Workshop “Agile HR mit Sociocracy 3.0” auf der Manage Agile 2016

Am Dienstag, 15. November 2016, 10:00 – 18:00 Uhr, in Berlin.

Anmeldung und weitere Details zur Konferenz:

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…)

Sociocracy 3.0 Patterns Handbook (Beta) (eBook)

Sociocracy 3.0 Patterns Handbook (Beta) (eBook)

S3 has evolved significantly since this page was published, and we could not catch up with the handbook, so for now I removed the download linkls. The latest version can be found in the slide deck “All Patterns explained” or on

Earlier this year I had compiled a handout for the participants of my workshops with descriptions of S3’s essential patterns. Over time, I updated the handout with the contents of the “All Patterns Explained” slide deck, several of my drafts for the upcoming book The Sociocracy 3.0 Handbook” I am writing together with James Priest, and other documents. Now grew beyond the scope of a handout, since it contains more than 100 pages, a section for each of the 65 patterns, an introduction and a changelog so you can see what’s new.

Until the “official” Sociocracy 3.0 handbook is ready, I will maintain this document as a beta version of the handbook and I will keep on updating it with more content and illustrations document, and include the “official” pattern descriptions as James and I finish them.


Sociocracy 3.0 – The Big Picture

Sociocracy 3.0 – The Big Picture

S3 has evolved significantly since this page was published. The latest version can be found in the slide deck “All Patterns explained” or on

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



Organizational Effectiveness, Agility and Resilience

Organizational Effectiveness, Agility and Resilience

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…)

A Model for Intentional Change in Organizations

A Model for Intentional Change in Organizations

download pdf download ePub


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…)

Tools for Virtual Teams and Online Collaboration

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
  • webinars


Introducing S3 for Distributed Teams with Trello

Introducing S3 for Distributed Teams with Trello

I am working on a guide explaining how to implement Sociocracy 3.0 using Trello with co-located and distributed teams. In the first part, which is already online, I explain the basic ideas, the general layout, and how to use the Trello boards for identifying drivers[^driver-guide], proposal forming and consent decision making.

It’s really easy to get started, I have prepared template boards for you to copy, no additional setup required. What’s more, you can use the system itself for adapting the system to your specific needs. If that isn’t too meta to you ;-).

Part 2, published in due time, will describe the processes of selecting people to roles, performance reviews, and how to review drivers, agreements and role definitions.

The guide is available at