euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.1 Structure

Volunteer task forces

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Last updated 5 years ago

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Volunteer task forces

So this is a term from Laloux's book that can be confusing in euforia's context, because the word "volunteer" does not mean "unpaid" but rather "I volunteered to do it (=no one forced me)". The idea is that some responsibilities or projects, it can be useful to create a task force of various people motivated to look after it. The task force can be temporary or permanent. Sometimes, they replace the power that would be held by a board or top manager.

Here are some examples of task forces at euforia:

  • Finance wizards: the lead link of each circle is responsible for the budget of the circle and thus a "finance wizard". Together with the person holding the role of financial management, this task force is responsible for euforia's financial good health and development (establishing budgets of costs and revenues, deciding of revenue allocation, approving exceptional new costs, addressing liquidity problems, etc.).

  • HUGO board: 4 people elected by the entire employee team once a year hold the power to fire people and ensure internal processes are respected. So far, the people elected have been lead links of major circles.

Strategy Lizards: in 2019 we have decided we wanted to rework our vision together with our community and some of our staff got together to find out how. See more under

Task force to improve our online collaboration tools: it was led by Alessia with the support of Luis (and possibly outside help), it was a temporary task force with a specific objective of implementing new tools at euforia such as , & .

Evolutionary Purpose.
Leapsome
Loomio
Slack