12 fields to sort out DAO’s operating system

This article takes a deep dive into the DAO’s operating system. The author argues that all organizations need operating systems, and DAOs are no exception. The article first analyzes the characteristics of a good operating system and a bad operating system, and compares it to the DAO organization. “DAOs offer an opportunity to change the way we work, but if they are to be the future of work, we need to upgrade the way we organize. We need a new operating system.” The author then goes on to introduce TEAL, the Evolutionary Organization system, and believes that DAOs are very similar to TEAL organizations, sharing many core elements in common. Then, based on the evolutionary organization, a newer and better DAO’s operating system is sorted out from 12 areas, including purpose, power, structure, strategy, resources, workflow, meeting, information, community membership, mastery, and compensation. In the end, the author believes that the future of DAO is very bright and worthy of imagination, and we should update the way we work (ie the operating system) to build a better DAO world.

2

Source: circlesandsticks

Your DAO already has an OS

We are all familiar with the computer operating system (OS), which is the interface between the user and the computer. A bug-riddled or poorly designed operating system creates a poor user experience and renders an otherwise very powerful tool useless.

Organizations also have operating systems. Organizational operating systems determine how people work together within an organization, and how that organization will function. As in computer operating systems, vulnerabilities in an organization’s operating system can render the entire system ineffective, fuel team conflict, and destroy the atmosphere of the community.

You may be familiar with the term “operations” in DAOs, but an effective operating system contains much more than just “operations.” DAO operations are part of your operating system, but it is not the whole of your operating system. The operating system refers to the entire system, the coordination layer that allows DAO members to work effectively and achieve their goals in their organization.

What makes a good operating system?

Every organization has a way of coordinating its organizational functions, which is essentially the organization’s operating system. It’s just that they may not realize what this operating system is, or how it was created. Most likely, the operating system emerges over time based on a series of decisions and procedures, implemented in tandem with the organization’s mission and values. Usually, no one can tell exactly how the OS came to be, but the people who use the OS know it exists because people usually say “that’s how we do things here.”

We can use our experience with computer operating systems to understand organizational operating systems. What makes a good computer operating system:

High security

friendly user

resource sharing

easy access

multitasking

A functional DAO operating system would include similar elements. The experience of an operating system for members of an organization should be intuitive and easy to interact with, especially to increase the knowledge and confidence new members need when they are just starting out. This system should be secure, such as with governance mechanisms that resist coercion or attacks. The system should be open, transparent, permissionless, allowing resource sharing and easy to use. The system should also be flexible and adaptive to meet the changing needs of many users and teams over time.

What are the signs of a bad computer operating system:

High cost (organizational and technical debt)

Unreliable

complicated

fragmented

vulnerable

Combine that with the DAO you’re currently building. Do you see signs of a bad operating system? Does the governance of these DAOs seem fragmented? Do new members complain about feeling lost? If the DAO has a lot of organizational debt, what happens if outdated structures or policies reduce the productivity and culture of the DAO (then what happens? The impact of a bad operating system is easy to illustrate:

Culture will be affected. Efficiency will be affected. people will be affected.

Culture is traumatized, efficiency is damaged, people are affected

–Sarah Starrenburg

DAOs offer an opportunity to change the way we work, but if they are to be the future of work, we need to upgrade the way we organize. We need a new operating system.

Evolutionary (TEAL) organization

Translator’s Note: Teal – Guiding metaphors are biological systems. These are goal-driven organizations, purpose-driven evolution, and member-controlled groups rely on self-management. No hierarchy or consensus required.

While DAOs are an emerging organizational structure, they actually share many core elements with so-called evolutionary organizations or Teal organizations. Traditional organizations are hierarchical and tend to be profit-oriented. Evolutionary organizations are more like living systems or superorganisms and tend to be purpose-driven.

“I think that’s the beauty of DAOs. They’re constantly evolving. If it stopped evolving, I wouldn’t call it a DAO.

I’ve come to call it Organisms and Organizations. I think this reflects the fluidity of the DAO and its ability to adapt through the participation of its members. “

2

– via StayHumxn.eth (he/him) Twitter (https://twitter.com/raykanani/status/1492703208665460736?s=20&t=SiqqL6r_8lEg8h1siXt3Pw)

An evolutionary organization is a complex organization based on perception and response dynamics rather than command and control mechanisms. Compared to traditional organizations, they are characterized by three major breakthroughs:

– Self-management: Individuals and teams actively promote healthy and conscious ways of working.  

– Wholeness: Allows members to regain freedom and agency and work towards self-realization.

– Evolutionary purpose: The organization has its own life and is constantly evolving by sensing and responding to the environment.

There have been many examples of evolutionary organizations with successful operating systems rooted in decentralized decision-making, flat organizational structures, open-source information systems, and the drive to promote human prosperity rather than profit. Examples include Buurtzorg in the Netherlands, Favi in ​​France and Patagonia in the United States. All of these companies have proven their success, not only in making money, but more importantly, in allowing people to do what they think is more rewarding.

If DAOs are the future of work where people are free to pursue creative self-expression, then we need to design systems that support sovereign living.

picture

“The best way to predict the future is to create it – Peter Drucker”

– Quote of the week from MMA Chennai Twitter (https://twitter.com/MMA_4u/status/1015241605236903938?s=20&t=juHXkOUXkcxmJQC1_qBx0A)

A new OS canvas

Aaron Dignan is the founder of The Ready, an organizational design firm that reshapes organizations around elements of evolutionary Teal. They identified 12 areas to rebuild the organization’s operating system from scratch.

picture

Source: The Ready OS Canvas

One way to understand the 12 domains is that each encodes values ​​and principles related to a specific aspect of the organization. The domain of an operating system is the composable building block upon which DAO tools, governance, teams, projects, products, and cultures are built. By learning the key elements of the operating system, members can consciously update and upgrade their current systems, in an ongoing process to sense what the problem is and learn new ways of operating to deal with it.

Unlike computers, DAOs cannot download the latest and greatest operating system. The reality is that in emerging, complex living systems, we always need to apply the principles of perception and response. Change does not have to be a dramatic top-down reform. Instead, it can start with incremental improvements one session at a time.

By understanding the core areas of the operating system canvas, you will find your way and be able to engage in wayfinding techniques. By sensing and responding to problems and pressures in your organization along the way, you and the DAO can work towards building a healthy community around a common goal.

Update DAO OS

Purpose: How we position and guide

Organizations in evolution are purpose-driven, so they need a visible north star to guide contributors. A clear purpose organizes the organization around a shared vision and facilitates orientation. No one in the organization can know the next best step, but with a clear purpose, the DAO can collaborate to ensure that the steps taken are in the right direction.

Power: How we share power and make decisions

Governance, or how we make decisions, is a key part of the DAO operating system. DAOs distribute power and authority to the community based on the values ​​of shared freedom and autonomy. If everyone has the power to create change, then we need systems that facilitate decision-making and self-managing teams.

DAOs use various governance models to facilitate decision-making: proposal-based, permission-based, threshold voting, quorum requirements, soft and hard consensus. Each model has its own advantages and disadvantages, and there is no one-size-fits-all model for DAOs. DAOs are complex and adaptable systems that require a governance model that uses continuous improvement cycles. They are constantly learning and experimenting, sensing and responding to what is going on in order to find a way forward.

Structure: how we organize and collaborate

DAOs can be thought of as multicellular organisms, with many people, projects and teams creating a dynamic living being. As a decentralized organization, DAOs tend to be flat rather than hierarchical, and thriving DAOs will be built on open, composable structures. In many DAOs, self-governing teams are accountable for their own governance processes and determine how and why they work. Individuals often have multiple roles throughout the DAO, or even within different DAOs.

In many ways, the structure of DAOs can be compared to fractals, which are complex patterns with self-similarities at different scales. Self-managed individuals work in self-managed teams, projects, and communities, pursuing a shared vision. That’s what Fractal Sovereignty is all about.

“I’ve been thinking about the same question and really appreciate the perspective. Fractal sovereignty through DAOs reconfigures the shape of human coordination – the more interesting boundaries are not around DAOs themselves (like companies) but around work group.”

picture

– Twitter from trach (https://twitter.com/tracheopteryx/status/1478700165221466121?s=20&t=VhRYhZKrI4yEjevK5vQglA)

Strategy: How we plan and prioritize

Traditional organizations have been so obsessed with profit and success that we even forget what another strategy looks like. In understanding the DAO’s strategy as a superorganism, we need to start thinking about infinite games rather than finite games. The goal of an infinite game is to keep playing, not to win or maximize profits. Likewise, the goal of a superorganism is to thrive and survive, that is, to play over the long term.

Evolutionary organizations often talk about perception and response rather than command and control strategies. Individuals and teams are encouraged to develop awareness, sense pressures and opportunities in the organization, then find workable solutions and iterate on issues that best exploit opportunities.

In complex systems, we can try to find the best solution. In complex systems, we need viable solutions and rapid iteration.

——Frederic Laloux

Resources: How We Invest Our Time and Money

In an evolutionary organization, profits are not created for profit. Profit powers purpose and enables an organization to expand its influence and achieve its purpose.

In a DAO, resources such as time, money, attention, energy, and skilled labor nurture potential and possibility. Ecosystems are very efficient at using resources, transporting energy through communities and recycling waste. What does nature teach us about how DAOs should invest our resources?

In nature, healthy soils enable thriving ecosystems. In the DAO, healthy humans, a nutrient-rich zero layer, promote human prosperity. DAOs need to create renewable systems and continually reinvest in human potential.

Innovation: How we learn and develop

BanklessDAO encourages everyone to form teams around creative ideas. Before going through the proposal process and seeking funding for the project, start by building something and see what sticks.

DAOs should encourage the penetration of creative ideas and the formation of groups around ideas. Many of these groups will disband, but others will continue to produce “whimsical innovations.” Often we think of innovation as a result of the output of an organization’s work, but sometimes the most important innovation is the work done in the organization.

“The whole concept of how you build a company is fascinating. I find that sometimes the best innovation is the company, the way you organize.”

——Steve Jobs

Workflow: How We Divide and Work

Projects are where miracles happen. The value created by projects is what drives mission-driven organizations, and this is where people spend most of their time and energy.

Self-managing teams in DAOs often struggle with basic project management issues. Coordination is difficult, and in teams where members can come and go freely, meeting deadlines and specifications can be a challenge. High-performing teams often have a core group of contributors who foster a strong cultural drive to deliver service consistently.

Meetings: How we convene and coordinate

Conferences provide one such opportunity for community members to connect, expand community vibes, foster trust, and provide a space for the wisdom of collective consciousness to occur. Even if the agenda is ad hoc, the meeting should have a clear purpose. The BanklessDAO Writers Guild holds three types of meetings each week:

Governance meeting: Focused discussions around changes in structure, strategy and resources.

Team Synchronization: Project-focused discussions around workflow, innovation, information, compensation, and retrospectives.

Writers Council: Community conference calls for discussions around purpose, authority, information, membership, and mastery.

Information: How we share and use data

DAOs are open source, transparent organizations, so it is standard practice to provide all information and work publicly. The DAO uses collaboration tools such as Notion and GitHub to distribute and store information, creates community playbooks to align contributors with a shared mission, hosts frequent AMA (question and answer) information sessions, and is able to use a pull-based information system Can increase efficiency.

Community Members: How We Define and Foster Relationships

Community and culture are the glue that holds DAOs together. DAOs that fail to create a strong atmosphere are also working hard to grow the community and keep members engaged. An intuitive, opt-in onboarding system is designed to bring new members into work teams, where they can quickly turn their attention to contributing and finding or creating roles. Members should be encouraged to take on roles within the project, or even multiple roles across the DAO.

Status and affiliation are core components of our relationships with others, and based on our ingrained cultural habits, decentralized, self-managing teams can easily fall into centralized, top-down command-and-control mechanisms. Teams organized around core players and status often make it difficult for new members to onboard because new members can quickly perceive how group structure and authority influence decision-making and power distribution. A good onboarding experience will equip members with the knowledge and confidence to know what they want to contribute to the community.

Mastery: How We Grow and Mature

The job of the future is not so much about taking on its role and HODLing it as it is about role-playing. Members should be encouraged to go beyond their comfort zone, explore the edges of where they can contribute, and learn to keep working under pressure and resistance. Just as children learn through play, members should learn by doing, taking on roles and growing within them, before handing over those roles and continuing to explore.

This type of role-playing promotes self-sufficiency and competence, but it also creates a flexible community where many members can step in to fill vacancies when needed. This flexibility reduces the risk of founder syndrome, where one person or a core group holds the key to an organization’s success. A common practice for BanklessDAO Newsletter teams is to hold members in a role for a period of time, then train and transfer knowledge to new members who take over the role.

As people explore new ways of working in DAOs, they also need new reputation and decentralized identity tools that can act as your Web3 passport. On-chain reputation gained through Meritverse, NFTs, and POAPs can serve as proof-of-work resumes in an anonymous ecosystem.

Compensation: how we pay and provide

Compensation is the last area of ​​the DAO operating system, and probably one of the most challenging. Remuneration in cryptocurrencies provides unique incentives such as ownership and equity in an organization, but when DAO members are engaged full-time in DAO work, members often struggle to make ends meet. There is nothing worse than exchanging your equity for fiat to buy groceries.

While actual money is the primary motivator for work, DAOs provide additional motivators that are often hard to find in traditional organizations. Many people who work at DAOs emphasize the recognition they receive for their contributions, finding meaning in their jobs as independent individuals, enjoying being involved in decision-making, and witnessing and experiencing the rapid personal growth and development that takes place in DAOs.

Most self-governing teams in DAOs have developed the practice of participatory budgeting, where team members work together to develop a compensation structure. By making compensation and compensation transparent and openly discussed, there is a consensus on the various compensation levels appropriate for the type of work being done. It would be best for DAOs to be transparent about compensation across projects and teams in order to standardize compensation and work towards moving the organization towards incentives based on internal growth rather than external monetary incentives.

next big unlock

Crypto natives are familiar with Moloch, the god of coordination failure, the embodiment of failure in the way communities work together. When certain areas of the operating system are dysfunctional or fragmented, people are affected, jobs are affected, and organizations get stuck in the pursuit of their mission.

A poorly designed operating system can create islands of domain isolation or fragmentation that do not connect well with other domains. An organization that has a decentralized structure and claims to distribute authority and power may still restrict information, they will hold meetings, and most decisions will still be the result of covert decisions. In this example, structure and authority are seen as theoretical ideals, while the organization itself operates according to other values ​​and principles.

A well-functioning operating system is one where each domain is well integrated and interconnected to form a complex, evolving system. When distributed power is aligned with a decentralized structure, people have the ability to act on available resources and information in innovative ways based on perception and response strategies. Teams naturally form around ideas and coordinate effectively to get work done in a productive way. This culture attracts talent and organically attracts new members. People rediscover their dignity, feel recognized for their work, and have a sense of meaning and purpose. Organizations become more productive as people grow and develop, and this value drives revenue and profit. Profits fuel purpose, and organizations thrive.

DAOs can open up new ways of working in the Web3 world, but only if they move away from traditional enterprise operating systems. By creating an operating system that promotes open, composable, and collaborative workspaces, DAOs can usher in a thriving new era around efficient, creative, and happy human organizations.

The DAO is what the community of the future looks like. They can be playgrounds for creating change and solving our biggest challenges.

The future of work looks bright. Let’s renew the way we work together to build a better world. We all know this is achievable.

Posted by:CoinYuppie,Reprinted with attribution to:https://coinyuppie.com/12-fields-to-sort-out-daos-operating-system/
Coinyuppie is an open information publishing platform, all information provided is not related to the views and positions of coinyuppie, and does not constitute any investment and financial advice. Users are expected to carefully screen and prevent risks.

Like (0)
Donate Buy me a coffee Buy me a coffee
Previous 2022-06-06 23:00
Next 2022-06-06 23:02

Related articles