Embassy Corp

1. Appointing the executives

The Chief Executive Officer's (CEO) job was to immediately appoint executives who's job it was to maximize happiness, productivity, and community within their domains. For us this was 'Executive of House Operations', 'Executive of Guest Operations', 'Executive of Events' and a Chief Financial Officer.  

2. APPOINTING THE board

The CEO also had to appoint a board which comprised two members, who's role was to ensure that the CEO was operating in the best interests of the company. They have the power to fire the CEO if needs be!

3. employment

The executives have full control over their employees. Requests for jobs/duties/roles are shared with the group and employees can sign up for what they wish with the understanding that any roles that are left over will be assigned [All employees, including executives, can be fired should they perform poorly. For us this meant loosing a certain amount of money at the end of the month]. 

4. action

The manner in which decisions were made and actions carried out was entirely decided on by the Executives. 


"In previous systems when jobs weren't being done, I had a general frustration at humanity in general, as in 'oh why isn't humanity, just better?'.  Under this structure I noticed that my feelings have become 'URGH why isn't this specific person doing their job"


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The upsides!

  • This structure empowers certain individuals to take control of large aspects of running the community
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Potential issues!

  • How to encourage people to sign up for jobs, or to get jobs that they want to do. 
  • Extremely hierarchical, creates tension between the different levels of the hierarchy. 

"As we started talking about rewards and punishments, the conversation turned to very twisted things, the conversation turned to having a executives members only champagne bar, and dinners to celebrate only those people who'd done their roles this week.. [this system] it's incredibly divisive"

 


Potential solutions

  • Minimize the time commitment needed to be involved by creating a template for proposals that require a time frame, a budget, a list of pros and cons, and essentially, who will be responsible for completing what ever action is decided upon. 
  • Create categories of proposals so that people find it easier to participate in discussion that they care about
  • Find ways to incentivize participation! 
  • Determine a threshold for which proposals go through this system and agree on what kind process you may use for  smaller decisions or ones that need a fast turn around. For example we decided that anything costing below a certain amount did not need to go through Loomio, and fast decisions were flagged as such, e.g. 24 hr turn around needed!

".. almost immediately the language we're using to interact has change, the tone has changed."

"As an executive, I spend my time just delegating, and failing to delegate, then trying to figure out outsourcing, instead of actually getting things done.. "

 


WHAT GOVERNANCE STRUCTURE NEXT?

Next up - corporate structure..