Today started with a strange email in my inbox. One of the three final candidates in a current open position for which we are hiring wrote that he is retrieving his application. He explained that after having completed the two assignments we ask all advanced candidates in any position at BSL to complete, he understood after intense reflection that given the internal structure of BSL with our strong focus on business cases in sustainability, he would not be able to contribute to the overall goal of the circle for which he was under consideration to the degree he would wish. Interesting, I thought. The two assignments were the completion of a strength-finder self-assessment and an essay about Holacracy at BSL, and more precisely about how a candidate thinks of and places himself in the organizational context of Holacracy. This is the first sign that our recruitment process is truly working both ways. Thanks to a very transparent sharing of who we are and how we work with each other, a potential candidate has decided that this was not an environment for him. Brilliant! I feel that we have just made a big leap forward. A year ago, it would have been very possible for us to end up hiring such a person who would subsequently end up being a misfit with our organization, without having had the tools, wisdom and processes to screen for this hugely important cultural aspect.
This is a week full of people changes. A long-term collaborator will end his contract with us on Friday with his new energetic replacement having started just a few days ago. And another member of our team has gracefully announced that she will be leaving us to pursue other opportunities related to her dream. We are a small team and this is a lot of change for us. A colleague mentioned to me that somehow her circle felt as if the blood was changed in a person and that she needed yet to get used to how the new person would feel that her circle was transitioning into. When I shared with her the story of the email I had received, she smiled and said: “well, now, we are hiring for DNA”. She referred to a most recent hiring decision where we opted for the candidate who brought the most desirable attitude to us, at the expense of the perfect expertise his counterpart had offered. And indeed, I realize that what has happened over the past six months is that somehow, we have found our own DNA as an organization and that in our continuous adaptation of our recruitment and onboarding process, we have learned to create processes, questions and assessments that allow us to filter for this DNA when recruiting new members of the team.
This is something that has occupied many of us deeply over the past year as we have learned to find words and spaces to express how we sense that the organization needs to evolve. This is something that the tension-based process of Holacracy has invited, and maybe even forced, us to do. We have gone through a period where we found increasing courage to attempt to bring words to misalignments in this domain and in entering in daring, personal conversation about how to develop further and how to overcome our shadows and shed light on blind spots. We are in the middle of a newly developed self and peer assessment that those with an interest in designing such things have co-created. I am curious to see how honest and caring conversations we are able to have, with ourselves and with each other. I have opted to select those partners in the organizations who I suspect are the least happy or the most critical of my performance and I am hoping for real insights into how I can improve and develop. In my self-assessment, I have completed a view on myself that should shed light on my dilemmas, regrets, poor choices and areas where I judge lacking performance and I hope that this courage will be contagious so that my partners will be similarly critical in their care to help me advance. I so look forward to their point of view.
My heart was singing of joy as I walked out of a BSL company governance meeting (the super circle of most other circles) where a BSL partner joined us to express serious concern about a policy that had been introduced 5 months ago. We had adopted a “partner retention policy” from Holacracy One after a Holacracy Coaching training course a few of us had attended and which contained also steps of how to let go (fire) an employee in case a committee would not vote to retain a partner. A policy that was entirely foreign to our HR practices but that seemed the way to advance with Holacracy. I doubt that many people were comfortable with the policy and yet nobody had expressed a tension about it, which itself was source of a tension for at least a couple of people. So finally, today, a partner addressed her concerns and in a most direct, open, daring and courageous sharing, deep fears, concerns and worries were voiced in such a way that the policy was suggested to be deleted. Except for a valid objection of another partner which meant that a solution had to be found to integrate the objection resulting in an amended retention policy that everybody present in the room was very happy with. It took us 60 minutes to undo a malaise that had blocked the organization for a few months. Having removed inappropriate elements that presumed that a person who would not be voted to be retained would be laid off, we agreed that if a person does not get support to be retained that what would need to happen is for the right group of people sit with that person and figure out what the next developmental steps for that person would be. In the check-out round, one of the participating members said that his legs were shaking when he had first read this new policy five months ago, right upon return from his vacation. He was sure the policy was aimed at him and that he would be laid off. Five months of worry without having found a way to express this – wow. We were all stunned and realized the long journey still ahead of all of us to verify assumptions before jumping to conclusions and to dare to bring up such worrying concerns right away. The experience of having seen a colleague finding words to address such a delicate issue has given me and I am sure everybody present in the meeting today the hope that we are today an organization that is on its way to welcome warmly and caringly whatever delicate concern anybody may have. And that makes my heart sing.
This new transparency and appetite for courageous conversations has been most visibly a turning point in a five hour long negotiation with a strategic partner this afternoon and has finally brought out the real hidden issue that has held us all back from finding the shared common solution we had all been hoping for. Finally, a member of the other team, slammed his hand on the table and said: “So, ok, if you want it really straight as you guys seem to be doing it with this Holacracy thing, here is what is really bugging me!” And this was the opening to being able to find a joint solution that allowed us to pop a bottle of champagne. So, this courage is spreading also outside of our little team, and is starting to be contagious to our partners we are engaged with. Wow – who would have thought that culture can be that contagious!
It was a long day and I while I am exhausted, I feel very very happy inside. I feel I am part of an organization that is not only finding its soul but is also finding ways to let it vibrate and sing. And I love the very very quiet first new sounds of music that these vibrations are making. Today was a day where I heard and felt that music. Thank you, fellow partners of BSL!
Author: Katrin Muff, PhD
Active in thought leadership, consulting & applied research in sustainability & responsibility, and directing the DAS & DBA programs