Julia - would you kindly share a role definition for the second bullet in your response?
You are right that using Holacracy doesn't suddenly mean that everyone is self-sufficient and requires no input/guidance/support/mentoring/feedback from others.
We have done a couple of things:
- Created roles of mentor/coach for certain individuals who are more junior
- Created a role who is responsible for providing more formal support, feedback, development and performane management if someone is constantly under-performing and something mroe formal needs doing
- Tried to create a culture where providing developmental feedback among peers is the norm through the use of regular anonymous peer feedback, staff surveys, an anonymous channel for staff to vent if they need to, and encouraging in the moment feedback
Some ideas anyway....
Anyone else with a role doing similar Holacracy version of what in traditional hierarchy might be HR compliance? If so, will you kindly share your role definition as well?