In my coaching practice, and early in the partnership, I tell my clients there are two questions that need to be answered to avoid serious trouble somewhere in the future.

1. How are decisions made in your organization? 

2. Who has the ultimate decision-making authority?

In todays guest post, Dan Rockwell does a admirable job of addressing these two vital questions.

Guest Post by Dan Rockwell

Democratic management sounds noble—shared voice, shared power, shared purpose. But done poorly, it becomes a swamp of indecision, unclear roles, and death by consensus. Done well, democratic management energizes people, advances mission, and deepens ownership.

4 Practices Make Democratic Management Work

#1 Clarify how decisions are made.

Democratic management isn’t decision-by-committee. Leaders define who decides, who contributes, and who executes.

Four decision-making models:

1.  Advice process: One person makes decisions after seeking input from those affected and those with expertise. Input is invited but not binding. Decision-makers take responsibility.

2.  Role-based authority: People make decisions within clearly defined roles. Others give input, but the decision belongs to the role-holder.

3.  Consent-based decision-making: Decisions move forward unless someone has a reasoned, critical objection.

4.  Representative teams: Small, trusted groups or elected reps make decisions on behalf of the whole. Clear roles free people to act with confidence.

#2 Embed ownership in culture.

Shared power without shared responsibility creates drift.

“Hire future owners, not just employees…” From Founder to Future

Democracy works when people serve the greater good.

#3 Normalize transparency.

• Open books.
• Honest challenges.
• Consistent feedback.

“The more people know, the less they need to worry…” From Founder to Future

Transparency builds trust. Silence breeds speculation.

#4 Lead by design, not abdication.

Leaders model the process, set the tone, and stay visible.

“Leadership isn’t less necessary when power is shared. It’s more important—and more difficult.” From Founder to Future

Democratic management isn’t soft. It’s structured, intentional, and principled.

Voice without clarity creates chaos. Clarity without voice creates resentment.
Democratic management balances both.

What would it take for your team to adopt democratic management?

10 Ways to Create a Sense of Ownership

Inspired by From Founder to Future by John Abrams. Used with appreciation.