Finding the Fix that Fits: Human Systems Dynamics at Work April 16, 2008 Seeing and Influencing (continued) Shaping Possibilities Glenda H. Eoyang, Ph.D. geoyang@hsdinstitute.org © 2007. Human Systems Dynamics Institute. 1 April 2008

Finding the Fix that Fits Introduction: The Fix that Fits October 3, 2007 Session 1: Self-Organizing November 28, 2007 Session 2: Fingerprints of Chaos December 19, 2007 Session 3: Adaptive Action January 9, 2008 Session 4: Mental Model Gymnastics February 20, 2008 Session 5. Seeing and Influencing March 5, 2008 Session 6: Shaping Possibilities April 16, 2008

Your Next Assignment (if you choose to accept it) Consider a current sticky issue for you. Define the relevant containers, differences, and exchanges. Decide how you might want the pattern to change. Pick one action to shift one of the conditions. Take the action. Be prepared to report.

Your Guide . . . Glenda Eoyang Glenda H. Eoyang, Ph.D. geoyang@hsdinstitute.org The CDE Model helps me understand the dynamics of human systems around me. BUT, my habits, assumptions, and prior expectations keep me stuck in the old way of action. A short list of questions helps me identify my options for action.

Today we will . . . . Complete our discussion about the CDE Model for the conditions for self-organizing. Explore seven simple questions that help leaders cope with unpredictable change. Close this webinar series and look to the future.

Change Is Changing Static Dynamic Dynamical

Complex Adaptive System (CAS) Self-Organizing System A collection of individual agents, who have the freedom to act in unpredictable ways, and whose actions are interconnected such that they produce system-wide patterns. Examples: termite colonies, stock markets, the Internet, gardens, human beings, groups of people HSD Applied

Self-Organizing Systems Complex Adaptive Systems (CAS) System-wide Patterns Agents HSD Applied

What do we mean by “patterns”? Similarities, differences, and relationships that have meaning across space and/or time Examples: Responses to questions Language of participants Disciplinary identities Distinctions within and among teams

CDE Model Conditions for Self-Organizing Containers Hold the system together until patterns form.

CDE Model Conditions for Self-Organizing Container examples: Physical spaces Goals Visionary leaders Personal affinities Identities Jargons Traditions Memberships Meeting times and places And . . .

How do you shift containers in your practice? Shift the Containers More organized . . . Fewer Stronger Smaller More unorganized . . . More Weaker Larger How do you shift containers in your practice?

CDE Model Conditions for Self-Organizing Containers Differences Establish the pattern and build tensions to motivate change.

CDE Model Conditions for Self-Organizing Containers Difference examples Power Gender Experience Culture Ethnicity Location Discipline Pay scale Seniority And . . .

Shift the Differences More organized . . . More unorganized . . . Fewer Clearer Smaller More unorganized . . . More Fuzzier Larger How do you shift differences in your practice?

CDE Model Conditions for Self-Organizing Containers Differences Exchanges Connect agents together within the container and across differences.

CDE Model Conditions for Self-Organizing Containers Differences Exchange examples: Money Respect Talk Emails Phone calls Touch Non-verbal And . . .

Shift the Exchanges More organized . . . More unorganized . . . Tighter More unorganized . . . Looser How do you shift exchanges in your practice? www.hsdinstitute.org

CDE Model Conditions for Self-Organizing Container Difference Exchange What are the conditions? How could you shift them to change the pattern?

Facilitating Organization Change One: Connections What connections help us adapt? How can we build stronger connections?

Facilitating Organization Change Two: Emerging Goals What are our current goals? How do we know when those goals need to change?

Facilitating Organization Change Three: Uncertainty How do we cope with uncertainty? How can we cope better?

Facilitating Organization Change Four: Exploit differences What differences make a difference to us and our clients? How can we make the most of those differences?

Facilitating Organization Change Five: Find common ground What is our common ground? What do we share?

Facilitating Organization Change Define success as “fit” What does “fit” mean to our partners? How can we improve our fit?

Facilitating Organization Change Set conditions for self-organizing What conditions do we set for self-organizing? Can we do it better? Container Difference Exchange

Finding the Fix that Fits Introduction: The Fix that Fits October 3, 2007 Session 1: Self-Organizing November 28, 2007 Session 2: Fingerprints of Chaos Dec 19, 2007 Session 3: Adaptive Action January 9, 2008 Session 4: Mental Model Gymnastics February 20 Session 5. Seeing and Influencing March 5, 2008 Session 6: Shaping Possibilities April 16, 2008

Today we have . . . . Completed our discussion about the CDE Model for the conditions for self-organizing. Explored seven simple questions that help leaders cope with unpredictable change. Closed this webinar series and looked to the future.

Resources Websites Classes from HSD Institute Books www.hsdinstitute.org www.odnetwork.org/resources/HSD Classes from HSD Institute HSD Professional certification Leadership Peace HSD Group Books Coping with Chaos: Seven Simple Tools (Eoyang) Facilitating Organization Change (Olson & Eoyang) Voices from the Field (Eoyang, ed.) Webinar Series June to November 2008

HSD in Action means that you can See patterns as they emerge THANKS! HSD in Action means that you can See patterns as they emerge AND Find the fix that fits