Sociocracy in Workplaces

“(We need) both, the effectiveness as a business and the inclusiveness and equivalence to be aligned with the social values and mission of the social enterprise.”
Gehan Macleod


Featured Resources for Non-Profits

Dynamic Governance for Non-Profit organizations

This article explains how the principles of Dynamic Governance (aka sociocracy) apply to nonprofit organizations, and serves as a supplement to the article “The Creative Forces of Self – Organization”. We appreciate your support in improving how we communicate about dynamic governance. 

By Jerry Koch-Gonzalez and John Buck 

(Read article)

3 tools from sociocracy to use right away (plus magic phrases!)

Many organizations are intrigued by the idea of self-governance using circle-based frameworks. However, it can be intimidating to implement those methods. (…) Is there an easier way?

(Read more)

Why Sociocracy?

Why sociocracy?

Purpose-drive organizations love sociocracy. Not only do they help getting things done and serving the purpose who are passionate about – they also help doing good inside the organization. And doing good inside radiates to the outside, making the world more beautiful for everyone. 

Most non-profits are governed like a hierarchy – which makes sense given that they have to be financially sound and effective. Yet, what if we told you that you can share power and be effective and efficient at the same time?

The best things about sociocracy: 

  • Clarity: small, trusted teams and people in clear roles make it easier to define each other’s responsibility and authority. And yet, those smaller teams have more headspace to actually listen to everyone’s input. It’s the perfect combination between strong, loving leadership and teamwork. 
  • Calm meetings: sociocracy uses the decision-making method of consent which is close to consensus but more efficient. The best thing about consent is that it is crystal clear: we know who decides, how we decide – even how we decide who decides! The transparency and clarity is liberating and a relief for everyone on the team. 
  • Connection: we often talk in rounds, which means everyone talks one by one. This way of working, once everyone is used to is, doesn’t take longer than “debate” style, yet it creates a stronger bond within teams and contributes to a better sense of togetherness. 

Is sociocracy hard to do?

How easy it is to implement sociocracy depends on the size and the culture of your non-profit. If things are done in hierarchical ways, people need to learn the nuts and bolts of sharing (and receiving!) power. If things are run very collaboratively now, creating clarity might be the biggest learning. 

Meeting facilitation, improved clarity and the relationship between board and staff and core volunteers are areas that we find sociocracy contributes the most to. 

Where do we start?

Read and watch the information on this site. If you are interested in suggesting at your workplace, make sure to read The Sociocracy Starter Kit first.

You will notice that it suggests involving other people in your exploration as early as possible. Having seen dozens of organizations in this situation, we really mean it!

Who Is Already Doing It?

This list is FAR from complete. You can add your non-profit by sending an email to Ted ([email protected]).

  • Mindfulness first (TX, USA)
  • Sociocracy For All (global)
  • Social Care Network (UK)
  • Great Lakes Rivers and Lakes Permaculture Institute (USA)
  • Başka Bir Okul Mümkün (Another School is Possible Association, BBOM in Turkish)

  • Living Well (elder care, Vermont, USA)
  • Jefferson House (NC, USA)
  • Horseback riding association (Poland)
  • El Roser (Spain)
  • Imago Relationships Worldwide
  • Galgael (Scotland)
  • ECOLISE network (Europe)
  • Learn to Change (Europe)

Learning and Implementation

Sociocracy Starter Kit

An article describing the phases of introducing sociocracy in an organization. 

Read more

Sociocracy Handbook

Written by the co-founders of Sociocracy For All. 300 pages.

More information and purchase options

Meeting posters

Having a visual makes every meeting easier to follow.
Use them in your meeting room, or laminate and bring along?

See posters (pdf)

Talk to a real human!

Individual coaching with implementation teams from communities. Benefit from the experience with dozens of communities in this process – we’ve been there before!

Learn more

Study group curriculum for groups

6 1.5-hour sessions with exercises, readings, handouts, perfect for groups of 5-8 people. Video-led – just turn on the video and learn! By donation/coaching on a sliding scale.

Learn more

Organizational Structures of Non-Profits

More Resources on Sociocracy in Non-Profits

Self-Organization – a leap into the unknown

Self-Organization – a leap into the unknown

There are organizations, and in them people, who will never see the value in involving employees in shared governance. There are those who, although they feel the growing discomfort of working ‘in the old way’, remain full of fears and doubts about the incomprehensible concept of self-organization.

Sociocracy in nonprofits (presentation)

Sociocracy in nonprofits (presentation)

Despite best intentions, many non-profits still copy the hierarchical structures of corporate businesses and replicate the power systems that are contributing to the societal issues we see. How could nonprofits benefit from self-organization and shared power?

Clarity and empowerment: What is a domain?

Clarity and empowerment: What is a domain?

Domains combine clarity with flexibility, small groups with big picture thinking and alignment, empowerment of groups and individuals with responsibility. It’s a design pattern that we can use indefinitely – with a place for everything and everything in its place. 

Sociocracy meets Listening At Scale

Sociocracy meets Listening At Scale

Wise Democracy tools serves deliberation and input, sociocracy serves decision-making and implementation. Here’s how they can be combined.

Reiterating Sociocratic Models for Culturally-Competent Inclusion, Accessibility, Accountability, and Transparency (Sophie Xu)

Reiterating Sociocratic Models for Culturally-Competent Inclusion, Accessibility, Accountability, and Transparency (Sophie Xu)

Sophie Xu explores how to center historically and currently marginalized voices — especially those of Black, Indigenous, and People of Color (BIPOC) — in existing and innovative sociocratic framework. She grapples with and examines the births of sociocracy, its linkage to whiteness, and how to render its core, identifying, and groundbreaking norms (e.g. consent-based decision-making) culturally-competent.

5 Ways you’re already using restorative practices

5 Ways you’re already using restorative practices

5 Ways you’re already using restorative practices and how to become even more restorative when using sociocracy    “Don’t tell anyone else we’ve trained, but this is by far the most restorative school I’ve ever seen.”    I was shocked to hear that from the...

Lazy Consent: Care and Power

Lazy Consent: Care and Power

Consent and Lazy Consent In sociocracy, the default decision-making method is consent. Consent is clearly defined as “no objections”, and objections are defined as “a measurable concern that carrying out the proposal at hand will have a negative impact on our group’s...

Case study: Asheville Movement Collective

Case study: Asheville Movement Collective

AMC is a dynamic dance community focus in Asheville. It has achieved remarkable success, acknowledged as largely due to the adoption of Sociocracy in 2009. The resulting growth in membership was well-managed; the organization was growing in responsiveness to the many pressures of the various dance communities it attracted into its membership, and it recognizes the value of encouraging diversity and building pathways to do so. 

Roles, jobs and salaries in sociocracy

Roles, jobs and salaries in sociocracy

On what basis do we decide salaries in sociocracy? Is it based on the sum of all roles? But how does that work? Or are there traditional “positions” in sociocracy too?

How to run an engaging board meeting

How to run an engaging board meeting

Want a board meeting that is clear and engaging? This article offers a template that helps you prepare and run a refreshing and productive board meeting!

Børns Vilkår: switching from slow decision-making

Børns Vilkår: switching from slow decision-making

Børns Vilkår: based in Copenhagen, Børns Vilkår is dedicated to stopping child neglect in all its forms. They were born with this purpose in 1971 and have continued to grow and expand the way in which they support children. Currently, they run a number of services including phone line and online support, as well as working with schools and government to address the root issues.

Hierarchy, power and sociocracy

A presentation by Jacob Theilgaard. Hierarchy, power and sociocracy will explore the dynamic of power and emergence of informal hierarchies in sociocratic circles through micro behaviours. We will explore the different dimensions of hierarchy and how you can support equilibrium between perspectives and viewpoints with facilitation.

Sociocracy and Art of Hosting

Presentation by Bolette Nyrop. Description: The dance between Sociocracy and the Art of Hosting: Where do they strengthen each other? How do they complement each other? Where are they at odds?

Sociocracy as a solution for succession and organizational effectiveness – NGO case

Presentation by Irena Kaszewska. Description: Szarża is a horse riding association with a 35-year history. It has always based on volunteer work, creating a unique community, inclusive and active. With a growing scale of operations, the ad-hoc and intuitive management style of volunteers started to be insufficient. Sociocracy, piloted on a small scale, proved to be just the right solution. We are now at the brink of full-scale implementation, aware of many challenges, and full of hopes. 

Non-Profit Law and Sociocratic Governance

A presentation by MIke Haber. The presentation describes different ways that NGOs and non-profits have used sociocracy in their corporate governance structures. Based largely on Prof. Haber’s experience in representing U.S. activist organizations, he discusses different non-profit governance structures that embrace sociocracy within the context of the legal limitations on non-profits and NGOs.