
Hello S***,
Iām J***, an HR Recruiter at StrategyBrain. I was really impressed by your leadership at S***e Z***m L***g and your extensive work as a Schulleitung and democracy pedagogue. Weāre currently helping F***e C***e find a Director of Sociocratic Organizational Development,someone to design and facilitate sociocratic governance, lead workshops on inclusive communication and democracy pedagogy, and partner with schools and nonprofits on humane, ecological visions.
Would you be interested in a brief chat to explore this role further?
Best regards,
J***
HR Recruiter, StrategyBrain
Hi J***, thanks for reaching out. The Director of Sociocratic Organizational Development role at F***e C***e sounds like a great fit with my democracy pedagogy and Soziokratie experience. Iād love to have a quick chat,what time works for you?


Hi S***,
Great to hear youād like to chat! Iām available for a 30-minute call (CET) on:
⢠Wednesday 5 April, 10:00,11:00
⢠Thursday 6 April, 15:00,16:00
⢠Friday 7 April, 09:00,10:00
Let me know which slot works for you,or feel free to suggest another time.
Below is a brief overview of the Director of Sociocratic Organizational Development role at F***e C***e:
1. Key Responsibilities
⢠Design & facilitate sociocratic governance circles across teams, schools and nonprofits
⢠Develop and deliver workshops on democracy pedagogy, inclusive communication & relationship learning
⢠Advise leadership on removing barriers through soziocratic structures and foster collective empowerment
⢠Co-create humane, ecological future visions in collaboration with clients
⢠Monitor outcomes, drive continuous improvement aligned with our values
2. Why Itās a Great Fit for You
⢠High impact: youāll shape governance models and culture change strategies across diverse organizations
⢠Growth: lead a small team of facilitators, mentor junior consultants, and present at industry events
⢠Resources: dedicated training budget, peer community of practice, flexible hybrid/remote work
⢠Rewards: competitive salary, performance bonus scheme and professional development support
Does this sound aligned with your interests? If you have any questions or need more details ahead of our call, just let me know. Looking forward to speaking soon!
Best,
J***
HR Recruiter, StrategyBrain
Thursday 6 April, 15:00 CET works for me. Before our chat, could you share who Iād be reporting to and the current team size? Also, what would you say are the biggest challenges in the first six months?


Hi S***,
Great,Thursday, April 6th at 15:00 CET is confirmed.
Youād be reporting directly to the Managing Director (one of F***e C***eās Co-Founders) and partnering closely with our Head of Client Success. Internally, youāll lead a compact facilitation team of about five people (two senior facilitators, two associate consultants and a project coordinator), plus collaborate with our broader network of coaches and designers.
In your first six months, youāll likely face three main challenges:
1. Rolling out sociocratic governance circles across very different client contexts,schools, nonprofits and social enterprises,and helping each group find its own rhythm.
2. Building traction and buy-in: securing leadership commitment and helping stakeholders trust and adopt a new decision-making model.
3. Defining impact metrics and feedback loops so we can measure whatās working, iterate quickly, and demonstrate clear value to our clients.
Your background in school leadership and democracy pedagogy will be a huge asset as you navigate these early wins. Looking forward to diving deeper on Thursday!
Best,
J***
HR Recruiter, StrategyBrain
Great, thanks J***. A couple quick ones: do you have a playbook or toolkit already in place for rolling out sociocratic circles,or will I be building that from scratch? And on metrics, what KPIs or feedback systems have you piloted so far to measure success and guide iteration?


Hi S***,
Great questions. We do maintain a core sociocracy playbook,complete with circle charters, role descriptions, consent-based meeting templates and a maturity framework derived from past client engagements. You wonāt be starting entirely from zero; instead, youāll inherit and adapt that toolkit to each clientās context, as well as expand it with new modules and best practices as you see fit.
On the metrics side, weāve piloted a blend of quantitative and qualitative measures, for example:
⢠Circle participation and attendance rates
⢠Decision-cycle time (from proposal to consent)
⢠Client satisfaction surveys and periodic ācircle healthā assessments
⢠Qualitative pulse interviews with key stakeholders
⢠Workshop Net Promoter Scores and follow-up action completion rates
These indicators help us gauge adoption, surface blockers, and iterate rapidly. Iām looking forward to diving deeper into both the playbook and KPIs on our call Thursday.
Best,
J***
HR Recruiter, StrategyBrain
Thanks, this really helps! As someone who values iterative feedback from my democracy pedagogy work, Iām curious,how do you currently update the playbook? Do you have a formal review cycle or embedded feedback loops? And on the metrics side, is the NPS tied to individual facilitator performance or used more strategically to refine the overall offering?


Hi S***,
Great questions,our playbook lives on a shared platform and evolves through two complementary feedback loops. First, each client engagement includes brief ācircle retrosā after major milestones, where facilitators and stakeholders flag improvements. Those insights feed into a quarterly playbook review with our core facilitation team. During that session we prioritize new modules, update consent-based templates, and refine our maturity framework,so youād inherit a living toolkit you can shape from day one.
On NPS, we treat it both tactically and strategically. Workshop scores roll into individual development plans,each facilitator reviews their own NPS and verbatim comments to hone their style. At the same time we aggregate NPS across clients to spot patterns, fine-tune our overall curriculum, and guide product roadmap decisions.
Hope that helps,and Iām looking forward to diving deeper on Thursday. Let me know if anything else comes up in the meantime!
Best,
J***
Thanks, thatās super helpful. In your quarterly playbook reviews, whoās in the room and how do you balance facilitator input with client voices when prioritizing updates? And do you have a recent example of an NPS insight directly driving a change in the toolkit?


Hi S***,
Great questions.
1) Quarterly Playbook Reviews
We bring together our core facilitation team (the two senior facilitators, two associate consultants and our project coordinator), plus our Head of Client Success and,when relevant,one or two client representatives who have been particularly engaged in recent engagements. We start by summarizing client-sourced feedback (retros notes, NPS comments, pulse interviews), then each facilitator pitches proposed tweaks based on their hands-on learnings. To balance voices, we use a simple prioritization rubric:
⢠Client urgency & NPS signal (highest weight)
⢠Facilitator feasibility & alignment with our maturity framework
⢠Strategic fit for our overall offering
This ensures client pain points guide our roadmap, while facilitators refine delivery details.
2) NPS-Driven Change Example
In our last cycle, multiple clients scored the āconsent decision roundsā section lower and noted it felt too theoretical. Based on that NPS feedback, we designed a concrete āConsent in Actionā module,complete with a visual decision-flow map, sample scripts and a short role-play exercise. Early rollouts of this module have already shown noticeably higher follow-up NPS ratings for that segment.
Hope this gives you a clear picture,happy to dive into more details on Thursday!
Best,
J***
Thanks J***, this is super insightful. A quick follow-up: how do you ensure the client reps in those quarterly reviews represent a broad range of voices (and not just the most vocal champions)? And when you rolled out the āConsent in Actionā module, how did you test its fit across very different organizational cultures?


Hi S***,
Great questions , hereās how we tackle both:
1) Broadening the client voice in quarterly reviews
⢠We work with our Client Success Lead to nominate 3,4 participants from each engagement, ensuring a mix of roles (e.g. a circle facilitator, a frontline participant, a sponsor or senior leader, and occasionally a support-staff representative).
⢠Before the review, we circulate a very short pre-survey asking each nominee to capture their top two wins and pain points, so quieter voices get heard up front.
⢠We rotate representatives each quarter , this prevents the same āchampionsā from dominating and brings fresh perspectives into the playbook conversation.
2) Piloting āConsent in Actionā across cultures
⢠We launched the module first in two very different settings , a democratic K-12 school and a mid-sized social enterprise , using the same agenda but with tailored examples and breakout exercises.
⢠In each pilot, we used live pulse surveys at key moments and small observation teams to note which parts landed (or stalled) in each context.
⢠Based on those insights, we adjusted framing, contextual stories, and the role-play scenarios to better fit organizational rhythms. Only once both pilots hit our NPS and qualitative thresholds did we roll it out more broadly.
Happy to dive deeper on Thursday, but let me know if anything else comes up before then!
Best,
J***