self-organization has become a catalyst for faster decision-making

A 10-minute read

At DECTRIS, self-organization has become a catalyst for faster decision-making, stronger collaboration, and shared leadership. This ongoing transformation is preparing us to meet the challenges of a rapidly changing world.

At DECTRIS, innovation isn’t limited to the technologies we develop – it also shapes the way we work. In recent years, we have embarked on a transformative journey toward self-organization, embracing principles inspired by Sociocracy 3.0* to build a more agile, transparent, and empowered organization.

As our company has grown, so has the complexity of our work. Traditional hierarchical structures – while familiar – can limit creativity, slow decision-making, and hinder adaptability. To remain at the forefront of detector technology and scientific advancement, we recognized the need for a different approach: one that values distributed leadership, shared responsibility, and continuous learning.

Self-organization allows us to respond to challenges faster, bring ideas to market more effectively, and empower individuals at every level of the organization to contribute meaningfully. It is not a destination, but a mindset shift – one that places trust and collaboration at the core of how we operate.

How We Work Today

Guided by the principles of Sociocracy 3.0, we have restructured our teams around value streams that align with the needs of our customers and products. This includes the creation of core and operational circles, each responsible for key aspects of our strategy and execution. These circles have the autonomy to make decisions, manage their priorities, and adapt their ways of working to deliver the most value.

This decentralized model fosters cross-functional collaboration and reduces reliance on top-down direction. Instead of waiting for approval, teams are encouraged to take initiative, experiment, and learn from their outcomes. Leaders support rather than direct, acting as facilitators who help align purpose, remove roadblocks, and foster psychological safety.

We approach challenges with openness and humility. Our philosophy is simple: progress over perfection. By involving everyone in the change, we are building not only better systems – but a stronger, more adaptable DECTRIS.

Looking Forward

Self-organization is not a one-time initiative; it’s a continuous process of improvement and alignment. Our journey is far from over, but the results so far have affirmed our belief that empowered people create better outcomes – for our customers, our partners, and our company.

As we move forward, we remain committed to fostering an environment where innovation is systemic, collaboration is natural, and leadership is shared. Through this transformation, DECTRIS is not only preparing for the future – we’re shaping it.

Benefits

Our shift toward self-organization has already yielded significant benefits.

Innovation. New business opportunities and operational models have emerged from within teams, demonstrating how autonomy can spark creativity.
Strategic alignment. Leadership is more cohesive and focused, enabling stronger execution of long-term goals.
Employee engagement. Teams are proactively shaping company-wide processes, driving improvements from the bottom up and increasing collaboration across disciplines.

Challenges

Transforming an organization is never without its hurdles. As we evolve, we continue to work on the following.

Processes. Making recruitment and information-sharing more agile and user-friendly.
Rewards and recognition. Redesigning our feedback systems, career paths, and salary models to reflect our values and support individual growth.
Cultural mindset. Supporting employees who are transitioning from traditional work models to a culture of shared responsibility and self-management.

*Sociocracy 3.0

Sociocracy 3.0 (S3) is a framework for organizational development that promotes shared leadership, transparency, and continuous improvement. It offers a flexible set of principles and patterns designed to help teams make decentralized decisions, align around common goals, and adapt quickly to change. S3 combines ideas from sociocracy, agile methods, and lean thinking to create more resilient and people-centered organizations.