The Shift

Relationships-InstitutionvsNetworkThere is a shift taking place in organizations that is largely missed because of the way we conventionally think of the relationship between people and institutions. 

This post is about this shift.

A place to begin is to look at the social media world. Many of us spend lots of time interacting through Facebook, Twitter, Tumblr, Four Square, and on and on. If you are like me, you do a set of activities through them. They serve us like a tool does.  We don't think of them as organizations. They are virtual places we go to do things.

With social media, we don't think of ourselves fitting into an institution structure. Yet, it is an organizational context whose mission is the social. This is not true many other organization's mission.

Think of social media as a street corner when people linger, share pictures, play music, show items in their shopping bag, then pass on by or venture off together to get a cup of coffee.  These social settings are measured by the influence of who we know, who knows us, and how many are in our network of followers.

These social platforms are also businesses. They are organized just like newspapers, around the sale of ads and virtual space for people to establish a presence online. That is how they make their money. Signing up for any of these is really not much different than buying a car from a Ford dealer, a Swiffer mop Proctor & Gamble or a  policy from a local insurance agent. We are buying into a set of institutional relationships that provide service, replacement parts, and financial security. The succeed best when they understand the needs and desires of people, what they want and how they want to be engaged socially.

I learn about this larger context by listening to people who are in the social media world.

Two of those people are marketing bloggers and podcasters Mitch Joel and Joseph Jaffe. I listen to them because they are asking similar questions to mine. I like the way they think and express their thoughts.

Their recent Across the Sound podcast was a discussion about Facebook's identity. It is worth an hour of your time to listen. I listened to it twice I found it so interesting.

Here's portion of my response left in the comments of both their blogs.

"Yes, Facebook is a new thing. But it thinks like an old thing. It thinks bigger is better. It’s the old industrial mindset. The bigger it gets, the harder it will be to change course. I’ve felt for some time that FB has about five years of relevance left before it is replaced by multiple platforms that someone figures out how to tie together without creating confusion. This is already happening.

Why? Because people change, and it isn’t that they want more, they want better or different. Facebook is changing their expectations, their behaviors, and their attitudes towards themselves. We already see it in the proliferation of so many different social media platforms.

Here’s where I see the shift.

It used to be that we individuals had to fit into the institutional structures, and Facebook is an institutional structure, to find relevance and identity. The institution was king, and we were simply serfs. Now, that scenario is flipped, and the individual is king, and becoming more so, and Facebook is just an optional tool for our use. For these platforms it is a race to relevance in a fickle marketplace.

It isn’t that these platforms are changing, people are changing by using these tools to express themselves in way that they did not have in previous eras. ..." (emphasis mine)

People are changing in their attitudes about institutions, and they have been slow to respond.

Historically, institutions existed and we had to fit into them. They were big, entrenched, historically significant, and we were just lone individuals. So we did what we were told, bought what we were sold, and became part of the faceless mass consumer society that served the institutions well.  We join the institution. They didn't join us.

Much of that has changed during my lifetime. More than anything distrust in institutions. We no longer believe that institutions have our best interests in mine. We don't think they have our back. We view them as selfish and out of touch.

Trust and Institutions

Hugh Heclo wrote a thoughtful book called On Thinking Institutionally. It is a manifesto about the importance of institutions in our lives.

"What I think is demonstrably true is that in the last two generations or so, the normal range and frequency of human failings have presented themselves to the public in new ways, ways that possess an especially corrosive power in matters of institutional trust. To put it in other words, even if human venality and other misconduct remained constant, we have lived through a period when the betrayal of trust has become formatted in such a manner as to magnify whatever public alienation would otherwise occurred.  That is what sets the last half-century apart in generating performance-based distrust."

This distrust of institutions is based on our shared belief in social trust. We want our relationships to be dignified, respectful and trustworthy. We genuine want our institutions to be trustworthy.  This truth about us as human beings is one of the reasons the shit is taking place.

On a Personal Level

I see people crossing a threshold in their lives. They are turning away from the traditional industrial model of work, and are looking for something more meaningful. The emergence of technologies that do not require a traditional institutional setting is affecting how people think about themselves.  Those who cross that threshold claim a new territory of independence and opportunity.

Three Goals of Life-Work - Simple

I have shown this image before. It describes what I see emerging as the expectations that people carry with them into social and institutional settings.

They want meaning in their lives. They want relationships of trust. And they want to do things that matter, every day.

This is at the heart of why Networks of Relationships are replacing Institutions. With this shift, individuals have more say-so over who they are and what they do.

The institutional relationship gets flipped. Instead of trying to fit in, we are now telling institutions that either they fit in to our life or risk obsolescence.

Facebook and these other social media platforms are not the markers of change in the 21st century. They will here and then gone.

The people who inhabit their virtual spaces are the evidence that the 21st century is different than previous eras. As individuals discover how to create a life that fulfills their desires for meaning, relationship and impact, change to institutions will come. In time we'll see trust return to institutions, not because the institutions have changed, but because we have changed. That is the shift that ultimately matters


Networks in Transition

Transition Point - without Title

Networks are the new management mantra. The back story to this development is the increasing importance of healthy relationships for the sustainability of organizations. I've seen this coming since the mid-1970s with the realization that relationships are the vehicle through which life works.

The science of networks is growing in sophistication and practicality. It is truly amazing to see what the data on networks can reveal. That said, networks are not the end point. They are a transition point to something else.

The first transition

If you step out, look back, you'll see that for most of the past couple millennia, organizations have been structured as hierarchies. I've posted on this before.

Hierarchy of  Structure

This hierarchies look basically like this image.  There is leadership, with a level of  middle and supervisory management, followed by everyone else. This is an over simplification.  The point though is that the structure was organized for order, efficiency, and bottom-up accountability.

This hierarchy has been the primary form of organizational structure since human beings began to organize themselves. Some form of this hierarchy will always exist. However, it will be different.

Into the context of organizations appears a new phenomenon called a network of relationships. This is a new form of human organization that exists as connections without a designated location for these relationships. These are the kind of relationship that populate social media networks. They are virtual and intermittent, lacking comprehensiveness and continuity.

Prior to the advent of modern communication technology, the highest form of network was a local community of residents.  This ancient form of the network was based on physical proximity. Think of an Amish barn raising where all of one's neighbors come to your farm to construct a building that serves a family's need for sustainability.  Of course, no one talked about their local community as a network, but that is essentially what it was.  The connections formed a tight bond of closeness that made it difficult for outsiders to join. Today, networks are the opposite, loose, open configurations where the social bond is in the moment.

Hierarchy of Connection

Today, this network of relationships looks like this.  It is not primarily based on living near one another, but rather being connected through common interests. The sophistication of these networks is enabled by the data mining that modern computer technology provides. Social media provides the most practical and universal means for these networks of relationships to develop.

These networks are driven by the science of connection and its viral nature. There are great possibilities for impact when a network is mobilized for a cause, when an influential hub (person) sneezes and the whole world catches a new pair of shoes, or when one person posts a video of some random guy dancing, and it is shared globally millions of times. This is the power that this form of network connection holds.  This, however, is a feature of contemporary networks of relationships, and not the potential, ultimate end.

Two shifts

Networks are a basic infrastructure of the future of organizations. Where hierarchies are based upon position and role within an organization, networks are based upon who you know, and the ability to turn those connections into action.

To understand networks is to be aware of a couple shifts that have taken place over the past century.

The first shift is the elevation of the individual to a place of centrality in their own network of relationships. In this respect, being member of a community or an institution means less today than it did a generation ago. This individualism is a product of living in a society of choices made available to all who have the means as a consumers.  Today's consumer mindset sees organizations and networks existing to meet my purposes and desires. It is social in a limited, not a comprehensive sense.

The result is that much of the emphasis on networks is focused on developing them for one's own purposes as a universal platform for marketing the individual to a world of individuals.

A second shift is the emergence of the network as a place of virtual habitation. We live online, and our relationships are online, and our identity is formed online, and our life is lived online. What the old hierarchies and old local communities offered was a physical place to live one's life and to develop the habits and practices that provided a basis for a sustainable society. There is a reason why cultures survived centuries, even millennia, without the modern technologies that we have today.  These cultures of the past were communities rooted in a specific place, organized around specific traditions that helped people know how to live a life of contribution and meaning within that specific context. Many of the habits and practices that provided sustainability during the pre-modern era have eroded away as we taken up residence online. Today, everything can be done online, not requiring anything more than a wifi connection to be connected to a network of social profiles of people whom we only know as they choose to present themselves online. 

The significance of this shift is seen in the difficulty that people who are not highly engaged in an online network of relationships find in dealing with people who are not used to face-to-face human contact. Frankly, they do not understand the patterns of interaction and communication that take place through social media platforms. As a result, they are missing the necessary capacity to be persons of influence who can make a difference on a global scale.


Three Desires-Impact-NoFill
These two shifts inadequately address the fundamental desires that people have.  Those desires are for our lives to be Personally Meaningful, for Happy, Healthy Relationships, Socially Fulfilling and to Make a Difference that Matters. All of this can happen through our online network of relationships. To do so requires that they become more than simply a place where I daily project my personality into noise of the online social world.

The Next Transition

These changes are why I see our current fixation on networks of relationships as a transition point between the old hierarchical structures and what comes next. What comes next is a recognition that we are more than the constructed persona of our diverse social media profiles. We are real people who have lives apart from the online world.

The next iteration of the network is for them to become more communal. By this I mean that the relationships transcend the virtual to be transformational. For this to happen, there must be a personal stake in the relationship that moves beyond what I get from it. It goes to what I give to make it work.  In this respect, the next transition is a return to the old communities of proximity where being a neighbor meant that we were actively engaged in the care and sustainability of our community of common welfare.

SharedLeadershipImpact
There is a sharedness of these communities of relationships as seen here. When I speak of "leading by vacuum," it is a way of talking about how we each bring our own gifts and talents to the network of relationships, and in so doing, the network transcends the virtual to become something greater.

In this scenario, the individualism of the network is transformed into a community of relationships who share a common purpose or goal for their relationships.

For example, the Flow Ventura Global Triiibes Retreat  brought together people from around the globe, most who had never physically been together before. We knew each other online. The event would never had occurred had the relationships been simply virtual and individual. Instead, over a period of time, our relationships came to increasingly matter more and more. We were more than virtual connections. We were friends whose daily interaction online mattered in how we live in the dispersed places where we reside.  In other words, knowing one another online was insufficient for the sustaining of our relationships. We needed to be together in the same place, face-to-face, and side by side.

The retreat as a result was transformational for many of the participants.  Many common points of interest explored in the conversations and presentations elevated the shared values that transformed our once virtual network of relationships into a community of friends whose relationships matter to one another.

Facilitating The Transition from Network to Community

For a network to transition into a genuine community requires leadership. It needs people who facilitate and coordinate the interaction that is needed to build a community of relationships. Conversations within these networks need to clarify the shared ideas of purpose and values that are a basis for a shared vision of impact, and a common commitment to share the responsibility for it. Each provides a way for the relationship to transcend superficial connection to one that is meaningful, fulfilling and makes a difference that matters.

This is the future that I see emerging. I see it as the logical evolution of networks of relationships to become more communal than social. That does not mean it will happen in every place.  It does mean that it is possible. That it is a choice fueled by our desires for a certain kind of life that transcends the shallow superficiality of much of what we experience each day.


TransitionsOrgStructure
PDF of this guide now available
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Three Turns

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Near the end of my father's career, the company for whom he had worked for over 35 years, was purchased, and, not so slowly, its assets drawn off and exploited for use by the parent company.

I remember him telling me of the day that he was on a management recruiting trip in Pennsylvania, and received a phone call that the company was not going to make payroll that week. He returned home to help usher through the closing of the company and be the last executive remaining as he handled the outstanding employee medical and benefit claims against the company. He was of an age where he could retire. It was a sad day for him. He had worked for the company his entire career. 

My dad's story is not unusual. It is symptomatic of the time we are living in. I thought of my father as I watched last year's under-appreciated film, The Company Men.  It is a story of executives and their families coping with change as their corporation goes through a series of downsizes simply to raise the share price. Like my father's experience, the film illustrates a very common experience of change. Here's a clip of a meeting where decisions are being made as to who is to be let go.

 

This has become a very normal experience for people. Even with a nice severance package, the emotional trauma of being fired is something that doesn't quickly go away. What lies behind this approach to quantifying the value of a company is a way of thinking about organizations that I believe is ultimately destructive rather than a path to sustainability.  The logical outcome from over a century of this way of thinking has been the narrowing of the value of a company to something short term and specifically related to its financial value.

Consider the executive's rationale for downsizing staff and eliminating a division of the company in this exchange between Tommy Lee Jones and Craig T. Nelson's characters from the movie. .

Nelson: "Stock is stalled and revenue is flat."

Jones: "Entire economy is flat. We are in the middle of a recession."

N: "I only closed two of the shipyards. Should have closed all three of them. Stock is in the toilet."

J: "Everybody's stock is in the toilet."

N: "Well, the stockholders would like to see their share value maximized."

J: "Heh, Heh, Heh, Well ... sell the Degas'. ... three thousand jobs?"

N: "Gene, we aren't some little shipyard any more. I'm not going to keep pouring money into a losing operation."

J: "We innovate, retool ..."

N: "American heavy manufacturing is dead. Steel, auto, shipbuilding ... the future is in healthcare infrastructure and power generation."

J: "I have to be involved in any decision that affects one of my divisions."

N: "You wouldn't have approved the cut. ... You'd go behind my back to the board again, right?"

J: "They were good people, Jim."

Both men are backed up against a wall. They are caught by a way of thinking about the value of companies that worked in times where growth was relatively assured. Now, the competition is tougher, more astute and far more flexible in their ability to adapt to changing circumstances.

Do you think they could have seen this coming? I'm not sure. It goes back to how to you determine the value of a company. I'm not talking about how Wall Street values it, but the people who are touched by the company in some manner. How do they value the company?

Can the value of a company be reduced to one thing, like the share price, or the charismatic leadership of the CEO or a design innovation? Or is the value embedded in the whole structure and context of the organization?

We are in a time of global transition in all aspects of life. Short-term, reductive, passive aggressive, reactive thinking is not going to lead us out of a recession into a new era of peace and prosperity. Instead, we need to realize that our approach is failing, and that we need a new way to think about how organizations function. It must start with the willingness to be different, to think differently, and invest in changes that provide for long term development.

The Context of Change

The ancient Greeks had a word for change which is metanoia. Literally, it means a change of mind, but it has come to mean something much larger and more comprehensive. Metanoia points to a change of orientation, perspective and direction.  There is a sense in the meaning that the change of mind is accompanied by some regret. So the change, upon reflection, is a choice to follow a different path. People choosing to turn toward different values and new ways of expressing them.  Metanoia is a change that embraces the whole person, the mind, feelings and will, and is expressed in action that is change.

This change of mind is an awareness that the path we have been on is no longer sustainable. As I wrote in my post, The End and The Beginning, this change marks an end of an era in several ways. The nature of this redirection means that the recent past is no longer an adequate guide for understanding what we must do in the future. As I began in that post,

What if our past experience instead of illuminating the future, obscures it? What if the way we have always approached a problem, or the conduct of a single day, or the organization of our work makes it more likely that we end up not accomplishing what we envision?

The continuity between the recent past and the near future has broken down. This is a turning point for us. The 20th century may provide our most immediate experiential memory, but for the purpose of understanding the future, it is now ancient history.

Reflect upon the attacks on 9/11, our response to them, and the global recession of past three years, and our response to it. Can you see how the tried-and-true methods of the last century have not worked. Neither peace nor prosperity are being restored, in fact, the world is less peaceful and prosperous than it was a decade ago. Terrorism maybe contained upon our shores, but it still festers in places of poverty throughout the world.

Fear, doubt and diminishment in the confidence in our leaders and institutions are increasing.  Greater diversity, interconnectivity, and, yes, even greater business efficiencies, are not answering the question about what it is that we must do.

We are now at a crossroads that requires metanoia, a change that is comprehensive and whole. This change of mind requires us to begin to see businesses as a whole organizations, rather than as a collection of interchangeable, discardable, transferable, value-specific parts. The company in The Company Men was dying because it too, like my father's company, was just a collection of assets to be exploited. There is no future in this way of thinking. To have a future requires us to change our minds and see things differently.

Three Turns 

To change our minds, we need to make Three Turns of perception, understanding and orientation. 

The Moral Turn  In the first clip from The Company Men, above, Tommy Lee Jones' character raises questions about the selection of people to be let go. His response, that there is an ethical question involved, is met with a legalistic answer. 

By reducing the decision to a question of share price and what is required under the law, the company is not just making a business decision, but also a moral choice.

What is a company that no longer manufactures its products?  Is it now a money machine for its share holders as long as the money holds out?

The moral turn is first and foremost about the purpose or mission of the company. 

Does a company whose actual purpose is share price encourage confidence and trust?

Does a company whose primary focus is share price understand its connection to the people who work in the business and the communities where they are physically located?

Is a company more than its financials?

Does a company have a responsibility that goes beyond i ts shareholders, and what is defined by what is strictly legal?

Every organization exists in a context that is greater than the sum of the parts of the organization. There is a culture that is physical, ideological, technological and social.

For example, what distinguishes an insurance company in London to one based in Sao Paulo or Detroit is geography and culture. Yes, they each ofter insurance plans. Yes, they each have customers. Yes, they each generate revenue. The difference is the local context that helps to define the culture of the business.

As a result ...

a company is not primarily its mission or purpose, but its values that are embedded in ideas and relationships within the context, culture and structure of the organization. 

Values permeate the whole of the business, including those persons and organizations outside of the business who are influenced by it. Values inform its purpose, its vision of impact, its relationships with all those who are touched by the company, and how the company measures its impact.

The mission of a company is a product of its values.

When the purpose of the company is more than its financial value to shareholders, it is no longer, just a reservoir of assets to be exploited, but a context in which to create the future.  

Recently I heard a presenter during in an organizational development  workshop describe organizations that are mission driven as organizations on the rise. He used a diagram similar to this one that I use to describe organizations in transition.

Transition Point - without Title
When a company reaches a point of maturity or stabilization or equilibrium, the importance of its mission as a guide often fades. What follows is an increasing focus on its financial assets as its primary purpose. The presenter was convinced that once an organization shifts from a mission focus to a financial focus, it has entered a stage of decline.  In effect, they no longer see how a company can grow, but rather be sold. 

The moral turn that a company needs to make is to reaffirm its values and reestablish its mission as the driving force of the company as a whole.

The Social Turn  When the value of a company is reduced to its share price, the company loses the value that exists within its social structure. Not every member of the organization benefits from a rise in the share price. As a result, the company fragments into internally competitive parts to see who will survive the company's disintegration.

For example, as a Boston Red Sox fan for over 45 years, I was particularly disappointed in their collapse this year. It was not that old patterns of attitudes and behaviors that had hampered the team in the past had returned. Rather, it was the squandering of the talent and potential that existed on paper, at least, at the beginning of the season.

By all appearances, the social environment of the team is the core reason for their decline. At the beginning of the season, they were the odds on favorite to win the World Series. Great pitching, the acquisition of two all-star hitters, and a coaching staff that had produced two World Series championships held great promise for the upcoming season. Yet all that collapsed into a mess in what appears to be based in a collective selfishness and lack of accountability for the team's social environment and on field performance.

The Social Turn is the recovery of the human dimension in organizations. As human beings we are social beings through which our individuality develops. Much of the fragmentation of modern business organizations isolates individuals and business units into individualized roles that make collaborative team work more difficult. As a result, the connections that exist between people in the workplace are treated as having marginal value. 

Structural Hole 2

In The Company Men, when Ben Affleck is fired, the stated reason is that his position is redundant. In effect, the company was recouping a cost that it viewed was exceptional rather than necessary.  The company also loses in this kind of fragmenting of the social structure of the business. Affleck's character was not just a person in a cubicle, but was a connection point in a network of relationships that provided information and influence beyond the company. The value may be redundant, but it is a redundancy that creates strength and resilience, not weakness.

Social fragmentation is not just found in businesses, but in global society at large. Its destructiveness finds its way into companies and organizations, weakening their ability to marshal the talent that exists. The Social Turn is one that values relationships of honor, respect, humility, trust and mutual reciprocity. These values function to create a social fabric that allows for diversity and interconnectivity that creates the sustainability that businesses and communities need.

The Structural Turn The industrial model of business was conceptualized around the idea that a business is filled with a few smart people and a lot of laborers. The world has changed, yet the structures of organizations have not. Still the structure is a hierarchy of decision-makers "leading" a larger number of decision-implementers.

This approach does not work as well as it once did. Here are just a few reasons.

1. Technology levels the information playing field.

2. Advances in public education, and the expansion of higher education has created a society of workers who are much better informed and equipped to do decision-making type work.

3. The complexity of working in a global environment of diverse cultures makes it more difficult for a few people to know everything they need to know about the issues that confront their business.

4. The skills required for leadership and management of business are much more accessible to far more people than every before.

5. Hierarchical structures are organized for control through compartmentalization and standardization.

The Structure Turn that is taking place elevates personal initiative, network collaboration, and adaptive learning as the keys to the organization and leadership of businesses.

Instead of a structure organized around compartmentalized roles and defined areas of responsibility, the emerging structure is an open environment where the skills and resources needed for the work of the business is acquired through a network relationship structure.

In this structure each person is responsible for the whole of the project, not just their segment. Each person can function in the role of leader, while not having a title as one.

In this networked structure, the premium skills are placed upon thinking skills that are both analytical and intuitive.

As I recently commented to Dana Leman of RandomKid,

"Imagine Proctor & Gamble without bosses and managers, and everyone is a leader."

Leadership ceases to be a title, and becomes a set of behaviors and attitudes that all share. For the character of this kind of leadership to take root, it requires changing the structure.

Structure - Collaborative into Hierarchy
The Structural Turn is towards an organizational culture where people are free to create and contribute, to communicate, to initiate and to pitch in where they see a need.  Instead of being doers of assigned responsibilities, they are facilitators and problem solvers.
In many companies, this kind of structure is developing. However, it must happen at the senior level for the turn to be successful.

How would the company in The Company Men function differently if they operated under a network structure?

1. More people would be engaged in meaningful reflection about the challenges facing the company because they knew that had an actual stake in its success.

2. Innovation would be more prevalent as employees practiced a higher level of leadership initiative and problem solving.

3. New business applications through employee ingenuity would expand the number and range of revenue streams the company has.

4. The company would be unified behind its shared values and mission.

5. The company would be a more attractive place for the top talent to work.

6. The company could more easily adapt to financial downturns.

7. Communities would be vying for the opportunity for the company to create a local operation.

The central message of the Three Turns is for your mission to drive change in the company, centered around values that unite people to create a shared company culture of trust, personal initiative, and a desire to contribute to the company's success. When this happens, the turn from hierarchical structure to a network one can take place as a natural evolution of the company.


The End and the Beginning

Seeing what's coming

What if our past experience instead of illuminating the future, obscures it? What if the way we have always approached a problem, or the conduct of a single day, or the organization of our work makes it more likely that we end up not accomplishing what we envision?

Working in planning processes over the years, I've concluded that people can see what they want, but fail to reach it because of how they go about it.  We can imagine the future, but not see the path that will take us there. This gap in our abilities is becoming more acute as the ways we have worked are becoming less effective.

From another perspective, we rarely see the end of something coming, or the beginning of the next thing. We tend to see in retrospect.  Our aversion to change, I believe, is largely because we don't like surprises. We defend the past hoping that it is sustainable into the future, even if we see a better, different one.The past, even less than ideal, at least seems known and more certain, more secure, more stable, more predictable, more comfortable, at one level.  It does not mean that it is satisfying or fulfilling, but it seems safer. 

As a result, instead of providing us a sound basis for change, the past can inhibit us from achieving the vision that we see. Instead, we live by a set of cultural forms that must be defended against change. In other words, the form of the way we live and work remains the same even after its vitality has gone. 

Change that has come

What impresses me about our time is how fast change is happening, and how quickly things we thought were normative seem less relevant.

Ten years ago, websites were the rage. You weren't on the cutting edge of business without one. Today, Facebook, Twitter, LinkedIn and a host of other social media platforms are the norm for a business. Twenty years ago, CDs were the norm. Now, digital I-Tunes downloads. Thirty years ago, the Soviet Union was the West's nemesis, now militant Islam. Forty years ago, Vietnam and racial equality were the dominant issues of our time. Now we have an African-American President, and Howard Schultz wants Starbucks in Vietnam. Fifty years ago, President Kennedy was challenging the nation to go to the Moon within the decade. Today, the government is putting space exploration on the back burner as space travel is becoming privatized.

Could we have imagined these changes?  Possibly. We'd probably not be able to see how they'd happen. That is the curious thing about visions and visioning. We can imagine the end, but not the means.  The pathway to the future goes through today and tomorrow. Yet, we are captives of our past thinking and experiences.  They are the measure of what is possible and what can be done.

The End and the Beginning

I have been reflecting, in particular, on these thoughts over the past several months.  I've tried to step back without prejudice and identify what I see without reducing it down to a few simple categories. What I do see are the markers of change in three broad areas.

For one it is the The Beginning of the End, for another The End of the Beginning, and for another, surprisingly, The Beginning of a long delayed Beginning.

Some of this reflection was prompted by a conversation about a project event to take place later this year. It was a discussion about how businesses function. The contrast was between a focus of work as a set of tasks to be done and the importance of human interaction in meeting organizational goals. I realized coming out of that conversation that this project, for me, represented a turning point in human and organizational development. It provided a picture of the past and the future. The past as the Industrial model of business organization and the future of organizations as communities of leaders. That last phrase was what I envisioned a decade and a half ago when I began my consulting business. Only now, after all these years, do I see that simple idea beginning to have relevance for the way we live, work, organize and lead organizations.

What I see is:

The Beginning of the End of the Progressive ideal.

The  Endof the Beginning of the Capitalist model.

The Emergence of freedom and democracy on a global scale.

The first two, Progressivism and Capitalism, along with modern Science, are the principal products of the age of Enlightenment.

The Progressive ideal believed, and still does by many of its advocates, that through government control of science and industry a free, equitable and peaceful world could be achieved. Conceived during the 19th century as a belief that society could be perfected, and as a counter-balance to the industrialization taking place in Europe and the United States, it was an utopian belief in a well-order, controlled, uniform world.

The Capitalist model was born in a belief that each individual should be free to pursue their own economic welfare, and not be forced by government rules or economic servitude to do that which they choose not to do. It was the ideology that provided the basis of the industrialization out which has come prosperity for more people in history and the rise of the modern middle class.

Both the Progressive ideal and the Capitalist model have brought great benefits and liabilities to society. They form the two sides of virtually every divisive issue confronting the world today. They are quite similar, yet in very different ways. Both are organized around the control of power and wealth. Both have been institutionalized in the large, hierarchical organizations in Washington and on Wall Street, and in similar institutions throughout the world.

Over the past decade, the Progressive ideal and the Capitalist model have begun to show their age. The assumptions that underlie these ideologies are being challenged by forces of change that are beyond their control. Because the control of global forces of change is problematic and less realistic.

A principal assumption of the Enlightenment is that we can know what we need to know by analytical decision making. In other words, by identifying the parts of a situation, we understand it, and therefore can design a strategic mechanism for controling the outcome.  This analytical process works very well in the realm of the natural sciences, less so in the realm of the social sciences. To paraphrase novelist Walker Percy, "Science can tell us how the brain functions, but not about the functioning of the mind."

At the beginning of this essay, I wrote of what I was seeing The Beginning of The  End of the Progressive ideal and The End of the Beginning of the Capitalist model. Neither of these observations are political statements. I am not a Democrat, nor a Republican. I am not a Progressive nor a Libertarian. I find none of the current choices of political affiliation representative of my own perspective and values. I speak as an outlier, not an antagonist. 

I see these ideological movements as products of a different time in history. The assumptions and the way of thinking that brought these ideologies into prominence are now receding in appropriateness. The conditions that gave rise to these ideas over the past three hundred years are now giving way to new conditions.  If progressivism and capitalism are to survive, then their proponents must change.

Emergent connection

These ideologies born in the age of Enlightenment share a reductive approach to knowledge. In other words, we gain knowledge and understanding by breaking things into parts. The assumption is that things are collections of discrete parts.  Yet, we know that in the natural sciences, the mixing of different chemical elements creates something new and different that cannot exist in any other way. Water being the most obvious example.

However, in the social realm, there is a shift toward emergent knowledge as the basis for understanding what is.  The emergent perspective sees connections and wholes rather than just parts. In a network of relationships, the value isn't one person, but rather the connections that one person has to other persons. 

List-NetworkThink of it as the difference between those radio ads selling lists of sales leads, and knowing the person who has a relationship with 100 of those buyers. The former is a list of contacts, of names and addresses. It is a parts list.  The other is a picture of a network of connections that one person has. This second picture is the picture of the future, for it is a picture of relationships.

We see emerging forces all around us. Again, this is not a political statement, but an observation. One difference between the Tea Party demonstrations and the Union demonstrations of the past year is the difference between an emergent organization and a traditional hierarchical one. The Tea Party organization is intentionally decentralized in local communities. Unions are designed as centralized concentrations of power.  One body speaking for a host of organizations.

 The difference here is between a centralized and decentralized organizational structure, like that described in Ori Brafman and Rod Beckstrom's book, The Starfish and The Spider. The centralized structure (the spider) is vulnerable at the top. Take down the leader, and the organization suffers significant loss of prestige and power. The decentralized system (the starfish) is not vulnerable at the top, because there is none. In a decentralized system, no one expression controls the fortunes of the whole. The centralized is the industrialized model, and the decentralized, an emergent one. The system that the Progressive ideal and the Capitalist model share is one of centralization. Operating separate from both are independents and small business entrepreneurs. The difference is between a hierarchy of control and a network of collaborative relationships.

The recent rebellions in the Middle East are also examples of this emergent model. The use of cell phone and internet technology to connect people in agile, less structured ways make these rebellions possible, not necessarily successful, but possible.Their desire is for a freedom that they see provided and secured by democracy. When thousands of demonstrators fill the streets of Cairo seeking the end of a repressive regime, their impact is far greater than their numbers. We see a visual counterpoint of the difference between being a nation of free people and one living under an authoritarian government.

Even as the Progressive ideal and the Capitalist model decline, the impetus towards freedom and democracy grows. I heard recently that there are now more nations with democratic governments than at any time in history.  Democracy that grows from a grassroots base is an emergent model. The impact is greater than the sum of its individual parts. In an emergent context, one person's actions can serve as a catalyst for thousands more. For example, the recent uprising in Tunisia was started  when a street merchant Mohamed Bouazizi set himself on fire to protest the abusive treatment by police of his vegetable cart business.

The Network is Emergent

In business, the emergent model has relevance. When a business perceives itself to be a structure of parts, processes and outcomes, following upon the centralized industrial model, then it has a much more difficult time seeing the value that exists in the relational connections that exist both between people and within the structure itself. It is why so many businesses become siloed and turf battles insue.

Structure - Collaborative into Hierarchy

However, when a business sees itself as a network of interactive individuals, then the whole is greater than the sum of its parts. The result is higher levels of communication, collaboration and coordination.

While the Progressive ideal and the Capitalist model are products of the age of Enlightenment, emergence, freedom and democracy are even older ideas finding new ground and relevance.  In the traditional business organization, their relevance can be seen in two ways.

First, in the freedom of the individual to take responsibility through their own initiative. This perspective harkens back to the ancient Greek democracies where Greek farmers and small business owners participated in the governance and protection of their city-state. For businesses to replicate such an ethos requires a shift in perspective from employees as functionaries of the tasks of the company to a recognition of the potential contribution that each person offers. It is in this sense that each person leads out of their own personal initiative to give their best to the company.

Second, in the emergence of businesses as human communities of shared responsibility. The traditional approach has been to break down the organizational structures into discrete parts of tasks and responsibilities, and to staff to that conception of the organization. This traditional hierarchical approach worked in simpler times when businesses were less global, more homogeneous, and employees less well trained, and had the technology to advance their contributions beyond their individual position in the company.

Today, the environment of business has changed, as the context becomes more complex and change accelerates. Agility and responsiveness are not embedded in structure, but in human choice and in relationships that amplify those shared choices to make a difference. It is the freedom to take initiative to act in concert with others that creates the conditions of successfully managing the challenging environment of business today. The result of a greater emphasis on relationship, interaction and personal initiative is a shift in culture. One only has to select any page in the Zappos.com Culture Book to see the influence of genuine community upon the attitudes and behaviors of the company's workforce.

The Keys to Change

I began this post by saying that we rarely see the end of something coming or the beginning of something new. What I offer here has been germinating in my mind for the past three years. It is still not yet fully formed, and may never be. Yet, I am convinced that the changes that I see happening mean that there is no going back to the halcyon days of the 1990's or even the 1950's.  Business organizations will not long succeed as mechanistic structures of human parts. Rather they must emerge into being communities of leaders, where individual initiative, community and freedom are fundamental aspects of the company's culture

The keys to the future, in my mind, are fairly simple.

1. Leadership starts with individual employees' own personal initiative to make a difference. Create space and grant permission for individual employees to take initiative to create new ways of working, new collaborative partnerships and solve problems before that reach a crisis level.

2. Relationships are central to every organizational endeavor. Create space for relationships to grow, and the fruit will be better communication, more collaboration between people and groups, and a more efficient coordination of the work of the organization.

 3. Open the organization to new ideas about its mission. Identify the values that give purpose and meaning to the company's mission.  Organize around those values that unite people around a common purpose, that give them the motivation to want to communicate better, collaborate more, and coordinate their work with others.  Openness is a form of freedom that releases the hidden and constrained potential that exists within every company.

We are now at the End of an era that is unprecedented in human history. The next era is Beginning, and each of us has the privilege and the opportunity to share in its development. It requires adapting to new ideas, new ways of thinking, living and working. I welcome the change that is emerging, because I find hope that a better world can be gained through its development.


Imagine Influence

The Influence Project that FastCompany is conducting is a marker about the meaning of influence in our time. From the project description:

Influence is not only about having the most friends or followers. Real influence is about being able to affect the behavior of those you interact with, to get others in your social network to act on a suggestion or recommendation. When you post a link or recommend a site, how many people actually bother to check it out? And what's the likelihood of those people then forwarding it on? How far does your influence spread?

I get this, and signed up, along with over 11,000 other people who are curious to see their influence. As I write this, my rank is 425 out of 11,067, in the 96 percentile. Are you impressed? Don't be. That should not be the point.

Let's look at this in a broader context of the world we live today.

The conception of influence that the magazine and the project designers have is related to clicks of a computer mouse. If I suggest that you vote for someone in a contest, like Katie Stagliano, an 11 year old who gardens to feed the poor, and you do, that is a demonstration of influence as FastCompany understands it.  I do see value in this as a way to communicate ideas, make connections with people, and make a difference that matters.

My issue is what the nature of the project itself. If I was to command the attention of 11,000 people, would I not want my influence over them to be more than to see what their influence rank is. The problem that I see is that FastCompany missed an opportunity to do more than some attention-grabbing marketing gimmick. For at the level of influence this project espouses to have, that is all it is.

Imagine instead, influence being not about mouse clicks to websites, but contributions to charities.

Imagine the benefit to the world if instead of your rank being based on clicks to your influence url but your url goes to a site that allows for donations. And the limit on each donation is $10.

Imagine, 11,000 people each donating $10 to a single charity for $110,000 going to that charity in a week's time. Now imagine, each person donating $10 ten times, and a over million dollars contributed in a weeks time. That to me is what influence is about.

FastCompany is trapped in an old model of success. That model measures influence by numbers. Number of people who joined. Number of clicks out to six degrees of separation. Numbers of new subscribers, presumably.

Go to the Influence Rank view and see who is on page one. Who are these people? Are they people of influence? In what way do they influence people? Are these people sneezers or are they just good connectors?

What I really want to know is what is the purpose of their networking.

Imagine The Influence Project being about change, about the difference a person can make through their network. This is influence that personal impact can make.

Here's my suggestion.

Join the project.

Play the game.

Treat this as a learning experience.

Gain a better understanding of how you network, and the extent you can engage your network in making a difference.

But don't leave it at that.

Activate your network to do something that makes a difference.

Tell your story of influence as impact.

Do so, and you will have taken a step beyond the gimmick to be a person of genuine, authentic influence, and maybe even show up on the cover of FastCompany in November.


Let's talk collaboration and network development

I'm writing a series at Weekly Leader on collaboration and networks.

Collaboration is not a networking strategy

Qualifying Your Network

Measuring Our Network

When Collaboration Meets Hierarchy and Independence

It is clear to me that collaboration is the future, and that what we've assumed collaboration is, no longer works.

Here's a picture of the two types of collaborative structures that I'm seeing.

Two Types CNG - simple


7 Virtues of the 21st Century Organization

7VIRTUES image

My current Weekly Leader series is on the 7 Virtues of the 21st Century Organization. Check here, here and here

The 7 Virtues are a system of values that can be used to improve the functioning of an organization.

7 Virtues 21stOrg

In this post, I look at the 7 Virtues through the lens of the Circle of Impact Leadership Guides. The Circle of Impact is built around two sets of ideas. The first is that all leaders must address themselves to the Three Dimensions of Leadership: Ideas, Relationships and Structure. The key is to align the three so that they work together. The way this alignment is achieved is by being absolutely clear about the Four Connecting Ideas: Values, Purpose, Vision, and Impact. The key here is that every facet of the organization is focused on Impact, which is defined as change or a difference that matters.

Impact as change or the difference that matters is a very general definition. This means that each organization, and each division within it must define for their own purposes what impact means. As a function of leadership, this requires each person within the organization to be able to state the impact that they seek to create by their work within the system. This is how leadership becomes a shared responsibility, and not simply a positional one.

Circle of Impact- simple

The 7 Virtues

 1. Collaboratively-led:

This idea encompasses the other six virtues into a singular perspective that defines what it means to be collaborative. It means that a collaborative leader will focus on aligning the three dimensions and the four connecting ideas so that the people who are a part of the social and organization structures may have relationships that enable them to fulfill their shared vision for impact. This is what a collaborative leader does.

2. Decentralized, local control:

This function of the structure of the organization, created by policy governance and design, establishes a system of communication and accountability, built around collaboration.

3. Long tail internal operational structures:

This is a function of the alignment of structure with relationships. This means that the people who are bound to one another by a clear purpose and set of values have the freedom and may take the initiative to organize how they work together.

4. Purpose-driven organic adaptability:

This is also a function of the alignment of structure and relationships. In this context, the group or team adapts freely and with great agility to changing circumstances in order to keep their purpose foremost in their relationships.

5. Relational-asset based:

It may seem that this is a function of the relationships, and at one level it is, but the importance to treating the group or company's network of relationships as a relational asset is that these connections bring value that does not exist when the people of an organization are viewed as human resources. Relational resources are the assets to come from having a large, diverse, and widely dispersed network of relationships that feed information, insight, talent and business to the organization. From a structural point of view this is a fourth classification of resources, along side the financial, material, and human. The higher level of collaboration that takes place through these relational assets, the great value they bring to the company. These assets are what are commonly understood as social capital.

6. Values that are operational:

This a function of the alignment of the Ideas and Relationships dimensions with the Structural. Values, which inform an organization's purpose, is the core strength of a business. It is the only thing that is unchangeable. An organization's purpose can change as circumstances change. The structure can change to remained aligned with a vision that is constantly adapting to the current context of business. But the values of a company remain constant, though not necessarily acknowledged or practiced. This virtue, therefore, focuses on applying the company's values operationally. This done by asking the question how are our values represented in this decision or this policy? The greater alignment between values and practice, the greater the integrity, confidence and impact from the collaborative work of the people of the company.

7. Ownership culture of giving:

This virtue is a function of the whole community of the company.  It is the responsibility of the company's leadership to foster a culture of giving. The aim is to encourage people create a culture of giving through their own initiative and expression of gratitude. This is the kind of culture that is represented in the Five Actions of Gratitude (Say Thanks Every Day).

The complaint that I've heard over the years about a more relationally oriented business structure is that these are soft skills, not the hard skills of finance. True they aren't the same, but they are also not contradictory either. Create a culture of the 7 Virtues, and you'll see not only a transformed workforce, but a transformed business environment. If you do it sooner than later, you'll be ahead of the curve, and be recognized for leading rather than following.


Qualifying your Network

Following our Lessons In Leadership Making the BIG SHIFT workshop a month ago, one of the participants told me/asked me the following.

"I know how to grow my network. What I need to know is how to qualify the people I meet so that I'm growing it in the right way."

This is a great question. Let's use the Circle of Impact guides (free download) for this purpose.Circle of Impact - Life-Work image

The Circle of Impact is built around three dimensions - Ideas, Relationships and Social & Organizational Structures.

Simply put, everyone has ideas, relationships and lives and works within specific social and organizational structures. This is true of everyone.

The focus of each of these dimensions is Impact creation.

Simply put, we all use our ideas and our relationships within our social and organizational structures to make a difference, to create change.

The question we must ask ourselves is whether those changes matter.

Simply put, the qualifying question that we need to ask is

Does the potential impact of this person's ideas, relationships and their social and organizational structures matter?

The only way to know is learn to ask questions that reveal the answer.

This where the Circle of Impact Connecting Ideas come in.

A starting point for qualifying someone is learning about their purpose, their values and their vision for impact. If these ideas are not clear or not well developed, then it tells you something about them.

Of course, anyone well versed in networking practice has learned to have their little spiel prepared to answer these kinds of questions.

What matters is not having an answer to what is your purpose, values and vision, but rather demonstrating how those ideas matter in action in your relationships and your activities in the social and organizational structures of your life and work.

See how this Circle is completed.

The most important aspect of discovering how to qualify your network is becoming a person who matters. In so doing, you learn to discern substance from superficiality.

Was it Gandhi who said, "Be the change you want to be.

It applies here.

Be the person of impact who creates the difference that matters and you'll find the people of like purpose, vision, values and impact.

Remember: It is better to have a small and impact qualified network than a larger network that is as thin on impact as a business card.


Collaboration Welcome

Grant McCracken posted an interesting question regarding the television series that are found on USA Network. These are shows like Burn Notice, In Plain Sight, Royal Pains, White Collar, Psych and Monk. USA Network's tag line is "Character's Welcome." McCracken writes,

See a pattern?  It is most clear in the case of the first three shows(Burn Notice, Royal Pains & White Collar).  A man riding high is brought low.  He now survives by dint of his wits and only because he relies on people he never relied on before.  This man is now thoroughly enmeshed in a small group of friends and relatives. Without them he is nothing. 

Interesting observation. He follows with ...

Explain, please, why this new pattern is so much in evidence in these USA Network shows.  

What is happening in American culture that might help explain this new vision of our masculinity?  After all, American culture has long been home to a notion of the unconstrained, rogue male.  Consider all those tradtional TV heroes and movie stars, men who answered to no one.  Why a new pattern? Why an enmeshed male?  

Here's my response.

We are living in an age where what use to be specialized professional services are now being commoditized. (I introduced this idea recently here and here.) Today, I can go online and buy the forms to incorporate my business, do my taxes, and diagnose my child’s illness symptoms. Until women became a significant presence in the marketplace, men could be the professional individualist, not needing anyone, but the quasi-serf assistant to be a success (See Mad Men.). Technology has become the great leveler of the professional class. And the entrance of women in large numbers into the professional marketplace has raised the quality, standards and competitive intensity of the world of the professional service provider. Technology only intensifies this trend even more.

As quickly as we moved from the industrial era to the information age, even more quickly have we moved to the collaboration age.

Real value is not in an individual's knowledge. Expert help is also being commoditized. Real value comes in aggregated knowledge derived from networks.  The value of these networks is not even based on the individual people that I know. Everyone is now connected to everyone else. Everyone can be six degrees of separation from any one person on the planet. That kind of networking is easy with the aid of an internet connection.

The real distinctive difference now is the ability to marshal the value of participation in a network. Developing a network of networks is the next level skill for the collaboration age. It isn't who I know that matters. It is who I'm collaborating with in these various networks that does matter.

The collaboration keys are participation in and contribution to a widely diverse, dispersed set of networks that provide me the widest possible exposure to new ideas and people for making a difference.

For example.

Just this afternoon, I participated in a Skype conference call with people from the US, England, Canada, Pakistan and India. For two hours we discussed a wide range of topics, offering support and advice on various projects that we are in.

Another example.

In preparation for a webinar for a client on leadership and morale in the workplace, I asked in one of the Ning networks that I’m in about the issue of morale. Over the course of 12 days, over 130 responses came from 36 people in 11 countries on four continents. The substance and perspective was so good that we took the conversation and turned it into an ebook. Here’s the link. Its free. Managing Morale in a time of change: ATriiibes discussion ebook. This collection of people represented a wide variety of networks whose influence through each participant created a product of unique value.

I see this kind of collaboration mirrored in these USA series. I watch them all because I like the characters' interaction in the context of the story. It is also why CSI, NCSI, & Bones, as forensic science series, are also such hits. They are shows based on collaborative relationships in the work place. The leader of the team is not usually the expert who provides the catalytic influence to their success. In fact, what the leader does is provide a gathering point for the real talent to find a unified expression. In this sense the leader isn’t the star, the expert, the individualist, but rather the facilitator of the collaborative efforts of the team. 

In addition, each of these shows demonstrates the reality that the line between our personal lives and our work lives is thinning. The way to find balance between them is in creating a higher level of collaboration in both sides of our lives.

The business leadership lesson here is that people who are able to forge collaborative relationships across network boundaries will be the most influential people in the future. As professional services becomes more commoditized, the differentiating factor is the ability to draw upon people from a wide collection of networks to provide a level of service that our parents and grandparents would not recognize or provide.

This is a paradigm shift of dramatic scope. It isn't simply learning to relate better to people. It is rather the beginnings of a fundamental shift in the ways organizations are designed and lead.


Circle of Impact Consultation & Coaching debuts

There is “… a thinning line between life and work …” that is forcing us to step back and reorient ourselves to the future relationship of the work we do and the life we want to lead.

Until our life purpose is aligned with the work we do, and our values are aligned with the relationships we have, our vision for impact is just an idea waiting for fulfillment.

Everyone wants their life and work …

    To be personally meaningful …

            To be socially fulfilling, and …

                    To make a difference that matters.


Circle of Impact Consultation & Coaching is here to be a trusted guide toward a future that is meaningful, fulfilling and that creates the impact that makes a difference that matters.

We create an Action Plan that aligns your purpose, your relationships and the social and organizational structures where you are involved that positions you to achieve the impact that you want in your life and work.

How We Plan is How We Implement

We don’t just plan, plan some more, and once we are done planning, then act. We do Active Planning where you begin to act on your plan as soon as it is clear and practical. As you do, we review and adapt to what we learn as we go along. As a result, we are always in a planning - implementing mindset. The benefit is that this keeps us alert to changes taking place that provides us opportunities to strengthen the effect of the active planning process.

What does an Active Planning Process Look Like?

Everything is built around Conversation. When we talk, we learn and discover hidden wisdom and insight.

I ask Questions that help us discover what we need to know. My questions are focused on revealing to us the action steps that we need to make. See my 2010 Planning Guide for a list of questions that we can use.

We use the Circle of Impact as a guide to be complete, comprehensive and strategic.

Complete means we cover all the bases.

Comprehensive means we look at the whole of your life and work.

Strategic means we create a plan that integrates your goals, values, relationships and social and organizational settings.

We look at your Network of Relationships, who you know, who knows you, and who you need to know in the future. We link them together into a socially fulfilling network of relationships that enables your network to be an asset in fulfilling your purpose in making a difference.

Our Analysis of your situation, by using the Circle of Impact model, provides you a basis for a clear perspective on where you are right now, and where you’d like to be in the future.

From this perspective, we create an Action Plan that guides your decisions and actions to achieve the impact that you desire.

Your greatest leverage for achieving your desired impact is through the Social and Organizational Structures where you are involved. The action plan we create addresses how to work within these structures. The key is aligning your purpose, values and vision for impact through these structures.

The Client – Consultant/Coach relationship

My relationship with clients is modeled after the Circle of Impact. I work to make sure that our communication is clear, that our relationship is based on trust and respect; and that the structure of our work together is organized to meet your needs and within a financial framework that makes sense to you. I am honest, yet discrete, respecting the boundaries that define our relationship. I care for my clients, and believe in their potential to make a difference that matters. Our relationship begins with a conversation to clarify your needs and goals, and to see how we can work together.

This new program is the product of over six months of intense redesign of the work that I've been doing for 15 years.

Circle of Impact 2010 Planning Guide http://edbrenegar.typepad.com/CircleofImpact2010PlanningGuide.pdf

Circle of Impact 2010 Planning Guide Questions http://edbrenegar.typepad.com/CircleofImpact2010PlanningGuideQuestions.pdf