Dr. Kathleen E. Allen keallen1@charter.net www.kathleenallen.net Don’t Fight Mother Nature, Or Your Own International Leadership Association Conference Oct. 24, 2018 Dr. Kathleen E. Allen keallen1@charter.net www.kathleenallen.net

Living Systems Scale Narrative intelligence – the story we tell to ourselves Living systems intelligence – the story we tell about our organizations and communities

Outcomes Develop Living System Intelligence Examine how self-organization and interdependence, two critical designs found in nature, transform leadership thinking and practice Apply Nature’s design – based on the most robust sustainable system with 3.8 billion years of research and development Experiment with and reflect on how these ideas could change your organization, community, and leadership Build a network of organizational and community leaders that see our organizations and communities as living systems

All of nature’s design principles are organizes to support its purpose Nature has a purpose – to create conditions conducive to the life of future generations All of nature’s design principles are organizes to support its purpose Without a clear purpose, life can’t self-organize

Nature’s Design Principles Runs on Sunlight Waste is Never Wasted Fits Form to Function Rewards Cooperation Banks on Diversity Curbs Excess from Within Depends on Local Expertise and Self- organization Taps the Power of Limits Interventions Disappear into the System

Nature Depends on Self-Organization What happens when we assume top down direction is necessary for progress? How could our organizations work if we depended on self-organization of our employees? Employees would ask what to do or wait to be told Managers' time would consumed by their direct reports Productivity would depend on supervisor’s direction Employees would shift responsibility for action to the supervisor Imagine an organization where all employees could initiate and organize their own work? What if all of our employees aligned their work with the larger purpose of the organization? What if employees were emotionally intelligent and didn’t spread drama and trauma in the workplace? What if our employees consciously learned and adapted to feedback?

Using Nature’s Design – How can we create an organization that depends on self-organization? Nature’s Design Principles Leading from a living system mindset Banks on local expertise and self- organization Runs on sunlight Fits form to function Are in constant change Only accept solutions that the system helps to create Only pays attention to what is meaningful to them her and now

Application – How can we shift our organization towards self-organization? Articulate a shared higher purpose for the organization – self- organization requires a clear sense of share purpose to organize around Redesign all HR systems to support self-organization (fits form to function) Hiring criteria – demonstrated self-organization capacity Job descriptions – articulate self-organization as a critical responsibility Supervision – build capacity to support, coach, and develop self- organization in direct reports

Application – design for self-organization Performance reviews – evaluate for self-organization Ability to initiate and organize their own work and learning Ability to align their work to the higher shared purpose of the organization Able to manage their emotions Develop an organizational culture that Leads with a living system mindset Supports and develops emotional intelligence Actively supports self-reflection, self-awareness, and active learning

Ask different leadership questions Designed to diminish self- organization Designed to support self- organization What do I need to control? Who can make this work? How do I avoid or overcome resistance? How do I influence individual actions? How can I create change? What can I unleash? What interactions will make this work? How do I welcome resistance? How do I influence the “field” or culture? How can I transform the energy that already exists in the system?

Exercise: seeing self-organization In pairs reflect on these questions Where do you self-organizing working? Where do you see self-organization that isn’t optimized or acknowledged? Nature uses the least amount of energy to create the highest result If you wanted to unleash self-organization, what is the smallest thing you could do to lead, nudge, or stop to increase self-organization?

RESOURCE USE SUSTAINABILITY ORGANIZING PURPOSE HIGHER RESILIENCE CAPACITY TO THRIVE LEADERSHIP CAPACITY TO SELF ORGANIZE EMOTIONAL INTELLIGENCE RESOURCE USE SUSTAINABILITY ORGANIZING PURPOSE HIGHER INTERDEPENDENT SEE MINDFULNESS PURPOSE LEARNER/ PRACTITIONER PROCESSES STRUCTURES AND ADAPTATION AND INNOVATION RESILIENCE ORGANIZATIONAL CULTURE TALENT ATTRACTION AND HR SYSTEMS

Interdependence What happens when we hold a separate or silo mentality? How would an organization or community look if it led with an interdependence mindset? Competition for resources and a survival of the fittest mentality within the organization Reinforced silos Distrust of colleagues motives Protect their department first and the organization second Accidental adversarial relationships Tragedy of the commons What if we rewarded cooperation What if part of our job description was to help others succeed? What if more people actively helped the entire organization to thrive? What if our departments actively supported a shared higher purpose of the organization? What if we trusted each other to work towards our purpose?

Using Nature’s Design – How can we create an organization that works interdependently? Nature’s Design Principles Leads from a living system mindset Rewards cooperation Banks on diversity Curbs excess from within Taps the power of limits Runs on sunlight (trust, authentic relationships reciprocity, higher shared purpose) Assumes organizations are interdependent, and change in one part of the system influences other parts of the system Become more diverse as they evolve Are in constant change Are filled with feedback that helps the organization evolve

Application – How can we shift the system toward interdependence? Redesign all HR processes to reward cooperation, align with shared higher purpose, and diminish self-interest behavior (curbing excess from within with feedback on behavior that is not aligned with interdependence Redesign Develop an organizational culture that assumes interdependence within the organization and between the organization and the external environment Develop Lead from an abundance mindset that creates a generous system Lead

Exercise: Seeing Interdependence Where do you see interdependence and connection in your organization and / or your community? Where do you see interdependence that isn’t optimized or acknowledged? Nature uses the least amount of energy to create the highest result What is the smallest thing you can do to lead or nudge your organization, its leadership, and its practice towards optimizing interdependence?

Can we design our way out of our challenges? Leading a Living system Objectification of organizations This Photo by Unknown Author is licensed under CC BY-SA

Objectification vs. Living System Bounded and separate Designed for specific function Measured by usefulness Doesn’t require permission or involvement to move it at will Can be controlled Serves to owner of the object Man made Connected and interdependent Designed to support the life of the organization/ community / system Measured by legacy left to create conditions for the life of future generations Only supports solutions the system helps to create Only pays attention to what matters to it here and now Nature made

Leading with a Living System Mindset Living systems have operating limits that define how they behave: Are independent – change in one part of the systems influences other parts of the system in expected and unexpected ways. Become more diverse as they evolve. Are never static, they are always in flux. Are filled with feedback loops that facilitate evolution. Cannot be steered or controlled, only attracted or nudged. Only accept solutions that the system helps to create. Only pay attention to what is meaningful to them here and now.

Do you want to lead with the system or push against a strong current Do you want to lead with the system or push against a strong current? Acknowledging nature’s design and leading with a living systems mindset helps you move with the current. This Photo by Unknown Author is licensed under CC BY-SA-NC

Questions, Comments, Observations, and Insights This Photo by Unknown Author is licensed under CC BY-SA

Living Bridges of Meghalaya

Outcomes Examine how self-organization and interdependence, two critical designs found in nature, transform leadership thinking and practice Apply Nature’s design – based on the most robust sustainable system with 3.8 billion years of research and development Experiment with and reflect on how these ideas could change your organization, community, and leadership Build a network of organizational and community leaders that see our organizations and communities as living systems

Leading from the Roots: Nature Inspired Leadership Lessons for Today’s World Sign up for my blog at www.kathleenallen.net