If your “Great Dissolution” fits neatly between two status meetings, it isn’t one.
The point is not drama. It is meaning-loss. The real bottleneck is our capacity to let meaning melt and then re-bind. The Great Dissolution is the rite for that moment: when an old explanation about the work, the team, or yourself stops holding, and the new one is not yet stable.
That is why it cannot be reduced to a spicy postmortem or a tougher meeting format. A real Great Dissolution needs protection, witness, and enough trust for a group to let an idea die without needing a person to die with it. Otherwise you do not get renewal. You get theater, or a purge.
This matters now because AI is not just changing tasks. It is melting status, roles, and identities faster than most organizations can absorb. Treat the Great Dissolution like a format, and you will stage collapse. Treat it like a real rite of meaning-loss, and you have a chance to survive it.