Thanks for the reply.
Yes, agree that the changes should be tension driven and not designed up front.
These examples are actually based on real tensions that we have and while doing the governance for the roles, I was concerned that we are doing it in a way that is making us move farther away from Self Organization, back to the way we normally do it before.
I have some thoughts regarding alternative ways to do coordination:
1. As in Scrum, we could create a role that prioritizes what to do, and then let all other roles align with those priorities
2. We could just not specify how priorities or strategies are set, and let the team figure it out by themselves, perhaps by coming together and consenting on the strategy, objectives, etc.
Any thoughts ?