Explain what is pushing us apart so Gravity can bring us back together.
WG lead: Juan Carlos
Note! The Working Group Manifesto is a live document, as the working group evolves (e.g. people join the working group) this document should be updated to reflect these changes. This is important so that there is an updated single source of truth for onboarding new working group members.
(The working group lead is expected to keep the document up to date.)
Train members of the community in skills to promote nonviolent communication, empathy, understanding and management of conflicts, to build a culture of wellbeing and trust between members of the community. Apply E. Ostrom’s Principles number 4, 5 and 6 (Rules are enforced by effective & accountable monitoring, Sanctions for violations should be graduated, & Conflict resolution should be easily accessible and low-cost), to manage conflict and support soft governance rules inside the TEC
Improves The Code of Conduct of the organization and constantly engages the community in this process.
Defines graduated sanctions, with a complexity scaling approach based on alternative conflict management mechanisms.
Defines the role of the Conflict Mediator including its responsibilities, commitments and benefits.
Designs an onboarding and offboarding process to sustain a constant flow of people accountable for managing conflicts in the organization.
Generates and collects insights from conflict management processes, in order to constantly adjust the soft governance rules of the TEC.
Proposes operative solutions to conflicts between members, based on cases from the broader ecosystem and insights about concrete situations.
Develops a system to document disputes in the TEC and relate conflict managers to the parts involved. (A bot-based communication system for example, but we are open to suggestion)
How will these derivables be addressed
Conflict Management for the TEC https://bit.ly/37Rgwgk
How will this working group benefit the TEC community according to its near term mission
According to the near term mission ”The cultural and technical build are currently happening to ensure a successful launch of the TEC and are the focus until they are completed and the TEC is allocating funding to support TE Public Goods.”
This group will benefit the community to become antifragile to frictions in human groups.
What would be considered a success vs. failure?
That people in the community recognize the cultural build and graduated sanctions, acting coherently to the values in the organization. But when disputes arise, there are clear steps to follow in order to receive assistance in the effective search and implementation of solutions.
Not recognition of this process to address conflicts in the organization. Disputes arise without being channeled to experts, and there is no control or accountables over the situation.
Design the responsibilities/benefits/requirements of the role of conflict managers.
Relate unwanted behavior to graduated sanctions
Design the onboarding/training and rotation/offboarding of this group of people related to conflict management
Create a system to channel disputes and connect them to experts accountable for approaching parts involved and help manage the issue, solving it with graduated sanctions, or scaling the situation to more complex conflict management mechanisms.
To design and apply the gravity survey on our and other communities
To design and test an easy step by step process of gravity
To make relationships with other communities.
Creating a framework for conflict (10 common types of conflict)
Guide for the first interaction <- test, quick invite for a call. (how to handle situations as a graviton- code of conduct)
To have the first generation of gravitons before the hatch
Graviton training, happened from 21 Jan to 11 March
July <- review & also planning next graviton training. :D
Define where sync is happening
Discord- Tec- Gravity
Async- on the conflict resolution for the TEC doc (link in resources)
Weekly call: thursdays 9:00 p.m. CET
After Graviton training, start practicing ADR in the TEC and related communities
Design an internal conflict management protocol for decentralized social structures.
Who are the members and what are their roles inside of the TEC?
Juan Carlos Bell TEC contributor
Giulio Quarta TEC contributor
Fabian bruder TEC contributor
Mateo Daza TEC contributor
Manuel Gonzalez Alzuru contributor
Zeptimus TEC contributor
Livia D. Community steward
Griff Community steward
Regis Chapman TEC contributor
What is everyone’s availability? How much time they can commit per week and what are their time zones *Any personal factors to consider through the end of this working group (moves, family, health etc.)?
Juan Carlos, 10-15 hours a week
Giulio Quarta 3-4 hours a week (waiting for a new job to be confirmed so uncertain at the moment)
Griff 2-3 hours a week, I want to be involved, but need to be beckoned! Please schedule times
Manu 2-3 hours a week, I can attend to calls and provide feedback async
Zeptimus 4-5 hours a week
Working Groups progress should be shared in the Thursday community calls.
Initial document regarding this Working group
Mutual accountability**-> ways we are accountable of each other.