# Notes and Refelctions on Mozilla Open Leadership Framework

[Framework here](https://mozilla.github.io/open-leadership-framework/framework/#hello--welcome)

**Openness definition**

>- Understanding: You make the work accessible and clear.
>- Sharing: You make the work easy to adapt, reproduce and spread.
>- Participation & inclusion: You build shared ownership and agency with contributors through accountability equity, and transparency to make the work inviting, relevant, safe and sustainable for all.

Straight off the bat it seems clear that I don't work openly. More time could be spent on making the skills of **Understanding** and **Sharing** more automatic. The prase **accountability equity** stands out as something to know more about.

We (as a group) and also myself genuinely do badly at being transparent about how a project is structured, what the project's goals are, ways of working etc.

Even outside of the open world, such explicit articulation of a project's ways of working is so useful!

I like the promise here:

> However, not every open project or organization is fully open. Requiring a project or organization to open everything all the time would be a high barrier to entry. The Open Leadership Framework (shared below) is meant to help you think intentionally and strategically about when, how and why to work open according to the needs of your contributors and community, whether they’re employees or volunteers, and whether you’re part of a fully open, community-serving social enterprise, non-profit, or research project or something else, like a for-profit company. The big idea is to discover how you can lead your project or organization to be more open, inclusive and effective in making a difference in your contributors’ lives and in the world through increasingly open practices. Our intent is to help you, your community and your project be “open by design,” not only “open by default.”