Sociocracy For All

08/27/2026

One more week left to join the Academy which starts Sept 8!
- learn how to use sociocracy
- practice!!
- group coaching and accompaniment for immediate feedback and optimal, hands-on learning

23 weeks, 2h/week, online, 2 cohorts for all time zones.

www.sociocracyforall.org/academy

08/26/2026

An introductory session for UU leaders, staff, and congregants curious about consent-based, shared-power governance — no prior experience needed. We’ll explore the basics of sociocracy, hear real examples from UU settings, and leave with a few ideas for what this could look like in your own community. Hosted by Rev. Sarah Prickett, Northwoods UU Church and Rev. Renee Ruchotzke, UU Consultant.

Tuesday, Sep 22 2026
7-8:30pm ET

This link has the most information: https://www.sociocracyforall.org/unitarian-universalist-sociocracy/

08/20/2026

Celebration! 🙌 🙌 🙌 🙌
SoFA network has certified over 250 people across different levels!

Practitioner | 65
Facilitator | 143
Trainer | 35
Consultant | 7

https://www.sociocracyforall.org/certification/

08/17/2026

Let's talk about shadow structures in self-management 👻

When introducing sociocracy - or parts thereof - it’s easy to fall into the trap of shadow structures. That’s when we only bring in a surface level of circles and consent but actually still run on the old system - either a hierarchy or a “blob” where everyone needs to be involved in everything.

At this point, we've seen a lot: organizations that have a pretty structure but rely on a shadow structure (aka the founder) to make any financial decisions. Organizations that have clear aims and domains spelled out but bring every decision to every member.

If a change in governance doesn’t lead to a change in behavior, then it’s safe to assume that nothing really changed.

Here are a few test questions on whether your implementation is actually real:

• How often does it happen that someone objects? Is it possible to actually object? Could you even object if the founder/former boss makes a proposal?
• Do you do rounds routinely, or only when you “feel like it” or when you remember?
• Is it really true that decisions are made in circles? Does it happen that circle decisions get some pushback from outside the circle?
• Have leaders ever changed their behavior because of a policy? If decisions don’t actually change behavior, then what’s the point?
• Do people try to vet decisions by the implicit power brokers before bringing them to the circle?
• How often does it happen that a decision is made in an ad hoc group (either to circumvent a circle, or because it’s unclear where that decision could have been made)?
• If you picked one real decision from the last year, would it have gone differently in your "new" system? If you can't name one, you probably haven't changed anything yet - you've changed what you call it.

Read how to implement a real shift in power in the implementation handbook From Here to There and Collective Power :
www.sociocracyforall.org/sociocracy-books .sociocracyforall.org/sociocracy-books
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08/15/2026

Many organizations are intrigued by the idea of self-management because they hope to have better decision making while creating a power-with culture and structure. Sociocracy is one of the central governance methods to achieve exactly that.

However, it can be intimidating to implement those methods – it’s a lot at once! You’ll have to do research, train everyone, implement — months or even years of transition time. And regular work needs to get done as well! I always compare changes in governance to beating heart surgery. Tricky — at the very least.

Is there an easier way? Most of all, is there a safer way?

Something that’s not all-or-nothing but more step-by-step? Luckily, sociocracy lends itself to that. Start with something and then add more features if and when you want. You do not have to ask anyone for permission. You have full power over your self-management method.

Continue reading
https://www.sociocracyforall.org/3-tools-from-sociocracy/

08/12/2026

Sociocracy Academy: you can learn sociocracy online, in 2h a week, with real practice, by immersion.
And you can even get certified as a facilitator.

We're proud of the program because it's REAL PEOPLE and REAL LEARNING - check it out!

Begins in 4 weeks so apply now!
www.sociocracyforall.org/academy

08/11/2026

learn how to create small, focused teams - agile and relational.
learn how to make decisions by consent - fast but inclusive.
learn how to have meetings that you enjoy - productive and connecting.

6h introduction into sociocracy:
Aug 26 16-19 UTC
Sept 2, 16-19 UTC

https://www.sociocracyforall.org/event/introduction-to-sociocracy-august2026/

In this class you will be introduced to basic principles of sociocracy with many examples and practice opportunities. All sessions are participatory with time

08/07/2026

These are just a few of the lovely people we'll have presenting at our Intentional Communities conference this year! Register now to join us on Nov 21st. Sliding scale so all are welcome! 🔗 https://ow.ly/Fz7H50ZfsWR

08/06/2026

Learn about sociocracy for free, within ca. 60min, in this video series:
https://www.sociocracyforall.org/sociocracy-introduction/

08/05/2026

How can sociocracy create a culture where all voices can be heard, disagreement is welcome, and people feel comfortable to be themselves? This training will highlight how the concepts of psychological safety and generative conflict can be intentionally cultivated through your facilitation and implementation of sociocracy. This is for you if:

😶 You have struggled to hold objections or disagreements when they arise
🤩 Your group tends to agree to every proposal
🤓 There is a lot of similarity of experience and opinion in your group
😈 People get activated in your meetings and struggle to stay engaged
🧐 You’re not sure what steps of conflict response should happen in a circle meeting
😨 The same conflicts and tensions have been coming up for years
😩 You’ve had a lot of membership turnover in your group

https://www.sociocracyforall.org/event/psychological-safety-and-conflict-resolution-planning/