Sociocracy

As a practical organisational model, sociocracy fits into existing structures and is constantly evolving as people participate in organisational development towards a common goal. With the introduction of the sociocratic circle organisation method, a paradigm shift is taking place: away from "power over" towards "shared power."

Sociocracy and true participation can "only" be introduced top-down. Top management decides on the implementation after a review phase. Many entrepreneurs and decision-makers have embarked on this path. They share the "inner fire" for a different way of working together. They are pattern breakers in search of solutions for a world worth living in and suitable for grandchildren.

When will you set off?

Increased satisfaction, sense of self-efficacy and commitment

Your opinion ist heard and respectecd. Active participation in the decision-making process leads to increased commitment and acceptance of responsibility. The feeling of self-effectiveness grows.

Fostering innovation

The inclusive decision-making process brings creativity to light and fosters innovation by incorporating diverse perspectives and ideas.The wisdom of the group enables better handling of complexity.

Improved Decision Quality

Decisions are discussed and thought through more thoroughly. Wisdom is applied by incorporating the knowledge and expertise of all members into the decision-making process- Decisions are supported at all levels.

Stronger Collaboration

Team dynamics improve, silo thinking is reduced, and equality, transparency, and fairness are fostered.

The Resilience of the Organisation Increases

The logic of continuous improvement through regular feedback processes and evaluations enables the organisation to react quickly and flexibly to changes and challenges.

Efficiency and Productivity

Clear responsibilities and the ability to make decisions where problems occur, leads to greater efficiency and shorter response times.

Psychological safety and conflict resolution

People learn to listen to each other and experience psychological safety. Sociocracy helps to recognize and address conflicts at an early stage.

Easement of management

The tasks of management are divided into different roles. The structure ensures that decisions are broadly supported. Both aspects ease the management.

Cultural change

The organisation learns a new way of working together as equals. Transparency, trust and mutual support are strengthened. Employees experience empowerment. Narcissistic behaviour is weakened by the group. 

• Familiarise yourself with consent decision-making
• We playfully guide your team through the consent decision-making process
• Find out whether this method is suitable for your team

• We advise and support teams on their path to self-organisation
• You will learn how to use various tools in a step-by-step and needs-oriented manner
• Sociocratic moderation, consent decision-making, agenda & logbook, open poll
• Gain clarity about roles and areas of responsibility (domain)
• Benefit from learning and motivation through development dialogues and collegial feedback discussions

• We support leaders, so they can experience the role change to circle leadership in a positive way and fulfil it successfully
• Circle leaders experience relief as they reflect in coaching on how and for which tasks they can hand over responsibility
• In team coaching, the circle leader learns how to create positive tension and optimally guide the circle towards its strategic goals

• We collaborate with you to analyze the level of self-organisation within your teams or organisation
• Through a participatory process, we identify needs and explore options to enhance self-organisation and participation
• We assess the maturity level of the organisation and collaboratively clarify the next steps

We advise, accompany, and support your organisations or departments in the implementation of sociocracy, structured in four phases.

The transformation to a circle organisation takes time. Once implemented, your organisation will operate sociocratically independently. The organisational model becomes sustainably anchored.

• Consent means: There are no serious justified objections that conflict with the common goal
• The consent decision-making process unfolds in four rounds. It is a transparent process that systematically integrates everyone's opinions. The meeting chair ensures all objections are heard and incorporated into the proposal
• The sociocratic meeting structure is moderated, ensuring transparency. All members can contribute and prepare their concerns and topics. The agenda is agreed upon at the meeting's outset
• Sociocracy embraces a holistic approach. Welcome and feedback rounds are integral to every meeting

The organisation is structured into circles, each responsible for specific tasks and functions.

• Each circle operates with a defined mandate and makes autonomous decisions within its domain of responsibility
• A circle is defined by three points. Circles operate based on the principles of dynamic control: manage, execute, and measure, aligning with continuous improvement and Lean Management practices
• Within each circle, members take on various roles. All members engage in execution. Leadership responsibilities are divided among four sociocratic roles: Circle Leader, Delegate, Facilitator, and Administrator. This structure reflects the principles of shared or collegial leadership
• The organisation distinguishes between principle and execution. Principle decisions are made by consent, while other decision-making methods may also be employed. Consent determines the decision-making process, allowing the circle to agree on the appropriate approach for each decision

• Each circle is doubly linked to the next higher circle through its circle lead and delegate. Both the circle lead and delegate oversee operations and report to the higher-level circle
• This linkage ensures effective flow of information and decisions between circles, representing the interests of the next higher circle's members and facilitating the implementation of decisions
• Good to Know: Thanks to the double link, circles influence the election of members at the next higher hierarchical level through their delegates

• The roles and responsibilities within the circles are determined by open election
• The members jointly select the most suitable person following a transparent process
• The effect of the open election is pure empowerment for people