Tag: Sociocracy

Sociocracy – Consensus decision making! What’s the difference?

10982447_1535925890020463_3931142038674361825_nRecently I came across the following.

“I am looking for (if possible) a short and clear explanation of how sociocracy is different from consensus.”

I was inspired to offer an answer:

Firstly to clarify that consensus is a decision making process. Sociocracy on the other hand is a system design and governance methodology, with a decision making process built in.

So, the short answer: Consensus deliberately seeks to establish an agreement that reflects what everybody wants to do in order to address the needs that inspired the decision being sought to start with.

Consent decision making deliberately seeks to establish if there are any objections to a proposal designed to address a need, from becoming policy.

Consensus is seeking to find the best decision for the purpose. Consent decision making is seeking to find a good enough decision that can then be tried out, tested, and improved over time.

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Consensus Decision Making places emphasis upon equivalence (giving people a voice in the decisions that affect them). Sociocracy places emphasis on striking a balance between equivalence and effectiveness. In complex environments, striking such a balance is essential and where there is the additional issue of limited time and resources, then consensus can be intolerably ineffective and can lead to frustration, in-equivalence,  despair even, and implosion or dissolution of an organisation!

It’s a bit like the difference between writing a 50 page business plan, or to write a one page business model canvas (as is the flavor these days). The reason the one pager is usually the better bet is because we mostly live in complexity. Environments are changing rapidly, both within and without, and they can be difficult to read accurately. In addition, the future is hard to predict. Therefore, good practice in organisational development, software development, facilitative parenting, intimate relationship, formulating opinions and all manner of other human activities, is leaning towards beginning with only a few assumptions, discovering through experience and adapting and evolving according to changing context, increased experience and actual need.

Sounds familiar doesn’t it? Well, it’s pretty much what life has been doing in its perpetual business of unfolding, for all time! Only life, it seems, does not fear it’s own emergence. Human beings however, fear many things, and especially the unknown future, and perhaps this speaks to the the essence of what drives human strategies of command and control.

So we rest in to various processes that we image will somehow guarantee our needs being met, and if we’ve been wounded sufficiently from engaging in the “fight”, “flight”, or “freeze” paradigm, which reflects a natural phase of human development, and have the privilege of living in an environment where our lives are not threatened, then we are probably ready for trying something a little more progressive. At this point it becomes clear that some form of collaborative process is the way to go and that tools like consensus decision making become appealing.

Longer answer: To take a slightly longer way around answering the question then I would say the following:

I like to suggest that there are more and less mature interpretations of consensus. A reductionist view sees seeking consensus as arrival at a decision that everyone is super happy with. This tends to be reliant upon a more ego-centric point of view whereby everyone feels like the decision reflects their preferred choice.

In actuality however, in groups, (even seemingly flat, egalitarian groups) there are issues of projection, rank, inequality and power / vulnerability dynamics, all of which tend to influence peoples willingness to speak up or to stay silent. This leads to the potential for all kinds of distortions in a consensus decision making process.

Add to this that life is diverse and complex and that efforts to establish a decision that everyone is always super happy with, is likely to mean that diversity has been sacrificed in favor of uniformity, and we can see how consensus can lead to decisions being made that have been crafted more in order to win favor, than specifically to address the need that was being sought to be met.

A more mature interpretation of consensus is to describe a decision being agreed to that reflects the collective intelligence of the group, and through navigating the processes of consensus decision making, one can arrive at the “holy grail” of proposals that everyone fully endorses.

Such an outcome can be wonderful, resilient and fit for purpose.

One of the key issues with consensus decision making, regardless of which way you interpret it, is that it tends to take quite a bit of time. Some people (half) jokingly call it “decision making by endurance”. I say “half” because often times it is no joke and people really suffer a lack of effectiveness in organisations using consensus, because more time is taken up (trying) to make decisions than in carrying out the actions that result from these decisions.

In order to understand Consent Decision Making, which is the type of decision making process that sociocracy endorses, it’s helpful to consider first some different types of decision making and their relationship to supremacy. Supremacy being “the concentration of power to one individual or group, to the exclusion of others”.

So in Autocratic decision making, supremacy goes to the individual or small group. Often very effective (in the short term at least because it doesn’t take long) but usually less than resilient in the long term. It’s an approach that maximizes the potential for organisation wide (and nation wide) disengagement over time.

In Majority decision making, supremacy goes to the majority, and often to the cost of the emergent wisdom that is coming through the minority voice. ~This is much like the typical case where a child brings new wisdom into a family system, yet can be shut down and shamed for acting outside of the norms of the family culture, behaving in ways that seem threatening either to themselves or to others. In-fact, this has happened for nearly all of us in some ways or other.

In consensus decision making, supremacy goes to…. the individual, in that they have the power to block a decision! If there is a lack of clarity regarding what specifically constitutes a valid block then we find that people can stop decisions being made to serve all kinds of motives, and regardless of whether or not there is a clear reason. So then, consensus can actually turn out to be just another form of potential autocracy, only in this case, nobody “wins”! Even in consensus with recourse, the recourse usually involves falling back to the majority, so we still lose the potential wisdom emerging through the minority!

In consent decision making however, supremacy is given to reason. Reason meaning, a valid objection results in a clear explanation that clarifies why doing what is being proposed stands in the way of our aim together, or the shared aims of the organisation. Or stands in the way of someone’s ability to fulfill a role that they have been appointed to, in order to serve the aim/s.

In sociocracy we DELIBERATELY seek objections. Objections are seen as gifts! I like to say that “(reasoned) objections conceal wisdom seeking emergence into the consciousness of the group”. I go further in suggesting that “within all perceived problems, challenges and difficulties, lies wisdom seeking emergence into consciousness”.

Sometimes of course, what convincingly seemed like an objection (through the objectors eyes at least) turns out to be arising not from a proposal that could harm the shared aims or my ability to contribute to those aims, but rather upon a misunderstanding of the proposal, or someone acting out of a fundamentalist mind-set, or simply a bit triggered because of an alternative preference etc.

Sometimes the wisdom seeking emergence is for the person who thought that they had an objection… in discovering a blind spot to their perspective for example, or in realizing that they had some personal belief about how things “should” be done, and that this was just one way of going about addressing the tension that had led to the issue being considered to begin with.

Sociocracy places a strong emphasis upon the principle of learning from experience. Therefore, all decisions are regularly reviewed and improved, whenever reason is discovered to do so. This means that we don’t need to write the world’s most perfect proposal and ”iron out all the creases” before giving it a go. We can check that there is no obvious reason not to do something and then try it out, evaluate it regularly, and improve the process as we go.

So we seek to make decisions that people can live with and that are fit to serve the purpose for which they were made to start with. As my dear friend and fellow sociocracy trainer Diana Leafe Christian says, we make policies that are “good enough for now” and “safe enough to try”.

It’s important to realize that Consent Decision Making is not a “free for all” where people can add whatever proposals they like, at any time, and in the absence of objections then everyone has to go along with it. We avoid making policies for policy’s sake, and instead, craft proposals when tensions arise that require some kind of agreement to be made in order to establish shared clarity and alignment on how to address it.

In order to support the creation of resilient policies, sociocracy has a built in “Proposal Forming Process” specifically designed to reveal the scope of an issue. Taking time to reflect on an issue from many angles, before jumping in and identifying possible solutions, makes a lot of sense because the more reflection points a group of people have to consider, the more the creativity is stimulated and the more comprehensive the variety of potential solutions will be.

The Proposal Forming Process can be used to support everyone affected by a decision in participating in forming a proposal, so that by the time it comes to actually checking to see if a proposal draft has objections, everyone is feeling a sense of ownership and interest in whether it is fit for purpose.

If people have a sense of equivalence (having a voice in decisions that affect them), and if they’ve contributed towards crafting and influencing the decisions that affect them, then they will be far more tolerant towards being guided by these decisions. This is one of the shared benefits of both successful consensus decision making and of consent decision making.

But decisions made by consensus are harder to change easily because then you potentially need to go through the whole process again. With consent decision making, regular retrospectives are an integral part of the process. People expect to regularly review decisions and it’s for this reason that they are more prepared to live with decisions, even if they  do not reflect always their first choice.

With the addition of the inclusive and collective intelligence tapping Proposal Forming Process, then members of a group invariably feel motivated to take an active role in reviewing and evaluating the consequences of the policies that they helped to create. Because of this they engage more actively in contributing towards improving policies over time, as the inner and outer environment changes.

Conclusion: travel light, improve continuously, dynamically steer and treat tensions and objections as the portals through which life’s wisdom is knocking at your door! Be prepared to let go and to step beyond the comfort zone. It’s usually a third way that represents the most resilient and holistically valuable path, but in order to discover it, we have to learn to embrace the tension of opposites, lest we all become instead a generic version of uniformity, where the creative potential lying between seemingly polarized points of view, becomes lost forever to obscurity.

In the end, whichever methodology we opt for, what’s probably most important is to be clear exactly what it is that we wish to achieve and why, and to decide how much of our short, precious lifetime we wish to spend discussing how to go about doing things, verses how much time we wish to spend actually doing them.

If you’re preference is more towards effectiveness and getting things done, but you still wish to ensure that you’ve checked in with collective intelligence, that everyone affected is on-board, and that your decisions are robust and fit for purpose, then consent decision making is probably going to be “good enough for now” and “safe enough to try”.

The great thing about knowing that you can say “no” tomorrow, is that it makes it much easier to say “yes” for today!

Sociocracy – Insights into my Personal Journey – Part 1


Earth-RisingShock and horror!

From a young age I was both perplexed and concerned by the lack of equivalence I observe between people and how so few have an effective voice in influencing decisions affecting them. I witnessed, and continue to witness abuse of power and an apathetic majority surrendering to circumstances that are at best undesirable and at worst, deadly! I’ve felt so sad at times, and at others, horrified, overwhelmed!

Like a vast majority of people in the world, including those who at first glance might be perceived, and act, as perpetrators and power-mongers, I tend to “wounds” resulting from being on a receiving end in “hierarchical”, “power-over” environments – situations where my objection and protest carried little weight but to secure further chastisement, pain or exclusion.

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Nurturing Holistic Organisational Development, spreading the word about relational energetics (the subtle yet predictable energetic dance underlying our daily experience) and teaching people about sociocracy – a whole system governance method with innovative decision making process and feedback loops (evaluation protocol built in) – has been a passion of mine for well over a decade.

The last years I’ve committed myself to working full time, developing resources, teaching and consulting organisations, networks and groups about how to organise and govern themselves more effectively. I feel gratitude for being able to contribute to the changes I wish to see in the world – energised, so alive!

I have a policy, I mean, an agreement with myself – “share passion and service in the places I’m invited”.

In the past I learned painfully, and observed with some sorrow that regardless of whether ideas have value or not, until others are ready and wishing to listen, dispensing my point of view constitutes a violent act!

As the years of my life accrue so I’m increasingly aware of the perfection of life’s timing. This said, I observe how determinedly people can resist change due to fear, and perpetuate behaviors and actions that fail to serve them until way past expiry date.

Perhaps pace is a choice, and so to, to some extent at least, the degree of joy or misery experienced.

 

Why I like it!

Discovering sociocracy (more about that in part 2), learning about re-configuring organisational structure and how to apply the principle of consent in decision making, has contributed towards my growing sense of informed hope for the future.

Sociocracy takes a “reflexive” approach to navigating life, which basically means learning from experience by remaining conscious throughout the process and apply learning to future action. This “awake” attitude towards engaging life serves to rekindle people’s attention and invites greater accountability for what might happen, is happening, and did happen.

Alongside such a dynamic way of steering, I’ve grown to appreciate how meetings can flow smoothly, be enjoyably productive, and that both facilitation and participation can be practiced artfully!

The “hopefulness” that continues to ignite my passion is fueled by an experiential knowledge that positive transformation is possible. The tools required to take an evolutionary leap in how we organise together and engage with the world around us, are here and available. What happens next it seems, is simply down to us.

 

Consequences

I’ve discovered that sociocracy offers a way to guarantee the potential for equivalence, transparency and effectiveness in organisations. I’m struck by how leadership (with informed consent) can serve a useful purpose, how circular functional hierarchy has value and how some structures can paradoxically support greater freedom.

I’ve realised how my “knee jerk” reaction to previous experiences of abuse has influenced me and how at times, in defense, I’ve “thrown a few babies out with the bath water”!

In the spirit of “both/and” thinking, sociocracy flattens out the policy making to the point that “leaders” and “those who answer to them”, participate with equal power in making policy.  Everyone is honored as a leader in their own right and those affected by decisions have an equivalent voice in making them.

 

Collective intelligence?

I’m impressed by how sociocratic processes facilitate the gathering of wisdom, insight and creativity at every turn, and how the elements harvested can be synthesised to formulate innovative strategies with greater integrity and resilience than those that may have been authored by any one individual alone.

Through sociocracy’s proposal forming and decision making processes, an underlying intelligence reveals itself. Once tapped, this resource supports groups to meet the emerging future more effectively – in harmony with their purpose and congruent with the needs and requirements of those in roles and with accountabilities to serve them.

 

Growing interest

Over these last two years in particular I’ve witnessed demand for sociocracy flourishing in all arenas – business, intentional communities, non-profits, social movements. There’s an explosion of interest, due perhaps to both timing and the fact that organisational agility and dynamic governance are hot topics!

In combination with the fact that applying sociocratic practices inspires engagement, fosters accountability and allows for lean, dynamic steering, it’s a no brainer option for people tired of cumbersome, stagnating, micromanaged organisations.

Yet worn out, traditional, centralised structures are not the only source of frustration for people. sociocracy provides a viable solution for an opposite scenario where people have polarised and formed radically egalitarian groups where leadership is rejected at every turn and few dare to speak out, yet alone lead, for fear of being labelled as a perpetrator of some kind of violent act upon humanity.

Such “flat” organisations rarely work at scale and power emerges from within the shadows, seeping through paths of least resistance and venting in distorted ways.

Sociocracy makes positions of leadership explicit, including defining the scope of authority. People leading may only do so with the informed consent of those that answer to them.  No-one can remain in a position of leadership if acting without integrity or when failing to honor accountabilities associated with their role.

Regular evaluation and feedback offers everyone within an organisation the opportunity to learn and improve.

If only my family of origin had had such policy in place when I was a child!

 

Spreading the word

Thirteen years ago, I knew of two people in the English speaking world that had heard of Sociocracy. Of course, I’ve since discovered that there were many more besides, but the point is that no international networks had yet formed. There were barely 5-10 references written in the English language on the Web.

At the time of writing this post, there are approximately 35,000 references to sociocracy in total (43,700 for sociocratie). This is a positive sign and although relatively small compared to say “consensus decision making”, clocking in around 18,700,000, none the less, a critical mass is building.

 

Insights into my journey with sociocracy – Part 2… coming soon.

Thank you for taking the time to share my thoughts.

 

If you’ve enjoyed reading this and other articles that I’ve posted then please take a moment to share them with others.

Together we can contribute to a more conscious and empowered humanity!

Sociocracy – Discovering the Gifts in Objection

Separating observation from evaluationObjections-wisdom-circle-of-flowers

Have you ever noticed how in human communication, considerable time and energy can be consumed when arguing for supremacy of a subjective interpretation, rather than investing in inquiry to clarify the meaning another sought to convey?

Considering the complete unreasonableness of such behavior it’s surprising to see how regularly these disconnected transmissions occur, and how easily a flow of a communication can break down.

Understandably people sometimes feel vulnerable to speak up, especially if they are less than comfortable about what they or another has to say. Yet throwing the baby with the bath water is most unfortunate as often concealed within tensions arising in interactions, new insight and wisdom awaits discovery.

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Language, whilst easily charged by subjectivity, is essentially a medium to convey meaning. By practicing basic communication skills such as reflecting, paraphrasing and asking clarifying questions, a listener can quickly fathom with reasonable confidence, an intended message.

Beneath the surface of someone’s expression may lay several layers of meaning, including points of view that even they have overlooked! Reflecting back to the other that which we imagined we heard them say, can help everyone to get clearer.

Applying filters to unveil the positive essence contained within dialogue, alters one’s world view in ways that fosters greater compassion and insight. Establishing understanding and acknowledging needs, supports potential for qualitative connection, regardless of how charged or disconnected an initial communication may be.

Deliberately seeking objection

Besides masterly communication skills, including a finely tuned capacity to read between lines, what practices can be applied in decision making to empower others, whilst navigating complexity and making decisions effectively? How can we make power explicit and ensure it is applied in ways where everyone is accountable for their actions – or inaction?

In Consensus decision making a proposal forming can grind to a halt when people get into arguing for a “best idea”. Exploring all options can be arduous, the more vocal tend to dominate and often times the process could be accurately defined as decision making by endurance!

What possible solution could ensure equivalence whilst maintaining effectiveness you may ask?

In sociocracy, the transformational ingredient for more effective decision making is the act of deliberately seeking objections. Objections are seen as gifts!

The word objection was chosen as a translation from Dutch and is intended to mean “strong felt sense in the body”. Whilst sometimes obvious, an objection may at first glance be difficult to define.  By remaining vigilant to tensions and taking time to acknowledge and explore them, groups can discover together whether some previously overlooked information is seeking emergence… or not!

Deliberately seeking objection is a concept that might take a little getting used to, especially if coming from a background of experience where objection equaled obstruction, and was symptomatic of explicit or underlying battles for power.

However, once over this hurdle, it makes sense to acknowledge potential objections, after all, why would anyone wish to do anything that may harm their aims? This is why in sociocracy, potential objections are owned by the whole group.

Holding a group to ransom without reason is avoided because an objection must (at some point) be clarified by an argument that clearly explains why a particular proposal could harm the aim of the group, or stand in the way of someone’s ability to fulfill a role contributing to that aim.

Many people have negative associations with the word argument – memories of conflict – violent interactions – obstruction etc. From a scientific point of view however, an argument can be understood to mean a conclusive statement, proving or disproving a hypothesis. In decision making we’re forever testing hypothesis.

“Good enough for now” and “Safe enough to try”

The degree of time spent on clarifying objections can be balanced against actual time available for the process. Sometimes we need to act and asking if a proposal is safe enough to try helps to determine the validity of objections. There is often a tension between equivalence and effectiveness.

In sociocracy the focus shifts from seeking a “best idea” towards establishing a proposal that is “good enough for now”. As in natural processes where nature is constantly refining itself, transforming that which is no longer effective, so in sociocracy, processes can be tested, changed and developed over time, as objections to their current form arise.

Seeking objection is a deliberate invitation for emergent wisdom to reveal itself to a group.

Whilst some may take issue with encouraging objection and argument, such points of view are built upon a mistaken premise that doing so bypasses positive inquiry. By applying the lens of a solution orientated focus, the value of raising objections becomes obvious, as they serve as a springboard from which our creativity can arise.

Deliberately inviting objections helps to illicit conversations that otherwise may be avoided.  Those who feel most vulnerable to contribute feel safer to raise their voice, and those who are well practiced at speaking out, are compelled to present with clarity the reasoning behind their arguments.

Of course, the world is full of people who on occasion get into battles on the basis of false premise– including my good self! There are those who may regularly identify with being obstructive, arguing, judging – including you perhaps! Often those most vocal, and those least, have both experienced situations in life that have been somehow abusive, violent, disrespectful.

Bifocal vision – building trust and rapport

Regardless the degree of respect, compassion or lack thereof that someone demonstrates in their communication, focusing inquiry towards seeking the wisdom concealed within what’s being expressed, improves potential for deepening connection and mutual understanding, even if the wisdom revealed indicates that the founding premise upon which the argument was constructed is false.

When we remain open to consider another’s point of view, and take time to reflect on the possible reasons for their objection, our meeting becomes more tangible. We offer one another the experience of being taken seriously, of having needs acknowledged and unique points of view respected.

If we walk our talk, own our feelings, separate our observations from our evaluations, communicate needs clearly, and remain open to the fact that our opinion is but one of many, then by example we model to others how they might do the same.

Encouraging effective ways of sharing what’s alive within, regardless the quality of presentation or actual validity of an argument, demonstrates our interest in one another as human beings and helps to foster trust and rapport.

Seeking the positive essence in another’s communication may sometimes require some discipline, yet the rewards are numerous. Engagement, inquiry and clarification increase groups potential for effective decision making and for collaborative innovation. The benefits of such practice can far exceed any personal effort required in taking a breath, trusting the process and applying the filter of reasonableness as a foundational guide.