What Margaret Wheatley tells us about ‘a simpler way’

As I sit here reading, ‘A Simpler Way’ by Margaret Wheatley and Myron Kellner-Rogers I feel like I am standing beneath a refreshingly cool waterfall of positivity. Only seventeen pages into the book and I am awash with words like: belief, behaviours, learn, surprise, optimistic, creative, purposeful, meaning, play, freedom, creativity, experiment, accomplish, explore, diverse and identity. I already feel inspired, eager to read on.

I usually like to pull out some key quotes from the books I read. So far, I would be reciting the whole book! To me, I feel they state the obvious. That which is inside of us all, desperate to get out – that we are here to explore, to discover and create, to belong and have meaning in our lives that supports our identity. An identity that we choose.
We are reminded of the errors of Western culture that leads us to believe that ‘the world is hostile, that we are in a constant struggle for survival, that the consequence of error is death, that the environment seeks our destruction.’ No wonder some people wander through their lives full of fear.

We are also reminded that, ‘the universe is a living, creative, experimenting experience of discovering what’s possible at all levels of scale, from microbe to cosmos.’ Life’s natural tendency is to organise, and that act is an act of creating identity. Think about that for a moment. Think about its relevance in terms of the workplaces and jobs people have now. Think about it in terms of the identity of the teams and groups you meet or are part of. How much of the ability and opportunity to be creative and to develop identity do you think members of those groups have? And I wonder what impact this has on them? Does it impact on their belief in themselves? And the group as a whole? After-all, ‘belief is the place from which true change originates’.

In our workplaces we often strive to ‘be right’ but ‘there is no one answer that is right, but many answers that might work.’ This is something that is all too often forgotten. ‘Nature encourages wild self-expression as long as it doesn’t threaten the survival of the organism.’ I wonder how much better we might feel if this approach was applied in our workplaces?

The authors introduce us to the word, bricolage – the process of creating living things, which is a big difference to the analysis we so often use today, where our ‘analytic plans drive us only towards what we think we already know’. They also remind us that ‘in human attempts to construct functioning ecosystems, scientists cannot predict what will work.’ So why do we believe that in our living work systems we can predict and heavily plan for the future? The only thing we can know is that the system will seek stability. We really have little idea what that stability might look like.

They bring to our attention the importance of relationships. The more relationships, the more ‘expressions, more variety, more stability, more support’. ‘New relationships create new capacities.’ And don’t fall into the trap of wanting to be a traditional ‘niche’. ‘Life creates niches not to dominate, but to support. Symbiosis is the most favoured path for evolution. Niches are an example of symbiosis’. Support; don’t dominate! Remember that when we are stuck in a particular worldview we may explain the world of organising in terms of competition and used this to explain the behaviours that we see. It’s time to change those mental models so that seeing support and collaboration predominates over seeing competition and heroes. Understanding our relationships and interdependencies is far more powerful.

The authors talk about the importance of experimentation. Why do we insist on relying on others to give us ‘the answer’ rather than experimenting to see what works? Words and phrases like: experimentation, inquisitive, discovering, new possibilities, expand our thinking are all words and phrases that should be on the tip of our tongues. Sadly, they are not, as we all too easily forget that someone’s experiences can never provide models that will work exactly the same for us. I particularly love the reminder that, ‘fuzzy, messy, continuously exploring systems bent on discovering what works are far more practical and successful than our attempts at efficiency.’ If only we would just believe it! Make errors, learn more, repeat……

‘When individuals fail to experiment or when the system refuses their offers of new ideas, then the system becomes moribund. Without constant, interior change, it sinks into the death grip of equilibrium. It no longer participates in co-evolution. The system becomes vulnerable; its destruction is self-imposed’. You have been warned! Adaptation is key. Moving forward means sharing your information, linking with others and communicating and enabling your ability of self-organisation.

So, what are some of the lessons this book gives us?

  •  Change beliefs – support people in believing in themselves
  • Allow people to explore, to discover, to tinker, to fail, to experiment and to learn
  • Allow people to be part of creating the identity they carry around with them. ‘Every act of organising occurs around an identity. Every change occurs only if we identify with it.’ Identity is the most compelling organising energy available. ‘A healthy system uses its freedom to explore its identity’
  • Seek coherence – we can’t resolve organisational incoherence with training programmes about values, or with beautiful reports that explain the company’s way, or by the charisma of any leader. We can resolve it only with coherence – fundamental integrity about who we are’. ‘With coherence comes the capacity to create organisations that are both free and effective. They are effective because they support people’s abilities to self-organise. They are free because they know who they are’.
  • Create order through freedom – ‘Coherent organisations experience the word with less threat and more freedom. They don’t create boundaries to defend and preserve themselves. They don’t have to keep others out. Clear at their core, they become less and less concerned about where they stop. Inner clarity gives them expansionary range. Such clarity creates order through freedom.’
  •  Understand the link between behaviours and belonging – ‘Large organisations spend a great deal of time and resources on training people in behaviours under such topics as diversity, communications, and leadership. But these behaviours are not a list of rules or techniques. They arise from agreements about how people will be together. Often these agreements are unspoken. We can’t train people to be open, or fair, or responsible if the real agreement is that we must succeed at all costs, or that we have no choice but to keep laying people off. Training programmes can never resolve deeply incoherent messages. Neither can legislation. Behaviours are rooted in our agreements. They change only when we bring to light these unspoked commitments. Our behaviours change only if we decide to belong together differently’.
  • Trust people to self-organise
  • Build connections, relationships, and networks to enable greater capacities and opportunities for sharing information. Focus on connectedness and interdependencies, not competition and heroic ‘leaders’. Remember that, ‘no self can survive behind the boundary it creates. If it does not remember its connectedness, the self will expire.’
  • Focus on adaptability and co-creation, not analysis and heavy planning. The less we rely upon rigid plans and the more we design for regeneration of our ecosystems the more viable we become. And remember, ‘invention always takes shape round an identity’.
  • Do not try and ‘direct’ the system. We can’t do this, we can only disturb it. We can never give an instruction and expect someone to follow it precisely. We can never assume that someone sees the world as we do.
  • Embrace the concept of emergence – this is the capacity we discover when we join together. New systems have properties that appear suddenly and mysteriously. These properties cannot be predicted. The implication is that we can’t visualise our future and work back from that, planning every step in detail. We must start at the beginning and be clear in our intent and willing to discover as we go along. Anticipate rather than plan and acknowledge that we don’t know exactly how the work will unfold.

There is so much more to be said about emerging organisation, but this blog is already very long. I’ll save the emerging organisation topic for a second, separate post as I also want to talk about it in terms of viable systems and the links to information flows. It’s a very important topic, in my opinion, and deserves the space to give it further exploration. So too is the importance of identity – another blog post coming soon!

With that in mind, I will leave you with some quotes I particularly like:

‘Our wonderful abilities to self-organise are encouraged by openness. With access to our system we, like all life, can anticipate what is required of us, connect with those we need, and respond intelligently’.

I wonder, every day, why so many people, organisations or groups of organisations cannot and do not take this on advice on board, instead insisting on trying to engineer human contribution.

‘The systems we create are chosen together. They are the result of dances, not wars.’

‘A Simpler Way’ by Margaret J Wheatley and Myron Kellner-Rogers

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What can a professional ice hockey player teach us about system change? Quite a lot, I believe!

I had the pleasure of listening to Curtis Brackenbury talk about his work on ‘Optimising Human Performance’ this week. No, he isn’t an academic or a systems practitioner, he is a professional ice hockey player and coach and yet he applies elements of NLP and viable system modelling to his training and coaching and what a result he gets! (http://www.legendsofhockey.net/LegendsOfHockey/jsp/SearchPlayer.jsp?player=12084)

Rather than describing his methods in detail, I’m going to cut straight to what I, personally, saw in his work that resonated with me about applying the viable systems model, on the ground, for transformation or system change. This is what I call ‘the glue’, the stuff that makes it work and, sadly, the stuff that people often miss out and then wonder why they are not getting results.

Elements of the VSM that I saw in his work, with my own comments added underneath:

• The importance of effective and quick data sharing across the whole group and good general sharing mechanisms, to allow continual adjustment

  • this is a very important aspect of viable systems. Real time data sharing is one of the key information flows that enables a system to be viable. The quicker and more real time the data, the more chance you have of enabling continual adjustment and adaptability which are absolutely key, particularly for system change.

• Having a dynamic approach

  • Again, absolutely key to enabling an effective viable system. A dynamic approach supports ongoing adaptability and encourages change

• Have a number of contingencies in place and accept that things can’t be heavily planned

  • This is a key mindset for ongoing adaptability and regeneration. Heavy planning is not as important as being able to adapt

• Continual feedback and learning across the system

  • Between every element of the viable system model is a feedback loop. Understanding these feedback loops can be a key element of success. Also, If the system is not undertaking double or triple loop learning, then it is unlikely to be viable in the longer term.

• Have strong control mechanisms in place (i.e. coaches)

  • Having things in place that can bring the system back within its control limits is key for a viable system

• No so much focus on the ‘cogs’ but lots of focus on the regulation (particularly self-regulation)

  • Focussing on the interactions, rather than focussing on the ‘things’, is key to understanding how your system is working, particularly when enacting system change

• Measure in detail and understand the behavioural side of things

  • Part of the monitoring loop and links to self-organisation

• Looking at the athlete holistically within the systems in which they sit

  • As you would look at the system, the system in which it sits and the systems within in. i.e. the 3 levels of recursion you would work with, with a viable system model

• Train for deception – train to create it and train to read it

  • I think this is one of the most important things he said. If you train for deception you are telling you brain not to have a fixed way of doing things. Be prepared for anything, to go in any direction. Just like the speedy self-organisation sometimes required to respond to your environment in real time. This was an EXCELLENT piece of advice, encouraging exactly the right mindset to enable system change

• Look for people’s responses. Look for patterns

  • A true system thinker!

Aspects that I picked up in his talk that I think are essential to your leadership style when using systems thinking in practice (with my comments underneath):

• The importance of identity, culture and being part of something important

  • Absolutely yes. Identity is extremely important for a viable system. If you don’t know your identity and you can’t self-regulate then it is unlikely you will be able to engage in the self-organisation required to maintain viability. If you don’t feel like you are part of something important, you are in the wrong place!

• You have got to let go of the ego

  • This is absolutely spot on! Using systems thinking, if you don’t let go of your ego you will never break through the barriers to allow yourself to see what is happening in the situation. You will always have an ‘ego filter’ that tells you why something isn’t so. You have to be humble to use systems thinking or you will never challenge yourself and never become as adaptable as you need to be

• Identify the value added for the individual to highlight why they would do something

  • Absolutely! This is like ‘show, don’t tell’. You have to highlight what the value would be to the individual of using systems thinking or viable system modelling, not sell the thinking or the model per se, or you are wasting your time. Show the value, not the ‘thing’

• Respectful relationships are key

  • Obvious, really

• You need the courage to be vulnerable

  • This is absolutely key when using systems thinking and viable system modelling for transformation or system change. If you aren’t prepared to be vulnerable enough to go on a journey of discovery, then any attempts at applying different thinking will be a complete waste of time

• Do not get locked into one paradigm

  • Absolutely! And yet so very difficult. Many people do not understand that they are locked in a certain paradigm and awareness of this can be a key enabler in system change. It can alter mindsets and open up a whole new set of perspectives.

• You need observation of behaviours and a focus on continual self-regulation

  • Again, absolutely, yes! This links to the competencies that are required for managing complexity and managing in complexity. Gareth Morgan’s work on competencies required in complexity fits nicely here. If you don’t know his work, his book, ‘Riding the Waves of Change’ gives an excellent account of these competencies

• Embrace failure and embrace fatigue

  • Because of you don’t accept failure and fatigue you won’t have the grit required to deal with what viable system modelling exposes. You will definitely not be able to ‘put things right’, you will only be able to make things improve somewhat from where they are now. So, you need to be able to accept a degree of failure and this will, at times, leave you fatigued

• You must be aware yourself of what you are asking others to do – you need to know how they will experience something

  • Another thing that I think is KEY. I get a little tired of hero ‘leaders’ and consultants telling everyone to be hugely radical, when they have never done that or experienced that themselves. Sometimes, system change does not happen like that. In complexity, huge radical changes are sometimes not required. A number of smaller changes, at the same time, can often work better and be more sustainable, in my experience. My advice would be not to encourage everyone, in every situation, to be radical if you don’t know what you are asking them to do. At best it might cause lots of upset and at worst, it could lose them their jobs.

Some very key insights there, in my perspective. Thank you, Curtis, for a very interesting talk. I wish we could find more of this to share with the wider systems thinking community and with students. I think we have far too much regurgitation of the diagram of a model and far too little about practical application and especially the aspects relating to people and competencies and behaviours that are required to make it all work in practice.