Download the practical guide to Sociocracy 3.0 as a PDF now<\/a>[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]\nWork culture and sociocracy 3.0 at Panter<\/h2>\n[\/vc_column_text][vc_column_text css=”” text_direction=”default”]Since its foundation, Panter has emphasized flat hierarchies and short information channels. At the same time, all employees were expected from the outset to think entrepreneurially and play an active role in the further development of the company.<\/p>\n
However, once the company had more than 30 employees, it became clear that changes were needed to maintain the corporate culture, agility and innovative strength from the start-up phase.[\/vc_column_text][vc_column_text css=”” text_direction=”default”]This is because coordination within the projects became increasingly complex. As a result, meetings dragged on and the sense of togetherness within the company diminished. “The idea of flat hierarchies was in danger, as we needed a higher authority to coordinate everything<\/strong>,” recalls Peter Schiratzki, Senior Product Owner and Scrum Master at Panter. “We didn’t want that.”<\/strong><\/p>\nWith the Sociocracy 3.0 toolset, working methods were defined and redeveloped without neglecting the original Panter culture. “Much of what S3 encompasses has always been practiced at Panter. However, with the tools and templates, we have now been able to explicitly work out many processes that were previously only implicitly defined,” says Peter. Three key steps towards this goal were[\/vc_column_text]
\n
\n- Breaking up the existing hierarchy levels by forming several groups and circles that operate almost completely independently.<\/li>\n
- The transfer of responsibilities from the management to the groups and circles.<\/li>\n
- The introduction of consensus decisions as an important pillar of the new organizational orientation.<\/li>\n<\/ul>\n <\/div>[\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]\n
Groups<\/h3>\n[\/vc_column_text][vc_column_text css=”” text_direction=”default”]With the formation of groups, the organization was divided into several semi-autonomous, self-organized and self-directed groups. At Panter, there are 3 groups in total, all with their own projects and customers, which they manage independently from acquisition to ongoing support.<\/p>\n
In order to be able to fulfill all these tasks, the groups have far-reaching competencies that previously lay with the management.<\/p>\n
At an organizational level, they are responsible for resource and personnel planning as well as recruiting. At the same time, it is the group’s responsibility to ensure that the planning ultimately works for the team members and for the company.<\/p>\n
At project level, the Group is responsible for planning, controlling and reporting, pre- and post-sales support for its own customers and the selection of technology and software.<\/p>\n
It is important that personnel stability is maintained within the groups in order to ensure planning security for all groups. In concrete terms, this means that employees are permanently assigned to their group. Personnel changes between groups are possible, but should be handled via a clear process.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]\n
Circles
\n<\/h3>\n[\/vc_column_text][vc_column_text css=”” text_direction=”default”]The Circles are the second central pillar of the organization alongside the groups. In these meetings, employees from all groups work together to develop concrete proposals for solutions to important issues and topics that affect the entire organization.<\/p>\n
This means that the opinions of representatives of all groups are incorporated from the outset and objections can be raised at an early stage. Decisions taken are therefore broadly supported.<\/p>\n
Panter currently has more than 10 fixed Circles with a specific focus. Among other things:[\/vc_column_text]
\n
\n- Project Management<\/li>\n
- Strategy<\/li>\n
- Innovation<\/li>\n
- Design<\/li>\n
- People<\/li>\n
- Cloud & Data<\/li>\n<\/ul>\n <\/div>[\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]\n
Consensus decisions
\n<\/h3>\n[\/vc_column_text][vc_column_text css=”” text_direction=”default”]Shifting responsibilities to groups and circles makes decision-making at Panter more effective and efficient. But it also poses challenges in terms of communication within the entire company.<\/p>\n
Groups and Circles are therefore obliged to inform the organization as a whole on a regular basis. Several formal and informal committees and exchange opportunities have been created for this purpose.<\/p>\n
Each and every employee can raise reasoned objections to the proposals submitted at any time. For example, if an activity or decision is not in the interests of the organization as a whole.<\/p>\n
However, an application should be accepted if an individual, group or circle can basically live with it. Decisions are not made forever. They are reviewed at a later date and revised if they have not proven themselves in practice. “Processes such as consensus decisions, participatory problem-solving and delegating responsibilities must also be constantly practised and optimized<\/strong>,” adds Peter. Only in this way can the entire organization continue to learn and develop.[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]\nConclusion: Is S3 a successful model?<\/span><\/h2>\n[\/vc_column_text][vc_column_text css=”” text_direction=”default”]For Panter, the introduction of Sociocracy 3.0 and the implementation of the necessary steps have paid off. Employees can identify better with the subgroups, responsibilities are better distributed and administration is more efficient than before. However, it’s not all positive: on the flip side of the coin, cohesion within the entire organization is less automatic and those responsible need to focus more strongly on this point.[\/vc_column_text][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"Staying agile and innovative as a growing company. We are tackling this challenge with the tools and frameworks of Sociocracy 3.0.<\/p>\n","protected":false},"author":3,"featured_media":9565,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"inline_featured_image":false,"footnotes":""},"categories":[7],"tags":[255,254,253,251,252],"class_list":["post-9365","post","type-post","status-publish","format-standard","has-post-thumbnail","category-blog","tag-agility","tag-governance-en","tag-self-organization","tag-sociocracy","tag-transparency-en-2"],"yoast_head":"\n
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