Leadership & Facilitation Framework

Personal framework for technical leadership roles, focusing on delegation and systematic facilitation rather than direct execution.

Core Leadership Philosophy

Role: Vision holder and architect/strategist Balance: Animate + coordinate + enable others, not “do everything” Principle: Elect facilitators with explicit rotation/replaceability

Key Responsibilities

Leadership & Facilitation

• Animate meetings, standups, and strategic discussions
• Organize and delegate leads/facilitators per topic
• Run 1-1s with key people (mentoring, alignment)
• Meta-level coordination rather than direct execution

Engineering & Architecture

• Review PRs and code contributions
• Manage roadmap and transversal architecture
• Ensure technical upgrade paths, performance, security
• Support interoperability, dev tools, CI/CD, QA

Community & Ecosystem

• Help other teams and support new contributors
• Handle partnerships and integration opportunities
• Prepare marketing/launch narratives
• Onboarding, docs, and contribution rules

Delegation System

Domain Structure with Leads

Core Domains:

• tm2, gnovm, gnolang, roadmap, transversal

Tools/Infrastructure:

• CLI, dev tools, CI/CD, QA, security

Ecosystem:

• docs, support, partnerships, contributions

Cross-cutting:

• interoperability/integration, low-level/performance

Facilitator Framework

Selection: Elected by the group, can be replaced Documentation: Own a folder (/leaders/<topic>/README.md) explaining scope + meeting notes Responsibilities: Schedule topic meetings and report back Transparency: Supported by CODEOWNERS + CODENOTIFIER

Anti-Bottlenecking Strategies

Structural Solutions

• Reduce bottlenecking: Lead only meta-level (facilitators, strategy)
• Clear ownership: Each domain has README, clear leader, meeting rhythm
• Visual clarity: Use depviz to visualize dependencies/milestones

Launch Strategy

• Split launches: Dream launch (ecosystem v1) vs technical ASAP launch
• Emotional clarity: Multi-launch path reduces pressure
• External expectations: Marketing docs explain phased approach

Team Alignment

• Explicit goals: Clarify individual team member objectives in plan
• Energy alignment: Ensure personal goals match company direction
• Structured meetings: Up-to-date meetings repo with facilitator rules

Implementation Checklist

Immediate Actions

1. Draft Facilitators Charter

   • Elected, documented, replaceable
   • Responsibilities = meetings + reporting

2. Create Infrastructure

   • /leaders/ folders in repo with README for each topic
   • Update CODEOWNERS and docs
   • Structure meetings repo

3. Team Adoption

   • Propose plan to team: facilitators + CODEOWNERS
   • Vote it in (transparency, legitimacy)
   • Begin facilitator rotation

4. Launch Planning

   • Depviz for milestone visualization
   • Write launch doc with multi-phase approach
   • Technical v1 = ASAP, Ecosystem v1 = later with KPIs

Key Insights

What Works

• Facilitation over execution: Enable others rather than doing everything
• Clear ownership: Each area has an elected, replaceable lead
• Transparency: CODEOWNERS and documented processes prevent confusion
• Phased launches: Reduces emotional pressure and sets realistic expectations

What to Avoid

• Being the bottleneck: Don’t be the only person who can make decisions
• Unclear ownership: Every domain needs a clear facilitator
• Single launch pressure: Split technical and ecosystem readiness
• Implicit expectations: Document and vote on all processes

This framework transforms technical leadership from individual heroics into systematic enablement of team excellence.