Hi Everyone, feel free to check out the notes from today’s meetings!
Ill also copy and paste the notes below: once we have the recording we will add it here too! Please feel free to engage with the notes, add your own commentary, and stay tuned for the agenda development for our next meeting September 17th
Started meeting about :08 minutes after the hour- started with introductions, general comments and place/space proclamations. Meeting will go 20 minutes over the hour. For recording, disregard timemarks from these notes as start and stop time were extended.
Notes from Cryptpad
Introduction until 0:05
Welcome folks; share agenda
Vibes check-in: how is everyone feeling today, location
Kielest overview until 0:10
Brief slideshow of key ideas with diagrams
Notes from Hakanto as to the ‘why’ for Kielest motivated from his personal experiences at Resonate.
Important slide to highlight- tasks, responsiblities, job roles that went beyond or above or tangental to his designated role at Resonate
This leads us to ‘undefined roles’- organizing inbox can become - access to tools, additional work, siloed knowledge, informal and at times unchecked ‘power’ from meeting needs without boundaries. Pros and Cons: there is space to take creative control, and get right in, cons: overwhelming, and can overextend someone as they feel burdened to meet needs/desires of folks who may be disconnected from how to do the work, or what work to actually do.
Mutation patterns- routes, pathways undefined, and leans on what is conceptualized as channel with authority or rally with community that could lead to shifting or resolving a conflict, however, this centers ‘pattern and knowledge around privileged people’ moreso meaning people with access, or insider knowledge.
Hero- those who find or have the capacity to go beyond their designated role to ‘fix’ pressing issues. Well intentioned people who take oversized amount of communities needs- community in turn becomes dependent on their ability. Power becomes centered around this particular individuals access and desires toward assisting with these problems.
Hero becomes Martyr if the work becomes burdensome. Important to note, burnout happens, without archive of what exactly happened, or why- usually due to invisibility of work. Martyr goes and knowledge- including institutional history is gone. Negative experience with Resonate and at large co-ops in general is purported.
Break the cycle- these ways of doing work- practice of working together, can limit how the culture of Resonate forms. This culture pushes folks away and the continued practice is indebted to other historical forms of structural subjugation due to power and access.
Key problem- how do we formalize roles, organize tasks, and make work at Resonate equitable- where folks have agency within accountability and responsibility.
Organizational definition of roles is imperative from worker member group to executive etc.
Creating a framework to work from can open up better alternatives
Breakout convos into small groups
Prompt: What are some negative patterns you’ve noticed in regards to work and volunteering at Resonate?
Breakout group of 4 within the group: will share key sentiments below:
Breakout sharing (10 min turn around)
Each group shared patterns they identified; these are written down
H/L: mentioned onboarding- specifically about how new members are onboarded. Looking at introductions thread, folks give very indepth descriptions about their politics, thoughts on music industry, yet that isnt transitioned into what type of work can be done- easier for ‘developer’. Question the ways folks are engaged, and how their interests are channeled into how Resonate works.
R- excited about the result of this process- questions about how people work and what they need to do. Additional notes in analysis- w/patterns, position is key in view of how these relationships take shape- and wants to place emphasis on complexity. Direct notes from R- Lack of transparent pathways to engagement.
Lack of articulation of the path to building a DSP (Digital Streaming Provider).
Lack of serviceable support for the needs of professional independent artists and rights-holders.
Lack of facilitation of spaces that are welcoming to, empowering for and determined by historically oppressed and marginalized communities.
R- class of artists is also necessary to be activated toward development at Resonate. Also seeing the manfesto is imperative in the operation of Kielest.
b- looking for the infrastructure thatll sustain ‘community of care’ as the work is being developed. kielest looking promising toward this endeavor
D- interests, desires, contributions of musicians and workers, in sync with the development of resonate works to be the polemic. How to combat feeling ‘overwhelemed’ when being introduced to Resonate and assisting with its needs. Also around capacity and work that is valued, making sure all contributors are able to contribute as they desire at scale.
Consent to design premises until 0:55
Go through each design premise 1 from the Appendix of the proposal; check for clarifications and objections. During this time, folks are encouraged to speak up if they feel a premise would fix one of the negative patterns identified. - Although intended there was no time to touch on this, may pick this up next meeting!
Instead overview of Kielest design. Went over the designated terms/classifications. ‘pilots’ ‘stewards’ ‘collaborators’ ‘groups’, ‘teams’ ‘initiative’, ‘goals’ / executive and pilot collective/ steward collective/ worker collective
then Folks are invited to casual Topia space for further conversation/hangout. Link will be shared in the forum.
encourage folks to read the proposal as future meetings
Notes from Meet.Coop
Overarching principles:
collaboration framework
power dynamics
care and work
Introduction w/ Hakanto
Direct experience
Undefined roles => Mutate
Responsibilities
Access to tools
Mutation pattern
Privileged peep
Hero pattern
The Martyr pattern (cycle?)
Capacity
Creation myth
Burn out => begins anew
Hero-martyr cycle?
Framework
formalizing roles
establishing worker-member
Worker-members = developers?
Kielest
Other techniques can plug into it
KEE-ell-est
Initiatives
Overall explaination of Kielest roles, key ideas shared from breakout rooms:
Goal/ Initiative ends when team reaches goal/ Pilot/ Steward/ Team chooses/ Worker/Constructing power dynamics/Arbitrariness/Pilot collective/ Not a decision-making body/ Study group/ Mutual support/Clarify goals/Executive goal/Steward collective/Compassion/Celebration/ Decision making skills/ Modeling care/ Conflict resolution/ Worker collective/ Speed of community/ Other patterns (+ve/-ve)
Post-Intro Silence: people present themselves thoroughly in intros topic and then they fall off | Identifying skills other than dev skills may take more conversations, time and attention
Rich/ Holding vision/ Levels of complexity
Manifesto
Ratified Dec
Inclusivity =/= Afterthough
Rich notes
Lack of transparent pathways to engagement.
Lack of articulation of the path to building a DSP (Digital Streaming Provider).
Lack of serviceable support for the needs of professional independent artists and rights-holders.
Lack of facilitation of spaces that are welcoming to, empowering for and determined by historically oppressed and marginalized communities.
brandon
Burnout
Slow down
Folks fulfilling community/tech needs but not their own needs
I was not able to attend. By chance were the sessions recorded? I am very interested in building governance (preferably minimum viable governance) for product/service development and operations.
Hi @dao! Yes, we got a recording. Does this video work for you?
Resonate Framework Session 1
Timestamps:
1:00-25:00 - Presentation: How a framework can help us
25:00-40:00 - “Intermission”: Breakout rooms privately discuss work patterns at Resonate
40:00-54:00 - Breakout rooms return and share what they discussed
54:00-1:10:00 - Presentation: The Kielest framework - A bird’s eye view
Just visiting the thread now as I was also unable to attend. I’ll watch the video and read the notes in the week. Well done everyone for making the effort on this. Keep up the good work
Added another Design Premise to the Appendix of the Proposal, on how I approached naming roles. I haven’t yet been able to apply this Premise everywhere in the framework, but I believe it worth aspiring to:
Verb-based naming
Roles and organizational groupings emphasize activities and relationships rather than authority and status. Each role is named after defined behavior it is expected to model for others to emulate (stewarding, piloting). The role is not positioned as the owner of the activity, but rather its teacher. Collectives are not departments, but instead spaces for peer-support in the practice of shared activities and responsibilities.
