I have created a set of templates for online facilitation of the following S3 patterns:
- Proposal Forming
- Consent Decision Making
You can find the templates at https://docs.google.com/spreadsheets/d/1B7dh-kOW_zeQtlRPYZbNnz3I2cD9KW56-f1b_AsJzUQ/edit?usp=sharing
More templates are on their way.
The templates contain some instructions to get you started, and are laid out for up to 9 participants (but can easily be extended to accommodate more). Simply make a copy of the template and give access to all participants.
Templates follow the vting format, so participants will record their own contributions in the document while communication through an audio connection (e.g. Skype, Google Hangout, Teamspeak or phone), Even if some people are in the same room, make sure everyone has their own computer and audio connection, preferably through a headset (the cheapest one that came with your phone will give everyone better audio quality than the most expensive conference speaker and microphone).
As always, I’m curious for your feedback email@example.com
The templates are licensed under a Attribution-ShareAlike 4.0 International (CC BY-SA 4.0) License.
download pdf download slides as png
The new slide deck I use for my workshops, complete with explanations for all 65 patterns in Sociocracy 3.0.
Am Dienstag, 15. November 2016, 10:00 – 18:00 Uhr, in Berlin.
Anmeldung und weitere Details zur Konferenz: http://www.manage-agile.de/workshops/articles/gtws-4-agile-hr-mit-sociocracy-30.htm
Der wesentliche Erfolgsfaktor für agile Unternehmen (und solche, die es werden wollen), sind Mitarbeiter, die entweder bereits ein agiles Mindset besitzen und danach handeln, oder sich zumindest in diese Richtung entwickeln, im Idealfall selbstmotiviert und selbstorganisiert.
Einstellung und Entwicklung von Mitarbeitern wird jedoch in den meisten Unternehmen von HR-Abteilungen gesteuert, die selbst nicht agil arbeiten, die also – wenn überhaupt – nur theoretische Kenntnisse zum Thema Agilität besitzen. Und obwohl das Thema HR essentiell für agile Transitionen und für agile Unternehmen ist, beschäftigen sich die bekannten agilen Methoden und Vorgehensmodelle bisher nicht oder nur sehr oberflächlich damit.
Sociocracy 3.0 (a.k.a. S3) ist ein offenes agiles Framework für alle Organisationsbereiche, das bereits einige konkrete Patterns für selbstorganisierte HR-Prozesse mitbringt. Dadurch wird es möglich, sich mit S3 dem Thema “agile HR” auf ganz unterschiedliche Arten zu nähern: so können agile Teams ihre HR-Prozesse einfach selbstorganisiert gestalten, Teams und HR können ihre Zusammenarbeit verändern, und HR-Teams oder -Abteilungen können selbst nach agilen Prinzipien arbeiten.
Ziel des Workshops ist es, die Teilnehmer dabei zu unterstützen, konkrete Ideen zur Umsetzung “agiler HR” im eigenen Unternehmen zu entwickeln. (more…)
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For the participants of my workshops I have compiled a handout with descriptions of many of S3’s patterns. I have recently updated the documents with several of my drafts for the upcoming book The Sociocracy 3.0 Handbook” I am writing together with James Priest, and found that, while it still does not cover all of the patterns, with 89 pages, it has become too large to print as a handout.
This is why I’m putting it up for download as pdf and epub here, so participants of my workshops and other people interested in S3 can use this until the “official” Sociocracy 3.0 handbook is ready. In the mean time, I will keep on updating the document with “official” pattern descriptions as James and I finish them.
download pdf download ePub visit s3-for-one.com
Over the past months, I have been experimenting with applying Sociocracy 3.0 (a.k.a. ’S3′) as a framework for personal development and as a method for guiding and documenting one-on-one coaching sessions. The result is an eBook called “S3 for One”, with a dedicated website at http://s3-for-one.com.
Do you want to improve your communication skills, develop a healthier lifestyle, read more, love more, learn a new language, or get a new job? S3 for One provides you with a structured process to navigate intentional change in your life, be it just a small habit, a big change, a tricky decision or even the discovery of what you want to do with your life.
S3 for One is an adaptive process, it allows you to go as fast or as slow as you want (or can). It facilitates understanding about yourself and the situation you’re in, and helps you translate this learning into intentional and incremental change. The underlying idea is simple: you assess your situation and your needs (your driver), identify possible strategies and decide which one looks most promising, and then you create a series of small experiments to discover whether or not you can successfully implement your strategy. Each experiment will reveal new information about yourself, your situation, and your strategy, so you can easily adapt and evolve your approach. (more…)
With more than 60 patterns, Sociocracy 3.0 has grown quite a bit in the past year. I have created the big picture to illustrate how it all fits together. As always, this is a work in progress, some patterns don’t have illustrations yet.
It’s available for download as small and medium png files, and as a high-resolution pdf
A few days ago I had a workshop with Alexander Tornow and Volker Schad, where Alexander presented Stafford Beer’s Viable System Model (VSM), I explained S3, and then we discussed how S3’s patterns relate to systems 1-5 of VMS.
I don’t claim to understand VSM in its entirety, and I must admit I remain unconvinced that an organization follows the same basic principles as the human body, but I think VMS is an interesting and useful model, at long as you don’t confuse the map with the territory.
The workshop inspired me to create an model of the functions an organization must implement, both on an organizational level, and within its individual parts, in order to be effective, agile and resilient. It’s interesting to see how S3’s patterns can be mapped to that model: (more…)
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Change in organizations is inevitable and happens naturally as organizations adapt to the various forces pulling at the organization, from the outside and from within.
However, most of the changes that take place in organizations are neither intentional nor aligned across the organization, they happen locally as a result of many small choices made by many individuals.
Lots of small and unrelated adaptive changes will lead to giving in to inertia (doing more of the same) and entropy (many independent and unaligned decisions). This is the opposite of intentional change – changing in an organized and aligned way.
All organizations benefit from building capacity for intentional change in order to become and remain effective.
This paper presents a simple model for mapping influence of internal and external forces to organizations, identifying motive for change and delegating accountability for plotting a course of action, and finally incrementally implementing the resulting change. (more…)
Für alle, die die Flipcharts nicht fotografiert haben, die Fotos als pdf zum Download oder unten zur Ansicht. Detailliertere Materialien dazu gibts auf sociocracy30.org.
Vielen Dank an die Teilnehmer! (more…)
This is a collection of short reviews of software tools to facilitate online collaboration. The use cases I have been looking at are as follows:
- virtual team events (like planning, reviews, retrospectives, daily standup, proposal forming, navigation meeting, trainings or topical workshops)
- asynchronous collaboration of virtual teams
- virtual coaching sessions