At @creatorcabins we are living the evolution of the DAO, and discovering together what it takes to build a community of courageous contributors.
Want to take a peak at what we've seen? In our new "How To" article we talk through DAO Leadership.
What is this DAO Leadership Magic? Where..
* Contributors are humbly confident and believe they can navigate the unknown.
* Contributors understand their mission and advocate for the community’s vision.
* Contributors have a bias towards action and act towards emergent goals.
A successful web3 leader...
(1) Helps us create in the unknown. And to create, we need to make sense of this new complexity and chaos. No one, not even the current leaders themselves, know what best practices look like...
(2) Can mobilize large networks. When a new opportunity or risk appears, leaders need to be able to mobilize the community fast and effectively. The unknown can’t be survived without strong responsive networks.
Instead of direction, our leaders have to support community members to probe and then navigate the new terrain. We need leaders who give each of us courage, and be trusted to sound the alarm of opportunity and risk.
DAO Leaders Are Courage Crafters
Leaders help the community lead itself. It’s a self-reinforcing virtuous cycle.
DAO Leaders Move Mountains
Influence in web3 is more than managerial leverage. It’s about catalyzing chain reactions with a savant-level intuition.
I wish I had understood the power of poetry decades ago.
Alas, it’s something that needed to be found on its own timeline.
I totally misunderstood the power of language for so long - it’s as much a tool to communicate with others, as a way to communicate with your selves (emphasis on the plurality there).
It took distancing myself from flowerful literature for decades to come back to it and realise how useful and inspirational it is.
Building digital-first communities follow an interesting path - you have to build communication scaffolding prior to allowing strategy, governance and longer-term components emerge.
In some ways this requirement was hidden from obvious need since in-person work provides you that scaffolding for granted: synchronous conversation and dialogue.
In digital spaces though, if the scaffolding of communication pipeline and rhythm isn't in place - then longer-term planning just can't happen.
The C*nst*t*onDAO is an absolutely excellent case study for the future of memetic swarm power, networked movements, populist democracy, and poor time-based decisions.
Folks should pay close attention and write 1000s of articles. This show is just getting started 🍿
If you are a community manager, DAO summoner, or contributor - I encourage you to read through the history of this monumental financial flash mob, it’s power, weaknesses, and, importantly, it’s mistakes.
This DAO is a compressed timeline of many DAOs that will come to be. It is at the intersection of politics, fundraising, cultural history, societal woes, and opportunity.
This is an excellent example of governance evolution, would recommend a detailed read and a strong analysis of this evolution is varying from traditional hierarchical models.
Some people will say this is holacracy, others a reinvention of functional hierarchies, etc…
But each of these opinions to me is seeking to attach a known label to new cooperation mechanisms. We’ve never had bounties, Coordinape, ownership payments, transparency, and voting - ever.
And so, even is the top level structure looks similar, the mechanics, leadership, and contribution participation and commitment pathways are fully distinct.
Career progression in digital-first organizations seems different. In interlocking networks there is dynamic upward mobility, instead of convergent paths. What are the consequences of this? How will people shape their journey?
In the emerging space there are four levels of rewards, which intuitively are associated with varying levels of status and power:
- No Payment
- Bounties
- Grants / Projects
- Stipends
I think we can deconstruct this and identify / communicate to members what “progression” in the organization looks like.
POTENTIAL METHODS:
- Grant Allocation (DAO to Guild to Project to Member)
- Role Based 'Salary' (UBI, (opt by level or skill xp)
- Subjective Contribution (e.g. via Coordinape)
- Objective Network Activity (e.g. via SourceCred)