FWB Leadership Vision + Results

Team: brian mark#7846

Summary

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Supporting this proposal will require FWB DAO Leadership (Mayor, Brand Lead, Operations, and Staff) to provide a long-term vision for the organization and a list of one-year KPIs within 60 days, and to provide quarterly KPI updates to the community in a public forum.

Audience & scope

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This proposal impacts all FWB community members and token holders.

Overview

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FWB's runway is limited, and our path to long-term viability is unclear to members. While operating in a centralized way (relying on a core, salaried team for day to day operations and strategic direction) has advantages, this also means that the core team needs to ensure that holders of the token have a faith in the vision leadership sets forth and clarity on the steps being taken to achieve long-term goals.

This proposal will ensure that members have a clear understanding of leadership's vision for the organization and the steps being taken to bring about this future state. This increased accountability will create a more engaged membership, increased confidence in leadership, and a better-performing DAO.

The proposal includes two phases:

• Within sixty days: DAO leadership (Mayor, Ops, Brand, Staff) will deliver a long-term vision for the organization to the community, and OKRs by team for the next 12 months defining the steps to be taken to bring about that vision.

• Quarterly: DAO leadership to provide an update on tracking to OKRs and a revised 12 month plan for execution to the community for review.

Snapshot vote will be quadratic.

Details

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Expectations of framework for deliverables:

Vision: Provide a long-term view that explains clearly how current leadership team wants to build value for community members. What will the results be of our long-term efforts as an organization? While this can be presented via slides, the core deliverable is a maximum of one page written that defines the vision of leadership for FWB future. This may be sourced from the community, or created by a core team and reviewed with the community.

Twelve-month OKRs: Define the objectives and key results for each role in leadership in bringing about the vision. These updates should be provided at minimum on a per-department basis, but ideally each team member receiving recurring compensation should work towards OKRs, either their own or their manager's. Objectives should be clearly defined, significant and concrete, and results should be measurable. Essentially, help the community understand what leadership and their respective teams are executing in order to bring about the vision, and track the performance towards those objectives. This can be maintained in a community-accessible Notion or in another format.

Quarterly updates: Provide an update to the community at the beginning/end of each season regarding progress made against OKRs, any adjustments made to the twelve-month plan, and an update on progress towards the longer-term vision. This can include a peer performance review process to improve overall team performance.

Discussion

FWB's leadership currently operates with limited community oversight and transparency. Key salaried decision makers are empowered to own their functions and execute against their job descriptions, but there's no oversight regarding their performance in their roles, no community input on matters of hiring/firing/performance, and no requirement of reporting out on in-role performance to leadership or to the community. Ultimately, $FWB is a governance token, and the people leading FWB are accountable to the holders of FWB. The leadership team is paid from our collectively-managed treasury, and the work being done benefits our organization. However, the current lack of transparency leaves the average community member with limited understanding of daily operation of the organization, let alone long-term vision for the organization.

Leadership roles in an organization like FWB need to operate with a high degree of autonomy to be successful. The objective of this proposal is not death by process or consensus-based decision making. Instead, it seeks to provide FWB's non-elected leadership the opportunity to share their vision of the organization's future and a framework for keeping the community informed of progress towards that vision, and to provide the community increased visibility to the excellent work being delivered by leadership and the opportunity to understand the long-term vision and action plans of core contributor teams. Increased transparency will result in increased community buy-in, increased mutual accountability, and is critical to the continued success of FWB. 

Roadmap

• 60 days from proposal passing: Leadership to deliver vision + 12mo OKRs.

• Beginning/end of each season: Leadership to present OKR updates + 12mo plans.

• After 12mo, review process and iterate.

Looking forward

Management of this process will be the responsibility of leadership. We should create space for community discussion, questions, and feedback at and after each seasonal update. We should also plan to standardize the templates used for this process. 

Budget Overview: No cost to the community.

Timeline

60 days from proposal passing. Seasonally afterwards.