How can we unleash the hidden power of words and grammar to facilitate collaboration, governance, and teamwork in organizations, instead of inhibiting it?
How might we evolve and customize our self-management and self-organization by weaving, synergistically, governance, collaboration, language, self-organization, and social innovation?
Leaders who start with sociocracy can create a new mindset and governance model that supports cultural and organizational transformation.
What are the pitfalls and learnings in the first stage of establishing psychological safety for shifting into self-organization?
Governance and self-management systems offer no ways to deal with personal and interpersonal tensions. What are two ways around this?
What information about these two popular methods of decision-making in self-management would enable you to make the best choice?
Which system of decision-making might best fit your organizational context, culture, and values? Small differences make a difference.
Given significant, extensive similarities, what obvious or subtle differences could be important in making a choice between these?
Choosing or customizing any non-hierarchical governance system for self-management is easier if we understand the many relevant variables.
3 reasons online meetings can be more productive than in-person meetings, and how adding sociocracy adds engagement and fairness.