Tension Processing

In Holacracy, tensions are defined as the gap between what is and what could be. Tensions can express the evolutionary impulse––how life, as we perceive it, wants to evolve––when we process them consciously through the pathways of Holacracy.

As TAOC Circle Members, each one of us is a sensor registering different tensions through our unique lenses. Similarly, each Role is also a sensor registering different tensions that Role tunes into through the purpose and focus of its work.

Because we are unique characters filling different roles with diverse purposes, this inevitably results in tensions being surfaced that may appear to be at odds with each other. Examples might include issues of centralization vs. decentralization, individual vs. collective, authority vs. freedom, inhaling vs. exhaling, action vs. rest, quality vs. quantity. These are enduring polarities that cannot be overcome, vanquished, or resolved; both ends of the spectrum are vital for the flourishing of the whole. Over time, as we mature in mutuality and the practice of Holacracy, we have the opportunity to manage polarities. However, the natural friction that exists between them will persist. We can’t make it go away through consensus-seeking. By being true to our own perceptions and the purposes of our Roles, we can foster healthy integration in the system as a whole, so the TAOC can examine, include, and balance as many tensions and perspectives as possible. The reality that different Circle Members and Roles have different concerns and approaches is a feature (not a bug) that Holacracy celebrates, because it’s a way diversity can be integrated and lead to growth.

Anyone who senses a tension in the current structure is sensing it from their own perspective as both a person and a Role-holder.
Anyone who senses a tension (in other words, every one who senses a tension) should bring it forward yourself, rather than deciding who will bring it forward, or seeking consensus about what the tension is.

Why? What you have in mind as the tension, and how to process it, will and should be different from someone else’s idea.
So don’t discount yourself, and don’t expect someone else to represent your tension.

This is why in Holacracy meetings, we often see multiple instances of the same agenda item (for example, “Teacher Retreat”), because each Role who raises it has something different in mind.
We don't lump them all together in one agenda item. We honor the differences.
We process one tension at a time, and keep moving along, so that as many tensions as possible get integrated in the cleanest, fastest way.

If Role-holders wants to influence what other Roles do, and there is no clear governance indicating lines of authority between the relevant Roles, then Role-holders are totally welcome to make a passionate pitch to other Roles––and they are also required to respectfully yield to and support the final decision of the role-holder. This is the same behavior they would expect when exerting authority within their Roles. Do unto others.

Finally, whatever you see in GlassFrog for your role is definitely not written in stone. If you see something that you’d like to add or modify, bring it to a Governance meeting.