Version 5.0 of the Holacracy Constitution has more rope for people to hang themselves with but also more rope to do really cool things with.
– Brian Robertson
Less circle minded
Another difference between 4.1 and 5.0 is that there will be no more distinction between a role and a circle. You are free to create a one-person role with several roles in it. You can but don’t have to be the rolefiller for all those roles. That offers the possibility to organize life better for yourself.
Therefore there will be no more Lead Links. Instead everyone is a Role Lead, and if you have multiple roles within your role, a Circle Lead. This raises a new tension on allocating resources. That tension requires solutions that every organization can customize to their needs. For example by starting ‘an intent to spend’ policy that describes how and when you can spend money. It is up to the Circle Leads to keep eye on those ‘intents’ and respond as-needed.
During this meeting some of us heard for the first time that the accountability of the Lead Link
Allocating the Circle’s resources across its various Projects and/or Roles is only about about financial resources. Time was never intended to be treated as a ‘resource’ for the Lead Link to allocate across projects and roles (although Lead Links can set circle prioritites).
New ingredient: working agreements with persons (not roles)
There is also something completely new added in Constitution 5.0: working agreements. It’s added because every organization deals with these and now Holacracy offers a new tool to create even more explicit clarity.
A working agreement is about you as a person (so not a role!) and the organization. An example: a retail shop that has specific opening hours will probably want the sales people in the shop to work during opening hours. So as a person you have to agree that you’ll adjust your working hours to the opening hours of the shop and not work at night. In this case, the working agreement is a condition that comes with a role and contains guidelines on specific behaviour.
A next step is to start testing in organizations before 5.0 is officially available for organizations to adopt.
Most of all we’re curious! Let’s try and find out.
Interested in the results of the beta test? Or do you want our next updates on the evolution of 5.0? Let us know.
We’re thankful. The participants made an effort and put their time and energy in meeting to reflect on their Holacracy learnings and the evolution of the process. This is a group of people who are all working hard to make their businesses thrive and have chosen the same pathway. It’s incredibly powerful to have these leaders in business reflect on the tools needed.