Sociocracy is an organizational management system based on the principles of participative governance, consent, the use of circles, role definition, equal voice and adaptability. The concept is deeply rooted in the idea of giving every member of the organization the opportunity to participate actively in decision-making processes, and fostering an egalitarian environment.
The history of sociocracy can be traced back to the work of Gerard Endenburg, a Dutch engineer, who developed the system in the 1970s to improve the governance and management of his company, Endenburg Elektrotechniek. Since then, sociocracy has gained in popularity worldwide, and has been adopted by many organizations seeking more collaborative and agile governance structures.
In sociocracy, decision-making is based on consent, which means that decisions are taken when no member has a major objection to the proposal. This approach is designed to ensure that all voices are heard and that decisions are taken by consensus.
Circles, roles and equal votes are key elements of the sociocratic structure. Members of the organization are divided into circles, each with its own sphere of responsibility. Each circle has defined roles, and members actively participate in managing these roles. Equal voting rights mean that each member has an equal say in decisions taken within their circle.
Adaptability is also a key feature of sociocracy. This approach enables organizations to adjust quickly to changes and challenges, as decisions are made collaboratively and structures are flexible.
In a nutshell, sociocracy is a participative governance system designed to promote equality, transparency and efficiency within organizations. It is based on principles such as consent, circles, defined roles and adaptability, and has its origins in the pioneering work of Gerard Endenburg in the Netherlands. More and more organizations are adopting sociocracy to promote fair decision-making and collaborative management.
