we need to be able to give and receive feedback on things that push the edges of our comfort zones. Feedback is vulnerable and thus should be respectful and private. + +Members are, of course, encouraged to share as much of their _received_ feedback as they wish, whether to seek support or to stay in integrity. + +### Private Information: When and why information should be private + +Choose to make information private if: + +* making it transparent could damage the purpose of the organization +* you do not own the information and do not have the owner's explicit permission to make it transparent +* the information directly concerns another person and you do not have their explicit permission to make it transparent + +### Closing the Gaps + +In a typical organization, individuals expend enormous energy protecting themselves. People hide parts of themselves, avoid conflict, unwittingly sabotage change efforts, and subtly enforce a separation between “the me at work” and the “real me”. The consequences are all too common, and all too familiar: more stress and turnover, office politics and gossip, less engagement and collaboration, and ultimately worse outcomes. + +“Gaps” in this sense, are most often defined by the conversations we’re not having, the things we’re not discussing, the synchronicities with others that we are not achieving, and the work that, because of some self-protective fear, we are avoiding.[^1] + +#### Gaps may arise between: + +* what we do and what we say +* what we feel and what we say +* the water cooler conversation and the meeting room conversation +* the real-time occasion of performance and the feedback on performance +* knowledge of our principles and the application of those principles +* observations perceived and feedback given +* unacknowledged power dynamics +* unresolved interpersonal tensions +* what is discussed at a board or 'executive' level and what is shared with staff + +We acknowledge that these gaps exist, and we are dedicated to closing them. + +The existence of these gaps as a prime hindrance to our collective effectiveness and even learning in the specific. We work to create easily learnable methods that help individuals communicate in ways that don’t arouse defensive reactions in others, and that enable individuals to receive and integrate feedback.[^2] + +--- + +[^1] Source: [The Deliberately Developmental Organization](https://static1.squarespace.com/static/54541a13e4b0331fc2f2a0f7/t/550b6b72e4b0ff02510e1594/1426811762075/W2G+What+is+a+DDO+Sept+2013+Copyrighted.pdf) + +[^2] Source: Overcoming Organizational Defenses: Facilitating Organizational Learning by Chris Argyris \(Prentice Hall: 1990\) + diff --git a/SUMMARY.md b/SUMMARY.md index 6ece3a3..f72cbeb 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,36 +1,38 @@ -# Culture OS +# Summary + +* [Introduction](README.md) +* [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) +* [Agreements](Agreements/README.md) + * [Non Triangulation](Agreements/Non_Triangulation.md) +* [Ceremonies](Ceremonies/README.md) + * [Brainstorm](Ceremonies/Brainstorming.md) + * [Check In](Ceremonies/Check_In.md) + * [Check Out](Ceremonies/Check_Out.md) + * [Circle Feedback](Ceremonies/Circle_Feedback.md) + * [Climate Check](Ceremonies/Climate_Check.md) + * [Clearing](Ceremonies/Clearing.md) + * [Collective Vision](Ceremonies/Collective_Vision.md) + * [Deepen Practice](Ceremonies/Deepen_Practice.md) + * [Home Group](Ceremonies/Home_Group.md) +* [Dynamic Tensions](Dynamic_Tensions/README.md) + * [Belonging](Dynamic_Tensions/Belonging.md) + * [Efficacy](Dynamic_Tensions/Efficacy.md) + * [Trust](Dynamic_Tensions/Growth.md) + * [Mastery](Dynamic_Tensions/Mastery.md) + * [Flow](Dynamic_Tensions/Flow.md) +* [Practices](Practices/README.md) + * [Accountability](Practices/Accountability.md) + * [Clearing Withholds](Practices/Clearing_Withholds.md) + * [Non Judgement](Practices/Non_Judgement.md) + * [Overcoming Oppression](Practices/Overcoming_Oppression.md) + * [Pause](Practices/Pause.md) + * [Presence](Practices/Presence.md) + * [Radical Honesty](Practices/Radical_Honesty.md) + * [Radical Responsibility](Practices/Radical_Responsibility.md) +* [Processes](Processes/README.md) + * [Conflict Resolution](Processes/Conflict.md) + * [New Experiment](Processes/New_Experiment.md) + * [Solidify Experiment](Processes/Solidify_Experiment.md) +* [CONTRIBUTING](CONTRIBUTING.md) +* [GLOSSARY](GLOSSARY.md) -- [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) -- [Agreements](/Agreements/README.md) - * [Non Triangulation](/Agreements/Non_Triangulation.md) -- [Ceremonies](/Ceremonies/README.md) - * [Brainstorm](/Ceremonies/Brainstorming.md) - * [Check In](/Ceremonies/Check_In.md) - * [Check Out](/Ceremonies/Check_Out.md) - * [Circle Feedback](/Ceremonies/Circle_Feedback.md) - * [Climate Check](/Ceremonies/Climate_Check.md) - * [Clearing](/Ceremonies/Clearing.md) - * [Collective Vision](/Ceremonies/Collective_Vision.md) - * [Deepen Practice](/Ceremonies/Deepen_Practice.md) - * [Home Group](/Ceremonies/Home_Group.md) -- [Dynamic Tensions](/Dynamic_Tensions/README.md) - * [Belonging](/Dynamic_Tensions/Belonging.md) - * [Efficacy](/Dynamic_Tensions/Efficacy.md) - * [Growth](/Dynamic_Tensions/Growth.md) - * [Mastery](/Dynamic_Tensions/Mastery.md) - * [Flow](/Dynamic_Tensions/Flow.md) -- [Practices](/Practices/README.md) - * [Accountability](/Practices/Accountability.md) - * [Clearing Withholds](/Practices/Clearing_Withholds.md) - * [Non Judgement](/Practices/Non_Judgement.md) - * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) - * [Pause](/Practices/Pause.md) - * [Presence](/Practices/Presence.md) - * [Radical Honesty](/Practices/Radical_Honesty.md) - * [Radical Responsibility](/Practices/Radical_Responsibility.md) -- [Processes](/Processes/README.md) - * [Conflict Resolution](/Processes/Conflict.md) - * [New Experiment](/Processes/New_Experiment.md) - * [Solidify Experiment](/Processes/Solidify_Experiment.md) -* [CONTRIBUTING](/CONTRIBUTING.md) -* [GLOSSARY](/GLOSSARY.md) From e6fed53580534deed0ffa20f2c53c527b7e495ed Mon Sep 17 00:00:00 2001 From: Carla Bagdonas Date: Sat, 17 Sep 2016 09:21:39 -0700 Subject: [PATCH 41/89] Updates Dynamic_Tensions/Trust.md Auto commit by GitBook Editor --- Dynamic_Tensions/Trust.md | Bin 5328 -> 10630 bytes Dynamic_Tensions/trust.md | 0 README.md | 65 ++++++++++++++++++++------------------ SUMMARY.md | 2 +- 4 files changed, 36 insertions(+), 31 deletions(-) create mode 100644 Dynamic_Tensions/trust.md diff --git a/Dynamic_Tensions/Trust.md b/Dynamic_Tensions/Trust.md index 5712bc8e326a2035b124320291dcc286c5430635..9d1a2816bf93e450089779ddbe477f8673eddd75 100644 GIT binary patch literal 10630 zcmeI0!EPJL5r+57r)aE^^{ypRqHNi*eA?K%j*$&)z(Rb8gGFF%of>#x76`PEm)e@6t42pkbOB5*|Dh`V`KD4vhy?cfyX>Go#)3dX)Z&vA< zd21_|wzJtgXV#%EOnHt~JZ8v8Hsc(lo0 zr+-B8tz6pTc5h5jTRYHae;B}h3B=-C7?Oq}zW#kESFYS|im7+0$dS3m`qt=Aa;qLo zV`yJ^C$2=icNkjr&Pj^n7YC9!L2BuYZ#q{LJ4ZB(P3X%=_I|i?{Z>&+<|iS6>!W!& zcmimE2q-jSpTvNi2eiI7VbemNK86-vmF~{fp_3JJ105hs9fR)wt?m1b!Zk@6$V$fI z+(2D;mDV1^V!L&Pi_!L5(>Mz!SZa&4cXxs!d(7Ie){eqZ0?R{SCPgle9F|ea7_6sK5_ z6k6TkQ+BC$RqcxD5D#Rppn2$THKed|0>!BiUwpK!Z)_sV%kA~P>SwbD<~bCwE61ms z9%wpNx5ZXpw46SKA(|gYdh+x&H6_96A(K)(Fn{uGsgEC+@4Jo|Jl-NO56oYN8Zy|W zuL+O8-yj7R10p>?X~lpl25Nb7&wOuIt{uRSa)NnP=(UPESUY&F9xYb|zeI?ZoK5L& z!L5-EVHuMxYS9b`pwc#0wz6X5YDueUJj;}q5kq7Mnh0QIlT;%nkkA)u`fdz>`kOEh zXdJ?VV#x0ufqNIbfUxFR)t+F#xVZQou1w%6{T=knY*iathT@P2E)3qWE&zA7rTR)0 z=Grmcu&i-#QUrp6Ttt<*+w;EfLUiW+w*sO2U>h`A>Ciy+WQui=*PM1MdQ5q`K8a$u z4;`M8JJZ#0zLRt%62a-2!`Uz^DSg+=38FN*SBt!J$tO__Ti#ioue3s>1~;tiZ(Vx- z9mONb{(}gFczmN>Nu`&MX+4`g&-z#>jTEEStwPGQGPaSNQTIcq)ikysa##AQ^2Jb7 zB}31RF~+FVRSC3A+8CP@xy$UB8&3qMQ~)?;u<-q70{G@Q*WjZ)-bCdcj@n?N&U z)=O6cAJU613fq+>(yWP|UYqG7xzP-37FL0fN9z9BHAv4{3TOG#UL$9dTAGy(Jz6=E z!bZ19;Nxf^xt;23Xwj_PCB}98Mj$~<%>W8TqLfp#Z{yC(+%5#j{hr-=Y(V(2gD|Yw zUR8A0t)R)54Lj>raodJX?U*mXFjFbl`&bY%_~8T08k+=J$TJ@pxAY5nOa17$z(>JC zbDdp02uPC;uo66mx*;;a5V6?S;+7c1n|%PmoX}P>iLln?VFy3B}y<^B6_>^FA>w!fmPX zxRyfJ2CR8m&f=L{gV1I;u0Lg~m9tN}D4^@oG=ZYx7P9SaDv9egEbl$}uct zb0_P+BKX8KUoinZpzL*0KHTFZvYN)ZjU$_UQ<$4K`4Xk-DmALi-!EVwxC_3Ncq?F|yA3TJOvXP@i0Gv@S|nHW z)>Tq0;}j8xr6A>mI0ZF`*kd4z-gK4v{OO+(ADT%8ir{_z^e@Fwp7OGH^s2`3R7FWyA>}U4 zH$fVEl_;~)Rm`3;CTqfpbKf}W9{WB7qrg5-4cZE29^Ah!eJlptpO(aJTde!g3ghJt ztJ6omtzbw%2g9+&?QSMHE=fV2GFV4ja)p&1MnP(mle@^-L@H{m;`X&4`-L<(F<I#zsv;026%BKlV}!hY&3yA`tx^1T8r>6s%Yr2p&Z8szANdzkY7+*qb;qznsm^&dz4Dg?S4gg}XL?6);~MUR+=7zxIF> zuMZmR-@aX^)Wz%bbFzvoF6Qx<0hQpAUbr~{j?d4p9$h_J*u_KlXnFDQ;i4)ot4n)P zJvmS3S63Iy$IB;|@~WyXF0U3BZgKVW(fQ)h<>TKk7Ec~uUOc%ve|P!vg)I=Q@9JUn?Gx@|9)Mpw?evifc|yWEBI8hOMKN#UXA1oA?0b@AH#XbZXg s6Tz=n>F6oX5!~l%G|7D5udo)mxW3_=2%>i8k93!7vv~US;yuRy4JYDussI20 delta 51 zcmZn*zM#pZtg!ir$aj90=s3gJ&3jbJnE9jQjAFUCbai#PxIluFtu@X8WsPDdb7|H9 E0IU5Ep8x;= diff --git a/Dynamic_Tensions/trust.md b/Dynamic_Tensions/trust.md new file mode 100644 index 0000000..e69de29 diff --git a/README.md b/README.md index 5dbda38..e766dcf 100644 --- a/README.md +++ b/README.md @@ -8,42 +8,47 @@ Our learning environment is self-organizing, rigorously goal-driven, and persona Our Culture OS provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. It defines the components of our shared culture and the processes by which members of the learning collective can shape it. -Everyone is responsible for embodying and improving this culture. +Everyone is responsible for embodying and improving this culture. -- [Agreements](/Agreements/README.md) +* [Agreements](/Agreements/README.md) * [Non Triangulation](/Agreements/Non_Triangulation.md) -- [Ceremonies](/Ceremonies/README.md) - * [Brainstorm](/Ceremonies/Brainstorming.md) - * [Check In](/Ceremonies/Check_In.md) - * [Check Out](/Ceremonies/Check_Out.md) - * [Climate Check](/Ceremonies/Climate_Check.md) - * [Collective Vision](/Ceremonies/Collective_Vision.md) - * [Deepen Practice](/Ceremonies/Deepen_Practice.md) - * [Home Group](/Ceremonies/Home_Group.md) -- [Dynamic Tensions](/Dynamic_Tensions/README.md) - * [Belonging](/Dynamic_Tensions/Belonging.md) - * [Efficacy](/Dynamic_Tensions/Efficacy.md) - * [Growth](/Dynamic_Tensions/Growth.md) - * [Mastery](/Dynamic_Tensions/Mastery.md) - * [Play](/Dynamic_Tensions/Play.md) -- [Practices](/Practices/README.md) - * [Accountability](/Practices/Accountability.md) - * [Clearing Withholds](/Practices/Clearing_Withholds.md) - * [Non Judgement](/Practices/Non_Judgement.md) - * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) - * [Presence](/Practices/Presence.md) - * [Radical Honesty](/Practices/Radical_Honesty.md) - * [Radical Responsibility](/Practices/Radical_Responsibility.md) -- [Processes](/Processes/README.md) - * [Conflict](/Processes/Conflict.md) - * [New Experiment](/Processes/New_Experiment.md) - * [Solidify Experiment](/Processes/Solidify_Experiment.md) + +* [Ceremonies](/Ceremonies/README.md) + * [Brainstorm](/Ceremonies/Brainstorming.md) + * [Check In](/Ceremonies/Check_In.md) + * [Check Out](/Ceremonies/Check_Out.md) + * [Climate Check](/Ceremonies/Climate_Check.md) + * [Collective Vision](/Ceremonies/Collective_Vision.md) + * [Deepen Practice](/Ceremonies/Deepen_Practice.md) + * [Home Group](/Ceremonies/Home_Group.md) + +* [Dynamic Tensions](/Dynamic_Tensions/README.md) + * [Belonging](/Dynamic_Tensions/Belonging.md) + * [Efficacy](/Dynamic_Tensions/Efficacy.md) + * [Trust](/Dynamic_Tensions/Growth.md) + * [Mastery](/Dynamic_Tensions/Mastery.md) + * [Play](/Dynamic_Tensions/Play.md) + +* [Practices](/Practices/README.md) + * [Accountability](/Practices/Accountability.md) + * [Clearing Withholds](/Practices/Clearing_Withholds.md) + * [Non Judgement](/Practices/Non_Judgement.md) + * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) + * [Presence](/Practices/Presence.md) + * [Radical Honesty](/Practices/Radical_Honesty.md) + * [Radical Responsibility](/Practices/Radical_Responsibility.md) + +* [Processes](/Processes/README.md) + * [Conflict](/Processes/Conflict.md) + * [New Experiment](/Processes/New_Experiment.md) + * [Solidify Experiment](/Processes/Solidify_Experiment.md) + * [CONTRIBUTING](/CONTRIBUTING.md) * [GLOSSARY](/GLOSSARY.md) - --- +[](http://creativecommons.org/licenses/by-nc/4.0/) -[![Creative Commons License](https://i.creativecommons.org/l/by-nc/4.0/88x31.png)](http://creativecommons.org/licenses/by-nc/4.0/) This work is licensed under a [Creative Commons Attribution-NonCommercial 4.0 International License](http://creativecommons.org/licenses/by-nc/4.0/). + diff --git a/SUMMARY.md b/SUMMARY.md index f72cbeb..3b06fd8 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -17,8 +17,8 @@ * [Dynamic Tensions](Dynamic_Tensions/README.md) * [Belonging](Dynamic_Tensions/Belonging.md) * [Efficacy](Dynamic_Tensions/Efficacy.md) - * [Trust](Dynamic_Tensions/Growth.md) * [Mastery](Dynamic_Tensions/Mastery.md) + * [Trust](Dynamic_Tensions/trust.md) * [Flow](Dynamic_Tensions/Flow.md) * [Practices](Practices/README.md) * [Accountability](Practices/Accountability.md) From e50ace973ccbed03132d6bfaf6005e7075811ece Mon Sep 17 00:00:00 2001 From: Carla Bagdonas Date: Sun, 18 Sep 2016 21:58:44 -0700 Subject: [PATCH 42/89] Deletes Dynamic_Tensions/Mastery.md Auto commit by GitBook Editor --- Dynamic_Tensions/Growth.md | 33 +++++++++++++++++++++++++++++++++ Dynamic_Tensions/Mastery.md | 30 ------------------------------ Dynamic_Tensions/Trust.md | Bin 10630 -> 10033 bytes Dynamic_Tensions/trust.md | 0 SUMMARY.md | 4 ++-- 5 files changed, 35 insertions(+), 32 deletions(-) delete mode 100644 Dynamic_Tensions/Mastery.md delete mode 100644 Dynamic_Tensions/trust.md diff --git a/Dynamic_Tensions/Growth.md b/Dynamic_Tensions/Growth.md index e69de29..2abfc4d 100644 --- a/Dynamic_Tensions/Growth.md +++ b/Dynamic_Tensions/Growth.md @@ -0,0 +1,33 @@ +# Growth Tension + +## Challenge <--> Support + +The Growth Tension optimizes the energies between challenge and support. We hold the fundamental belief that all people can learn and grow, and are driven by a deep desire to do so. When encountering novel situations that challenge our limits, we need an appropriate amount of support to meet those challenges. + +Support without challenge keeps us complacent and stagnant, while challenge without support can lead to anxiety and low morale. We seek to create a high challenge, high support environment that, when achieved, keeps us in our "stretch" zone, or [Zone of Proximal Development](https://en.wikipedia.org/wiki/Zone_of_proximal_development), where we can accomplish things with support that we can't yet achieve on our own. + +In addition to technical development, everyone at Learners Guild makes a commitment to their own personal growth and to the personal growth of others. We do this as a necessary means of achieving the highest learning outcomes, and as an end in itself. + +It can be an intensely fulfilling experience to progress and recognize one’s path towards mastery. We achieve Growth by co-creating an environment that challenges us out of our comfort zone, and supports us in overcoming these challenges. We cherish growth and development in all that we do, and when possible, raise the salience of this journey for our members, and ourselves. + +## Challenge + +* Relevant Stretchy goals +* Zone of Proximal Development + +## Support + +* Guidance +* Mentorship +* Resources + +## Look & Feel + +**What’s possible:** An environment that is “high challenge, high support” enables me to accomplish things that I can’t do alone. I’m stretched and pushed into my Zone of Proximal Development, consistently working on challenges that are slightly out of my reach, but that I can effectively tackle with support and guidance. + +**Feels like:** Working in my ZPD with adequate support is inherently joyful; I can tell I’m acquiring new skills, growing and developing my capacities. I’m challenged enough to tell I’ve accomplished something at the end of the day, but not so much that I feel consistently defeated or demoralized. There may be moments or even long stretches of frustration and struggle, but it’s in these moments that I feel safe enough to ask for help and the appropriate amount and type of support is available \(modeling, coaching, or encouragement\). I experience a sense of accomplishment and personal efficacy. + +**Looks like:** High engagement, the room is “buzzing”, people are eager to help me \(and I’m eager to help them\) and tackle problems together. I know how to get help when I need it and where to get it from. When providing help, I know something about the right kind of help to offer \(does the person need me to show them? Talk them through it? Encourage them to stick with it through a challenging moment?\) High fives, exclamations of success, appreciations, funny dance moves, and encouragement abound. + +--- + diff --git a/Dynamic_Tensions/Mastery.md b/Dynamic_Tensions/Mastery.md deleted file mode 100644 index 7a66135..0000000 --- a/Dynamic_Tensions/Mastery.md +++ /dev/null @@ -1,30 +0,0 @@ -# Mastery Tension - -## Challenge <--> Support - -We understand that the achievement of mastery is one of the strongest drives in people, and that it can be an intensely fulfilling experience to progress and recognize one’s path towards mastery. We cherish mastery in all that we do, and when possible, raise the salience of this journey for our members, and ourselves.[^1] - -We achieve Mastery by co-creating an environment that challenges us out of our comfort zone, and supports us in overcoming these challenges. - -## Challenge - -- Relevant Stretchy goals -- Zone of Proximal Development - -## Support - -- Guidance -- Mentorship -- Resources - -## Look & Feel - -**What’s possible:** An environment that is “high challenge, high support” enables me to accomplish things that I can’t do alone. I’m stretched and pushed into my Zone of Proximal Development, consistently working on challenges that are slightly out of my reach, but that I can effectively tackle with support and guidance. - -**Feels like:** Working in my ZPD with adequate support is inherently joyful; I can tell I’m acquiring new skills, growing and developing my capacities. I’m challenged enough to tell I’ve accomplished something at the end of the day, but not so much that I feel consistently defeated or demoralized. There may be moments or even long stretches of frustration and struggle, but it’s in these moments that I feel safe enough to ask for help and the appropriate amount and type of support is available (modeling, coaching, or encouragement). I experience a sense of accomplishment and personal efficacy. - -**Looks like:** High engagement, the room is “buzzing”, people are eager to help me (and I’m eager to help them) and tackle problems together. I know how to get help when I need it and where to get it from. When providing help, I know something about the right kind of help to offer (does the person need me to show them? Talk them through it? Encourage them to stick with it through a challenging moment?) High fives, exclamations of success, appreciations, funny dance moves, and encouragement abound. - ----- - -[^1] Tory Higgins, ranking professor of psychology and org behavior at Columbia, wrote a masterpiece called Beyond Pleasure and Pain several years ago that summarizes three hundred years of motivation inquiry, complete with 25 years of lab experiments. In essence, he debunks the widely held premise that humans are motivated to seek pleasure and avoid pain. The experimental data do not show this. Rather, humans are motivated most centrally to seek truth and achieve mastery, and they will endure enormous hardship and deprivation to accomplish these core values. This explains the commonplace observation of the marathon runner, the IronMan competer, just about anyone who seeks a worthy goal and places their comfort and pleasure at risk in order to be more fully human. diff --git a/Dynamic_Tensions/Trust.md b/Dynamic_Tensions/Trust.md index 9d1a2816bf93e450089779ddbe477f8673eddd75..6e203dc982df082c32163ba281f19aa69b9bd77a 100644 GIT binary patch delta 190 zcmZn*-ss1qtgw;su*l@YB08KQ8L0{(MWw|hlhZ}5Tmuks>V1uN7_+bPXVMiH@_%VAtOI86{I{>A+c!kY3XvmM4(`D zQD#YIa$=4`NxnjUX^}#4X>xLEaj}jmzWW?3powm1W%9;60p5YTp@#bDc$ Rfl{02N^D@-d{SmF4*)>xMPdK| delta 798 zcmZuv!HN?>5M_nEEFuco6$GUq;KdLR{(&NU5f2*h+%r>?F4EIIR`+C>Q}p6pa`FTA z?h^3qLHrPZL|=DSya*vQZ>s9Odatfue|md;_uK3<-P!+~J=wiuvcWZ!EK@u9#&qnH zaa6GrZULJ_#yRRa^p2@Eo*WzXWPC$w4dbG`j50MUTlQ2ZdJb!$$d%0zu3YzFu z7Q-6pauBT1nGHwq*P-hq z{?Jm96qf`Kv0$scqhBv=c_*fnPp= z90CeAh;M7$@YldxCh6CQFFB3Q_@pK?D))?YhN-|N+=#~^MRS@Y_;`5#;QQ@AyeA*o diff --git a/Dynamic_Tensions/trust.md b/Dynamic_Tensions/trust.md deleted file mode 100644 index e69de29..0000000 diff --git a/SUMMARY.md b/SUMMARY.md index 3b06fd8..52e27dd 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -17,9 +17,9 @@ * [Dynamic Tensions](Dynamic_Tensions/README.md) * [Belonging](Dynamic_Tensions/Belonging.md) * [Efficacy](Dynamic_Tensions/Efficacy.md) - * [Mastery](Dynamic_Tensions/Mastery.md) - * [Trust](Dynamic_Tensions/trust.md) + * [Growth](Dynamic_Tensions/Growth.md) * [Flow](Dynamic_Tensions/Flow.md) + * [Trust](Dynamic_Tensions/Trust.md) * [Practices](Practices/README.md) * [Accountability](Practices/Accountability.md) * [Clearing Withholds](Practices/Clearing_Withholds.md) From 30c1cec1ea8be592706d42149d1c5d61db0d93a6 Mon Sep 17 00:00:00 2001 From: Carla Bagdonas Date: Sun, 18 Sep 2016 22:18:13 -0700 Subject: [PATCH 43/89] Creates ceremonies.md Auto commit by GitBook Editor --- {Ceremonies => Activities}/Brainstorming.md | 5 +- Activities/Check_In.md | 12 ++++ Activities/Check_Out.md | 12 ++++ Activities/Circle_Feedback.md | 25 +++++++ {Ceremonies => Activities}/Clearing.md | 22 +++--- Activities/Climate_Check.md | 24 +++++++ .../Collective_Vision.md | 9 +-- Activities/Deepen_Practice.md | 9 +++ Activities/Home_Group.md | 0 Activities/README.md | 14 ++++ Ceremonies/Check_In.md | 11 --- Ceremonies/Check_Out.md | 11 --- Ceremonies/Circle_Feedback.md | 24 ------- Ceremonies/Climate_Check.md | 24 ------- Ceremonies/Deepen_Practice.md | 8 --- Ceremonies/Home_Group.md | 52 +++++++------- Ceremonies/README.md | 11 +-- SUMMARY.md | 72 ++++++++++--------- ceremonies.md | 0 home-group.md | 0 20 files changed, 180 insertions(+), 165 deletions(-) rename {Ceremonies => Activities}/Brainstorming.md (61%) create mode 100644 Activities/Check_In.md create mode 100644 Activities/Check_Out.md create mode 100644 Activities/Circle_Feedback.md rename {Ceremonies => Activities}/Clearing.md (50%) create mode 100644 Activities/Climate_Check.md rename {Ceremonies => Activities}/Collective_Vision.md (66%) create mode 100644 Activities/Deepen_Practice.md create mode 100644 Activities/Home_Group.md create mode 100644 Activities/README.md delete mode 100644 Ceremonies/Check_In.md delete mode 100644 Ceremonies/Check_Out.md delete mode 100644 Ceremonies/Circle_Feedback.md delete mode 100644 Ceremonies/Climate_Check.md delete mode 100644 Ceremonies/Deepen_Practice.md create mode 100644 ceremonies.md create mode 100644 home-group.md diff --git a/Ceremonies/Brainstorming.md b/Activities/Brainstorming.md similarity index 61% rename from Ceremonies/Brainstorming.md rename to Activities/Brainstorming.md index 74ff8e3..d959357 100644 --- a/Ceremonies/Brainstorming.md +++ b/Activities/Brainstorming.md @@ -1,6 +1,7 @@ -# Brainstorm Ceremony +# Brainstorm **Purpose:** To support a proposer to engage with the COS and contribute to it -Proposer talks about tension / values they want to deepen. +Proposer talks about tension \/ values they want to deepen. Open discussion for folks to suggest components. + diff --git a/Activities/Check_In.md b/Activities/Check_In.md new file mode 100644 index 0000000..c5b2114 --- /dev/null +++ b/Activities/Check_In.md @@ -0,0 +1,12 @@ +# Check-in + +**Purpose:** This is a **built-in** process used to get present. + +**Serves Values:** Truth. Being Myself. Engagement. + +* No screens +* Say what you need to be present +* Could be timed or untimed +* One person chooses to start and picks a direction, or popcorn, or facilitator chooses who starts +* Just listening. No consolation, comment, or reactions. + diff --git a/Activities/Check_Out.md b/Activities/Check_Out.md new file mode 100644 index 0000000..6baf6b6 --- /dev/null +++ b/Activities/Check_Out.md @@ -0,0 +1,12 @@ +# Check-out + +**Purpose:** This is a **built-in** process used to get present. Harvest lessons learned. Share appreciations. + +**Serves Values:** Truth. Being Myself. Engagement. + +* No screens +* Share Take-aways \/ Lessons learned +* Share Appreciations +* You may skip. Facilitator will get back to you. +* One person chooses to start and picks a direction or facilitator chooses popcorn style if there’s enough time + diff --git a/Activities/Circle_Feedback.md b/Activities/Circle_Feedback.md new file mode 100644 index 0000000..6a5d19c --- /dev/null +++ b/Activities/Circle_Feedback.md @@ -0,0 +1,25 @@ +# Circle Feedback + +**Purpose:** To give and receive feedback about our work relationship + +**Serves Values:** Truth. Being in Relationship + +* Stand or preferably sit in a semi circle +* One at a time a feedback receiver takes the "hot seat" in front of the semi circle when they are ready +* Feedback giver raises their hand if they have feedback for them +* Receiver selects who to receive feedback from +* Giver completes **both** these two sentences: + * "I trust you and want to work with you because...." + * "I would trust you and want to work with you more if...." + +* Receiver says "thank you" and when ready selects another giver + +--- + +## Facilitation notes: + +* It's important for the facilitator to participate +* Limit givers to 3 or 4, depending on group size. Announce the limit before start +* Invite people to breathe and take a minute before raising their hand for feedback to give everyone a chance to consider what they want to say +* Teach participants the jazz hands signal for agreeing and have them practice it once or twice and encourage them to use it to amplify the feedback that's being given + diff --git a/Ceremonies/Clearing.md b/Activities/Clearing.md similarity index 50% rename from Ceremonies/Clearing.md rename to Activities/Clearing.md index 39f605f..bcb202a 100644 --- a/Ceremonies/Clearing.md +++ b/Activities/Clearing.md @@ -1,17 +1,17 @@ -# Clearing Ceremony +# Clearing **Purpose:** Floss the crud that forms in relationships **Serves Values:** Truth, Being in Relationship, Safety +* In a circle, review the clearing process and give an example of a clearing +* Remind people that appreciations are also a withhold +* Ask people to look around the circle, and hold up the number of relationships that they think could use a flossing, or there is a withhold there. Tally up the total. +* Turn on some music to create privacy for people's conversations +* Ask people to stand up and walk around. Find a partner. Look for something they have to clear, and then go ahead and clear it. If you have nothing, just share an appreciation. +* Thank your partner anyway you like and find another one. +* Remind people to make themselves available, take a risk, and take responsibility for their feelings. Watch out for triangulation and judgement. The idea is to risk "good enough" for "100% clear". The goal is not that we like each other, but that we are not holding something that keeps us from working well together. +* If you know you have someone you need to clear with, walk up to them and wait. +* Come back to a circle, and do another "clearing count". +* Notice how the total has dropped and remind everyone that the goal is to keep the number at zero. -- In a circle, review the clearing process and give an example of a clearing -- Remind people that appreciations are also a withhold -- Ask people to look around the circle, and hold up the number of relationships that they think could use a flossing, or there is a withhold there. Tally up the total. -- Turn on some music to create privacy for people's conversations -- Ask people to stand up and walk around. Find a partner. Look for something they have to clear, and then go ahead and clear it. If you have nothing, just share an appreciation. -- Thank your partner anyway you like and find another one. -- Remind people to make themselves available, take a risk, and take responsibility for their feelings. Watch out for triangulation and judgement. The idea is to risk "good enough" for "100% clear". The goal is not that we like each other, but that we are not holding something that keeps us from working well together. -- If you know you have someone you need to clear with, walk up to them and wait. -- Come back to a circle, and do another "clearing count". -- Notice how the total has dropped and remind everyone that the goal is to keep the number at zero. diff --git a/Activities/Climate_Check.md b/Activities/Climate_Check.md new file mode 100644 index 0000000..d97a07c --- /dev/null +++ b/Activities/Climate_Check.md @@ -0,0 +1,24 @@ +# Climate Check + +**Purpose:** This is a **built-in** process used to brings the dynamic tensions to shared awareness. Provides feedback on current climate \/ culture. + +**Serves Values:** Truth, Engagement + +1. People take turns completing any \(or all\) of the following sentences: + +"A Value\/Values I feel us working with is...." and name one or more values that they feel are being respected and held in the space. + +"An example of that is..." and name a behavior or observation or short story that exemplifies that value. + +"A Value\/Values that I would like us to deepen in\/work more with is...." and name one or more values that you feel you and\/or the group would benefit from deepening in more. These could be the same or different values from the ones above. + +"The reason for that is..." and name a behavior, feeling, desire, or observation or short story that leads you to wanting to deepen the above value\(s\) more. + +## 2. \(optional\) Facilitator invites anybody who thought of something else to mention it popcorn style. + +### Facilitator notes + +* Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) in a place where everyone can see +* Remind people that they can pass \(and then get back to them at the end of the round\). Anybody can pass twice if they don't want to share +* Resist the temptation to create a visible \(or invisible\) agenda of the issues people are bringing up. The purpose of the climate check is to bring the dynamic tensions and our shared values to the forefront of our minds and hearts, not to resolve anything. It is a glance in the mirror, a reflection, not a trouble shooting session. + diff --git a/Ceremonies/Collective_Vision.md b/Activities/Collective_Vision.md similarity index 66% rename from Ceremonies/Collective_Vision.md rename to Activities/Collective_Vision.md index 36084ab..21f87fd 100644 --- a/Ceremonies/Collective_Vision.md +++ b/Activities/Collective_Vision.md @@ -1,8 +1,8 @@ -# Collective Vision Ceremony +# Collective Vision -**Purpose:** Deepens understanding of the dynamic tension, and creates shared ownership / shared purpose +**Purpose:** Deepens understanding of the dynamic tension, and creates shared ownership \/ shared purpose -**Serves Values:** Engagement, Being in Relationship (shared purpose), Structure (clarity) +**Serves Values:** Engagement, Being in Relationship \(shared purpose\), Structure \(clarity\) Group breaks out into triads who explore and flesh out a particular tension: @@ -10,4 +10,5 @@ What it looks like when the values in that tension are honored. What it feels like to be in a climate where the tension is held. What the shadow of each value could look like if its corresponding value isn't held. -Each triad selects one person to present exploration to the group. A short discussion of the tension if facilitated. +Each triad selects one person to present exploration to the group. A short discussion of the tension if facilitated. + diff --git a/Activities/Deepen_Practice.md b/Activities/Deepen_Practice.md new file mode 100644 index 0000000..6b39eb9 --- /dev/null +++ b/Activities/Deepen_Practice.md @@ -0,0 +1,9 @@ +# Deepen Practice + +**Purpose:** To bring awareness to shared practice, and deepen collective understanding\/skills + +* Pull up practice on a shared screen, and read it together. +* Check-in round re: what that practices means to you, how it's been for you practicing it. How has it served \(or not\) any of the dynamic tensions. +* \(optional\) Triads \/ Diads to explore what supports\/detracts from that practice. +* Harvest learning in group. + diff --git a/Activities/Home_Group.md b/Activities/Home_Group.md new file mode 100644 index 0000000..e69de29 diff --git a/Activities/README.md b/Activities/README.md new file mode 100644 index 0000000..013e02d --- /dev/null +++ b/Activities/README.md @@ -0,0 +1,14 @@ +# Ceremonies + +We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might last a few minutes \(like a morning standup\). Sometimes practices are temporarily treated as ceremonies. + +Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about wether or not to participate. + +* [Brainstorm](/Activities/Brainstorming.md) +* [Check In](/Activities/Check_In.md) +* [Check Out](/Activities/Check_Out.md) +* [Climate Check](/Activities/Climate_Check.md) +* [Collective Vision](/Ceremonies/Collective_Vision.md) +* [Deepen Practice](/Ceremonies/Deepen_Practice.md) +* [Home Group](/Ceremonies/Home_Group.md) + diff --git a/Ceremonies/Check_In.md b/Ceremonies/Check_In.md deleted file mode 100644 index e6d6e96..0000000 --- a/Ceremonies/Check_In.md +++ /dev/null @@ -1,11 +0,0 @@ -# Check-in Ceremony - -**Purpose:** This is a **built-in** process used to get present. - -**Serves Values:** Truth. Being Myself. Engagement. - -- No screens -- Say what you need to be present -- Could be timed or untimed -- One person chooses to start and picks a direction, or popcorn, or facilitator chooses who starts -- Just listening. No consolation, comment, or reactions. diff --git a/Ceremonies/Check_Out.md b/Ceremonies/Check_Out.md deleted file mode 100644 index 9a04982..0000000 --- a/Ceremonies/Check_Out.md +++ /dev/null @@ -1,11 +0,0 @@ -# Check-out Ceremony - -**Purpose:** This is a **built-in** process used to get present. Harvest lessons learnt. Share appreciations. - -**Serves Values:** Truth. Being Myself. Engagement. - -- No screens -- Share Take-aways / Lessons learned -- Share Appreciations -- You may skip. Facilitator will get back to you. -- One person chooses to start and picks a direction or facilitator chooses popcorn style if there’s enough time diff --git a/Ceremonies/Circle_Feedback.md b/Ceremonies/Circle_Feedback.md deleted file mode 100644 index 9f78e0d..0000000 --- a/Ceremonies/Circle_Feedback.md +++ /dev/null @@ -1,24 +0,0 @@ -# Circle Feedback Ceremony - -**Purpose:** To give and receive feedback about our work relationship - -**Serves Values:** Truth. Being in Relationship - - -- Stand or preferably sit in a semi circle -- One at a time a feedback receiver takes the "hot seat" in front of the semi circle when they are ready -- Feedback giver raises their hand if they have feedback for them -- Receiver selects who to receive feedback from -- Giver completes **both** these two sentences: - * "I trust you and want to work with you because...." - * "I would trust you and want to work with you more if...." -- Receiver says "thank you" and when ready selects another giver - ----- - -## Facilitation notes: - -- It's important for the facilitator to participate -- Limit givers to 3 or 4, depending on group size. Announce the limit before start -- Invite people to breathe and take a minute before raising their hand for feedback to give everyone a chance to consider what they want to say -- Teach participants the jazz hands signal for agreeing and have them practice it once or twice and encourage them to use it to amplify the feedback that's being given diff --git a/Ceremonies/Climate_Check.md b/Ceremonies/Climate_Check.md deleted file mode 100644 index a9d0940..0000000 --- a/Ceremonies/Climate_Check.md +++ /dev/null @@ -1,24 +0,0 @@ -# Climate Check Ceremony - -**Purpose:** This is a **built-in** process used to brings the dynamic tensions to shared awareness. Provides feedback on current climate / culture. - -**Serves Values:** Truth, Engagement - -1. People take turns completing any (or all) of the following sentences: - -"A Value/Values I feel us working with is...." and name one or more values that they feel are being respected and held in the space. - -"An example of that is..." and name a behavior or observation or short story that exemplifies that value. - -"A Value/Values that I would like us to deepen in/work more with is...." and name one or more values that you feel you and/or the group would benefit from deepening in more. These could be the same or different values from the ones above. - -"The reason for that is..." and name a behavior, feeling, desire, or observation or short story that leads you to wanting to deepen the above value(s) more. - -2. (optional) Facilitator invites anybody who thought of something else to mention it popcorn style. ---- - -### Facilitator notes - -- Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) in a place where everyone can see -- Remind people that they can pass (and then get back to them at the end of the round). Anybody can pass twice if they don't want to share -- Resist the temptation to create a visible (or invisible) agenda of the issues people are bringing up. The purpose of the climate check is to bring the dynamic tensions and our shared values to the forefront of our minds and hearts, not to resolve anything. It is a glance in the mirror, a reflection, not a trouble shooting session. diff --git a/Ceremonies/Deepen_Practice.md b/Ceremonies/Deepen_Practice.md deleted file mode 100644 index 88f826d..0000000 --- a/Ceremonies/Deepen_Practice.md +++ /dev/null @@ -1,8 +0,0 @@ -# Deepen Practice Ceremony - -**Purpose:** To bring awareness to shared practice, and deepen collective understanding/skills - -- Pull up practice on a shared screen, and read it together. -- Check-in round re: what that practices means to you, how it's been for you practicing it. How has it served (or not) any of the dynamic tensions. -- (optional) Triads / Diads to explore what supports/detracts from that practice. -- Harvest learning in group. diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index 24a1e11..70069dc 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -1,35 +1,32 @@ -# Home Group Ceremony +# Home Group -**Purpose:** This is a **built-in** process. The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. +**Purpose:** This is a **built-in** process. The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. +**Step 1: **[**Check-in**](Check-in.md) -**Step 1: [Check-in](Check-in.md)** - -**Step 2: [Climate check](Climate-check.md)** +**Step 2: **[**Climate check**](Climate-check.md) **Step 3: Solidify Experiments** -- Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. +* Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. **Step 4: Build proposals** Popcorn style, participants suggest a process or ceremony for the group to do. -If the proposal is regarding a new component, the proposers name the type of component (Ceremony, Agreement, Process, or Practice), which value(s) it serves, and give a quick (2 minute) overview of what it is. +If the proposal is regarding a new component, the proposers name the type of component \(Ceremony, Agreement, Process, or Practice\), which value\(s\) it serves, and give a quick \(2 minute\) overview of what it is. If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or not. - **Step 5: Select proposal** There is a reaction round of folks listing which of the proposals they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/New-experiment.md) and then facilitates the experiment itself. -**(optional) Step 6: One more proposal** -If there is time left for another component, the facilitator initiates another select proposal round. +**\(optional\) Step 6: One more proposal** If there is time left for another component, the facilitator initiates another select proposal round. -**Step 7: [Checkout](Check-out.md)** +**Step 7: **[**Checkout**](Check-out.md) --- @@ -37,24 +34,27 @@ If there is time left for another component, the facilitator initiates another s ### Home Group Framing -- Purpose of home group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. +* Purpose of home group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. + +* This can't be top down. At Enron there were great words on the wall: Integrity, Honesty, Service. Every company has words on the wall. This isn't trivial. -- This can't be top down. At Enron there were great words on the wall: Integrity, Honesty, Service. Every company has words on the wall. This isn't trivial. +* We do it here using three steps. -- We do it here using three steps. - - Step 1: We agree on what the goal is. On what a great environment/culture looks like. - - Step 2: We try different things to deliberately move towards our goal. - - Step 3: We measure how we're doing, and we try something else. + * Step 1: We agree on what the goal is. On what a great environment\/culture looks like. + * Step 2: We try different things to deliberately move towards our goal. + * Step 3: We measure how we're doing, and we try something else. -Home groups are a place for us to decide on what the next experiment is, and to discuss how the previous experiments are going. + +Home groups are a place for us to decide on what the next experiment is, and to discuss how the previous experiments are going. ### Misc Reminders -- Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting. -- Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in. -- Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. -- Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave. -- Note that start time and end time of the ceremony. -- Remind people to turn screens off and to protect the space from their "todos". -- People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. -- Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it! +* Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting. +* Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in. +* Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. +* Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave. +* Note that start time and end time of the ceremony. +* Remind people to turn screens off and to protect the space from their "todos". +* People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. +* Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it! + diff --git a/Ceremonies/README.md b/Ceremonies/README.md index 82ee576..3338fdd 100644 --- a/Ceremonies/README.md +++ b/Ceremonies/README.md @@ -1,13 +1,6 @@ # Ceremonies -We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times (like ritual ceremonies), or at designated times with a clear beginning middle and end. A ceremony might take all day (like orientation or graduation), or might last a few minutes (like a morning standup). Sometimes practices are temporarily treated as ceremonies. +We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a home group meeting\). -Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about wether or not to participate. +Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. -* [Brainstorm](/Ceremonies/Brainstorming.md) -* [Check In](/Ceremonies/Check_In.md) -* [Check Out](/Ceremonies/Check_Out.md) -* [Climate Check](/Ceremonies/Climate_Check.md) -* [Collective Vision](/Ceremonies/Collective_Vision.md) -* [Deepen Practice](/Ceremonies/Deepen_Practice.md) -* [Home Group](/Ceremonies/Home_Group.md) diff --git a/SUMMARY.md b/SUMMARY.md index 6ece3a3..4d977d0 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,36 +1,38 @@ -# Culture OS +# Summary + +* [Introduction](README.md) +* [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) +* [Agreements](Agreements/README.md) + * [Non Triangulation](Agreements/Non_Triangulation.md) +* [Activities](Activities/README.md) + * [Brainstorm](Activities/Brainstorming.md) + * [Check In](Activities/Check_In.md) + * [Check Out](Activities/Check_Out.md) + * [Circle Feedback](Activities/Circle_Feedback.md) + * [Climate Check](Activities/Climate_Check.md) + * [Clearing](Activities/Clearing.md) + * [Collective Vision](Activities/Collective_Vision.md) + * [Deepen Practice](Activities/Deepen_Practice.md) +* [Ceremonies](Ceremonies/README.md) + * [Home Group](Ceremonies/Home_Group.md) +* [Dynamic Tensions](Dynamic_Tensions/README.md) + * [Belonging](Dynamic_Tensions/Belonging.md) + * [Efficacy](Dynamic_Tensions/Efficacy.md) + * [Growth](Dynamic_Tensions/Growth.md) + * [Mastery](Dynamic_Tensions/Mastery.md) + * [Flow](Dynamic_Tensions/Flow.md) +* [Practices](Practices/README.md) + * [Accountability](Practices/Accountability.md) + * [Clearing Withholds](Practices/Clearing_Withholds.md) + * [Non Judgement](Practices/Non_Judgement.md) + * [Overcoming Oppression](Practices/Overcoming_Oppression.md) + * [Pause](Practices/Pause.md) + * [Presence](Practices/Presence.md) + * [Radical Honesty](Practices/Radical_Honesty.md) + * [Radical Responsibility](Practices/Radical_Responsibility.md) +* [Processes](Processes/README.md) + * [Conflict Resolution](Processes/Conflict.md) + * [New Experiment](Processes/New_Experiment.md) + * [Solidify Experiment](Processes/Solidify_Experiment.md) +* [CONTRIBUTING](CONTRIBUTING.md) -- [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) -- [Agreements](/Agreements/README.md) - * [Non Triangulation](/Agreements/Non_Triangulation.md) -- [Ceremonies](/Ceremonies/README.md) - * [Brainstorm](/Ceremonies/Brainstorming.md) - * [Check In](/Ceremonies/Check_In.md) - * [Check Out](/Ceremonies/Check_Out.md) - * [Circle Feedback](/Ceremonies/Circle_Feedback.md) - * [Climate Check](/Ceremonies/Climate_Check.md) - * [Clearing](/Ceremonies/Clearing.md) - * [Collective Vision](/Ceremonies/Collective_Vision.md) - * [Deepen Practice](/Ceremonies/Deepen_Practice.md) - * [Home Group](/Ceremonies/Home_Group.md) -- [Dynamic Tensions](/Dynamic_Tensions/README.md) - * [Belonging](/Dynamic_Tensions/Belonging.md) - * [Efficacy](/Dynamic_Tensions/Efficacy.md) - * [Growth](/Dynamic_Tensions/Growth.md) - * [Mastery](/Dynamic_Tensions/Mastery.md) - * [Flow](/Dynamic_Tensions/Flow.md) -- [Practices](/Practices/README.md) - * [Accountability](/Practices/Accountability.md) - * [Clearing Withholds](/Practices/Clearing_Withholds.md) - * [Non Judgement](/Practices/Non_Judgement.md) - * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) - * [Pause](/Practices/Pause.md) - * [Presence](/Practices/Presence.md) - * [Radical Honesty](/Practices/Radical_Honesty.md) - * [Radical Responsibility](/Practices/Radical_Responsibility.md) -- [Processes](/Processes/README.md) - * [Conflict Resolution](/Processes/Conflict.md) - * [New Experiment](/Processes/New_Experiment.md) - * [Solidify Experiment](/Processes/Solidify_Experiment.md) -* [CONTRIBUTING](/CONTRIBUTING.md) -* [GLOSSARY](/GLOSSARY.md) diff --git a/ceremonies.md b/ceremonies.md new file mode 100644 index 0000000..e69de29 diff --git a/home-group.md b/home-group.md new file mode 100644 index 0000000..e69de29 From f070b109627d3069b38fee4dc70a494b49bf7664 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 19 Sep 2016 13:31:36 -0700 Subject: [PATCH 44/89] fixes bug in trust link --- README.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/README.md b/README.md index e766dcf..7f0ebec 100644 --- a/README.md +++ b/README.md @@ -25,7 +25,7 @@ Everyone is responsible for embodying and improving this culture. * [Dynamic Tensions](/Dynamic_Tensions/README.md) * [Belonging](/Dynamic_Tensions/Belonging.md) * [Efficacy](/Dynamic_Tensions/Efficacy.md) - * [Trust](/Dynamic_Tensions/Growth.md) + * [Trust](/Dynamic_Tensions/Trust.md) * [Mastery](/Dynamic_Tensions/Mastery.md) * [Play](/Dynamic_Tensions/Play.md) From c3471806cf0f01e4d448c640884d17574dbf1cd3 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 19 Sep 2016 13:35:54 -0700 Subject: [PATCH 45/89] fixes summary --- SUMMARY.md | 11 ++--------- 1 file changed, 2 insertions(+), 9 deletions(-) diff --git a/SUMMARY.md b/SUMMARY.md index bc5a5b2..5ac8693 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -13,18 +13,14 @@ * [Clearing](Activities/Clearing.md) * [Collective Vision](Activities/Collective_Vision.md) * [Deepen Practice](Activities/Deepen_Practice.md) - * [Home Group](Activities/Home_Group.md) +* [Ceremonies](Ceremonies/README.md) + * [Home Group](Ceremonies/Home_Group.md) * [Dynamic Tensions](Dynamic_Tensions/README.md) * [Belonging](Dynamic_Tensions/Belonging.md) * [Efficacy](Dynamic_Tensions/Efficacy.md) * [Growth](Dynamic_Tensions/Growth.md) -<<<<<<< HEAD * [Mastery](Dynamic_Tensions/Mastery.md) * [Flow](Dynamic_Tensions/Flow.md) -======= - * [Flow](Dynamic_Tensions/Flow.md) - * [Trust](Dynamic_Tensions/Trust.md) ->>>>>>> master * [Practices](Practices/README.md) * [Accountability](Practices/Accountability.md) * [Clearing Withholds](Practices/Clearing_Withholds.md) @@ -39,7 +35,4 @@ * [New Experiment](Processes/New_Experiment.md) * [Solidify Experiment](Processes/Solidify_Experiment.md) * [CONTRIBUTING](CONTRIBUTING.md) -<<<<<<< HEAD -======= * [GLOSSARY](GLOSSARY.md) ->>>>>>> master From 63d1887d2208cae7503c18ea8f35f2495bae00dc Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 19 Sep 2016 13:37:31 -0700 Subject: [PATCH 46/89] fixes menu in readme --- README.md | 21 ++++++++++++--------- 1 file changed, 12 insertions(+), 9 deletions(-) diff --git a/README.md b/README.md index 7f0ebec..854b8e5 100644 --- a/README.md +++ b/README.md @@ -13,14 +13,18 @@ Everyone is responsible for embodying and improving this culture. * [Agreements](/Agreements/README.md) * [Non Triangulation](/Agreements/Non_Triangulation.md) -* [Ceremonies](/Ceremonies/README.md) - * [Brainstorm](/Ceremonies/Brainstorming.md) - * [Check In](/Ceremonies/Check_In.md) - * [Check Out](/Ceremonies/Check_Out.md) - * [Climate Check](/Ceremonies/Climate_Check.md) - * [Collective Vision](/Ceremonies/Collective_Vision.md) - * [Deepen Practice](/Ceremonies/Deepen_Practice.md) - * [Home Group](/Ceremonies/Home_Group.md) +* [Activities](Activities/README.md) + * [Brainstorm](Activities/Brainstorming.md) + * [Check In](Activities/Check_In.md) + * [Check Out](Activities/Check_Out.md) + * [Circle Feedback](Activities/Circle_Feedback.md) + * [Climate Check](Activities/Climate_Check.md) + * [Clearing](Activities/Clearing.md) + * [Collective Vision](Activities/Collective_Vision.md) + * [Deepen Practice](Activities/Deepen_Practice.md) + +* [Ceremonies](Ceremonies/README.md) + * [Home Group](Ceremonies/Home_Group.md) * [Dynamic Tensions](/Dynamic_Tensions/README.md) * [Belonging](/Dynamic_Tensions/Belonging.md) @@ -51,4 +55,3 @@ Everyone is responsible for embodying and improving this culture. [](http://creativecommons.org/licenses/by-nc/4.0/) This work is licensed under a [Creative Commons Attribution-NonCommercial 4.0 International License](http://creativecommons.org/licenses/by-nc/4.0/). - From 3d447c595141a8f708316271e32bd6a516a13a47 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 19 Sep 2016 13:39:00 -0700 Subject: [PATCH 47/89] fixes more bugs --- Activities/README.md | 3 +-- 1 file changed, 1 insertion(+), 2 deletions(-) diff --git a/Activities/README.md b/Activities/README.md index 013e02d..1d56f6d 100644 --- a/Activities/README.md +++ b/Activities/README.md @@ -1,4 +1,4 @@ -# Ceremonies +# Activities We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might last a few minutes \(like a morning standup\). Sometimes practices are temporarily treated as ceremonies. @@ -11,4 +11,3 @@ Ceremonies are often powerful, and need to be entered deliberately and freely. I * [Collective Vision](/Ceremonies/Collective_Vision.md) * [Deepen Practice](/Ceremonies/Deepen_Practice.md) * [Home Group](/Ceremonies/Home_Group.md) - From 7728590c9058e11b6a1090b3319ea5dab74a5297 Mon Sep 17 00:00:00 2001 From: Tanner Welsh Date: Mon, 14 Nov 2016 15:52:59 -0500 Subject: [PATCH 48/89] Fix mistyped URLs and name in package.json --- package.json | 8 ++++---- 1 file changed, 4 insertions(+), 4 deletions(-) diff --git a/package.json b/package.json index 126e62e..a43c566 100644 --- a/package.json +++ b/package.json @@ -1,5 +1,5 @@ { - "name": "culture OS", + "name": "COS", "version": "0.0.1", "description": "Guide for Learners", "scripts": { @@ -11,14 +11,14 @@ }, "repository": { "type": "git", - "url": "git+https://github.com/LearnersGuild/culture OS.git" + "url": "git+https://github.com/LearnersGuild/cos.git" }, "author": "Shereef Bishay ", "license": "CC-BY-NC-4.0", "bugs": { - "url": "https://github.com/LearnersGuild/culture OS/issues" + "url": "https://github.com/LearnersGuild/cos/issues" }, - "homepage": "https://github.com/LearnersGuild/culture OS#readme", + "homepage": "https://github.com/LearnersGuild/cos#readme", "devDependencies": { "gitbook": "^3.1.1", "gitbook-cli": "^2.3.0", From 16c8e125171e4509e75150882fe4c40328ed6830 Mon Sep 17 00:00:00 2001 From: Tanner Welsh Date: Mon, 14 Nov 2016 15:53:13 -0500 Subject: [PATCH 49/89] Update summary to match file structure --- SUMMARY.md | 71 +++++++++++++++++++++++++++--------------------------- 1 file changed, 36 insertions(+), 35 deletions(-) diff --git a/SUMMARY.md b/SUMMARY.md index 5ac8693..bc4b170 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,38 +1,39 @@ -# Summary +# Culture OS -* [Introduction](README.md) -* [Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) -* [Agreements](Agreements/README.md) - * [Non Triangulation](Agreements/Non_Triangulation.md) -* [Activities](Activities/README.md) - * [Brainstorm](Activities/Brainstorming.md) - * [Check In](Activities/Check_In.md) - * [Check Out](Activities/Check_Out.md) - * [Circle Feedback](Activities/Circle_Feedback.md) - * [Climate Check](Activities/Climate_Check.md) - * [Clearing](Activities/Clearing.md) - * [Collective Vision](Activities/Collective_Vision.md) - * [Deepen Practice](Activities/Deepen_Practice.md) -* [Ceremonies](Ceremonies/README.md) - * [Home Group](Ceremonies/Home_Group.md) -* [Dynamic Tensions](Dynamic_Tensions/README.md) - * [Belonging](Dynamic_Tensions/Belonging.md) - * [Efficacy](Dynamic_Tensions/Efficacy.md) - * [Growth](Dynamic_Tensions/Growth.md) - * [Mastery](Dynamic_Tensions/Mastery.md) - * [Flow](Dynamic_Tensions/Flow.md) -* [Practices](Practices/README.md) - * [Accountability](Practices/Accountability.md) - * [Clearing Withholds](Practices/Clearing_Withholds.md) - * [Non Judgement](Practices/Non_Judgement.md) - * [Overcoming Oppression](Practices/Overcoming_Oppression.md) - * [Pause](Practices/Pause.md) - * [Presence](Practices/Presence.md) - * [Radical Honesty](Practices/Radical_Honesty.md) - * [Radical Responsibility](Practices/Radical_Responsibility.md) -* [Processes](Processes/README.md) - * [Conflict Resolution](Processes/Conflict.md) - * [New Experiment](Processes/New_Experiment.md) - * [Solidify Experiment](Processes/Solidify_Experiment.md) +- [Activities](Activities/README.md) + * [Brainstorming](Activities/Brainstorming.md) + * [Check In](Activities/Check_In.md) + * [Check Out](Activities/Check_Out.md) + * [Circle Feedback](Activities/Circle_Feedback.md) + * [Clearing](Activities/Clearing.md) + * [Climate Check](Activities/Climate_Check.md) + * [Collective Vision](Activities/Collective_Vision.md) + * [Deepen Practice](Activities/Deepen_Practice.md) + * [Home Group](Activities/Home_Group.md) +- [Agreements](Agreements/README.md) + * [Non Triangulation](Agreements/Non_Triangulation.md) +- [Ceremonies](Ceremonies/README.md) + * [Home Group](Ceremonies/Home_Group.md) +- [Dynamic Tensions](Dynamic_Tensions/README.md) + * [Belonging](Dynamic_Tensions/Belonging.md) + * [Efficacy](Dynamic_Tensions/Efficacy.md) + * [Flow](Dynamic_Tensions/Flow.md) + * [Growth](Dynamic_Tensions/Growth.md) + * [Trust](Dynamic_Tensions/Trust.md) +- [Practices](Practices/README.md) + * [Accountability](Practices/Accountability.md) + * [Clearing Withholds](Practices/Clearing_Withholds.md) + * [Non Judgement](Practices/Non_Judgement.md) + * [Overcoming Oppression](Practices/Overcoming_Oppression.md) + * [Pause](Practices/Pause.md) + * [Presence](Practices/Presence.md) + * [Radical Honesty](Practices/Radical_Honesty.md) + * [Radical Responsibility](Practices/Radical_Responsibility.md) +- [Processes](Processes/README.md) + * [Conflict](Processes/Conflict.md) + * [New Experiment](Processes/New_Experiment.md) + * [Solidify Experiment](Processes/Solidify_Experiment.md) +* [Ceremonies](ceremonies.md) * [CONTRIBUTING](CONTRIBUTING.md) * [GLOSSARY](GLOSSARY.md) +* [Home Group](home-group.md) From 5d7193eaaf3e0fdca8f4b9e95533d663421bd2d8 Mon Sep 17 00:00:00 2001 From: Tanner Welsh Date: Mon, 14 Nov 2016 15:54:21 -0500 Subject: [PATCH 50/89] Remove dupliacte and out of date TOC from README --- README.md | 40 ---------------------------------------- 1 file changed, 40 deletions(-) diff --git a/README.md b/README.md index 854b8e5..afd482c 100644 --- a/README.md +++ b/README.md @@ -10,46 +10,6 @@ Our Culture OS provides a framework by which we --as members of the learning col Everyone is responsible for embodying and improving this culture. -* [Agreements](/Agreements/README.md) - * [Non Triangulation](/Agreements/Non_Triangulation.md) - -* [Activities](Activities/README.md) - * [Brainstorm](Activities/Brainstorming.md) - * [Check In](Activities/Check_In.md) - * [Check Out](Activities/Check_Out.md) - * [Circle Feedback](Activities/Circle_Feedback.md) - * [Climate Check](Activities/Climate_Check.md) - * [Clearing](Activities/Clearing.md) - * [Collective Vision](Activities/Collective_Vision.md) - * [Deepen Practice](Activities/Deepen_Practice.md) - -* [Ceremonies](Ceremonies/README.md) - * [Home Group](Ceremonies/Home_Group.md) - -* [Dynamic Tensions](/Dynamic_Tensions/README.md) - * [Belonging](/Dynamic_Tensions/Belonging.md) - * [Efficacy](/Dynamic_Tensions/Efficacy.md) - * [Trust](/Dynamic_Tensions/Trust.md) - * [Mastery](/Dynamic_Tensions/Mastery.md) - * [Play](/Dynamic_Tensions/Play.md) - -* [Practices](/Practices/README.md) - * [Accountability](/Practices/Accountability.md) - * [Clearing Withholds](/Practices/Clearing_Withholds.md) - * [Non Judgement](/Practices/Non_Judgement.md) - * [Overcoming Oppression](/Practices/Overcoming_Oppression.md) - * [Presence](/Practices/Presence.md) - * [Radical Honesty](/Practices/Radical_Honesty.md) - * [Radical Responsibility](/Practices/Radical_Responsibility.md) - -* [Processes](/Processes/README.md) - * [Conflict](/Processes/Conflict.md) - * [New Experiment](/Processes/New_Experiment.md) - * [Solidify Experiment](/Processes/Solidify_Experiment.md) - -* [CONTRIBUTING](/CONTRIBUTING.md) -* [GLOSSARY](/GLOSSARY.md) - --- [](http://creativecommons.org/licenses/by-nc/4.0/) From 9141a0b448ffaa1a7f14b972175bd82472fbcc5c Mon Sep 17 00:00:00 2001 From: Tanner Welsh Date: Mon, 14 Nov 2016 15:55:50 -0500 Subject: [PATCH 51/89] Link to board from README --- README.md | 2 ++ 1 file changed, 2 insertions(+) diff --git a/README.md b/README.md index afd482c..fed7677 100644 --- a/README.md +++ b/README.md @@ -10,6 +10,8 @@ Our Culture OS provides a framework by which we --as members of the learning col Everyone is responsible for embodying and improving this culture. +The [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) is where we currently track COS work. + --- [](http://creativecommons.org/licenses/by-nc/4.0/) From f2f1b5a4058b23f377b1105e84649b58365a64bd Mon Sep 17 00:00:00 2001 From: Tanner Welsh Date: Mon, 14 Nov 2016 15:57:23 -0500 Subject: [PATCH 52/89] Add basic content to dyn tensions README --- Dynamic_Tensions/README.md | Bin 643 -> 175 bytes 1 file changed, 0 insertions(+), 0 deletions(-) diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md index 55c76a782b94fdb416b2ad17441de064031c7fbc..df94b434414169feb1a11ac661000661a7608645 100644 GIT binary patch literal 175 zcmY#ZaH-5o%*{+z2uaN=&dkp%=Hd#;NG(cLNCaY2g%qf42~^gKi%VA_+9@?BKQBEq zFFjU6Pan?F%T3V)$-1VcWhN&kSAryAY?z!|PJTH^97My!+>7$dOEN&B5Ee{4q^PvG K1SAY*fJFhp%s7t# literal 643 QcmZQz7zLvtFrXm-00M&m0RR91 From 80f77c0df0ef8380a9daa5168c0135a73056261a Mon Sep 17 00:00:00 2001 From: Carla Bagdonas Date: Tue, 22 Nov 2016 21:14:54 -0800 Subject: [PATCH 53/89] Updates Ceremonies/Home_Group.md Auto commit by GitBook Editor --- Ceremonies/Home_Group.md | 8 ++--- SUMMARY.md | 70 +++++++++++++++++++++------------------- 2 files changed, 40 insertions(+), 38 deletions(-) diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index 70069dc..b089373 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -1,10 +1,10 @@ -# Home Group +# Player Support Group **Purpose:** This is a **built-in** process. The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. -**Step 1: **[**Check-in**](Check-in.md) +**Step 1: ****[Check-in](Check-in.md)** -**Step 2: **[**Climate check**](Climate-check.md) +**Step 2: ****[Climate check](Climate-check.md)** **Step 3: Solidify Experiments** @@ -26,7 +26,7 @@ If the proposal selected is a new component, the facilitator runs a [new experim **\(optional\) Step 6: One more proposal** If there is time left for another component, the facilitator initiates another select proposal round. -**Step 7: **[**Checkout**](Check-out.md) +**Step 7: ****[Checkout](Check-out.md)** --- diff --git a/SUMMARY.md b/SUMMARY.md index bc4b170..f61c20d 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,39 +1,41 @@ -# Culture OS +# Summary -- [Activities](Activities/README.md) - * [Brainstorming](Activities/Brainstorming.md) - * [Check In](Activities/Check_In.md) - * [Check Out](Activities/Check_Out.md) - * [Circle Feedback](Activities/Circle_Feedback.md) - * [Clearing](Activities/Clearing.md) - * [Climate Check](Activities/Climate_Check.md) - * [Collective Vision](Activities/Collective_Vision.md) - * [Deepen Practice](Activities/Deepen_Practice.md) - * [Home Group](Activities/Home_Group.md) -- [Agreements](Agreements/README.md) - * [Non Triangulation](Agreements/Non_Triangulation.md) -- [Ceremonies](Ceremonies/README.md) - * [Home Group](Ceremonies/Home_Group.md) -- [Dynamic Tensions](Dynamic_Tensions/README.md) - * [Belonging](Dynamic_Tensions/Belonging.md) - * [Efficacy](Dynamic_Tensions/Efficacy.md) - * [Flow](Dynamic_Tensions/Flow.md) - * [Growth](Dynamic_Tensions/Growth.md) - * [Trust](Dynamic_Tensions/Trust.md) -- [Practices](Practices/README.md) - * [Accountability](Practices/Accountability.md) - * [Clearing Withholds](Practices/Clearing_Withholds.md) - * [Non Judgement](Practices/Non_Judgement.md) - * [Overcoming Oppression](Practices/Overcoming_Oppression.md) - * [Pause](Practices/Pause.md) - * [Presence](Practices/Presence.md) - * [Radical Honesty](Practices/Radical_Honesty.md) - * [Radical Responsibility](Practices/Radical_Responsibility.md) -- [Processes](Processes/README.md) - * [Conflict](Processes/Conflict.md) - * [New Experiment](Processes/New_Experiment.md) - * [Solidify Experiment](Processes/Solidify_Experiment.md) +* [Introduction](README.md) +* [Activities](Activities/README.md) + * [Brainstorming](Activities/Brainstorming.md) + * [Check In](Activities/Check_In.md) + * [Check Out](Activities/Check_Out.md) + * [Circle Feedback](Activities/Circle_Feedback.md) + * [Clearing](Activities/Clearing.md) + * [Climate Check](Activities/Climate_Check.md) + * [Collective Vision](Activities/Collective_Vision.md) + * [Deepen Practice](Activities/Deepen_Practice.md) + * [Home Group](Activities/Home_Group.md) +* [Agreements](Agreements/README.md) + * [Non Triangulation](Agreements/Non_Triangulation.md) +* [Ceremonies](Ceremonies/README.md) + * [Player Support Group](Ceremonies/Home_Group.md) +* [Dynamic Tensions](Dynamic_Tensions/README.md) + * [Belonging](Dynamic_Tensions/Belonging.md) + * [Efficacy](Dynamic_Tensions/Efficacy.md) + * [Flow](Dynamic_Tensions/Flow.md) + * [Growth](Dynamic_Tensions/Growth.md) + * [Trust](Dynamic_Tensions/Trust.md) +* [Practices](Practices/README.md) + * [Accountability](Practices/Accountability.md) + * [Clearing Withholds](Practices/Clearing_Withholds.md) + * [Non Judgement](Practices/Non_Judgement.md) + * [Overcoming Oppression](Practices/Overcoming_Oppression.md) + * [Pause](Practices/Pause.md) + * [Presence](Practices/Presence.md) + * [Radical Honesty](Practices/Radical_Honesty.md) + * [Radical Responsibility](Practices/Radical_Responsibility.md) +* [Processes](Processes/README.md) + * [Conflict](Processes/Conflict.md) + * [New Experiment](Processes/New_Experiment.md) + * [Solidify Experiment](Processes/Solidify_Experiment.md) * [Ceremonies](ceremonies.md) * [CONTRIBUTING](CONTRIBUTING.md) * [GLOSSARY](GLOSSARY.md) * [Home Group](home-group.md) + From a278e5c9570839bed287a69497b3b53c6c6e4d0a Mon Sep 17 00:00:00 2001 From: needdra Date: Tue, 22 Nov 2016 21:26:15 -0800 Subject: [PATCH 54/89] Updates Ceremonies/Home_Group.md Auto commit by GitBook Editor --- Ceremonies/Home_Group.md | 8 ++++---- 1 file changed, 4 insertions(+), 4 deletions(-) diff --git a/Ceremonies/Home_Group.md b/Ceremonies/Home_Group.md index b089373..b0df628 100644 --- a/Ceremonies/Home_Group.md +++ b/Ceremonies/Home_Group.md @@ -1,10 +1,10 @@ # Player Support Group -**Purpose:** This is a **built-in** process. The purpose of a home group session is to deliberately deepen in our values together. We do a check in, followed by a climate check. After the climate check we build a list of proposals for how we’ll spend our time, and then collectively decide which of the proposals we follow. +**Purpose:** The purpose of the player support group session is to provide a dedicated time where players can discuss how to play the game better, gain support from each other, and connect deeply with other players. We do a check-in, followed by an open conversation about game-related issues. -**Step 1: ****[Check-in](Check-in.md)** +**Step 1: \*\***[Check-in](Check-in.md)\*\* -**Step 2: ****[Climate check](Climate-check.md)** +**Step 2: \*\***[Climate check](Climate-check.md)\*\* **Step 3: Solidify Experiments** @@ -26,7 +26,7 @@ If the proposal selected is a new component, the facilitator runs a [new experim **\(optional\) Step 6: One more proposal** If there is time left for another component, the facilitator initiates another select proposal round. -**Step 7: ****[Checkout](Check-out.md)** +**Step 7: \*\***[Checkout](Check-out.md)\*\* --- From 23bb31985996cd6c7662bd2439955fcb5954f683 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 22 Nov 2016 23:24:45 -0800 Subject: [PATCH 55/89] organizes toc by foundations --- Activities/Home_Group.md | 0 .../Player_Support_Group.md | 0 .../Accountability.md | 0 .../Agreements.md | 2 - .../Non_Triangulation.md | 0 .../Clearing_Withholds.md | 0 .../Conflict.md | 0 .../Overcoming_Oppression.md | 0 .../Non_Judgement.md | 0 Processes/New_Experiment.md | 57 ------------------- Processes/Solidify_Experiment.md | 36 ------------ README.md | 2 - ceremonies.md | 0 home-group.md | 0 14 files changed, 97 deletions(-) delete mode 100644 Activities/Home_Group.md rename Ceremonies/Home_Group.md => Activities/Player_Support_Group.md (100%) rename {Practices => Foundations: Accountability}/Accountability.md (100%) rename Agreements/README.md => Foundations: Accountability/Agreements.md (93%) rename {Agreements => Foundations: Agency}/Non_Triangulation.md (100%) rename {Practices => Foundations: Interpersonal Tools}/Clearing_Withholds.md (100%) rename {Processes => Foundations: Interpersonal Tools}/Conflict.md (100%) rename {Practices => Foundations: Overcoming Opression}/Overcoming_Oppression.md (100%) rename {Practices => Foundations: Vulnerability}/Non_Judgement.md (100%) delete mode 100644 Processes/New_Experiment.md delete mode 100644 Processes/Solidify_Experiment.md delete mode 100644 ceremonies.md delete mode 100644 home-group.md diff --git a/Activities/Home_Group.md b/Activities/Home_Group.md deleted file mode 100644 index e69de29..0000000 diff --git a/Ceremonies/Home_Group.md b/Activities/Player_Support_Group.md similarity index 100% rename from Ceremonies/Home_Group.md rename to Activities/Player_Support_Group.md diff --git a/Practices/Accountability.md b/Foundations: Accountability/Accountability.md similarity index 100% rename from Practices/Accountability.md rename to Foundations: Accountability/Accountability.md diff --git a/Agreements/README.md b/Foundations: Accountability/Agreements.md similarity index 93% rename from Agreements/README.md rename to Foundations: Accountability/Agreements.md index d49a445..a1d046e 100644 --- a/Agreements/README.md +++ b/Foundations: Accountability/Agreements.md @@ -3,5 +3,3 @@ An agreement is a shared agreement that is non-violable. Unlike practices, they are not aspirational. They present a firm and clear boundary on how we choose to be with each other. It's best to strive to keep agreements to a minimum for a few reasons: agreements are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together. - -* [Non Triangulation](/Agreements/Non_Triangulation.md) diff --git a/Agreements/Non_Triangulation.md b/Foundations: Agency/Non_Triangulation.md similarity index 100% rename from Agreements/Non_Triangulation.md rename to Foundations: Agency/Non_Triangulation.md diff --git a/Practices/Clearing_Withholds.md b/Foundations: Interpersonal Tools/Clearing_Withholds.md similarity index 100% rename from Practices/Clearing_Withholds.md rename to Foundations: Interpersonal Tools/Clearing_Withholds.md diff --git a/Processes/Conflict.md b/Foundations: Interpersonal Tools/Conflict.md similarity index 100% rename from Processes/Conflict.md rename to Foundations: Interpersonal Tools/Conflict.md diff --git a/Practices/Overcoming_Oppression.md b/Foundations: Overcoming Opression/Overcoming_Oppression.md similarity index 100% rename from Practices/Overcoming_Oppression.md rename to Foundations: Overcoming Opression/Overcoming_Oppression.md diff --git a/Practices/Non_Judgement.md b/Foundations: Vulnerability/Non_Judgement.md similarity index 100% rename from Practices/Non_Judgement.md rename to Foundations: Vulnerability/Non_Judgement.md diff --git a/Processes/New_Experiment.md b/Processes/New_Experiment.md deleted file mode 100644 index 14b2865..0000000 --- a/Processes/New_Experiment.md +++ /dev/null @@ -1,57 +0,0 @@ -# New Experiment Process - -**Purpose:** This is a **built-in** process used to suggest a new culture component for the group to experiment with. This process can also be used to suggest removing a component or adjusting one. - -**Values:** Engagement - -## Present proposal - -The proposer identifies one or more values that they would like to deepen themselves or the group in, and they make a proposal. Only the proposer speaks. Alternatively, the proposer can request some discussion in order to get to a proposal. However, this is not a discussion to reach a consensus, it’s *only* a discussion to help the proposer come up with a proposal to address the value(s) that they want to support. - -The proposal is in the form of a new culture component for the group to adopt on a trial basis. It consists of 4 parts: - -1. Type of culture component: practice, agreement, process, ceremony, or shared language -2. Value(s) it deepens: Which of the ten values does the proposal address/deepen -3. Trial period length: How long should the experiment run before considered for full adoption -4. Description: A brief overview of the culture component - -## Clarifying Questions - -Anyone can ask questions to better understand the proposal. The proposer can answer or say “not specified” if he or she doesn’t have an answer. No order, anyone can ask as many questions as they need. It’s not a space for back and forth discussion; rather, the pace should be of one answer for one question; pause; then next question. - -It’s NOT allowed to use clarifying questions to give an opinion about the proposal. Opinions, suggestions, reactions, all should be left for the Reaction round coming next. The Facilitator will cut off any question that’s conveying an opinion or isn’t intended at better understanding the proposal. There is no hard line between clarifying question and reaction, and it’s at the Facilitator’s discretion to discern between the two. - -- Propose drops, changes, or proposes proposal unchanged -- Objection round: Not safe enough to try or sets us backwards -- If there is an objection there’s a conversation between proposer and objector, and facilitator makes the call if no resolution is made -Proposal is adopted in trial mode - -## Reaction Round - -One at a time, each person reacts to the proposal as they see fit. No response or interruption is allowed during someone’s reaction. Any type of reaction is welcome, from intellectual critiques to emotional outbursts. The only caveat is that reactions should not be engaging someone in particular. Everyone reacts except the proposer. - -Reactions are the only step of the process when people can speak freely. It’s a perfect phase for providing different perspectives and suggesting improvements to the proposal, so that the proposer can integrate those changes if they like them. - -## Amend & Clarify - -After all reactions are complete, the proposer can optionally clarify the intent of the proposal, or amend it based on the reactions. Only the proposer speaks; no discussion allowed. - -Although the proposer can modify the proposal however they want, the goal is for the proposer to amend their proposal if they found a better way to address their value(s). It’s not their job to address all the concerns and reactions they heard during the reaction round, or even to make improvements that were suggested by other participants. - -## Safe Enough Round - -One at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. - -If there is no objection (meaning everyone says 'safe enough to try'), the culture component proposed is adopted as an experiment in "trial" mode. - -## Integration - -If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original intentions. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. - -Once all objections are integrated, go back to an Objection round to ensure there is no new objections. - ---- - -### Facilitator Notes: - -- During Safe Enough round everyone must say out loud "Safe enough to try" diff --git a/Processes/Solidify_Experiment.md b/Processes/Solidify_Experiment.md deleted file mode 100644 index 64ca127..0000000 --- a/Processes/Solidify_Experiment.md +++ /dev/null @@ -1,36 +0,0 @@ -# Solidify Experiment Process - -**Purpose:** This is a **built-in** process used to decide wether or not to adopt a culture component that's on trial basis - -**Serves Values:** Engagement, Truth (feedback) - -## Reaction Round - -One at a time, each person reflects out about wether or not they experienced as working to address/deepen its value(s) as they see fit. No response or interruption is allowed during someone’s reaction. Any type of reaction is welcome, from intellectual critiques to emotional outbursts. The only caveat is that reactions should not be engaging someone in particular. Everyone reacts except the proposer. - -Reactions are the only step of the process when people can speak freely. It’s a perfect phase for providing different perspectives and suggesting improvements to the proposal, so that the proposer can integrate those changes if they like them. - -## Amend & Clarify - -After all reactions are complete, the original proposer can optionally amend the experiment based on the reactions. Only the proposer speaks; no discussion allowed. - -Although the original proposer can modify the experiment however they want, the goal is for the proposer to amend their proposal if they found a better way to address their value(s). It’s not their job to address all the concerns and reactions they heard during the reaction round, or even to make improvements that were suggested by other participants. - -## Objection Round - -If they experiment was significantly amended, one at a time, the Facilitator asks each participant if they see “any reason why adopting this proposal would cause harm or is not safe enough to try”. The proposer also gets the opportunity to raise an objection. Objections are stated, tested, & captured without discussion. One person may have several objections, and everyone’s objections must be captured before we move to the next step. - -## Integration - -If one or several Objections were raised, the Facilitator moves to the Integration step. The goal is to amend the proposal so that it would not cause the Objection, and would still address the proposer’s original intentions. Objections are integrated one at a time. For each objection, the Facilitator facilitates a discussion to help integrate the objection. Mostly the objector and the proposer speak, but others can help as well. The discussion stops as soon as the objector and the proposer have both agreed that an amended proposal would not cause an objection while still addressing the proposer’s tension. - -Once all objections are integrated, go back to an Objection round to ensure there is no new objections. - -## Voting Round - -Using a thumbs up / thumbs down / sideways the facilitator asks everyone to vote for adopting this proposal and/or extending the experiment. - -- If two thirds or more gave a thumbs up, the experiment is adopted as a permanent culture component. -- If there are more thumbs up than thumbs down the experiment is extended for another trial period. -- If there are more thumbs down than thumbs up (or equal) the experiment is dropped. -- Regardless of how many thumbs up it receives, an amended experiment cannot be permanently adopted and must be extended for another trial period. diff --git a/README.md b/README.md index fed7677..afd482c 100644 --- a/README.md +++ b/README.md @@ -10,8 +10,6 @@ Our Culture OS provides a framework by which we --as members of the learning col Everyone is responsible for embodying and improving this culture. -The [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) is where we currently track COS work. - --- [](http://creativecommons.org/licenses/by-nc/4.0/) diff --git a/ceremonies.md b/ceremonies.md deleted file mode 100644 index e69de29..0000000 diff --git a/home-group.md b/home-group.md deleted file mode 100644 index e69de29..0000000 From 9c5cb92b7fee1af751d438025bb4685a71e9619b Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 22 Nov 2016 23:34:07 -0800 Subject: [PATCH 56/89] moves everything under foundations --- Activities/Brainstorming.md | 7 ------- Activities/Climate_Check.md | 6 ++---- Activities/Player_Support_Group.md | 9 ++++++++- Ceremonies/README.md | 6 ------ Foundations: Accountability/Practices.md | 7 +++++++ .../Radical_Responsibility.md | 0 .../Circle_Feedback.md | 0 .../Radical_Honesty.md | 0 .../Clearing.md | 0 .../Check_In.md | 0 Practices/Pause.md | 9 --------- Practices/Presence.md | 8 -------- Practices/README.md | 15 --------------- Processes/README.md | 11 ----------- 14 files changed, 17 insertions(+), 61 deletions(-) delete mode 100644 Activities/Brainstorming.md delete mode 100644 Ceremonies/README.md create mode 100644 Foundations: Accountability/Practices.md rename {Practices => Foundations: Agency}/Radical_Responsibility.md (100%) rename {Activities => Foundations: Feedback}/Circle_Feedback.md (100%) rename {Practices => Foundations: Feedback}/Radical_Honesty.md (100%) rename {Activities => Foundations: Interpersonal Tools}/Clearing.md (100%) rename {Activities => Foundations: Vulnerability}/Check_In.md (100%) delete mode 100644 Practices/Pause.md delete mode 100644 Practices/Presence.md delete mode 100644 Practices/README.md delete mode 100644 Processes/README.md diff --git a/Activities/Brainstorming.md b/Activities/Brainstorming.md deleted file mode 100644 index d959357..0000000 --- a/Activities/Brainstorming.md +++ /dev/null @@ -1,7 +0,0 @@ -# Brainstorm - -**Purpose:** To support a proposer to engage with the COS and contribute to it - -Proposer talks about tension \/ values they want to deepen. -Open discussion for folks to suggest components. - diff --git a/Activities/Climate_Check.md b/Activities/Climate_Check.md index d97a07c..494b015 100644 --- a/Activities/Climate_Check.md +++ b/Activities/Climate_Check.md @@ -1,4 +1,4 @@ -# Climate Check +# Climate Check **Purpose:** This is a **built-in** process used to brings the dynamic tensions to shared awareness. Provides feedback on current climate \/ culture. @@ -18,7 +18,5 @@ ### Facilitator notes -* Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=0) in a place where everyone can see * Remind people that they can pass \(and then get back to them at the end of the round\). Anybody can pass twice if they don't want to share -* Resist the temptation to create a visible \(or invisible\) agenda of the issues people are bringing up. The purpose of the climate check is to bring the dynamic tensions and our shared values to the forefront of our minds and hearts, not to resolve anything. It is a glance in the mirror, a reflection, not a trouble shooting session. - +* Resist the temptation to create a visible \(or invisible\) agenda of the issues people are bringing up. The purpose of the climate check is to bring the dynamic tensions and our shared values to the forefront of our minds and hearts, not to resolve anything. It is a glance in the mirror, a reflection, not a trouble shooting session. diff --git a/Activities/Player_Support_Group.md b/Activities/Player_Support_Group.md index b0df628..7ce13ab 100644 --- a/Activities/Player_Support_Group.md +++ b/Activities/Player_Support_Group.md @@ -2,6 +2,14 @@ **Purpose:** The purpose of the player support group session is to provide a dedicated time where players can discuss how to play the game better, gain support from each other, and connect deeply with other players. We do a check-in, followed by an open conversation about game-related issues. +# Ceremonies + +We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a home group meeting\). + +Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. + + + **Step 1: \*\***[Check-in](Check-in.md)\*\* **Step 2: \*\***[Climate check](Climate-check.md)\*\* @@ -57,4 +65,3 @@ Home groups are a place for us to decide on what the next experiment is, and to * Remind people to turn screens off and to protect the space from their "todos". * People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. * Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it! - diff --git a/Ceremonies/README.md b/Ceremonies/README.md deleted file mode 100644 index 3338fdd..0000000 --- a/Ceremonies/README.md +++ /dev/null @@ -1,6 +0,0 @@ -# Ceremonies - -We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a home group meeting\). - -Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. - diff --git a/Foundations: Accountability/Practices.md b/Foundations: Accountability/Practices.md new file mode 100644 index 0000000..d701e68 --- /dev/null +++ b/Foundations: Accountability/Practices.md @@ -0,0 +1,7 @@ +# Practices + +Practices tend to be ongoing and are used as needed. For example, we practice clearing withholds when we realize we’re holding onto feelings, perceptions or stories that are getting in the way of our connection with someone. + +A practice is usually associated with a shared skill, or shared knowledge. For example, to practice **Non Judgement** as a collective their needs to be shared understanding of what judgement is and shared language around it. Introducing a practice should usually involve a teaching (or series of teachings) around it. + +Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress. diff --git a/Practices/Radical_Responsibility.md b/Foundations: Agency/Radical_Responsibility.md similarity index 100% rename from Practices/Radical_Responsibility.md rename to Foundations: Agency/Radical_Responsibility.md diff --git a/Activities/Circle_Feedback.md b/Foundations: Feedback/Circle_Feedback.md similarity index 100% rename from Activities/Circle_Feedback.md rename to Foundations: Feedback/Circle_Feedback.md diff --git a/Practices/Radical_Honesty.md b/Foundations: Feedback/Radical_Honesty.md similarity index 100% rename from Practices/Radical_Honesty.md rename to Foundations: Feedback/Radical_Honesty.md diff --git a/Activities/Clearing.md b/Foundations: Interpersonal Tools/Clearing.md similarity index 100% rename from Activities/Clearing.md rename to Foundations: Interpersonal Tools/Clearing.md diff --git a/Activities/Check_In.md b/Foundations: Vulnerability/Check_In.md similarity index 100% rename from Activities/Check_In.md rename to Foundations: Vulnerability/Check_In.md diff --git a/Practices/Pause.md b/Practices/Pause.md deleted file mode 100644 index 1c4da0c..0000000 --- a/Practices/Pause.md +++ /dev/null @@ -1,9 +0,0 @@ -# Pause Practice - -**Serves Values** Being Myself, Engagement - -Anyone in our group is encouraged at a moment to ask everyone to pause in silence, offer a brief reflection, or not. Keep some amount of time, a minute or two (max), thank everyone, and resume. - -- Not allowed at tactical meetings. -- Ok to do at governance meetings. -- Particularly used when we are in circle space. diff --git a/Practices/Presence.md b/Practices/Presence.md deleted file mode 100644 index adcb41b..0000000 --- a/Practices/Presence.md +++ /dev/null @@ -1,8 +0,0 @@ -# Presence - -**Serves Values:** Engagement - - -We are whole hearted. Fully engaging our work. Mind, body, heart and spirit. We don't hold back. Mindfulness. - -TODO: Flesh out. diff --git a/Practices/README.md b/Practices/README.md deleted file mode 100644 index a44890a..0000000 --- a/Practices/README.md +++ /dev/null @@ -1,15 +0,0 @@ -# Practices - -Practices tend to be ongoing and are used as needed. For example, we practice clearing withholds when we realize we’re holding onto feelings, perceptions or stories that are getting in the way of our connection with someone. - -A practice is usually associated with a shared skill, or shared knowledge. For example, to practice [Non Judgement](/Practices/Non_Judgement.md) as a collective their needs to be shared understanding of what judgement is and shared language around it. Introducing a practice should usually involve a teaching (or series of teachings) around it. - -Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress. - -* [Accountability](/Practices/Accountability.md) -* [Clearing Withholds](/Practices/Clearing_Withholds.md) -* [Non Judgement](/Practices/Non_Judgement.md) -* [Overcoming Oppression](/Practices/Overcoming_Oppression.md) -* [Presence](/Practices/Presence.md) -* [Radical Honesty](/Practices/Radical_Honesty.md) -* [Radical Responsibility](/Practices/Radical_Responsibility.md) diff --git a/Processes/README.md b/Processes/README.md deleted file mode 100644 index e63a57c..0000000 --- a/Processes/README.md +++ /dev/null @@ -1,11 +0,0 @@ -# Processes - -Processes have several steps or actions that walk us up to a stated outcome or goal. They’re used to address specific situations or needs, like resolving conflict, or capturing and implementing cool ideas. We don’t have a ton of processes in the culture OS, but the ones we do have share some key features that are great for all processes to have: - -- Simple: a simple process is easy to understand and follow, making its execution easier. -- Functional: a functional process literally functions - it actually does what it says it’s going to do. -- Productive: a productive process adds value from minimal input instead of costing us time, energy and potentially other resources. - - - -* [Conflict Resolution](Conflict.md) From 2c1762298def2761ffcfb59fd9c03eac56ac503e Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 22 Nov 2016 23:39:49 -0800 Subject: [PATCH 57/89] more re-organizing toc --- Activities/Deepen_Practice.md | 9 --------- Activities/README.md | 13 ------------- .../Player_Support_Group.md | 0 .../Practices.md | 0 COS Overview/README.md | 1 + Dynamic_Tensions/Trust.md | Bin 10033 -> 4736 bytes .../Collective_Vision.md | 0 .../Climate_Check.md | 0 .../Check_Out.md | 0 9 files changed, 1 insertion(+), 22 deletions(-) delete mode 100644 Activities/Deepen_Practice.md delete mode 100644 Activities/README.md rename {Activities => COS Overview}/Player_Support_Group.md (100%) rename {Foundations: Accountability => COS Overview}/Practices.md (100%) create mode 100644 COS Overview/README.md rename {Activities => Foundations: Agency}/Collective_Vision.md (100%) rename {Activities => Foundations: Feedback}/Climate_Check.md (100%) rename {Activities => Foundations: Vulnerability}/Check_Out.md (100%) diff --git a/Activities/Deepen_Practice.md b/Activities/Deepen_Practice.md deleted file mode 100644 index 6b39eb9..0000000 --- a/Activities/Deepen_Practice.md +++ /dev/null @@ -1,9 +0,0 @@ -# Deepen Practice - -**Purpose:** To bring awareness to shared practice, and deepen collective understanding\/skills - -* Pull up practice on a shared screen, and read it together. -* Check-in round re: what that practices means to you, how it's been for you practicing it. How has it served \(or not\) any of the dynamic tensions. -* \(optional\) Triads \/ Diads to explore what supports\/detracts from that practice. -* Harvest learning in group. - diff --git a/Activities/README.md b/Activities/README.md deleted file mode 100644 index 1d56f6d..0000000 --- a/Activities/README.md +++ /dev/null @@ -1,13 +0,0 @@ -# Activities - -We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might last a few minutes \(like a morning standup\). Sometimes practices are temporarily treated as ceremonies. - -Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about wether or not to participate. - -* [Brainstorm](/Activities/Brainstorming.md) -* [Check In](/Activities/Check_In.md) -* [Check Out](/Activities/Check_Out.md) -* [Climate Check](/Activities/Climate_Check.md) -* [Collective Vision](/Ceremonies/Collective_Vision.md) -* [Deepen Practice](/Ceremonies/Deepen_Practice.md) -* [Home Group](/Ceremonies/Home_Group.md) diff --git a/Activities/Player_Support_Group.md b/COS Overview/Player_Support_Group.md similarity index 100% rename from Activities/Player_Support_Group.md rename to COS Overview/Player_Support_Group.md diff --git a/Foundations: Accountability/Practices.md b/COS Overview/Practices.md similarity index 100% rename from Foundations: Accountability/Practices.md rename to COS Overview/Practices.md diff --git a/COS Overview/README.md b/COS Overview/README.md new file mode 100644 index 0000000..07dd0c5 --- /dev/null +++ b/COS Overview/README.md @@ -0,0 +1 @@ +# Overview diff 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Tools/Clearing_Withholds.md rename to Practice_Interpersonal_Tools/Clearing_Withholds.md diff --git a/Foundations: Interpersonal Tools/Conflict.md b/Practice_Interpersonal_Tools/Conflict.md similarity index 100% rename from Foundations: Interpersonal Tools/Conflict.md rename to Practice_Interpersonal_Tools/Conflict.md diff --git a/Foundations: Overcoming Opression/Overcoming_Oppression.md b/Practice_Overcoming_Opression/Overcoming_Oppression.md similarity index 100% rename from Foundations: Overcoming Opression/Overcoming_Oppression.md rename to Practice_Overcoming_Opression/Overcoming_Oppression.md diff --git a/Foundations: Vulnerability/Check_In.md b/Practice_Vulnerability/Check_In.md similarity index 100% rename from Foundations: Vulnerability/Check_In.md rename to Practice_Vulnerability/Check_In.md diff --git a/Foundations: Vulnerability/Check_Out.md b/Practice_Vulnerability/Check_Out.md similarity index 100% rename from Foundations: Vulnerability/Check_Out.md rename to Practice_Vulnerability/Check_Out.md diff --git a/Foundations: Vulnerability/Non_Judgement.md b/Practice_Vulnerability/Non_Judgement.md similarity index 100% rename from Foundations: Vulnerability/Non_Judgement.md rename to Practice_Vulnerability/Non_Judgement.md From 18698c2f36875154e8a432a250d80d4e9ed508b7 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 00:10:09 -0800 Subject: [PATCH 59/89] adds a lot of stuff --- COS Overview/Player_Support_Group.md | 32 +++++++++++++++++++++++++--- COS Overview/README.md | 8 +++++++ Dynamic_Tensions/Belonging.md | 2 +- GLOSSARY.md | 5 ++++- 4 files changed, 42 insertions(+), 5 deletions(-) diff --git a/COS Overview/Player_Support_Group.md b/COS Overview/Player_Support_Group.md index 7ce13ab..4454ed3 100644 --- a/COS Overview/Player_Support_Group.md +++ b/COS Overview/Player_Support_Group.md @@ -1,13 +1,19 @@ # Player Support Group -**Purpose:** The purpose of the player support group session is to provide a dedicated time where players can discuss how to play the game better, gain support from each other, and connect deeply with other players. We do a check-in, followed by an open conversation about game-related issues. +**Purpose:** The purpose of the player support group session is to provide a dedicated time where players can discuss how to play the game better, gain support from each other, and connect deeply with other players. We do a check-in, followed by an open conversation about game-related issues. The purpose of a house is to create a small community of practice that meets regularly in Player Support Meetings to intentionally support each other and deliberately co-create a thriving learning culture. # Ceremonies -We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a home group meeting\). +We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a Player Support Group meeting\). Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. +## Climate survey +health stat for culture is in retro as 7 questions in the retro so that there are direct stats related to COS so players will get more direct feedback on how they're upholding each tension + +climate survey is the metric for how well pods/houses are doing on each tension + +as a house you're taking on these numbers and moving them up **Step 1: \*\***[Check-in](Check-in.md)\*\* @@ -42,7 +48,7 @@ If the proposal selected is a new component, the facilitator runs a [new experim ### Home Group Framing -* Purpose of home group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. +* Purpose of Player Support Group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. * This can't be top down. At Enron there were great words on the wall: Integrity, Honesty, Service. Every company has words on the wall. This isn't trivial. @@ -65,3 +71,23 @@ Home groups are a place for us to decide on what the next experiment is, and to * Remind people to turn screens off and to protect the space from their "todos". * People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. * Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it! + +--- + +## Facilitator notes + +Nonpurpose of houses = process feedback about the game. the game maker will hold weekly sessions for feedback. + +more transparent about why vulnerability + +learning support group / players group +get support learning how to play this game better + +framing for last 50m: what supports people in this group? what's needed here? + +what's my incentive to support other people if i'm here for myself? +- check ins help people care about each other +- creating a container where truth and love can unfold +- learners are 'attached' to each other via vulnerability, they care about each other because they know each other deeper + +Facilitator Notes: asking people who are in the red to check in about it and make a plan / get support diff --git a/COS Overview/README.md b/COS Overview/README.md index 07dd0c5..8233744 100644 --- a/COS Overview/README.md +++ b/COS Overview/README.md @@ -1 +1,9 @@ # Overview + +Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. + +## Cohort +A cohort is a set of learners with a shared start date and chapter. Cohorts are named after their start month: e.g. November Cohort, September Cohort. Cohorts go through orientation, and some foundational workshops together. + +## House +Guild members are grouped into houses. A house spans members from multiple cohorts. The purpose of a house is to create a small community of practice that meets regularly in Player Support Meetings to intentionally support each other and deliberately co-create a thriving learning culture. diff --git a/Dynamic_Tensions/Belonging.md b/Dynamic_Tensions/Belonging.md index 727c670..a32dab2 100644 --- a/Dynamic_Tensions/Belonging.md +++ b/Dynamic_Tensions/Belonging.md @@ -4,7 +4,7 @@ ## Being Myself <--> Being in Relationship -The Belonging Tension optimizes the energies between the individual and the community. We believe that human beings thrive when we are in the full expression of who we are while also being aware that we are a part of something greater than ourselves. +The Belonging Tension optimizes the energies between the individual and the community. We believe that human beings thrive when we feel comfortable being who we are while also being aware that we are a part of something greater than ourselves. ## Being Myself diff --git a/GLOSSARY.md b/GLOSSARY.md index be99910..95176ab 100644 --- a/GLOSSARY.md +++ b/GLOSSARY.md @@ -17,7 +17,7 @@ I have a place here. Chapters are the centers of learning within Learners Guild. They are communities of practice designed for intensive, deliberate learning and growth. ## Cohort -A cohort is a set of learners with a shared start date and chapter. +A cohort is a set of learners with a shared start date and chapter. Cohorts are named after their start month: e.g. November Cohort, September Cohort. Cohorts go through orientation, and some foundational workshops together. ## Common Good I engage/participate for the betterment of the team over personal gain. @@ -60,6 +60,9 @@ I resist blame and apathy. ## Guild Core The Guild Core is the central organizational body of Learners Guild. The Core is responsible for all business and operational functions not explicitly under the domain of the chapters. The core is not explicitly geography-specific. +## House +Guild members are grouped into houses. A house spans members from multiple cohorts. The purpose of a house is to create a small community of practice that meets regularly in Player Support Meetings to intentionally support each other and deliberately co-create a thriving learning culture. + ## Kindness We treat ourselves and others with dignity, respect and an open heart. We assume good intentions and give others the benefit of doubt. From 5777a9d495fae61f382679741b9c797b74deeaa4 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 00:18:17 -0800 Subject: [PATCH 60/89] distributed authority --- Practice_Agency/Distributed_Authority.md | 5 +++++ 1 file changed, 5 insertions(+) create mode 100644 Practice_Agency/Distributed_Authority.md diff --git a/Practice_Agency/Distributed_Authority.md b/Practice_Agency/Distributed_Authority.md new file mode 100644 index 0000000..d987fda --- /dev/null +++ b/Practice_Agency/Distributed_Authority.md @@ -0,0 +1,5 @@ +# Distributed authority + +distributing stress across a learning collective - example of distributing responsibility for assessment from teacher to collective. + +same with accountability - if it's not in the structure, it has to be distributed throughout the individuals - thus, accountability agreement / practice. From 83e9ebf97f79b5b0cc8791fe3ad2f07c8c87d86c Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 00:38:30 -0800 Subject: [PATCH 61/89] disributed authority --- Practice_Accountability/Accountability.md | 4 +++ Practice_Agency/Distributed_Authority.md | 31 ++++++++++++++++++++--- 2 files changed, 32 insertions(+), 3 deletions(-) diff --git a/Practice_Accountability/Accountability.md b/Practice_Accountability/Accountability.md index 9cd819d..67b1847 100644 --- a/Practice_Accountability/Accountability.md +++ b/Practice_Accountability/Accountability.md @@ -3,3 +3,7 @@ **Serves Values:** Structure Our agreements are meaningless if we don't hold ourselves and each other accountable to them. It is crucial that we step up to violated promises, broken commitments and bad behavior. In doing so, we maintain our integrity, and support each other lovingly and firmly in doing the same. + +## Accountability Guidelines + +- Only hold people accountable for things they've explicitly agreed to diff --git a/Practice_Agency/Distributed_Authority.md b/Practice_Agency/Distributed_Authority.md index d987fda..f071780 100644 --- a/Practice_Agency/Distributed_Authority.md +++ b/Practice_Agency/Distributed_Authority.md @@ -1,5 +1,30 @@ -# Distributed authority +# Distributed Authority -distributing stress across a learning collective - example of distributing responsibility for assessment from teacher to collective. +## Overview -same with accountability - if it's not in the structure, it has to be distributed throughout the individuals - thus, accountability agreement / practice. +In a self organizing learning collective, there is no central learning authority. The power and agency usually held in the administration and the teacher is distributed across a community of peers. + +The distributed authority means learners have more agency over the pace, content over their learning, and more control over their environment. It also means, they take on more responsibility than a learner in a traditional hierarchical learning environment. + +## Shared Responsibility + +In addition to practicing their craft, learners in a distributed authority take on traditional teacher and administration functions: + +* Curating and authoring curriculum +* Assessing/Reviewing their peers' work +* Giving feedback to their peers on their team work and culture contribution +* Creating the learning culture +* Resolving interpersonal conflict +* Holding themselves and others accountable to shared agreements +* Caring for the physical space + +The price of the extra freedom and agency, is the added burden of these shared accountabilities. + +## Freedom is stressful + +Self directed learning is more stressful than "expert" directed learning: + +- Learners in a self organizing environment have to contend with the subjectivity of the feedback they receive from their peers, which feels different than the seemingly expert, objective evaluations they are used to receiving from an "expert". +- Ongoing feedback is more valuable and nuanced for their learning, but it lacks the finality and relief of passing a test. +- There is no objective "right pace", so learners need to pace themselves and tolerate the ambiguity of not knowing the answers to the question "am I there yet? how close am I to the finish line?". +- Without a well worn path, and someone telling them what they should be working on, learners develop the skill and capacity to chart their own path, but have to deal with the anxiety of not knowing "am I working on the right thing?". From ad77077c56ae6394e301fb21355ced5f75c52908 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 00:41:46 -0800 Subject: [PATCH 62/89] fixes summary --- .../Overcoming_Oppression.md | 0 README.md | 34 +++++++++ SUMMARY.md | 74 +++++++++---------- 3 files changed, 68 insertions(+), 40 deletions(-) rename {Practice_Overcoming_Opression => Practice_Overcoming_Oppression}/Overcoming_Oppression.md (100%) diff --git a/Practice_Overcoming_Opression/Overcoming_Oppression.md b/Practice_Overcoming_Oppression/Overcoming_Oppression.md similarity index 100% rename from Practice_Overcoming_Opression/Overcoming_Oppression.md rename to Practice_Overcoming_Oppression/Overcoming_Oppression.md diff --git a/README.md b/README.md index afd482c..983bb33 100644 --- a/README.md +++ b/README.md @@ -10,6 +10,40 @@ Our Culture OS provides a framework by which we --as members of the learning col Everyone is responsible for embodying and improving this culture. +- [COS Overview](/COS Overview/README.md) + * [Player Support Group](/COS Overview/Player_Support_Group.md) + * [Practices](/COS Overview/Practices.md) +- [Dynamic Tensions](/Dynamic_Tensions/README.md) + * [Belonging](/Dynamic_Tensions/Belonging.md) + * [Efficacy](/Dynamic_Tensions/Efficacy.md) + * [Flow](/Dynamic_Tensions/Flow.md) + * [Growth](/Dynamic_Tensions/Growth.md) + * [Trust](/Dynamic_Tensions/Trust.md) + * [GLOSSARY](/GLOSSARY.md) +- Practice Accountability + * [Accountability](/Practice_Accountability/Accountability.md) + * [Agreements](/Practice_Accountability/Agreements.md) +- Practice Agency + * [Collective Vision](/Practice_Agency/Collective_Vision.md) + * [Distributed Authority](/Practice_Agency/Distributed_Authority.md) + * [Non Triangulation](/Practice_Agency/Non_Triangulation.md) + * [Radical Responsibility](/Practice_Agency/Radical_Responsibility.md) +- Practice Feedback + * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md) + * [Climate Check](/Practice_Feedback/Climate_Check.md) + * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) +- Practice Interpersonal Tools + * [Clearing](/Practice_Interpersonal_Tools/Clearing.md) + * [Clearing Withholds](/Practice_Interpersonal_Tools/Clearing_Withholds.md) + * [Conflict](/Practice_Interpersonal_Tools/Conflict.md) +- Practice Overcoming Oppression + * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) +- Practice Vulnerability + * [Check In](/Practice_Vulnerability/Check_In.md) + * [Check Out](/Practice_Vulnerability/Check_Out.md) + * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md) +- [CONTRIBUTING](/CONTRIBUTING.md) + --- [](http://creativecommons.org/licenses/by-nc/4.0/) diff --git a/SUMMARY.md b/SUMMARY.md index f61c20d..0317c63 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,41 +1,35 @@ -# Summary - -* [Introduction](README.md) -* [Activities](Activities/README.md) - * [Brainstorming](Activities/Brainstorming.md) - * [Check In](Activities/Check_In.md) - * [Check Out](Activities/Check_Out.md) - * [Circle Feedback](Activities/Circle_Feedback.md) - * [Clearing](Activities/Clearing.md) - * [Climate Check](Activities/Climate_Check.md) - * [Collective Vision](Activities/Collective_Vision.md) - * [Deepen Practice](Activities/Deepen_Practice.md) - * [Home Group](Activities/Home_Group.md) -* [Agreements](Agreements/README.md) - * [Non Triangulation](Agreements/Non_Triangulation.md) -* [Ceremonies](Ceremonies/README.md) - * [Player Support Group](Ceremonies/Home_Group.md) -* [Dynamic Tensions](Dynamic_Tensions/README.md) - * [Belonging](Dynamic_Tensions/Belonging.md) - * [Efficacy](Dynamic_Tensions/Efficacy.md) - * [Flow](Dynamic_Tensions/Flow.md) - * [Growth](Dynamic_Tensions/Growth.md) - * [Trust](Dynamic_Tensions/Trust.md) -* [Practices](Practices/README.md) - * [Accountability](Practices/Accountability.md) - * [Clearing Withholds](Practices/Clearing_Withholds.md) - * [Non Judgement](Practices/Non_Judgement.md) - * [Overcoming Oppression](Practices/Overcoming_Oppression.md) - * [Pause](Practices/Pause.md) - * [Presence](Practices/Presence.md) - * [Radical Honesty](Practices/Radical_Honesty.md) - * [Radical Responsibility](Practices/Radical_Responsibility.md) -* [Processes](Processes/README.md) - * [Conflict](Processes/Conflict.md) - * [New Experiment](Processes/New_Experiment.md) - * [Solidify Experiment](Processes/Solidify_Experiment.md) -* [Ceremonies](ceremonies.md) -* [CONTRIBUTING](CONTRIBUTING.md) -* [GLOSSARY](GLOSSARY.md) -* [Home Group](home-group.md) +# Culture OS +- [COS Overview](/COS Overview/README.md) + * [Player Support Group](/COS Overview/Player_Support_Group.md) + * [Practices](/COS Overview/Practices.md) +- [Dynamic Tensions](/Dynamic_Tensions/README.md) + * [Belonging](/Dynamic_Tensions/Belonging.md) + * [Efficacy](/Dynamic_Tensions/Efficacy.md) + * [Flow](/Dynamic_Tensions/Flow.md) + * [Growth](/Dynamic_Tensions/Growth.md) + * [Trust](/Dynamic_Tensions/Trust.md) + * [GLOSSARY](/GLOSSARY.md) +- Practice Accountability + * [Accountability](/Practice_Accountability/Accountability.md) + * [Agreements](/Practice_Accountability/Agreements.md) +- Practice Agency + * [Collective Vision](/Practice_Agency/Collective_Vision.md) + * [Distributed Authority](/Practice_Agency/Distributed_Authority.md) + * [Non Triangulation](/Practice_Agency/Non_Triangulation.md) + * [Radical Responsibility](/Practice_Agency/Radical_Responsibility.md) +- Practice Feedback + * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md) + * [Climate Check](/Practice_Feedback/Climate_Check.md) + * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) +- Practice Interpersonal Tools + * [Clearing](/Practice_Interpersonal_Tools/Clearing.md) + * [Clearing Withholds](/Practice_Interpersonal_Tools/Clearing_Withholds.md) + * [Conflict](/Practice_Interpersonal_Tools/Conflict.md) +- Practice Overcoming Oppression + * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) +- Practice Vulnerability + * [Check In](/Practice_Vulnerability/Check_In.md) + * [Check Out](/Practice_Vulnerability/Check_Out.md) + * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md) +- [CONTRIBUTING](/CONTRIBUTING.md) From 70d9b504cc6751fce1e85d8afa35a41e8c364b86 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 00:43:29 -0800 Subject: [PATCH 63/89] dynamic tension summary --- Dynamic_Tensions/README.md | 10 +++++----- 1 file changed, 5 insertions(+), 5 deletions(-) diff --git a/Dynamic_Tensions/README.md b/Dynamic_Tensions/README.md index df94b43..55a9c45 100644 --- a/Dynamic_Tensions/README.md +++ b/Dynamic_Tensions/README.md @@ -2,8 +2,8 @@ There are 5 dynamic tensions: -- [Belonging](./Belonging.md) -- [Efficacy](./Efficacy.md) -- [Flow](./Flow.md) -- [Growth](./Growth.md) -- [Trust](./Trust.md) +- [Belonging](./Belonging.md): Being Myself <--> Being in Relationship +- [Efficacy](./Efficacy.md): Agency <--> Structure +- [Flow](./Flow.md): Fun <--> Engagement +- [Growth](./Growth.md): Challenge <--> Support +- [Trust](./Trust.md): Truth <--> Safety From e3016a50e0fd0728a5f27af34372b8d6580e9dda Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 00:46:17 -0800 Subject: [PATCH 64/89] fixes summary --- README.md | 2 +- SUMMARY.md | 2 +- 2 files changed, 2 insertions(+), 2 deletions(-) diff --git a/README.md b/README.md index 983bb33..c015d77 100644 --- a/README.md +++ b/README.md @@ -19,7 +19,6 @@ Everyone is responsible for embodying and improving this culture. * [Flow](/Dynamic_Tensions/Flow.md) * [Growth](/Dynamic_Tensions/Growth.md) * [Trust](/Dynamic_Tensions/Trust.md) - * [GLOSSARY](/GLOSSARY.md) - Practice Accountability * [Accountability](/Practice_Accountability/Accountability.md) * [Agreements](/Practice_Accountability/Agreements.md) @@ -43,6 +42,7 @@ Everyone is responsible for embodying and improving this culture. * [Check Out](/Practice_Vulnerability/Check_Out.md) * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md) - [CONTRIBUTING](/CONTRIBUTING.md) +- [GLOSSARY](/GLOSSARY.md) --- diff --git a/SUMMARY.md b/SUMMARY.md index 0317c63..50107a3 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -9,7 +9,6 @@ * [Flow](/Dynamic_Tensions/Flow.md) * [Growth](/Dynamic_Tensions/Growth.md) * [Trust](/Dynamic_Tensions/Trust.md) - * [GLOSSARY](/GLOSSARY.md) - Practice Accountability * [Accountability](/Practice_Accountability/Accountability.md) * [Agreements](/Practice_Accountability/Agreements.md) @@ -33,3 +32,4 @@ * [Check Out](/Practice_Vulnerability/Check_Out.md) * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md) - [CONTRIBUTING](/CONTRIBUTING.md) +- [GLOSSARY](/GLOSSARY.md) From 2035a02f0f24d77d915be7e086913e6273722773 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:05:46 -0800 Subject: [PATCH 65/89] player support group updated --- COS Overview/Player_Support_Group.md | 78 +++++++++++----------------- 1 file changed, 31 insertions(+), 47 deletions(-) diff --git a/COS Overview/Player_Support_Group.md b/COS Overview/Player_Support_Group.md index 4454ed3..6944ca8 100644 --- a/COS Overview/Player_Support_Group.md +++ b/COS Overview/Player_Support_Group.md @@ -1,46 +1,40 @@ # Player Support Group -**Purpose:** The purpose of the player support group session is to provide a dedicated time where players can discuss how to play the game better, gain support from each other, and connect deeply with other players. We do a check-in, followed by an open conversation about game-related issues. The purpose of a house is to create a small community of practice that meets regularly in Player Support Meetings to intentionally support each other and deliberately co-create a thriving learning culture. +## Purpose -# Ceremonies +Purpose of Player Support Group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. -We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a Player Support Group meeting\). +## Houses -Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. - -## Climate survey -health stat for culture is in retro as 7 questions in the retro so that there are direct stats related to COS so players will get more direct feedback on how they're upholding each tension - -climate survey is the metric for how well pods/houses are doing on each tension - -as a house you're taking on these numbers and moving them up +The purpose of a house is to create a small community of practice that spans multiple cohorts and meets regularly to support each other and deliberately co-create a thriving learning culture. The group provides a dedicated time where players can discuss how to play the game better, deepen in the foundational COS practices, gain support from and connect with each other. +## Ceremony -**Step 1: \*\***[Check-in](Check-in.md)\*\* +A Player Support Group is a form of ceremony. We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a Player Support Group meeting\). -**Step 2: \*\***[Climate check](Climate-check.md)\*\* +Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. -**Step 3: Solidify Experiments** +## Climate survey -* Run each proposal in a trial period through the [Solidify Experiment](/Processes/Solidify_Experiment.md) process. +Every three weeks or so, house members will take a Climate Survey to see how well they are succeeding at co-creating a thriving learning culture. The survey is meant to give them feedback on how well they are holding the five [Dynamic Tensions](Dynamic_Tensions/README.md). -**Step 4: Build proposals** +Members of a house, take on the collective challenge of moving the results of the COS survey up. -Popcorn style, participants suggest a process or ceremony for the group to do. +## Structure -If the proposal is regarding a new component, the proposers name the type of component \(Ceremony, Agreement, Process, or Practice\), which value\(s\) it serves, and give a quick \(2 minute\) overview of what it is. +**Step 0: \*\***Play a game\*\* -If the proposal is regarding an existing component, the proposer can choose to elaborate on why they are proposing it or not. +**Step 1: \*\***[Check-in](Check-in.md)\*\* -**Step 5: Select proposal** +**Step 2: Harvest Proposals** -There is a reaction round of folks listing which of the proposals they would like to engage with and why. This could also include which components they prefer not to participate in. Participants can also suggest a new component during the reaction round if they wish. Facilitator chooses what’s next. Only picking one or two for the rest of the home group session. +Popcorn style, participants (including facilitator) invite the group, or an individual to an activity. This could be an open discussion, a reaction round, feedback, a request for support. The group (or individual) being invited, respond with either two thumbs up, one thumb, side-ways thumb, or thumbs down. Participants can also ask for something they need for themselves. -If the proposal selected is a new component, the facilitator runs a [new experiment process](/Processes/New-experiment.md) and then facilitates the experiment itself. +**Step 3: Select Proposal** -**\(optional\) Step 6: One more proposal** If there is time left for another component, the facilitator initiates another select proposal round. +The facilitator decides which proposal(s) they group will dive into, orders them and starts facilitating them. -**Step 7: \*\***[Checkout](Check-out.md)\*\* +**Step 4: \*\***[Checkout](Check-out.md)\*\* --- @@ -48,8 +42,6 @@ If the proposal selected is a new component, the facilitator runs a [new experim ### Home Group Framing -* Purpose of Player Support Group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. - * This can't be top down. At Enron there were great words on the wall: Integrity, Honesty, Service. Every company has words on the wall. This isn't trivial. * We do it here using three steps. @@ -63,7 +55,7 @@ Home groups are a place for us to decide on what the next experiment is, and to ### Misc Reminders -* Project the [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12BuIRzlgTiETbE0OTMRWiAtKgXdROvLcAY/edit#gid=773629604) to the group before starting. +* If the answer exists in the group, let them answer it first. Let participants reinforce and protect the culture. Don't jump in if you don't have to. * Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in. * Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly. * Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave. @@ -71,23 +63,15 @@ Home groups are a place for us to decide on what the next experiment is, and to * Remind people to turn screens off and to protect the space from their "todos". * People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in. * Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it! - ---- - -## Facilitator notes - -Nonpurpose of houses = process feedback about the game. the game maker will hold weekly sessions for feedback. - -more transparent about why vulnerability - -learning support group / players group -get support learning how to play this game better - -framing for last 50m: what supports people in this group? what's needed here? - -what's my incentive to support other people if i'm here for myself? -- check ins help people care about each other -- creating a container where truth and love can unfold -- learners are 'attached' to each other via vulnerability, they care about each other because they know each other deeper - -Facilitator Notes: asking people who are in the red to check in about it and make a plan / get support +* asking people who are in the red to check in about it and make a plan / get support + +### More notes + +- Non purpose of houses = process feedback about the game. The game designers will hold weekly sessions for feedback. +- Be more transparent about why vulnerability is a good thing. +- This is a learning support group / players get support learning how to play this game better +- Framing for last 50m: what supports people in this group? what's needed here? +- what's my incentive to support other people if i'm here for myself? + - check ins help people care about each other + - creating a container where truth and love can unfold + - learners are 'attached' to each other via vulnerability, they care about each other because they know each other deeper From 135235e24b5a12e26b7d8445701efe4f4ab10363 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:15:00 -0800 Subject: [PATCH 66/89] better overview --- COS Overview/README.md | 9 ++++----- 1 file changed, 4 insertions(+), 5 deletions(-) diff --git a/COS Overview/README.md b/COS Overview/README.md index 8233744..68f05dc 100644 --- a/COS Overview/README.md +++ b/COS Overview/README.md @@ -1,9 +1,8 @@ # Overview -Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. +Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: -## Cohort -A cohort is a set of learners with a shared start date and chapter. Cohorts are named after their start month: e.g. November Cohort, September Cohort. Cohorts go through orientation, and some foundational workshops together. +- First: Culture is critical to succeeding. +- Second: We can be intentional about co-creating it, and deliberate in evolving it together. -## House -Guild members are grouped into houses. A house spans members from multiple cohorts. The purpose of a house is to create a small community of practice that meets regularly in Player Support Meetings to intentionally support each other and deliberately co-create a thriving learning culture. +We define a great learning culture as one that upholds [five dynamic tensions](/Dynamic_Tensions/README.md), and we deliberately co-create it through [practices](/COS Overview/Practices.md) and a weekly [player support group](/COS Overview/Player_Support_Group.md). From 40a34053f4a72e05dce2163bffd1471890735ee4 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:15:49 -0800 Subject: [PATCH 67/89] adds practices --- COS Overview/Practices.md | 25 ++++++++++++++++++++++++- 1 file changed, 24 insertions(+), 1 deletion(-) diff --git a/COS Overview/Practices.md b/COS Overview/Practices.md index d701e68..9bc71b2 100644 --- a/COS Overview/Practices.md +++ b/COS Overview/Practices.md @@ -2,6 +2,29 @@ Practices tend to be ongoing and are used as needed. For example, we practice clearing withholds when we realize we’re holding onto feelings, perceptions or stories that are getting in the way of our connection with someone. -A practice is usually associated with a shared skill, or shared knowledge. For example, to practice **Non Judgement** as a collective their needs to be shared understanding of what judgement is and shared language around it. Introducing a practice should usually involve a teaching (or series of teachings) around it. +A practice is usually associated with a shared skill, or shared knowledge. For example, to practice **Non Judgement** as a collective their needs to be shared understanding of what judgement is and shared language around it. Introducing a practice should usually involve a teaching (or series of teachings) around it. Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress. + +- Practice Accountability + * [Accountability](/Practice_Accountability/Accountability.md) + * [Agreements](/Practice_Accountability/Agreements.md) +- Practice Agency + * [Collective Vision](/Practice_Agency/Collective_Vision.md) + * [Distributed Authority](/Practice_Agency/Distributed_Authority.md) + * [Non Triangulation](/Practice_Agency/Non_Triangulation.md) + * [Radical Responsibility](/Practice_Agency/Radical_Responsibility.md) +- Practice Feedback + * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md) + * [Climate Check](/Practice_Feedback/Climate_Check.md) + * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) +- Practice Interpersonal Tools + * [Clearing](/Practice_Interpersonal_Tools/Clearing.md) + * [Clearing Withholds](/Practice_Interpersonal_Tools/Clearing_Withholds.md) + * [Conflict](/Practice_Interpersonal_Tools/Conflict.md) +- Practice Overcoming Oppression + * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) +- Practice Vulnerability + * [Check In](/Practice_Vulnerability/Check_In.md) + * [Check Out](/Practice_Vulnerability/Check_Out.md) + * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md) From ea9241cef337b5142d2312decdf93d1a88d4d7e6 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:18:16 -0800 Subject: [PATCH 68/89] renaming --- {COS Overview => COS_Overview}/Player_Support_Group.md | 0 {COS Overview => COS_Overview}/Practices.md | 0 {COS Overview => COS_Overview}/README.md | 2 +- 3 files changed, 1 insertion(+), 1 deletion(-) rename {COS Overview => COS_Overview}/Player_Support_Group.md (100%) rename {COS Overview => COS_Overview}/Practices.md (100%) rename {COS Overview => COS_Overview}/README.md (79%) diff --git a/COS Overview/Player_Support_Group.md b/COS_Overview/Player_Support_Group.md similarity index 100% rename from COS Overview/Player_Support_Group.md rename to COS_Overview/Player_Support_Group.md diff --git a/COS Overview/Practices.md b/COS_Overview/Practices.md similarity index 100% rename from COS Overview/Practices.md rename to COS_Overview/Practices.md diff --git a/COS Overview/README.md b/COS_Overview/README.md similarity index 79% rename from COS Overview/README.md rename to COS_Overview/README.md index 68f05dc..dbcb381 100644 --- a/COS Overview/README.md +++ b/COS_Overview/README.md @@ -5,4 +5,4 @@ Culture happens. It's not something we can control, but it's something we can in - First: Culture is critical to succeeding. - Second: We can be intentional about co-creating it, and deliberate in evolving it together. -We define a great learning culture as one that upholds [five dynamic tensions](/Dynamic_Tensions/README.md), and we deliberately co-create it through [practices](/COS Overview/Practices.md) and a weekly [player support group](/COS Overview/Player_Support_Group.md). +We define a great learning culture as one that upholds [five dynamic tensions](/Dynamic_Tensions/README.md), and we deliberately co-create it through [practices](/COS_Overview/Practices.md) and a weekly [player support group](/COS_Overview/Player_Support_Group.md). From 524be979bac2602b0ce168fa5dabf752e33f9c3b Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:18:44 -0800 Subject: [PATCH 69/89] renaming --- README.md | 6 +++--- SUMMARY.md | 6 +++--- 2 files changed, 6 insertions(+), 6 deletions(-) diff --git a/README.md b/README.md index c015d77..9b551f8 100644 --- a/README.md +++ b/README.md @@ -10,9 +10,9 @@ Our Culture OS provides a framework by which we --as members of the learning col Everyone is responsible for embodying and improving this culture. -- [COS Overview](/COS Overview/README.md) - * [Player Support Group](/COS Overview/Player_Support_Group.md) - * [Practices](/COS Overview/Practices.md) +- [COS_Overview](/COS_Overview/README.md) + * [Player Support Group](/COS_Overview/Player_Support_Group.md) + * [Practices](/COS_Overview/Practices.md) - [Dynamic Tensions](/Dynamic_Tensions/README.md) * [Belonging](/Dynamic_Tensions/Belonging.md) * [Efficacy](/Dynamic_Tensions/Efficacy.md) diff --git a/SUMMARY.md b/SUMMARY.md index 50107a3..2ba95e5 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,8 +1,8 @@ # Culture OS -- [COS Overview](/COS Overview/README.md) - * [Player Support Group](/COS Overview/Player_Support_Group.md) - * [Practices](/COS Overview/Practices.md) +- [COS_Overview](/COS_Overview/README.md) + * [Player Support Group](/COS_Overview/Player_Support_Group.md) + * [Practices](/COS_Overview/Practices.md) - [Dynamic Tensions](/Dynamic_Tensions/README.md) * [Belonging](/Dynamic_Tensions/Belonging.md) * [Efficacy](/Dynamic_Tensions/Efficacy.md) From 8e7e70fa0280f9019a399129a537783f75b377eb Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:22:21 -0800 Subject: [PATCH 70/89] some broken links --- COS_Overview/Player_Support_Group.md | 4 ++-- SUMMARY.md | 2 +- 2 files changed, 3 insertions(+), 3 deletions(-) diff --git a/COS_Overview/Player_Support_Group.md b/COS_Overview/Player_Support_Group.md index 6944ca8..6fbaa69 100644 --- a/COS_Overview/Player_Support_Group.md +++ b/COS_Overview/Player_Support_Group.md @@ -24,7 +24,7 @@ Members of a house, take on the collective challenge of moving the results of th **Step 0: \*\***Play a game\*\* -**Step 1: \*\***[Check-in](Check-in.md)\*\* +**Step 1: \*\***[Check-in](/Practice_Vulnerability/Check_In.md)\*\* **Step 2: Harvest Proposals** @@ -32,7 +32,7 @@ Popcorn style, participants (including facilitator) invite the group, or an indi **Step 3: Select Proposal** -The facilitator decides which proposal(s) they group will dive into, orders them and starts facilitating them. +The facilitator decides which proposal(s) they group will dive into, orders them and starts facilitating them. **Step 4: \*\***[Checkout](Check-out.md)\*\* diff --git a/SUMMARY.md b/SUMMARY.md index 2ba95e5..7aa96ac 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -1,6 +1,6 @@ # Culture OS -- [COS_Overview](/COS_Overview/README.md) +- [COS Overview](/COS_Overview/README.md) * [Player Support Group](/COS_Overview/Player_Support_Group.md) * [Practices](/COS_Overview/Practices.md) - [Dynamic Tensions](/Dynamic_Tensions/README.md) From 4601a94fce764062a962dc4f013007d644761eef Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:25:03 -0800 Subject: [PATCH 71/89] fixes a couple of broken links --- COS_Overview/Player_Support_Group.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/COS_Overview/Player_Support_Group.md b/COS_Overview/Player_Support_Group.md index 6fbaa69..1ad9d67 100644 --- a/COS_Overview/Player_Support_Group.md +++ b/COS_Overview/Player_Support_Group.md @@ -34,7 +34,7 @@ Popcorn style, participants (including facilitator) invite the group, or an indi The facilitator decides which proposal(s) they group will dive into, orders them and starts facilitating them. -**Step 4: \*\***[Checkout](Check-out.md)\*\* +**Step 4: \*\***[Checkout](/Practice_Vulnerability/Check-out.md)\*\* --- From 2a6e2e746ce7876cce2b2dbfe8a107cdeeac58a4 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:34:18 -0800 Subject: [PATCH 72/89] brene brown video --- Practice_Accountability/Accountability.md | 1 + 1 file changed, 1 insertion(+) diff --git a/Practice_Accountability/Accountability.md b/Practice_Accountability/Accountability.md index 67b1847..d11f54d 100644 --- a/Practice_Accountability/Accountability.md +++ b/Practice_Accountability/Accountability.md @@ -7,3 +7,4 @@ Our agreements are meaningless if we don't hold ourselves and each other account ## Accountability Guidelines - Only hold people accountable for things they've explicitly agreed to +- Set good boundaries: https://www.youtube.com/watch?v=6NxB6c6d39A From d50072e7c5430782898d9b861d6d6eba916f0f20 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 01:38:24 -0800 Subject: [PATCH 73/89] more videos --- Practice_Vulnerability/Check_In.md | 2 +- Practice_Vulnerability/Non_Judgement.md | 1 + 2 files changed, 2 insertions(+), 1 deletion(-) diff --git a/Practice_Vulnerability/Check_In.md b/Practice_Vulnerability/Check_In.md index c5b2114..fc0b429 100644 --- a/Practice_Vulnerability/Check_In.md +++ b/Practice_Vulnerability/Check_In.md @@ -9,4 +9,4 @@ * Could be timed or untimed * One person chooses to start and picks a direction, or popcorn, or facilitator chooses who starts * Just listening. No consolation, comment, or reactions. - +* Great talk on vulnerability: https://www.youtube.com/watch?v=iCvmsMzlF7o diff --git a/Practice_Vulnerability/Non_Judgement.md b/Practice_Vulnerability/Non_Judgement.md index 5c72a58..bed973e 100644 --- a/Practice_Vulnerability/Non_Judgement.md +++ b/Practice_Vulnerability/Non_Judgement.md @@ -6,6 +6,7 @@ - Super ego - Defending - Discernment v.s. Judgement +- Good video on blame: https://www.youtube.com/watch?v=RZWf2_2L2v8 ## Shared Language From 6682fe569cf1019665dada051cebe9980d030136 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 07:57:31 -0800 Subject: [PATCH 74/89] changes to overviews --- COS_Overview/Player_Support_Group.md | 4 ++-- Practice_Accountability/Accountability.md | 1 + README.md | 12 +++++++++++- 3 files changed, 14 insertions(+), 3 deletions(-) diff --git a/COS_Overview/Player_Support_Group.md b/COS_Overview/Player_Support_Group.md index 1ad9d67..7db48fc 100644 --- a/COS_Overview/Player_Support_Group.md +++ b/COS_Overview/Player_Support_Group.md @@ -2,11 +2,11 @@ ## Purpose -Purpose of Player Support Group is to deliberately co-create culture. Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: First: Culture is critical to succeeding. Second: We can be intentional about co-creating it, and deliberate in evolving it together. +Player Support Group is a dedicated time where players can discuss how to play the game better, deepen in the foundational COS practices, and gain support from and connect with each other. ## Houses -The purpose of a house is to create a small community of practice that spans multiple cohorts and meets regularly to support each other and deliberately co-create a thriving learning culture. The group provides a dedicated time where players can discuss how to play the game better, deepen in the foundational COS practices, gain support from and connect with each other. +The purpose of a house is to create a small community of practice that spans multiple cohorts and meets regularly to support each other and deliberately co-create a thriving learning culture. ## Ceremony diff --git a/Practice_Accountability/Accountability.md b/Practice_Accountability/Accountability.md index d11f54d..f2b7a6d 100644 --- a/Practice_Accountability/Accountability.md +++ b/Practice_Accountability/Accountability.md @@ -8,3 +8,4 @@ Our agreements are meaningless if we don't hold ourselves and each other account - Only hold people accountable for things they've explicitly agreed to - Set good boundaries: https://www.youtube.com/watch?v=6NxB6c6d39A +- Don't blame: https://www.youtube.com/watch?v=RZWf2_2L2v8 diff --git a/README.md b/README.md index 9b551f8..26f0362 100644 --- a/README.md +++ b/README.md @@ -6,7 +6,17 @@ Welcome! Our learning environment is self-organizing, rigorously goal-driven, and personally and professionally rewarding. A powerful, positive culture is the strongest, most pervasive support structure a learning community can have. -Our Culture OS provides a framework by which we --as members of the learning collective-- can participate in co-creating a culture that draws out the best in us. It defines the components of our shared culture and the processes by which members of the learning collective can shape it. +As a collective each member takes on two objectives: + +- **Objective 1:** Create and sustain a dignified livelihood as a software developer. +- **Objective 2:** Cultivate a learning collective that supports me and others in achieving Objective 1. + +Our Culture OS provides a framework by which we --as members of the learning collective-- can achieve the second objective. It supports us in co-creating a culture that draws out the best in us. It defines the components of our shared culture and the processes by which members of the learning collective can shape it. + +Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things: + +- First: Culture is critical to succeeding. +- Second: We can be intentional about co-creating it, and deliberate in evolving it together. Everyone is responsible for embodying and improving this culture. From 7389dde5c16c2551432ac1116b723a67c41bb115 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 08:04:24 -0800 Subject: [PATCH 75/89] changing to tending relationship --- COS_Overview/Practices.md | 8 ++++---- .../Clearing.md | 0 .../Clearing_Withholds.md | 0 .../Conflict.md | 0 README.md | 6 +++--- SUMMARY.md | 6 +++--- 6 files changed, 10 insertions(+), 10 deletions(-) rename {Practice_Interpersonal_Tools => Practice_Tending_Relationship}/Clearing.md (100%) rename {Practice_Interpersonal_Tools => Practice_Tending_Relationship}/Clearing_Withholds.md (100%) rename {Practice_Interpersonal_Tools => Practice_Tending_Relationship}/Conflict.md (100%) diff --git a/COS_Overview/Practices.md b/COS_Overview/Practices.md index 9bc71b2..4cfbd25 100644 --- a/COS_Overview/Practices.md +++ b/COS_Overview/Practices.md @@ -18,10 +18,10 @@ Our practices are aspirational. By definition, we will not do them perfectly, or * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md) * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) -- Practice Interpersonal Tools - * [Clearing](/Practice_Interpersonal_Tools/Clearing.md) - * [Clearing Withholds](/Practice_Interpersonal_Tools/Clearing_Withholds.md) - * [Conflict](/Practice_Interpersonal_Tools/Conflict.md) +- Practice Tending Relationships + * [Clearing](/Practice_Tending_Relationships/Clearing.md) + * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) + * [Conflict](/Practice_Tending_Relationships/Conflict.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability diff --git a/Practice_Interpersonal_Tools/Clearing.md b/Practice_Tending_Relationship/Clearing.md similarity index 100% rename from Practice_Interpersonal_Tools/Clearing.md rename to Practice_Tending_Relationship/Clearing.md diff --git a/Practice_Interpersonal_Tools/Clearing_Withholds.md b/Practice_Tending_Relationship/Clearing_Withholds.md similarity index 100% rename from Practice_Interpersonal_Tools/Clearing_Withholds.md rename to Practice_Tending_Relationship/Clearing_Withholds.md diff --git a/Practice_Interpersonal_Tools/Conflict.md b/Practice_Tending_Relationship/Conflict.md similarity index 100% rename from Practice_Interpersonal_Tools/Conflict.md rename to Practice_Tending_Relationship/Conflict.md diff --git a/README.md b/README.md index 26f0362..1458338 100644 --- a/README.md +++ b/README.md @@ -42,9 +42,9 @@ Everyone is responsible for embodying and improving this culture. * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) - Practice Interpersonal Tools - * [Clearing](/Practice_Interpersonal_Tools/Clearing.md) - * [Clearing Withholds](/Practice_Interpersonal_Tools/Clearing_Withholds.md) - * [Conflict](/Practice_Interpersonal_Tools/Conflict.md) + * [Clearing](/Practice_Tending_Relationships/Clearing.md) + * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) + * [Conflict](/Practice_Tending_Relationships/Conflict.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability diff --git a/SUMMARY.md b/SUMMARY.md index 7aa96ac..9fb32cf 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -22,9 +22,9 @@ * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) - Practice Interpersonal Tools - * [Clearing](/Practice_Interpersonal_Tools/Clearing.md) - * [Clearing Withholds](/Practice_Interpersonal_Tools/Clearing_Withholds.md) - * [Conflict](/Practice_Interpersonal_Tools/Conflict.md) + * [Clearing](/Practice_Tending_Relationships/Clearing.md) + * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) + * [Conflict](/Practice_Tending_Relationships/Conflict.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability From 30c5ef5d8dcd345c42c0b7ee2d4903cddb254343 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 08:07:39 -0800 Subject: [PATCH 76/89] moves non-triangulation --- Practice_Agency/Drama_Triangle.md | 1 + .../Non_Triangulation.md | 0 2 files changed, 1 insertion(+) create mode 100644 Practice_Agency/Drama_Triangle.md rename {Practice_Agency => Practice_Tending_Relationship}/Non_Triangulation.md (100%) diff --git a/Practice_Agency/Drama_Triangle.md b/Practice_Agency/Drama_Triangle.md new file mode 100644 index 0000000..3d56f50 --- /dev/null +++ b/Practice_Agency/Drama_Triangle.md @@ -0,0 +1 @@ +# Drama Triangle diff --git a/Practice_Agency/Non_Triangulation.md b/Practice_Tending_Relationship/Non_Triangulation.md similarity index 100% rename from Practice_Agency/Non_Triangulation.md rename to Practice_Tending_Relationship/Non_Triangulation.md From 4ac93496022ef4b3da878f6876dee4cb7323d30a Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 08:10:43 -0800 Subject: [PATCH 77/89] just doing what carla says --- COS_Overview/Practices.md | 2 +- SUMMARY.md | 4 ++-- 2 files changed, 3 insertions(+), 3 deletions(-) diff --git a/COS_Overview/Practices.md b/COS_Overview/Practices.md index 4cfbd25..5931022 100644 --- a/COS_Overview/Practices.md +++ b/COS_Overview/Practices.md @@ -12,7 +12,6 @@ Our practices are aspirational. By definition, we will not do them perfectly, or - Practice Agency * [Collective Vision](/Practice_Agency/Collective_Vision.md) * [Distributed Authority](/Practice_Agency/Distributed_Authority.md) - * [Non Triangulation](/Practice_Agency/Non_Triangulation.md) * [Radical Responsibility](/Practice_Agency/Radical_Responsibility.md) - Practice Feedback * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md) @@ -22,6 +21,7 @@ Our practices are aspirational. By definition, we will not do them perfectly, or * [Clearing](/Practice_Tending_Relationships/Clearing.md) * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) * [Conflict](/Practice_Tending_Relationships/Conflict.md) + * [Non Triangulation](/Practice_Tending_Relationships/Non_Triangulation.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability diff --git a/SUMMARY.md b/SUMMARY.md index 9fb32cf..d817152 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -15,16 +15,16 @@ - Practice Agency * [Collective Vision](/Practice_Agency/Collective_Vision.md) * [Distributed Authority](/Practice_Agency/Distributed_Authority.md) - * [Non Triangulation](/Practice_Agency/Non_Triangulation.md) * [Radical Responsibility](/Practice_Agency/Radical_Responsibility.md) - Practice Feedback * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md) * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) -- Practice Interpersonal Tools +- Practice Tending Relationships * [Clearing](/Practice_Tending_Relationships/Clearing.md) * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) * [Conflict](/Practice_Tending_Relationships/Conflict.md) + * [Non Triangulation](/Practice_Tending_Relationships/Non_Triangulation.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability From c5b60fb95d0922032eecc2c4b802e5d88c05fa45 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Wed, 23 Nov 2016 08:32:35 -0800 Subject: [PATCH 78/89] making commitments better --- COS_Overview/Player_Support_Group.md | 4 +++- COS_Overview/Practices.md | 16 +++++++++++++--- 2 files changed, 16 insertions(+), 4 deletions(-) diff --git a/COS_Overview/Player_Support_Group.md b/COS_Overview/Player_Support_Group.md index 7db48fc..cd8fc27 100644 --- a/COS_Overview/Player_Support_Group.md +++ b/COS_Overview/Player_Support_Group.md @@ -12,7 +12,9 @@ The purpose of a house is to create a small community of practice that spans mul A Player Support Group is a form of ceremony. We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a Player Support Group meeting\). -Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone knows and feels in choice about whether or not to participate. +Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone at a ceremony is in choice about the degree to which they participate. + +While everyone is committed to attending Player Support Group, they have a right to pass on any activity they choose not to participate in. ## Climate survey diff --git a/COS_Overview/Practices.md b/COS_Overview/Practices.md index 5931022..56cd228 100644 --- a/COS_Overview/Practices.md +++ b/COS_Overview/Practices.md @@ -1,11 +1,17 @@ # Practices -Practices tend to be ongoing and are used as needed. For example, we practice clearing withholds when we realize we’re holding onto feelings, perceptions or stories that are getting in the way of our connection with someone. - -A practice is usually associated with a shared skill, or shared knowledge. For example, to practice **Non Judgement** as a collective their needs to be shared understanding of what judgement is and shared language around it. Introducing a practice should usually involve a teaching (or series of teachings) around it. +Practices are ongoing and shared. We use them to deepen in our Values and uphold the [Dynamic Tensions](/Dyanmic_Tensions/README.md). If our Values are our North Star, the practices are the ships we sail in. They help us get there. Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress. +A practice is usually associated with a shared skill, or shared knowledge. For example, to practice **Non Judgement** as a collective there needs to be shared understanding of what judgement is and shared language around it. + +## Workshops + +Introducing a practice usually happens at a workshop. While everyone is committed to attending the foundational workshops, they have a right to pass on any activity they choose not to participate in. + +## Foundational Practices + - Practice Accountability * [Accountability](/Practice_Accountability/Accountability.md) * [Agreements](/Practice_Accountability/Agreements.md) @@ -28,3 +34,7 @@ Our practices are aspirational. By definition, we will not do them perfectly, or * [Check In](/Practice_Vulnerability/Check_In.md) * [Check Out](/Practice_Vulnerability/Check_Out.md) * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md) + +## Additional Practices + +Over time, members of our learning collective can and will add practices that they value and offer them to the rest of us. From f61b09abae16497516796274fd599bc3d142137c Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 14:30:55 -0800 Subject: [PATCH 79/89] updates tending relationships --- .../Clearing_Withholds.md | 8 +++----- Practice_Tending_Relationship/Conflict.md | 14 +++++++++----- SUMMARY.md | 2 +- 3 files changed, 13 insertions(+), 11 deletions(-) diff --git a/Practice_Tending_Relationship/Clearing_Withholds.md b/Practice_Tending_Relationship/Clearing_Withholds.md index 805f46b..acd536e 100644 --- a/Practice_Tending_Relationship/Clearing_Withholds.md +++ b/Practice_Tending_Relationship/Clearing_Withholds.md @@ -14,10 +14,8 @@ Withholds come in many different flavors: * **A Reality Check:** We make up stories all the time about each other. If you notice a belief forming in your mind about someone else, ask them about it. For example: "I noticed that whenever I talk about anything related to marketing, you seem to zone out. I'm starting to make up a story in my mind that you think I'm shitty at marketing. Is there any truth to that?" -* **A Reflection:** We can see things in others that they don't see in themselves. Sometimes it's important to make room for a reflection in order to clear the air between us. Reflections can be "negative" or "positive" feedback about how we are relating personally to someone. This is distinctly different from feedback about their work product. For example: "Your accent reminds me of this guy who used to bully me, and sometimes I notice myself mad at you for no reason." or "I really like your writing style. I've always wanted to write like that and sometimes I notice that I feel intimidated and jealous of you." +* **A Reveal:** Sometimes it's important to reveal something about how our mind/heart works in order to clear the air. Reveals can be "negative" or "positive" stories/history/self image that's relevant to how we are relating personally to someone. This is distinctly different from feedback about their work product. For example: "Your accent reminds me of this guy who used to bully me, and sometimes I notice myself mad at you for no reason." or "I really like your writing style. I've always wanted to write like that and sometimes I notice that I feel intimidated and jealous of you." -Sharing reflections in this way, and being heard, can often diffuse the withhold, and reduce its charge. +Sharing reveals in this way, and being heard, can often diffuse the withhold, and reduce its charge. -Another good use of sharing a reflection, is with regards to the Five Personal Practices. Because these practices are interpersonal, giving and receiving reflections from each other on our progress and the areas where we need to practice more supports them in staying alive. - -If you tried to clear a withhold with someone and failed, use our [Conflict Resloution Process](/Processes/Conflict.md) to resolve it. +If you tried to clear a withhold with someone and failed, consider using a [Formal Request Process](/Processes/Conflict.md) to resolve it. diff --git a/Practice_Tending_Relationship/Conflict.md b/Practice_Tending_Relationship/Conflict.md index 8abe93a..3e06167 100644 --- a/Practice_Tending_Relationship/Conflict.md +++ b/Practice_Tending_Relationship/Conflict.md @@ -1,6 +1,6 @@ -# Conflict Resolution Process +# Formal Request Process -**Purpose:** This is a **built-in** process used to resolve an interpersonal conflict. +**Purpose:** This is a **built-in** process used to make an attempt at resolving conflict and/or addressing as situation that needs to change **Serves Values:** Truth, Being in Relationship, Safety @@ -14,15 +14,15 @@ As members of a learning collective, we address and resolve conflicts with these ## Formal Process -Most interpersonal tensions can be resolved by sharing and being heard. If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. +Most interpersonal tensions can be resolved by sharing and being heard or by making an informal request. If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. -Any formal conflict starts with someone bringing a request directly to another member. The request needs to be actionable, clear, present, and sufficient to resolve the conflict. Requests can be benign ("Please make a public commitment to our team to arrive to meetings on time."), to more involved ("Please commit to repairing what happened by writing an email to everyone."), to the most extreme ("Please leave our team" or "Please leave the Guild").[^1] +Any formal request starts with someone bringing a request directly to another member. The request needs to be actionable, clear, present, and sufficient to resolve the conflict. Requests can be benign ("Please make a public commitment to our team to arrive to meetings on time."), to more involved ("Please commit to repairing what happened by writing an email to everyone."), to the most extreme ("Please leave our team" or "Please leave the Guild").[^1] At all stages, the person receiving the request can say Yes, No, or negotiate for a different outcome. If there's a "Yes" or another outcome that's sufficient to both, then the conflict is resolved. If there's a "No" then the initiating member has the choice of either escalating the conflict to the next phase, or dropping it. ## Resolution Phases -1. In the first phase, the two parties sit together and try to sort it out privately. +1. In the first phase, the two parties sit together and try to sort it out privately. It's important for the requester to make it clear that they are starting a *Formal Request Process* 2. If they can’t find a solution agreeable to both, they nominate another person they both trust to act as a mediator. The mediator doesn’t impose a decision. Rather they support the participants in coming to their own solution. Again, a clear request is needed, and a Yes, No, or a compromise. @@ -30,6 +30,10 @@ At all stages, the person receiving the request can say Yes, No, or negotiate fo 4. In an ultimate step, if a resolution is still not reached, two or more Learning Facilitators are called into the panel. Unlike the previous stages the Learning Facilitators can choose to impose a solution if they all agree on one.[^2] +## Writing things down + +It's really helpful if an agreement is reached for the parties to write it down in an email or somewhere else so they can be sure they have clarity on what they agreed on . + ## Clearing Coaching If you need coaching or support before clearing with someone, or before/during engaging in a formal resolution process, reach out to a Learning Facilitator and set up a coaching session. The Learning Facilitator will support you in resolving the conflict directly, and hold you accountable to closing the loop. diff --git a/SUMMARY.md b/SUMMARY.md index d817152..fbe056a 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -23,7 +23,7 @@ - Practice Tending Relationships * [Clearing](/Practice_Tending_Relationships/Clearing.md) * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) - * [Conflict](/Practice_Tending_Relationships/Conflict.md) + * [Formal Request](/Practice_Tending_Relationships/Conflict.md) * [Non Triangulation](/Practice_Tending_Relationships/Non_Triangulation.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) From 9d954a25d804d64ed7f1254d20924d27a74ba1dc Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 14:44:54 -0800 Subject: [PATCH 80/89] requests v.s. demands --- Practice_Tending_Relationship/Requests.md | 32 +++++++++++++++++++++++ SUMMARY.md | 1 + 2 files changed, 33 insertions(+) create mode 100644 Practice_Tending_Relationship/Requests.md diff --git a/Practice_Tending_Relationship/Requests.md b/Practice_Tending_Relationship/Requests.md new file mode 100644 index 0000000..b7fa0b9 --- /dev/null +++ b/Practice_Tending_Relationship/Requests.md @@ -0,0 +1,32 @@ +# Requests: The Creator's tool + +When you step into creator role, you have a vision for the world that is different from what it is right now. + +Unless you're in a rare situation where you can bring about this vision by yourself, you'll need other people to align with your vision and help you make it happen. The most powerful tool to do that, is to ask. To make a request. + +A strong request is actionable, clear, present. + +## Different kinds of requests: + +- Appeal to authority: Whose decision is it? Is there a formal domain here? If there is, find the decision maker and ask them. The request here is for them to consider your vision, and to help you make it happen. A pull request is an obvious example of this. You don't have domain over the repo. You encode your vision in code, and make a pull request. +- Appeal for help: Sometimes I just need support. Support to articulate my vision, support to figure out what my next step is, support to brainstorm, or just moral support for confidence and self esteem. Do I need help here? If so, ask for help. +- Request for resources: Do I need resources here? Who has resources? Find them and ask for resources. +- Request for followers: Do I have a vision that needs a team? Articulate a vision and ask people to join me. + +## Requests v.s. Demands + +- A demand feels entitled. It assumes that the world owes it. A true request has gratitude and humility in it. +- A demand has consequences if not met. There's usually a hidden blackmail in there. A true request is humble and ok with a "no". +- A demand is often made without permission. A true request starts with: "I have something to ask of you. Are you open?" +- A demand is usually not open to negotiation, a true request is. +- A demand is future based: "Please don't do that again in the future.", a true request is always present: "Would you please give me your word to not do that again." + + +## You know you’re falling into victim if you find yourself: + +1. Triangulating +2. Complaining +3. Making demands v.s. requests +4. Feeling righteous and entitled that the world respond to you. +5. Feeling like “this is happening to me, and I can’t do anything about it” +6. Disconnecting / isolating / giving up on your vision diff --git a/SUMMARY.md b/SUMMARY.md index fbe056a..d809943 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -21,6 +21,7 @@ * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) - Practice Tending Relationships + * [Requests](/Practice_Tending_Relationships/Requests.md) * [Clearing](/Practice_Tending_Relationships/Clearing.md) * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) * [Formal Request](/Practice_Tending_Relationships/Conflict.md) From f4ea144875453ac2978d7bbb676af0096226d1a2 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 15:34:34 -0800 Subject: [PATCH 81/89] updating links --- Practice_Tending_Relationship/Challenge.md | 24 +++++++++++++++++++ Practice_Tending_Relationship/Conflict.md | 2 +- Practice_Tending_Relationship/Requests.md | 5 +++- .../relationship_toolbox.md | 0 SUMMARY.md | 12 ++++++---- 5 files changed, 36 insertions(+), 7 deletions(-) create mode 100644 Practice_Tending_Relationship/Challenge.md create mode 100644 Practice_Tending_Relationship/relationship_toolbox.md diff --git a/Practice_Tending_Relationship/Challenge.md b/Practice_Tending_Relationship/Challenge.md new file mode 100644 index 0000000..72a1cd0 --- /dev/null +++ b/Practice_Tending_Relationship/Challenge.md @@ -0,0 +1,24 @@ +# Challenge: A challengers main tool + +A challenge is needed when you feel like there's a situation that needs to be addressed/confronted. Something is going on that needs to change/stop/improve. + +## Challenge steps + +There are four steps to a challenge: + +1. Ask permission "Hey, I have a challenge for you, is now a good time?" +2. Briefly state what you're noticing "I noticed the last 3 projects, you got less than 40% complete on them" +3. Set a clear, time bound, actionable "I challenge you to get over 80% completeness on the next 3 projects" +4. Ask for acceptance, and be willing to hear yes, no, or to negotiate. + +When delivered well, a challenge feels like a gift. It feels like you are seeing my potential and inviting me to step into it. It feels like you're on my team. + +## Persecutor traps + +You know you’re falling into Persecutor if you find yourself: + +1. Judging / Criticizing +2. Feeling bigger / better / smarter than the other +3. Reaching for rules, standards to legislate cooperation +4. Insisting that the other person accept your challenge +5. Don't feel like you're on the other person's team diff --git a/Practice_Tending_Relationship/Conflict.md b/Practice_Tending_Relationship/Conflict.md index 3e06167..d8913f3 100644 --- a/Practice_Tending_Relationship/Conflict.md +++ b/Practice_Tending_Relationship/Conflict.md @@ -14,7 +14,7 @@ As members of a learning collective, we address and resolve conflicts with these ## Formal Process -Most interpersonal tensions can be resolved by sharing and being heard or by making an informal request. If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. +Most interpersonal tensions can be resolved by [sharing and being heard](Clearing_Withholds.md) or by making an [informal request](Requests.md). If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. Any formal request starts with someone bringing a request directly to another member. The request needs to be actionable, clear, present, and sufficient to resolve the conflict. Requests can be benign ("Please make a public commitment to our team to arrive to meetings on time."), to more involved ("Please commit to repairing what happened by writing an email to everyone."), to the most extreme ("Please leave our team" or "Please leave the Guild").[^1] diff --git a/Practice_Tending_Relationship/Requests.md b/Practice_Tending_Relationship/Requests.md index b7fa0b9..de85265 100644 --- a/Practice_Tending_Relationship/Requests.md +++ b/Practice_Tending_Relationship/Requests.md @@ -21,7 +21,6 @@ A strong request is actionable, clear, present. - A demand is usually not open to negotiation, a true request is. - A demand is future based: "Please don't do that again in the future.", a true request is always present: "Would you please give me your word to not do that again." - ## You know you’re falling into victim if you find yourself: 1. Triangulating @@ -30,3 +29,7 @@ A strong request is actionable, clear, present. 4. Feeling righteous and entitled that the world respond to you. 5. Feeling like “this is happening to me, and I can’t do anything about it” 6. Disconnecting / isolating / giving up on your vision + +## Requests v.s. Formal Requests + +Making a request is a useful tool when attempting to create, or build a vision. Sometimes there is a situation that needs to be addressed/confronted, and what's needed is for you to step into Challenger role v.s. Creator role. In Challenger role, you may start with an informal request, but you might need to escalate that to a [challenge](Challenge.md) or [formal request](Conflict.md) diff --git a/Practice_Tending_Relationship/relationship_toolbox.md b/Practice_Tending_Relationship/relationship_toolbox.md new file mode 100644 index 0000000..e69de29 diff --git a/SUMMARY.md b/SUMMARY.md index d809943..2425799 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -21,11 +21,13 @@ * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) - Practice Tending Relationships - * [Requests](/Practice_Tending_Relationships/Requests.md) - * [Clearing](/Practice_Tending_Relationships/Clearing.md) - * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) - * [Formal Request](/Practice_Tending_Relationships/Conflict.md) - * [Non Triangulation](/Practice_Tending_Relationships/Non_Triangulation.md) + * [Relationship Toolbox](/Practice_Tending_Relationship/relationship_toolbox.md) + * [Requests](/Practice_Tending_Relationship/Requests.md) + * [Clearing](/Practice_Tending_Relationship/Clearing.md) + * [Clearing Withholds](/Practice_Tending_Relationship/Clearing_Withholds.md) + * [Formal Request](/Practice_Tending_Relationship/Conflict.md) + * [Non Triangulation](/Practice_Tending_Relationship/Non_Triangulation.md) + * [Challenge](/Practice_Tending_Relationship/Challenge.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability From 82e49b5fc3cff58d7f67e7b932ca5e98986d4f37 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 15:37:13 -0800 Subject: [PATCH 82/89] removes clearing cermony --- SUMMARY.md | 1 - 1 file changed, 1 deletion(-) diff --git a/SUMMARY.md b/SUMMARY.md index 2425799..e234a60 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -23,7 +23,6 @@ - Practice Tending Relationships * [Relationship Toolbox](/Practice_Tending_Relationship/relationship_toolbox.md) * [Requests](/Practice_Tending_Relationship/Requests.md) - * [Clearing](/Practice_Tending_Relationship/Clearing.md) * [Clearing Withholds](/Practice_Tending_Relationship/Clearing_Withholds.md) * [Formal Request](/Practice_Tending_Relationship/Conflict.md) * [Non Triangulation](/Practice_Tending_Relationship/Non_Triangulation.md) From 05bc761a2fca71cda9855a8bb4c85ffae248077d Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 15:43:29 -0800 Subject: [PATCH 83/89] some changes --- Practice_Tending_Relationship/Challenge.md | 3 ++- Practice_Tending_Relationship/Clearing_Withholds.md | 11 +++++++---- 2 files changed, 9 insertions(+), 5 deletions(-) diff --git a/Practice_Tending_Relationship/Challenge.md b/Practice_Tending_Relationship/Challenge.md index 72a1cd0..14f1bbe 100644 --- a/Practice_Tending_Relationship/Challenge.md +++ b/Practice_Tending_Relationship/Challenge.md @@ -8,8 +8,9 @@ There are four steps to a challenge: 1. Ask permission "Hey, I have a challenge for you, is now a good time?" 2. Briefly state what you're noticing "I noticed the last 3 projects, you got less than 40% complete on them" -3. Set a clear, time bound, actionable "I challenge you to get over 80% completeness on the next 3 projects" +3. Set a clear, time bound, actionable challenge "I challenge you to get over 80% completeness on the next 3 projects" 4. Ask for acceptance, and be willing to hear yes, no, or to negotiate. +5. Pro step: Follow up with the person you challenged and hold them accountable. When delivered well, a challenge feels like a gift. It feels like you are seeing my potential and inviting me to step into it. It feels like you're on my team. diff --git a/Practice_Tending_Relationship/Clearing_Withholds.md b/Practice_Tending_Relationship/Clearing_Withholds.md index acd536e..59f4e8a 100644 --- a/Practice_Tending_Relationship/Clearing_Withholds.md +++ b/Practice_Tending_Relationship/Clearing_Withholds.md @@ -1,14 +1,14 @@ -# Clear personal tensions swiftly and directly +# Clearing: Clear personal tensions swiftly and directly **Serves Values:** Truth, Safety We are human. Personal conflicts will come up as we work/learn together. When you feel that something personal is beginning to get in the way of you working optimally with someone else, **address it directly with them as soon as you can.** -We call this practice "clearing a withhold". +We call this practice "clearing". -A withhold is anything that I'm "holding" in my mind or heart, that's keeping me from feeling "clear" with you. +Clearing usually involve sharing anything that I'm "holding" in my mind or heart, that's keeping me from feeling "clear" with you. -Withholds come in many different flavors: +Clearings come in many different flavors, these are the main three: * **A Pinch:** Something someone did, that "pinched" my ego. I could let it go, but it's building a small level of resentment, so I'll just say it. For example: "When you didn't respond to that question I asked in the meeting I felt snubbed". Pinches are quick to resolve, and usually don't need more than a "thank you" in response. @@ -19,3 +19,6 @@ Withholds come in many different flavors: Sharing reveals in this way, and being heard, can often diffuse the withhold, and reduce its charge. If you tried to clear a withhold with someone and failed, consider using a [Formal Request Process](/Processes/Conflict.md) to resolve it. + + +**It's important not to have hidden [requests](Requests.md) or feedback. The implicit request when clearing is to be heard and to be known in order for the air to clear.** From 8e9f5a5d1b0442f645035cb43f2990d780c62f6c Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 15:46:22 -0800 Subject: [PATCH 84/89] more changs --- Practice_Tending_Relationship/Requests.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/Practice_Tending_Relationship/Requests.md b/Practice_Tending_Relationship/Requests.md index de85265..edb649c 100644 --- a/Practice_Tending_Relationship/Requests.md +++ b/Practice_Tending_Relationship/Requests.md @@ -4,7 +4,7 @@ When you step into creator role, you have a vision for the world that is differe Unless you're in a rare situation where you can bring about this vision by yourself, you'll need other people to align with your vision and help you make it happen. The most powerful tool to do that, is to ask. To make a request. -A strong request is actionable, clear, present. +A strong request is actionable, clear, present. It's vulnerable to make a request, and most people avoid it! ## Different kinds of requests: From 830cb4dd4dd4642733d0a3ae9d8a3065c35c2c9e Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Mon, 9 Jan 2017 15:51:04 -0800 Subject: [PATCH 85/89] adding apology to clearing --- Practice_Tending_Relationship/Clearing_Withholds.md | 2 ++ 1 file changed, 2 insertions(+) diff --git a/Practice_Tending_Relationship/Clearing_Withholds.md b/Practice_Tending_Relationship/Clearing_Withholds.md index 59f4e8a..4981f03 100644 --- a/Practice_Tending_Relationship/Clearing_Withholds.md +++ b/Practice_Tending_Relationship/Clearing_Withholds.md @@ -16,6 +16,8 @@ Clearings come in many different flavors, these are the main three: * **A Reveal:** Sometimes it's important to reveal something about how our mind/heart works in order to clear the air. Reveals can be "negative" or "positive" stories/history/self image that's relevant to how we are relating personally to someone. This is distinctly different from feedback about their work product. For example: "Your accent reminds me of this guy who used to bully me, and sometimes I notice myself mad at you for no reason." or "I really like your writing style. I've always wanted to write like that and sometimes I notice that I feel intimidated and jealous of you." +An apology can also be another form of clearing. + Sharing reveals in this way, and being heard, can often diffuse the withhold, and reduce its charge. If you tried to clear a withhold with someone and failed, consider using a [Formal Request Process](/Processes/Conflict.md) to resolve it. From 9f56948838fcdd600e143583da3ef8bda1cb911c Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 10 Jan 2017 04:18:14 -0800 Subject: [PATCH 86/89] some cleanup --- Practice_Tending_Relationship/Clearing.md | 3 +-- Practice_Tending_Relationship/relationship_toolbox.md | 0 README.md | 8 +++++--- 3 files changed, 6 insertions(+), 5 deletions(-) delete mode 100644 Practice_Tending_Relationship/relationship_toolbox.md diff --git a/Practice_Tending_Relationship/Clearing.md b/Practice_Tending_Relationship/Clearing.md index bcb202a..971c96b 100644 --- a/Practice_Tending_Relationship/Clearing.md +++ b/Practice_Tending_Relationship/Clearing.md @@ -1,4 +1,4 @@ -# Clearing +# Clearing Ceremony **Purpose:** Floss the crud that forms in relationships @@ -14,4 +14,3 @@ * If you know you have someone you need to clear with, walk up to them and wait. * Come back to a circle, and do another "clearing count". * Notice how the total has dropped and remind everyone that the goal is to keep the number at zero. - diff --git a/Practice_Tending_Relationship/relationship_toolbox.md b/Practice_Tending_Relationship/relationship_toolbox.md deleted file mode 100644 index e69de29..0000000 diff --git a/README.md b/README.md index 1458338..c79aa65 100644 --- a/README.md +++ b/README.md @@ -42,9 +42,11 @@ Everyone is responsible for embodying and improving this culture. * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) - Practice Interpersonal Tools - * [Clearing](/Practice_Tending_Relationships/Clearing.md) - * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md) - * [Conflict](/Practice_Tending_Relationships/Conflict.md) + * [Requests](/Practice_Tending_Relationship/Requests.md) + * [Clearing Withholds](/Practice_Tending_Relationship/Clearing_Withholds.md) + * [Formal Request](/Practice_Tending_Relationship/Conflict.md) + * [Non Triangulation](/Practice_Tending_Relationship/Non_Triangulation.md) + * [Challenge](/Practice_Tending_Relationship/Challenge.md) - Practice Overcoming Oppression * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md) - Practice Vulnerability From ce04c0c7084ccd932eda2d3b5cbac35bef26c4f0 Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 10 Jan 2017 07:22:54 -0800 Subject: [PATCH 87/89] updating summary --- SUMMARY.md | 1 - 1 file changed, 1 deletion(-) diff --git a/SUMMARY.md b/SUMMARY.md index e234a60..6708eb7 100644 --- a/SUMMARY.md +++ b/SUMMARY.md @@ -21,7 +21,6 @@ * [Climate Check](/Practice_Feedback/Climate_Check.md) * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md) - Practice Tending Relationships - * [Relationship Toolbox](/Practice_Tending_Relationship/relationship_toolbox.md) * [Requests](/Practice_Tending_Relationship/Requests.md) * [Clearing Withholds](/Practice_Tending_Relationship/Clearing_Withholds.md) * [Formal Request](/Practice_Tending_Relationship/Conflict.md) From 4d5a0462fa490f4d15010be70b252a06d0ea395e Mon Sep 17 00:00:00 2001 From: Shereef Bishay Date: Tue, 24 Jan 2017 07:33:33 -0800 Subject: [PATCH 88/89] updating psg --- COS_Overview/Player_Support_Group.md | 38 +++++++++++++++++++++++----- 1 file changed, 31 insertions(+), 7 deletions(-) diff --git a/COS_Overview/Player_Support_Group.md b/COS_Overview/Player_Support_Group.md index cd8fc27..afe16f4 100644 --- a/COS_Overview/Player_Support_Group.md +++ b/COS_Overview/Player_Support_Group.md @@ -24,20 +24,44 @@ Members of a house, take on the collective challenge of moving the results of th ## Structure -**Step 0: \*\***Play a game\*\* - **Step 1: \*\***[Check-in](/Practice_Vulnerability/Check_In.md)\*\* -**Step 2: Harvest Proposals** +**Step 2: Tension Resolution** + +We speak of tensions often, they are the driving force behind any action. + +A tension is what someone feels when they see a difference between how things are, and how things can be. + +They are called tensions because that is how they literally manifest in our bodies, as tensions. I could feel a tension because I see an opportunity that we are not utilizing, or I could feel a tension because there is something in our structure or operation that is problematic and causes me tension. + +What is asked of everyone around tensions is to honor your intuition – if you literally “feel a tension” then that is to be respected and listened to. Naming and processing your tension is what drives Learners Guild forward. They are an integral and necessary part of how we collectively co-create the Guild, they are not a problem. + +Each tension is named, logged, and processed in turn. Only the "tension holder" decides when their tension is resolved. + +It's generally good practice to hold on to your tension tightly, but be flexible about how it can be resolved. + + +## Toolbox + +A small sample of tools you can use to resolve your Tensions + +1. **Process Timeout** Ask for a process timeout at any time if you don't understand, or need clarity, or have any other tension about the process itself. For example: If you forgot the difference between *skip* and *pass* in checkin ask for a process time out and get it clarified. + +2. **Coaching** You have a tension, but you need coaching about what to ask for, and how to get it resolved. + +3. **Just saying it out loud** Sometimes, all you need to resolve your tension is to speak it out loud. For example: *"I want to let everyone know that I'm loving this new schedule. Thank you for changing it. Tension resolved."* + +4. **Asking for help** You might need support in a specific (or not too specific way) and you can ask someone for help. That might resolve your tension. -Popcorn style, participants (including facilitator) invite the group, or an individual to an activity. This could be an open discussion, a reaction round, feedback, a request for support. The group (or individual) being invited, respond with either two thumbs up, one thumb, side-ways thumb, or thumbs down. Participants can also ask for something they need for themselves. +5. **Open Discussion** Sometimes you need an open discussion to unpack your tension, understand it more, and/or share it with others. -**Step 3: Select Proposal** +6. **Reaction Round** If you have a proposal, or something you need feedback from everyone around, you could ask for a reaction round. Everyone in your house will take turns giving you their reaction. Some people might say "no reaction". -The facilitator decides which proposal(s) they group will dive into, orders them and starts facilitating them. +7. **Make a Request** Most tensions can be resolved by asking for what you need from someone who can (and is willing to) give it to you. You could be asking for support, or for a challenge. -**Step 4: \*\***[Checkout](/Practice_Vulnerability/Check-out.md)\*\* +8. **Issue a Challenge** Sometimes, in order to see the change you want to see, you need to issue a challenge to one or more people and see wether or not they will accept it. +9. **Show of Hands** Some tensions are resolved by getting a show of hands, or "fist-to-five". Perhaps you have a question of the group, or a hunch that you want to validate. --- ## Facilitator notes From 138b7faacd51b8be1e66c8fb6accbfef4b53964c Mon Sep 17 00:00:00 2001 From: needdra Date: Fri, 28 Jul 2017 09:11:21 -0700 Subject: [PATCH 89/89] Updates Processes/Conflict.md Auto commit by GitBook Editor --- Processes/Conflict.md | 16 ++++++++-------- README.md | 9 ++++++++- 2 files changed, 16 insertions(+), 9 deletions(-) diff --git a/Processes/Conflict.md b/Processes/Conflict.md index 8abe93a..f05d4de 100644 --- a/Processes/Conflict.md +++ b/Processes/Conflict.md @@ -10,13 +10,13 @@ As members of a learning collective, we address and resolve conflicts with these * We take ownership for our thoughts, beliefs, words, and actions. We don’t spread rumors. * We don’t talk about another member behind their back. * We resolve disagreements directly with those involved, and don't drag anyone else into the problem. -* We don’t blame problems on others. When we feel like blaming, we take it as an invitation to reflect on how we might be part of the problem (and the solution). +* We don’t blame problems on others. When we feel like blaming, we take it as an invitation to reflect on how we might be part of the problem \(and the solution\). ## Formal Process -Most interpersonal tensions can be resolved by sharing and being heard. If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. +Most interpersonal tensions can be resolved by sharing and being heard. If, however, your tension isn't just resolved by being heard, you still need to address it directly with the person you have tension with using a more formal process. -Any formal conflict starts with someone bringing a request directly to another member. The request needs to be actionable, clear, present, and sufficient to resolve the conflict. Requests can be benign ("Please make a public commitment to our team to arrive to meetings on time."), to more involved ("Please commit to repairing what happened by writing an email to everyone."), to the most extreme ("Please leave our team" or "Please leave the Guild").[^1] +Any formal conflict starts with someone bringing a request directly to another member. The request needs to be actionable, clear, present, and sufficient to resolve the conflict. Requests can be benign \("Please make a public commitment to our team to arrive to meetings on time."\), to more involved \("Please commit to repairing what happened by writing an email to everyone."\), to the most extreme \("Please leave our team" or "Please leave the Guild"\).[^1] At all stages, the person receiving the request can say Yes, No, or negotiate for a different outcome. If there's a "Yes" or another outcome that's sufficient to both, then the conflict is resolved. If there's a "No" then the initiating member has the choice of either escalating the conflict to the next phase, or dropping it. @@ -28,7 +28,7 @@ At all stages, the person receiving the request can say Yes, No, or negotiate fo 3. If mediation fails, a panel of topic-relevant members is convened. Again the panel does not impose a solution. They weigh in with what they think is fair, and it's up to the person receiving the request to decide. -4. In an ultimate step, if a resolution is still not reached, two or more Learning Facilitators are called into the panel. Unlike the previous stages the Learning Facilitators can choose to impose a solution if they all agree on one.[^2] +4. In an ultimate step, if a resolution is still not reached, two or more Learning Facilitators are called into the panel. Unlike the previous stages the Learning Facilitators can choose to impose a solution if they all agree on one.[^1] ## Clearing Coaching @@ -36,13 +36,13 @@ If you need coaching or support before clearing with someone, or before/during e ## Third Party -Sometimes, a member can sense a conflict between two people (or is caught in a triangulation between them). If that's the case, they can ask one (or both) parties to the perceived conflict wether or not there actually is one (reality check), and make a request that they address it and report back. +Sometimes, a member can sense a conflict between two people \(or is caught in a triangulation between them\). If that's the case, they can ask one \(or both\) parties to the perceived conflict wether or not there actually is one \(reality check\), and make a request that they address it and report back. ## Members v.s. Non-Members Our conflict resolution process is an agreement made by and between members of our learning collective. It's important to remember and acknowledge that people outside the collective are bound to this process, and have not agreed to it. When resolving conflicts with non members, do your best to adhere to the spirit of our agreements within the confines of what's efficient/appropriate to the situation. ---- -[^1] This the only process by which a member is asked to leave Learners Guild -[^2] If the Conflict Resolver is involved in the initial conflict, the conflict still needs to progress through the 4 stages before they ultimately make a call in the fourth step. + +[^1]: If the Conflict Resolver is involved in the initial conflict, the conflict still needs to progress through the 4 stages before they ultimately make a call in the fourth step. + diff --git a/README.md b/README.md index fed7677..1d2ac07 100644 --- a/README.md +++ b/README.md @@ -1,3 +1,9 @@ +##### The COS Guide is undergoing edits to reflect recent upgrades at the Guild. You may find a few inconsistencies, broken links or outdated references below until the final revisions are complete and this guide is integrated into the Learner Guide. Thank you for patience. {#the-learner-guide-is-undergoing-edits-to-reflect-recent-upgrades-at-the-guild-you-may-find-a-few-inconsistencies-broken-links-or-outdated-references-below-until-the-final-revisions-are-complete} + +~ Learners Guild + +--- + > “An idea that is not dangerous is unworthy of being called an idea at all.” ~ Oscar Wilde # Learners Guild Culture Operating System @@ -14,6 +20,7 @@ The [Dynamic Tensions Board](https://docs.google.com/spreadsheets/d/1kTIV5f3U12B --- -[](http://creativecommons.org/licenses/by-nc/4.0/) + This work is licensed under a [Creative Commons Attribution-NonCommercial 4.0 International License](http://creativecommons.org/licenses/by-nc/4.0/). +