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DTU - IT department
Organization: IT department at a university
Size: 45 people
IT department of 45 people, embedded in a typical hierarchical IT organization of 190 employees, delivering IT-services and software development to the Universities 6000 employees and 12000 students.
The past 18 months, we have been implementing TEAL and sociocratic principles and culture. We do this slowly, cooperatively and by using hierarchy to destroy hierarchy. We are working with creating and maintaining a critical mass of change-energy, dealing with deep and powerful hierarchic behavioral pulls and undercurrents that affect behaviour, dealing with stories and emotions, implementing (circle)structure and governance, and in general, trying to experiment our way with TEAL/Sociocracy in a large classic hierarchical (public) organization.
Imago Relationships Worldwide is a network of Imago Relationships professionals and supporters in 17 countries, with the founders and majority of members in North America.
We are still in the process of adopting sociocracy which is part of a larger transition intended to create an organization that is aligned with the values of sociocracy and Imago relationships. We have created a circle structure that is still changing (and will continue to!), and have adopted a sociocratic meeting structure for our central circle. This session will focus on our recent transitional retreat, a four day experience facilitated in a combination of sociocracy and Imago facilitation.
Location: Berlin, Germany
Size: 170+ members
Our mission is to make financing understandable and accessible for everyone. We make products comparable and the process comprehensibly, so that customer can make the right decision: anytime and with trust and confidence.
We are called a FinTech these days and use agile software development practices since 2006. Roughly since 2015 we applied more and more practices to our organization.
In 2018, we consolidated to the use of holacracy and sociocracy. Early 2019 we consolidated again and now use holacracy everywhere. We integrated some important values and practices from sociocracy into holacracy and think it is good enough for now and safe enough to try. Michael and Leif can tell you why that happened and why they (as part of the sociocratic unit) want that chance.
Location: United Kingdom
Organization: food cooperative (worker owned)
Size: 68 people
Unicorn is a successful worker co-op grocery in Manchester, England. Established in 1996 by a small group of people committed to social change, we set out to create an alternative to supermarket shopping - to provide affordable, fresh and wholesome food to our local community, run by motivated worker-owners with a shared social and environmental agenda.
Size: 200+ people
MEDIAGENIX has chosen to implement their version of sociocracy (more precise S3) based principles and patterns. This started February last year. The reasons for doing so are multiple. Due to rapid growth in a fast-changing media sector, the organization wants to keep their roots of familiarity and working closely together as a team, this all to enable them to respond to the changing customers needs asap. A “logical” answer to this growth in the number of employees would be a more traditional approach of putting of introducing extra layers in the hierarchy. Instead, they chose to give more autonomy to the people actually involved. This does not only lead to better decisions, it also makes that the employees are more involved in what happens within the company. Distributing power over more people makes the organization more scalable, enabling the future expected growth. Many changes have been implemented currently, not just instituting a circular structure with clear distinctions on governance and operational work. Also a lot of work brought the focus more to the people area, linked with role-based working.
We are a digital design company (for-profit) based in Switzerland. Our overall purpose is simple: we want to create products which matter. With that, we mean that we want to create software that has a positive impact and use business and technology as tools that serve humanity. Generally, we approach issues head-on, trying to get to the root of our clients' problems in order to solve the problems that actually matter – for our clients, but also in the broader context of society. For instance, one of our foci is web accessibility, that is to say, creating websites and apps that can, ideally, be used by anyone, regardless of their abilities.
We call ourselves a peer-to-peer organisation: Meeting each other as peers, as equals that can work together in an autonomous but participatory way, is at the root of our organisation. We are organised in circles and roles—pretty much like in sociocracy, with a few changes that have evolved naturally. Each peer in the organisation holds several roles; most of us hold roles in more than one circle (which, in our opinion, is quite natural, as human beings are multifaceted and usually have interest in and talent for quite diverse tasks and not just one particular job). Within these circles, we hold regular meetings to discuss the circle's governance but also ongoing operational tasks and projects.
Enkindle Village School
Size: 60 people
We are a new democratic school opened in Townsville in 2019 after a twelve-month development process. We are the first school of its kind for North Queensland. We use a sociocratic school circle model from the ground up, from the development of the school through to initial implementation. We have developed a school circle model which allows students, staff, parents and community members to have a voice in all aspects of the running of Enkindle Village School.
Codento is a change agent's right hand helping with software development, IT Architectures and Agile Methodologies. We offer Agile software development teams on a day rate and sustainable, business-valuable code owned by the customer. Codento architecture consultants audit software products, analyze needs, draw optional roadmaps and determine the sustainability and risks of different options. Codento uses agile methodologies, including Scrum, Kanban and lean product development. We also consult and coach clients in using the methodologies.
Size: 75 people
10Pines is an Argentine Software company founded with the Agile manifesto values in mind. It is an open, participative, self-organised and trust-based company. With more than 70 people working today, we have clients such as Starbucks, Turner, Claro, Teespring, among others who trust us and our model. These are some of our practices and policies: (1) an open books policy where every one in the company knows all numbers, including salaries (2) use of consent and advice process for decision making (3) a fair profit sharing between all the members of the company (4) we don't have bosses nor titles, just autonomous circles of work.
Size: 130 people
GRLPI is dedicated to promoting permaculture professional education, practice, and mutual aid through the states of Ohio, Kentucky, Indiana, Illinois, Michigan, and Wisconsin. Our aim is to inspire and support permaculture practitioners through events, educational materials, and policy and advocacy. In January 2018, our group officially adopted Dynamic Governance (aka sociocracy) and began training members of the mission circle. In 2018 we also formed circles and began training volunteers in this method.
Blue Scorcher bakery co-op
Organization: worker cooperative
Size: 32 members
Create memorable seasonal foods from fresh local ingredients. We seek out small producers and bring you their heirloom varieties of everything from apples to beans to tomatoes. Being a cooperative means that stewardship of the business is spread out among the workers. Everyone who works at the bakery participates in decision-making and has the opportunity to become an owner of the business. We strive to enjoy our work and to attain a livable wage for all. Collectivism is an ancient way of working together, seen in such places as agrarian communities pooling resources at harvest time, fisherman owned canneries, worker-owned plywood mills, and even on pirate ships.
El Roser (engl.)
Location: Barcelona, Spain
Organization: school co-op
Size: 75 members
We are a mix cooperative (composed of working members and consumer members). We started working with sociocracy from the very beginning of the foundation of the cooperative. We all came from an assembly environment and moved gradually to sociocracy, as we became aware of the benefits of some of its principles (elections, decisions by consent). With an almost 3 years perspective we can state that the use of sociocracy (combined with facilitation) has contributed to a more efficient structure in our daily activities.
Ecovillage Aldeafeliz (engl.)
Size: 14 adults plus children
Aldeafeliz is an ecovillage, an association of people with the same vision. We have been using sociocracy since 2014 and we love it, so we also have a group of study and teach it
Narara Ecovillage Cooperative
Size: 170 people
Narara Ecovillage is a sustainable community based near Sydney, Australia which is managed by the Narara Ecovillage cooperative. We are building a thriving diverse community of all ages, in an ecovillage which is funded by current and future residents and includes entrepreneurial business activities.
The first Sociocracy training was in 2008 and the circle structure has been evolving since then: a 4 tier circle structure which includes - a Board of Directors; Steering Circle; Land, Community, Business and Infrastructure teams and smaller, more specific circles. You will hear a range of voices talking about the journey of implementing sociocracy including what has been learned, what has be challenging and what has been achieved.
Size: 40 people
The Partnership for Undergraduate Life Sciences Education (PULSE) is a community of faculty leaders in the life sciences from higher education institutions (community colleges, liberal arts colleges, regional comprehensive universities, and research universities) whose goal is to ensure a scientifically literate citizenry prepared to address 21st-century challenges. To achieve this goal, PULSE helps academic departments develop programs that are inclusive and student-centered through the use of evidence-based teaching and learning practices.
Sociocracy’s philosophy of shared leadership, collaboration, transparency, equity, and continuous improvement resonated with PULSE members. We implemented sociocracy in 2014 with minor modifications, and continue to use sociocratic principles and processes in all our operations and decision-making.
Integrale Tagesschule Winterthur
Organization: non-profit school
Size: 23 people
ITW is a non-profit private school and the main ingredients of the operating culture are Solution Focused Approach (Steve deShazer/Insoo Kim Berg), Nonviolent Communication (Marshall Rosenberg) and Spiral Dynamics integral (Don Beck/Christopher Cowan) extended by elements of Teal practices in last couple of years. While training NVC and SDi with all teachers and students, it seemed a natural and helpful step to adopt the framework of S 3.0 to add clarity and orientation in our Flex-Flow transition organization. Today, major parts of the school organization are based on sociocracy including all students.
Martha Jefferson House
Size: 80 members
Charlottesville, Virginia, it is a small boutique facility built around an historic home with a warm, family environment. In an effort to create a more inclusive staff environment, the CEO decided to create a sociocratic Policy Circle about 18 months ago to make decisions on organization-wide policies. Though the organization as a whole functions in a more traditional structure, the Policy Circle operates within the full sociocratic process. It is an example of how sociocracy can be introduced into a workplace organization. This particular session will feature the CEO of Martha Jefferson House, Adam Feldbauer, and will be facilitated by Gregg Kendrick, the sociocratic consultant that supported the project.
Size: 1000+ members.
European network for community-led initiatives on climate change and sustainability, is a coalition of national and international networks of community-led initiatives on sustainability and climate change, as well as organisations that support a community-led transition to a resilient Europe.
Casos modelo (español)
Sociocracia Práctica es una división de Sociocracy For All círculos de entrenamiento, contenido y comunidad.
Visión: Somos una comunidad de aprendizaje autogestionada formada por familias y profesionales que promueve el empoderamiento individual para conseguir una transformación global de la sociedad.
Misión: (1) Acompañamos procesos de crecimiento y aprendizaje de manera respetuosa, creando las condiciones físicas y relacionales necesarias para ello. (2) Integramos la sostenibilidad y la permacultura como forma de relacionarnos con el medio ambiente. (3) Contribuimos a la transformación global de la sociedad haciendo red con otros colectivos. (4) Utilizamos la sociocracia como modelo de organización y toma de decisiones, y la comunicación no violenta como medio relacional. (5) Llevamos a cabo acciones de financiación acordes a nuestros valores.
Valores: Nuestras guías para la acción son el respeto, la confianza, el amor, el compromiso y la
Organización: cooperativa y tienda ecológica
La Kombucheria nació como pequeña empresa familiar en el pueblo andaluz de Vejer de la Frontera, Cádiz. Fue la primera empresa y marca española elaborando BioKombucha de diferentes sabores. Desde ahi luego nació nuestra Tienda ecológica con una amplia gama de productos ecológicos.
Desde el principio llevamos una visión de ética, filosofia responsable y sostenible con el foco en la salud y el bienestar. Nuestra actividad siempre toma en cuenta el impacto medioambiental y social.
Apostamos en una modelo de economía integrativo y responsable, respetando los recursos que nos ofrece nuestro planeta.
En este contexto hace poco mas de un año hemos incorporado la sociocracia como modelo organizativo en nuestra empresa.
Organización: empresa de Software
No aplicamos la sociocracia según el libro, pero sí tomamos algunas prácticas y también compartimos y fomentamos los mismos valores: transparencia, equidad y eficiencia. Estas son algunas de nuestras prácticas y políticas: – una política de libros abiertos donde cada uno en la empresa conoce todos los números, incluso los salarios de sus compañeros – uso del consentimiento y asesoramiento para la toma de decisiones – una política justa de participación en los beneficios entre todos los miembros de la empresa – no tenemos jefes ni títulos, sólo círculos autónomos de trabajo.
Con todas estas prácticas, uno de los indicadores de éxito de nuestro modelo es la baja tasa de rotación de personal: alrededor del 5% en un mercado donde la media está por encima del 25%.
Somos una Asociación local de Personas Productoras y Consumidoras Agroecológicas cuyos objetivos están basados en el cuidado de la tierra y de las personas a través de la Agroecología y Consumo responsable.
Utilizamos íntegramente la Sociocracia como manera de organizarnos. Contamos con un Círculo General y 2 Círculos Operativos (Consumo y Sensibilización). Cada Círculo tiene sus 4 Operadores de Círculo y todas nuestras decisiones se toman por consentimiento.
Aldeafeliz es una ecoaldea, una asociación de personas con la misma visión.
Utilizamos la sociocracia desde 2014 y nos encanta, así que también tenemos un grupo de estudio y enseñanza