hi @benhylau great work on this!
I think the 3 circles you’ve outlined make sense to me. A few things spring to mind:
- Frequency of meetings - we should agree something rational and avoid too many meetings in a single week. Perhaps the all hands meeting could be less frequent?
- Balance of meetings and work - meetings should be about planning / reviewing work and getting input and avoid circular discussions that don’t lead to action. We need to be really mindful of this and be prepared to raise this (and other issues that hinder getting stuff done)
- Meeting facilitator is a really important role and will help with getting the most out of talking time. It will help with the point 2.
- Purpose and value of All Hands Meeting - as @mikemh says this can focus on information sharing and gathering input rather than on making lots of decisions or planning work.
- Leader role - I don’t think this is such a crucial role, I would prioritise importance of the work in terms of waged positions e.g. sysadmin. I’m not even sure at this stage we need a leader role, having just been in a presentation from Outlandish about their circle structures. They don’t have a leader role, they have a “climate” role, someone responsible for the emotional climate of communications / organising. It is a similar but emphasis is slightly different.
Looking forward to catching up later