General

• A new paradigm is Self-organized. Meaning no "solo" actors. If you have a role, it needs to be with a team.
• Each person gets to choose to work with others - to have a role and a team. This means when roles come together to create a team, a GenPlan and sometimes SpecPlan will be submitted by the individuals and those individuals should have already figured out how they plan to work together.
• Anytime anyone on any team doesn't want to work with another, they should first pursue coaching which is the first step in the relocating process. After attempting every step in the full relocating process, the members can relocate.

Relocating Process

💡 It's no one's job to "fire" anyone from a self-organized entity. The process below will be sought for any questionable circumstances.

• If any members are having personal issues within a team they run the following process to help them solve the issue before splitting.
  • 1st: One actively seeks to resolve by creating space and engaging in a heart-centered process 1-on-1. (LINK: solutionary culture)
  • 2nd: Seek coaching from a third person (another member of The Ecosystem)
  • 3rd: If coaching does not resolve the issue the next step is to engage in a reconciliation process with the collective team on the next available call
  • • It's best not to split whenever possible in order to maintain team coherency and overall efficiency
• To relocate your time and energy to a different role this must be discussed with the team on a call and should be pursued in a way that does not overburden or stress any other members and/or the collective movement itself
• Depending on the role in question; you transition out of a role and into a new role in accordance with the smoothest process possible as determined by each of the teams involved (no specific guidelines - keep the flow and energy high)
  • check-in with the team you are “off-boarding” from and the one you are on-boarding to before taking any action
• Replacing a vacant role: The responsibility of the now-vacant role will become the responsibility of the team
  • If the role can be filled internally with the already established team, this is best.
  • If another member needs to be on-boarded into the team to fill this role the team will request help via the ACT process and will be further discussed on a weekly call.
  • finding a replacement for the role
    • Internally
      • Are there members of the Ecosystem who could fill this role?
      • Is there anyone waiting in “the pool”?
    • Externally
      • Post listing to NEXUS Townhall first
      • Second to this - if you wish to seek to fill this role by advertising to the larger outside world, make sure to check in with the marketing guidelines and team(s) before doing so
• Temporary Projects & Collaborators: Joining a team for a shorter sprint
  • Team will onboard as if a permanent member (Obtaining any “Badges”).
  • Access will be granted by the team for the time period they choose.
  • Later, re-entering that team to help on another project will be much easier as the member has the required badge already.

Accountability

• The rest of the team is obligated to keep each individual in check — accountability protocols are flexible and determined within each group.
  • The accountability of the team itself to the Ecosystem is maintained by “Roles & Goals”
• If all members of a team request the removal of that person, then that person will have to find a new team.
  • If it is a partial desire then the above-outlined “Relocating Process” should be pursued and team synergy should be sought to be restored
• If someone does not follow the agreements after warnings and gentle reminders, then they may lose their role and reciprocation.
• If someone cannot complete the scope of their role or is too busy to finish their role, after warnings and gentle reminders, then they may lose their role and reciprocation or they may lose some accountability attached to that role.

Onboarding to a new role

• You can be assigned to a role as per discussion with the team or group who you wish to join - a call is likely best to establish alignment before creating a proposal - following the ACT process.
• Any competency training that is needed or “Badges” will need to be gained by the onboarding individual.
  • This will determine access for now and into the future. (Based on the team's willingness to extend access to information)