Emerging Future of Organizations, Communities and Humanity!


Facilitating change through the Transition Narrative towards Society 3.0 (Humanity 4.0)

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Transition from surviving to sustainable development, from resilience building towards a thriving world in which humanity is inspired by & lives in balance & harmony with nature.

5P’s of sustainable thrivability

People – Planet – Progress – Purpose – Passion

5ps-thrivability-is-harmony

INSPIRE people in HARMONY with the planet
for BALANCED progress towards
building communities that THRIVE!

from-surviving-to-thriving

Facilitate transformational changes in social values, resource needs and technological advancements, in which people, their capacities and human values matter and are central to the approach.

UNlearn to RElearn

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Focus on CAPACITIES
= uniqueness + limitations
of self, team, company & extended enterprise to enable
collaboration, co-design and co-creation

 econverge-4-5-right-size

Inspire one – 1x = X1 – motivate many!

 

Learn from the changing world and share your change to the macro!
Learn how you can participate your contributive change at the micro!
We change the way we LIVE! We change the way of LIFE!
Thriving in the flow of Life! Ideas for Life! Soul of Life!

For humanity and communities

(self and your immediate environment)

From ME to WE,
from EGO to ECO,
from SILOS to COLLECTIVE CREATIVITY

Connecting the econological shift (following the sequence is essential)

  • spiritual connected: connection between self and self
  • social connected: connection between self and others
  • ecological connected: connection between self and nature

Encouraging entrepreneurship (social, community and/or commercial)

econological-shift

For organizations and extended enterprise

(corporates, institutions and their stakeholders – extended enterprise)

From SHAREHOLDER to STAKEHOLDER Economics!
From GROWTH & PROFIT to PROGRESS!
Adding the 2Ps: PASSION & PURPOSE
Think, act and lead without the box!

Transforming organizations and the extended enterprise to form lattice TEAL circles and working environments, which are agile, holistic and open.

Encouraging intrapreneurship (innovation, co-creation and agility)

 without-the-box

How to ignore the box

  • apply lateral thinking techniques (TEAL – lattice circles & agile OD)
  • rethink situations as opportunities
  • connect the dots between creativity & innovation
  • walk the positive road – Learn to dream (Ai)
  • generate innovative opportunities aligned with your needs
  • promote intrapreneurship | encourage entrepreneurship

Lattice or TEAL organization forms take on worn-out corporate ladder inproductivity and adopt more agile ways to engage its people, processes and ultimately the extended enterprise in which a corporation operates.

Whole Systems Transformation is a journey!
Systemic change is required at all levels of our society!

whole-system-transformation-modality-sullivan-transformation-agents

Whole System Transformation modality (Sullivan Transformation Agents)

Some references in this emerging evolution

Otto Scharmer (Theory U & Presencing Institute)

We are collectively creating results nobody wants. That’s why leadership should help people to see the whole system. It is time to change our organizations and institutions, and bust three leadership myths.

3 visible divides:

The ecological divide: we currently use 1.5 times Planet Earth; that is our ecological footprint. This is the divide between self and nature.

The social divide: 2.5 billion people live on less than $2 a day. Here we see the divide between self and other.

The spiritual-cultural divide: people are excluded, experience lack of meaning and more and more feel depressed. The divide between self and Self. Capital Self represents your highest future potential that you may develop – what you are here for on Planet Earth.

Frederic Laloux (Reinventing Organizations)

If we define Tops, Middle, Bottoms, and Customers, not as static boxes on an org chart, but as relational spaces or contexts, then they are still very much present. People just flow and navigate between these different spaces, including within the same day. So, on one initiative I am leading it, and I am in a Top space. Another time, somebody else is leading and I am just following; I am the Bottom. And in another situation, I might be sort of the Middle, somebody else is really leading the big picture of it, but I am designing some elements; I am coordinating some stuff.

And what this brings I think, is an enormous relief for the Bottoms and the Middles, and also for the Tops! We tend to think that being Top is so great. We often underestimate the weight of the poor people at the Top of the organizations who constantly have to be Top, and can never relax into Bottom, where I can just follow. I will do my share, but I don’t need to be in a leadership position”.

Hierarchy isn’t abandoned at Teal; what is dismantled is the static form of hierarchy that is in the buttress of the org chart. The goal of self-management is not to make everyone equal, to have everyone having the same say on all the questions. It is really the opposite. It’s to have natural hierarchies, and to have lots of natural hierarchies.

 

The following illustrations may assist you in understanding the evolutionary transition of humanity and how we transform communities and organizations to adapt to the changing future:

evolutionary-breakthroughs-in-human-collaboration

Evolutionary breakthroughs in human collaboration

evolution-of-organizational-paradimgs

The evolution of organizational paradigms

 

evolution-from-change-management-to-change-facilitation

Evolution from Change Management to Change Facilitation

kotter-8-step-change-model

Kotter 8 step change model

Stages of human evolution according to  Frederic Laloux and Otto Scharmer

Stages of human evolution according to Frederic Laloux and Otto Scharmer

The challenge response matrix

The challenge response matrix

Social Evolution Matrix

Social Evolution Matrix co-creative eco-systems

Paradigms of Economic Thought

Paradigms of Economic Thought: symptoms of systemic disconnects

Transformation process

From hierarchical control structure to ecological approach with whole systems transformation.

Theory U - Leading from the Emerging Future

Theory U – Leading from the Emerging Future

 

biomimicry-applying-natures-principles

Biomimicry – applying nature’s principles

Further reading:

Reinventing Organizations
~ by Frederic Laloux
www.reinventingorganizations.com
www.reinventingorganizationswiki.com

Leading from the Emerging Future
~ by Otto Scharmer
www.ottoscharmer.com
www.presencing.com

Perspectives on Teal: Laloux & Scharmer
~ by Michael Stern, Integral Alignment, for Enlivening Edge Magazine
www.enliveningedge.org/features/weaving-perspectives-teal-organizational-economic-mystical
www.enliveningedge.org/features/weaving-perspectives-part-2-response-ability-living-systems/

 

Other sources of reference active in this transition:

Alexander Laszlo – Leadership and Systemic Innovation, International Society for the Systems Sciences
Anna Blume – Impact Journey – Creating the Future
Arthur Brock – Agile Learning Center
Bernard Lietaer – The Future of Money: Beyond Greed and Scarcity Rethinking Money, Complementary Currencies
Bert-Ola Bergstrand – SoCap – Living Bridges, LUSIC, Skoll Foundation
Charles Eisenstein – Sacred Economics
Dana Pearlman – Global Leadership Lab
Dave Snowden – Cognitive Edge
David Cooperrider – Appreciative Inquiry
David Eggleton – Applied Ecologics
David Hodgson – Global Leadership Lab
David Suzuki – Solutions are in our nature, interconnected and interdependent with nature.
Della Duncan and Robert Raymond – Economics for Transition
Edgar H. Schein – Humble Leadership, The Essence of Change: Brainwashing, Culture Evolution and Organizational Therapy
Ellen MacArthur – transition to a circular economy
Erwin Van Waeleghem – Teal-for-Teal, Tealpirator
Eugen Oetringer – Leading in a Complex Environment
George Pór – Enlivening Edge
Giles Hutchins – Future Fit, Illuzion of Separation, Cultivating Leadership
Giorgio Bertini – Learnign Change
Gunter Pauli – The Blue Economy, ZERI
Holger Nauheimer – Radical Inclusion, Change Facilitation
Irma Wilson – Social Innovation Europe, the Next Edge, FutureSharp
Jae Sabol – One Community
Jean Russell – Thrivable.org, Co-creation
Jeff Mowatt – People-Centered Economic Development
Jennifer Sertl – Agility3R, Strategy,Leadership and the Soul
Jeremiah Owyang – Collaborative Economy
Jeremy Rifkin – The Zero Marginal Cost Society, The Third Industrial Revolution
Johan Roels – Crucial Dialogues
John Elkington – Breakthrough Business Models
John Hagel – Deloitte Center for the Edge
John Kellden – ConversationLab
Kathryn Ananda – Positive Handprints, 5P’s of Thrivability
Katie Teague – Money and Life Movie
Kelly Teamey – Enlivened Learning
Kevin Parcell – The Reconomy Global Cooperative
Klaus Bravenboer – Biomimicry in Organizational System Design
Leif Edvinsson – New Club of Paris, Universal Networking Intellectual Capital
Marcella Bremer – Leadership Change
Mario Fleurinck – Digital transformation
Maureen Kelsey – Call2Change
Michael Reuben SternIntegral Alignment
Michel A. de Kemmeter – Otherways – UHDR
Michel Bouwens – P2P Foundation, Safe the World
Michelle Holliday – The Age of Thrivability, Thrivable World
Paul Polak – Design for the other 90%, iDEorg
Peter Senge – System Thinking, Society for Organizational Learning, The Fifth Discipline
Peter Vander Auwera – Sacred Spaces, InnoTribr
Rafael Staelens – Planetecova
Ralph Thurm – GISR – Global Initiative for Sustainability Ratings, A|HEAD|, Embedding ThriveAbility
Robert ReichInequality for all, Saving Capitalism
Robin Lincoln Wood – Embedding ThriveAbility Foundation
Roland Sullivan – Whole Systems Transformation
Sarah van Gils – Syntony, Evolutionary Leadership
Stanislas Jourdan – basic income, Quantitative Easing
Steve Keen – Debunking Economocs, Debt Deflation, IDEAeconomics
Thomas Friedman – The World is Flat
Torben Rick – Organizational Culture Change
Yasuhiko Genku Kimura – Vision in Action

and many more.

Also @econolgics may be a good source for keeping up to date on the subject of our changing world.

Join the dialogue & participate with a circle of people making a difference growing from surviving to sustainable development, from resilience building towards a thriving world in which humanity is inspired by & lives in balance & harmony with nature.

We drive change for a better environment, life & future for generations to come.

@econologics unites people making a difference in our socio-economic & -political society. We share & brainstorm ideas & practices around new models from around the globe, exploring opportunities for collaboration to establish both public and corporate sustainability, resiliency and thrivability.

The group aims to advocate change to our global-2-glocal environment – from our smallest circle of family, friends, acquaintances to the professional circles & circles of influence we develop in this connected world.

@econologics – sustainable balance in our social & economic circle of life!

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FB: www.facebook.com/groups/Econologics
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Follow us on twitter @knowledgEnabler
www.twitter.com/knowledgEnabler

You can also contact us for coaching and speaker engagements

www.expertfile.com/experts/joris.claeys

or connect with me on LinkedIn:

www.linkedin.com/in/knowledgenabler

We facilitate and cultivate change

For companies, teams and CXO levels:
Intrapreneurs coaching & branding/strategy for corporations

capixCAPix – expanding horizon
Think, lead & act without the box!
Moving Knowledge & Solutions Forward!
www.linkedin.com/company/capix
www.facebook.com/CAPix.horizon

For communities and entrepreneurs:
Entrepreneurs & incubation coaching for the creativity sector

econovateecoNOVATEcommunity driven innovation
Making communities & business human again!
www.linkedin.com/company/ecoNOVATE
www.facebook.com/ecoNOVATE.net

The Teal-Evolutionary paradigm!


Frederick Laloux examines the evolution of human consciousness, explaining how Humanity invented a new, more productive organizational model every time when it shifted to a new stage.

Creativity and innovation in business seem to be more important than ever. Many companies are desperately seeking new ideas, trying to keep up while still applying a traditional organizational structure that has not been reviewed and changed for a long time.

It seems obvious that continuing to push for innovation without innovating the system itself is flogging a dead horse, but since this is the norm, we take it for granted that this is the only way. The well-known hierarchical, rule-based management style has its benefits and has worked well for a long time, but as the world is changing, it seems to have reached its limits and cannot serve us anymore.
It is time to realize that if we want to unleash human potential, we need to change the surroundings and provide the right conditions for those new ideas to thrive.

One of today’s disruptive trends is doing exactly that. A new organizational paradigm is emerging, turning our current concept of work and management upside down. This gamechanger that might transform the way we work is called “Teal”.

full story by Julia Marczi at
http://www.startupsuccessstories.com/the-new-big-deal-is-called-teal

“By breaking the box we can empower people to get out of it!” – Frederick Laloux

Laloux Culture Model by Peter Green

Lean and Agile Adoption with the Laloux Culture Model by Peter Green

Teal organizations bring the following three breakthroughs:

  1. Self-management: assuming that people are trustworthy, good and accountable, and can deliver without being controlled all the time, Teal organizations work without (traditional) managers, dogmatic rules and policies. Project management is also radically simplified. Job titles are abolished and are replaced by roles that are picked up based on each individual’s talents, interests and skills.
  2. Wholeness: people are encouraged to show up at work with their whole personality, not just a professional, edited version of themselves. Being human, having doubts and emotions and making mistakes are OK. “Failure” is considered as an opportunity to learn.
  3. Evolutionary Purpose: instead of considering the organization as a mere vehicle for delivering management targets and maximizing shareholder profit,  it is seen as an organic, living entity with an ever-changing purpose. Teal organizations ask questions like: How can we serve the world best? How can we deliver real value? The organization and its members are actively listening all the time to this purpose, adjusting its activities to it, instead of following well-defined, detailed management plans.

Teal organizations as “complex adaptive systems”

An Evolutionary-Teal organization exhibits many properties of a Complex Adaptive System

  1. It has a purpose of its own, distinct from the purposes or objectives of its members,
  2. It consists of a number of elements (members or teams),
  3. The elements interact, in a non-linear way, to achieve the purpose of the system,
  4. The interaction and relationships between elements are based on a few simple rules or guiding principles,
  5. The nature of the relationships and number of interactions between the elements result in emergent behavior – the behavior of the system is not the sum of the behaviors of the elements,
  6. The elements produce and use signals and information (sensing) from both external and internal environments and react accordingly,
  7. There is no central control,
  8. The elements self-organize, that is, change the relationships between themselves to adapt to changes in the environment,
  9. The elements learn from history, and from the environment, and adapt accordingly to ensure the survival of the system.

Teal organizations are run by self-managing teams. These teams consists of workers who each fulfill certain roles, including functional and managerial duties. All decisions are made using a simple advice process and/or a conflict resolution process when appropriate. There is no centralized control. Values are no longer given perfunctory attention but are actually lived in how people behave in the organization. Everyone listens to the organization’s purpose and takes action accordingly while sensing for changes in the environment. Out of these collective actions, the behavior of the organization emerges.

 

more info on Frederic Laloux‘s Reinventing Organizations at:
www.reinventingorganizations.com
www.reinventingorganizationswiki.com

Inspire one – 1x = X1 – motivate many! People – Planet – Progress – Purpose – Passion


Follow the blog by @knowledgEnabler & @econologics and discover the 5P’s of sustainable thrivability.
knowledgEvolution – incisive knowledge converged


@econologics – sustainable balance in our social & economic circle of life!
ecoNVERGE – inspire ● balance ● harmony
Think, lead and act without the box!
We change the way we LIVE! – We change the way of LIFE!

Whole Earth as Emergent Sentient Entity: Report Documentation.


Collaborative Evolution toward a Successful Future Civilisation

via Whole Earth as Emergent Sentient Entity: Report Documentation..

by Glistening Deepwater

 

Communication is a fundamental prerequisite for any collaborative endeavour. Communication is at its heart the exchange of information and this is ubiquitous to the manifest universe at all scales. It is through this exchange of information that life arises, continues to increase in complexity and evolve through stages of integration and divergence. 

ecoNOVATE – community driven innovation! INTRO – Dream-2-Destiny Journey


Cultivating Change! Do it with PASSION! 
econological inspired 
inspire people ● harmonize planet ● balance progress
Making communities & business human again! 
Promote entrepreneurship, intrapreneurship, SMEs & cooperative communities! Building on your Dreams towards communities that THRIVE!
Building on your dreams towards communities that THRIVE!
Bringing a new dimension in makingcommunities & business human again!Promote entrepreneurship, intrapreneurship, SMEs& cooperative communities!
Inspire people in harmony with the planet for balanced progress
towards building communities that THRIVE!
Strengthening, connecting and mobilizing people, resources and tools to enhance community values for better life & work balance, creating a vivacious environment in which participants contribute their share as community leaders of change and participate in collaborative efforts to advance solutions towards thriving communities
Providing mentorship, coaching and participation to build communities that thrive, promote entrepreneurship, SMEs & cooperative communities to widen and strengthen the middle-class
Extending our expertise in change facilitation to the corporate and public sector, enabling their teams to embrace new challenges and strategies in an ever changing world
from appreciating to creating (AI)
– Discover and walk the positive road
– Dream and imagine what could be
– Design what should be (ideal)
– Deliver what will be creating the future

ecoNOVATE inspires people, in harmony with the planet, for balanced progress, building on their dreams towards thriving communities!

Bringing a new dimension in making communities & business human again!

Promoting entrepreneurship, intrapreneurship, SMEs & community cooperatives!

 

ecoNOVATE is an incubator platform for SMEs, start-ups and community cooperatives, geared to entrepreneurs, intrapreneurs, social entrepreneurs and cooperative communities, providing the means to grow their potentials, creative innovation and effective leadership in moving from surviving to thriving within their targeted communities.

Through community engagement, mentoring, coaching and participation, we inspire and empower individuals to take an active role inrealizing solutions towards thriving communities, rather than merely complaining or being complacent about it. They contribute their share by participating in collaborative efforts to advance their community towards building a strong, healthy and economically secure society. We focus on orchestrating the ecosystems that facilitate collaboration, converge knowledge into practice and mobilize ecosystems driven by people’s capacity to do-design, co-create and co-develop, connecting participants in the ecosystem.

ecoNOVATE extends its role as a mobilizer in change facilitation to the corporate and public sectors, to connect and collaborate in order to unlock the collective knowledge of the ecosystems they represent or operate in, moving from competition to collaboration. ecoNOVATE enables their teams to embrace new challenges, become part of the transformation, rather than simply being impacted by it, migrate to and integrate to new socio-economic models, supply chain concepts and marketing strategies, including Whole Systems Transformation, Appreciative Inquiry and Organizational Development. Providing winning strategies for companies and governments to adapt to and position themselves successfully for the future.

 

Enticing people, their PASSIONS & CAPACITIES

  • Leaders and community builders of tomorrow
  • Anyone with passion and/or skills to initiate entrepreneurship or community leadership & building
  • Enterprises embracing new socio-economic models and marketing strategies

Dream-2-Destiny Journey from appreciating to creating

  1. Discover and walk the positive road
  2. Dream and imagine what could be
  3. Design what should be (ideal)
  4. Deliver what will be creating the future

Adapting the MACRO to the MICRO (going glocal)

We are pioneering as ecoNOVATE, focusing on encouraging the creative capacity of communities towards the Tourism Sector, piloting in Cebu, elevating the potentials in the Visayas, later to be extended across the Philippines.

Future developments will reach out to other cities, countries and regions worldwide through compatible partnerships.

www.ecoNOVATE.net

Joris.Claeys@ecoNOVATE.net

Visit and follow us on Social Media

Follow us on our journey in making a difference and join our community driven programs.

ecoNOVATE – community driven innovation!

Inspire people in harmony with the planet for balanced progress, building on your dreams towards thriving communities!

Bringing a new dimension in making communities & business human again!

Promoting entrepreneurship, intrapreneurship, SMEs & community cooperatives!

www.facebook.com/ecoNOVATE.net

www.linkedin.com/company/ecoNOVATE

@ ecoNOVATION – community based innovation!

Interactive CoP/Think-Tank by ecoNOVATE, around “ego-2-eco shift!”

Econological inspired – inspire people ● harmonize planet ● balance progress

From ME to WE, from EGO to ECO, from SILOS to COLLECTIVE CREATIVITY

  • ecological connected: connection between self and nature
  • social connected: connection between self and others
  • spiritual connected: connection between self and self

Visit and participate in the dialogue on our CoP/Think-tank around community based businesses and articles from around the globe on entrepreneurship and new socio-economic models that make communities and business human again at

www.facebook.com/eco.NOVATION

an ecoNVERGE initiative – inspire ● balance ● harmony

Inspire one – 1x = X1 – motivate many!

We change the way we LIVE! We change the way of LIFE!

Think, lead & act without the box! @ Econologics

 

www.facebook.com/ecoNVERGE

www.linkedin.com/company/econverge


Resilience over strength!


Principles for Open Innovation and Open Leadingship! 
– by Joi Ito, transcripted with a wealth of notes by Peter Vander Auwera
Diminishing cost of innovation makes those having the money behave a little bit better. Who is thinking about those ideas that don’t start small? Thinking about it as a community. This is less about empowering the individual, more about empowering the community.

Disruptive technologies and business models

Today, the majority of the start-ups in Silicon Valley no longer are tech companies. The ruthless new-borns are there to disrupt entire industries: it is rife with pioneers that are aiming to shake up the world of healthcare, medicine and many more.

In a brief address delivered at the MIT-Knight Civic Media Conference, Media Lab director Joi Ito proposed the "9 Principles" that will guide the Media Lab's work under his leadership.

In a brief address delivered at the MIT-Knight Civic Media Conference, Media Lab director Joi Ito proposed the “9 Principles” that will guide the Media Lab’s work under his leadership.

“What was new for me in this tour was the power shift towards “fan-base” and “peer-base”. And the difference between platform-thinking and peer-thinking.” – Peter Vander Auwera
All these companies are lean and on target using the latest sophisticated technology to drive the social physics deeper and deeper.. Shopping no eBay with pay pal can have item in hour now in Manhattan.. This is just the tip of iceberg… of this exponential movement into accelerating returns.
While many enterprises are hesitantly making their first moves into platform-thinking, trying to avoid the Uberization of their own business, we are already witnessing the appearance of full peer-to-peer networks, where the infrastructure and business frameworks are owned by the peers, by the commons.
The 9 principles of open innovation – by Joi Ito
  1. Disobedience over compliance
  2. Pull over push
  3. Compasses over maps
  4. Emergence over authority
  5. Learning over education
  6. Resilience over strength
  7. Systems over objects
  8. Risk over safety
  9. Practice over theory
The Uberization of Everything, and beyond - an evaluation by Peter Vander Auwera

The Uberization of Everything, and beyond – an evaluation by Peter Vander Auwera

Resilience over strength

In stead of bulk-up and resist failure, invest the same money on recovery and resilience. You tend to try to minimize failure, rather than trying to work on resilience. It’s also kind of a Zen thing too. If you are extremely present and ready for anything, your are in an extremely resilient state. And it you are not present, you are always focused on the future, or the past, you try to build up walls and trying to make sure that you don’t get choved. And it is hard when you are surrounded by other planners in an institution like this (Knite Foundation) you tend to focus on structure, strength versus resilience, the structure vs this bounciness. On the Internet, a lot of the pieces are very resilient, when you are in an institution that uses a lot of planning; it is hard to create that interface.
How to share knowledge?

The conference model is a great system. A lot of people have experimented with ways to try to share knowledge, but it seems to be one of the hardest problems because everybody has a day-job, they are very busy, and people are talking sort of different languages, and when you are face to face you can coordinate your language in real-time

 

How to you get people who are working on things coordinated?

At the Media Lab we have several approaches: we have this sort of big data, data mining, machine learning, predicting things through causalities and patterns vs something where people are more in charge and people are more active.

 

From authoritative to creative leadership

“The natural perspective of artists and designers — who thrive in ambiguity, fail productively, and rebound naturally — will be become more and more useful in leadership contexts.”

The chart was originally created for a workshop at the Davos World Economic Forum in 2009 and became the basis of ‘Redesigning Leadership’ written with Becky Bermont.

There are authoritative leaders and creative leaders everywhere — it’s not something wholly determined by industry, generation, or position. And every leader will need, on any given day, a little bit of both types of leadership.

‘Redesigning Leadership’ By John Maeda

‘Redesigning Leadership’ By John Maeda

Joi’s talk makes us reflect on the openness of innovation, Maeda adds the openness of leadingship.
See also:  “The End of Leadership”, by Peter Vander Auwera – on principles for Leadingship vs. Leadership
Leadingship vs Leadership Peter Vander Auwera

Leadingship vs Leadership Peter Vander Auwera

By granting power to people in gaining personal control and in becoming personally responsible for their actions, we are at the same time granting them real freedom to become true equals and fully human beings.

It is not difficult to understand that being an object of delegation and a recipient of giving (as a token of shared power), a person can naturally feel the humiliating bitterness engendered by being a powerless and subservient receiver and not having the authority in exercising personal freedom.

The result of this type of submissive role-behaviour, would possible entail the undermining of self-esteem, self-worth, and self-respect.

The most obvious flaw in the context of power concentration in the hands of persons in charge of others is the assumption that delegated responsibility is analogous to a commodity that can be shared among individuals or groups.

 

Awareness-based collective action leadership!


Collective Mindfulness: The Leader’s New Work! 
– by Otto Scharmer

Collective sleepwalking results in three deep divides that are the signature of our civilizational crisis today:
1. the ecological divide — the disconnect between self and nature (resulting in overuse of planet Earth’s finite resources — we are using 1.5 planets today);
2. the social divide — the disconnect between self and other (resulting in two societies: the 1 percent vs. the 99 percent); and
3. the spiritual divide — the disconnect between self and self (resulting in suicide now taking more lives than war, murder, and natural disasters combined).

 

Theory U -- Leading from the Emerging Future

Theory U — Leading from the Emerging Future

 

The Blind Spot

The root cause of our current economic and civilizational crisis is not Wall Street (although the decoupling of the financial and the real economy is a huge problem). It’s not infinite growth (although overusing earth’s finite resources is another enormous problem). It’s not Big Business or Big Government (although their disconnect from the real needs in our communities needs to be fixed). It’s also not leadership, governance, or ownership. The primary root cause is more fundamental than any of these structural issues or systemic disconnects.

Our current crisis originates between our ears: in our outdated paradigms of economic thought. It originates in the disconnect between our dominant models of economic thought (which gravitate around ego-system awareness, in which stakeholders maximize benefit only for themselves) and the collaboration imperatives of our global eco-system economy (in which stakeholders seek to improve the well-being of all, including themselves). We have an enormous disconnect between ego-system thinking and the eco-system reality.

What’s really needed is a deeper shift of consciousness. We need to care and act not just for ourselves and a few close partners, but in the interest of the entire eco-system in which economic activity takes place.

  • The Leader’s New Work: Bending the Beam of Observation 
  • Personal Transformation: From Me to We
  • Relational Transformation: From Ego to Eco
  • Institutional Transformation: From Silos to Collective Creativity
  • Building An Awareness Based Collective Leadership School

To support this ego to eco shift we need a new type of awareness-based collective action leadership school — a distributed platform that focuses on pioneering profound innovations by an approach that links and integrates all sectors (business, government, civil society), system levels (micro, macro, mundo) and all intelligences (head, heart, hand).