Tools

There are many tools available that helpĀ organizations make the transition to a more democratic workplace. Semco Style Institute develops its own tools and uses third-party tools as part of our consultancy engagements and in-company trainings. Below is a list of the tools we currently offer:

Semco Style Organization Scan

The Semco Style Organization Scan is an online test that measures how 'Semco Style' your organization is. That is to say: how well your organization scores on the five pillars of Semco Style: Trust, Alternative Controls, Self-management, Extreme Stakeholder Alignment and Creative innovation. The results are communicated in detailed personal reports, team reports and if requested, team comparison reports. This makes the Organization Scan an excellent tool to determine your priorities when implementing a Semco Style approach, and it will give your employees a common understanding and a common language that will facilitate change.


AEM-Cube

The AEM-Cube is a cutting-edge management tool that identifies and aligns the strategic diversity within an organization so that performance is optimized. It helps management identify how teams interact and how to get the greatest contribution from each individual, team and unit. This in turn maximizes both productivity and profit.


AppRaise

One of the most appealing but also one of the most controversial practices Ricardo Semler introduced to Semco, was the decision to let employees set their own salaries. We useĀ AppRaise from HE:labs to help organizations move from an HR-dicated approach to salary setting to a more democratic approach. AppRaise allows team members to rate their peers with a single, simple value appraisal and uses an elegant algorithm to produce the fairest possible salaries.


OpenColleague

OpenColleagueOpenColleague is networked organization software that helps individuals in self-managed teams to negotiate their roles and responsibilities and measure their progress. Visual tools for mapping organizational networks and processes make it clear who plays which role(s) in what part(s) of the organization and what their expected output is. This makes self-organized teams more transparent and more effective.