Onboarding & Leaving Well | The HOW

People come and people go - the movement of people coming inside and going outside of your company, non-profit, community group, network, etc. is a vital thing. How do we onboard well? What does it mean to leave well?
02:35 Levels of Engagement
06:58 Communities vs. Livelihood Collectives
12:06 What happens when Startups support one another? The Story of the Golden Pandas
22:28 Arriving and Deepening
29:27 Orienting Oneself & Practicing Do-ocracy
35:15 Leaving Well
38:55 Solidarity and Being Well
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⚡️ What spoke to you today? What did you notice? Leave a comment
Gratitude!
🎤 Our lovely co-hosts: Susan Basterfield, Francesca Pick and Lyssa Adkins
🎬 The production crew: Stefan Morales and Heather Cosidetto
📣 Communication guru: Anna Kopacz
🙏 Thank you to everyone in Greaterthan who helped fund the production of The HOW!!
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[@Shonnyy]

Loving the chat 😁 I'm curious about how you handle an objection from a member of another member moving from explorer to associate. Is there an existing process for that or is it handled fluidly per situation? For members that aren't as articulate giving feedback it could be scary objecting in such a transparent forum. What things have you noticed help members feel safe when sharing?

[@francescapick5374]

Interesting that you ask that, since this has happened several times in the last year actually. There is a general process for how to engage with a block on the invitation of a member, which is the "regular" process one would use for engaging with blocks in consent decision making in general. However each situation is of course different, so we try to be open to adapting as needed. A key element for engaging with blocks is usually having 1-1 or small group conversations with the blocker to understand the concerns better. However as you say, it can also be scary to raise a block in the first place. With Greaterthan being fairly small (21 members) and a very high trust group, this has not been a big issue from what I've seen. If people don't feel safe enough to raise a concern in this kind of context, then I think an important foundation for being able to function as a healthy self-managing organization is missing. So if that's the case, then developing a culture of trust is an important priority.