Back in December I announced my intention to take a sabbatical from Facebook and see what would happen. There were a number of factors in that decision, and I’ll share what I learned and what I’m doing now.
I had a few reasons for wanting to take a break:
- Facebook was a huge time waster, and earlier last year I deleted the app from my phone (it and Messenger and Instagram track your life your life and serve you ads based on what you’ve been doing). As a result, I have spent a lot less time there, although I do spend a lot of time on twitter.
- Facebook in engaged in undermining democracy and articles I was reading in 2018 pointed to their intentional and unintentional aiding and abetting behaviour with respect to undermining elections and eroding democratic engagement. Here is a good Atlantic article on that.
- Facebook creates a deep gravity well for conversation. It tailors your news feed using algorithms to only serve you a very small slice of your friends’ activity. Much of what you see confirms what you know and it is designed to activate your brain in a way that causes you to share information and pass it on, deepening confirmation bias, and spreading rumours and lies.
- People communicate on Facebook in shallow and brief ways, meaning large and important conversations for local communities become pile ons, where people that have never made the effort to introduce themselves to others in real life nevertheless feel free to be mean spirited and even borderline libellous while hiding behind their virtual identities. This has major implications in a small community like mine, where big local issues result in people starting rumours, passing judgements and ostracizing and slandering others in a way they would never do if they had to write to the newspaper, or see these people at the General Store. Discussions of complex ideas have devolved into the equivalent of drive-by shootings, often deeply personal.
These were the reasons I took a break and these are the reasons I am not coming back in a meaningful way.
When I started blogging in 2001, the promise of the Web 2.0 was that it would usher in the era of the creator. Any one could now create work on line. Recording studios, radio stations, television and film productions, newspaper, and magazines and book publishing all used to be inaccessible for the common person or the beginner artist. Now anyone could use whatever form of medium they wanted to say what is important to them. Before social media, Web 2.0 was about content creation media. It took time and effort to do it, but you could build a life, connect with others, find community in far flung corners of the globe, and make a contribution.
When social media came about into widespread use, around 2007 in my case with Facebook, the blogging world almost completely disappeared. People whose blogs I followed moved into facebook where I followed them for a while until their well crafted posts were lost in the endless stream of mindless diarizing, half-baked opinions and, later, the endless copypasta of shared memes and viral content. I had a hard time finding my people, but I was enjoying wishing friends a happy birthday and connecting with people from school, 30 years ago.
Over the past ten or so years what has happened is that my time has disappeared into the suck hole of scrolling through useless content instead of producing some of my own. Yesterday, talking with my friend Julien Thomas, I remembered that somewhere I said that democracy depends on us being active participants and not consumers.
Social media has made us consumers of other people’s content. In the 2001-2007 era of blogging, someone would write a post and if it was meaningful to you, you would quote it with an annotation about why it mattered and what your take was on it. Conversation was more considered and content was savoured and appreciated and hardly ever simply passed on. We were all content creators, hyperlinked to other content creators. When commenting began, discussion started to remain in a limited number of places but it was all open in the public and available to anyone. Comment spam really killed open discussion on blogs and maintaining spam-free comments sections became time-consuming. (Luckily there are better tools now, which is why you need to wait for me to approve comments on my blog).
With the dawn of Facebook however, content creation became highly concentrated in only a relatively and proportionally small number of places. Most people on Facebook simply pass it on other people’s stuff, often without any credit or link back to the original creator, and discussion happens behind closed doors and isn’t archived or very easy to access.
These days we are consumers of other people’s content, and we generally pass on what we like and agree with, amplifying it’s impact without adding to it. A few people have complained that they miss me on facebook, that they miss my voice and the things I say. But what I notice is that they like those things mostly because they can pass them on, or because what I have to say validates their views. It makes me I wonder where THEIR voice is, why they haven’t been thinking about things and sharing original opinions. And I wonder half-heartedly why I never get stuff from in my news feed that challenges my biases and my ideas anymore.
I have recently created a sock puppet twitter account to engage with conservatives in Canada, including those who are nationalist, populist and extreme right-wing. I am curious and concerned about the rise of populism and nationalism in Canada and the global connections between far right leaders who are promoting anti-immigrant, anti-globalist politics and messages. Through my “fake” twitter account, I am meeting conservatives that are also opposed to these far right echo chambers, and I am having my own ideas challenged. I am getting into debates and conversations with people I vehemently disagree with. I am posing on twitter as a real person, but not as “Chris Corrigan.”
I’m not going to reveal the identity of that twitter account. It says something to me about the nature of the social media landscape that I feel deeply uncomfortable showing up as my own self in those conversations. Debating with Nazis is not a safe thing to do, especially when one is debating with people hiding behind anonymous identities. And so I show up as a real person but with a fake name. Interesting.
Social media has become a place where relationships have become commercialized transactions and where democratic engagement has devolved into a fact free festival of insulting the other and patting your friends and allies on the back while being served highly specific advertising messages from corporations and political influencers. All the while, someone other than you is getting rich every time you connect to a friend. While it is nice to “stay in touch” I have to say that most of what passes across my screens on facebook is of very little value to me.
I would encourage people to go back to, or start blogging, and I’d encourage you to do it in the spirit of 2001 blogging, not in the spirit of “blog as PR tool” that we see today: share things, speculate, use it as a platform for what I call “Open Source Learning.” Use it as a gift exchange, not as a digital business card. Embed links to other people and add to the gifts of knowledge you receive before passing them on. You can start with WordPress as a powerful, free and easy-to-get-started-with tool.
For me I’ll be using facebook in these ways going forward:
- I’ll be continuing to promote workshops and events there, and for limited times, participating in facebook groups where that is chosen by the group as a way of keeping in touch.
- I will occasionally scan my feed and if I see that you have a birthday, or have experienced a death in the family, and you are a person with whom I have a personal relationship, you may well get an email or a phone call from me.
- I will share blog posts on facebook, but encourage discussion to happen here on the blog, where the world can see it and anyone can participate.
I’ll be going off Instagram and What’s App entirely (both owned by Facebook) and continuing to use twitter (@chriscorrigan) as a place for spontaneous conversation and meeting new voices. You can find my photos on Flickr, which has recently become revitalized and awesome again. If you have a blog, let me know and I’ll add you to my RSS feed (I use Inoreader for that)
I’ve been enjoying reading Adam Nicolson’s book “Sea Room” about the Shiant Islands in the Hebrides. The history of the small group of islands that he owns obsesses him. He charts the archaeology and natural history of the islands, and the book is filled with the characters who are the real owners of the place – the crofters and shepherds that work the land as tenants witinn the strange Scottish systems of private land ownership.
Nicolson expresses some astonishment at the amount of activity that has taken place on the Shiants over history because they are considered so remote now. It doesn’t escape him that this might be by design
When I was on Iona last month I was also struck by how somewhere so remote was at one time the focus of a mass pilgrimage. In the 15th century thousands of people travelled every year to visit the relics held at the Abbey there.
When you look at a map of the Hebrides, you can see that these islands are beyond the ends of the world, connected as it is these days by roads. To get to Iona from Glasgow involves two ferries and when you’re finally there, you’re much closer to Ireland than to Glasgow. But Ireland is away across the sea. You can’t get there from here.
Yet, it wasn’t always that way. When the traditional cultures and communities of the Hebrides were strong, families rowed and sailed through the islands for work and trade and spiritual reasons. For a culture based on the sea, places like Iona are at the very centre of the world. The abbey at Iona was as important and accessible to worshippers as St. Paul’s in London, or The Vatican.
During the period of most recent colonization, since the late 1700s, Hebridean culture ended up on the margins of the world. Travellers like Samual Johnson visited and wrote patronizing books about the lives of the people huddled together in large communal blackhouses, shared with their animals, surviving on meagre soils, livestock and fish. The colonizers paint a picture of Hebridean communities that need saving.
This same strategy – of decentering a culture and a world – happened on the west coast of Canada too. Place like Bella Bella, Kitkatla and Wuikinuxv all which are considered remote now. They are inaccessible by car, and can only be reached by water or air. But the Heitlsuk, Tsimshian and Wuikinuxv peoples are canoeing cultures. Traversing the waters of the central coast was never a big deal. Bella Bella sits right in the middle of the BC Coast, a place of strategic importance between many different cultures. Until Europeans showed up and began building roads and cities elsewhere, these communities were the heart of the 9000 year history of human occupation on the coast. Almost overnight they went from places of immense importance to places of massive inconvenience. People were moved, villages relocated, children stolen and housed in residential schools so that the colonial governments could “care for” their wards.
The result of course has been a massive seismic upturning of culture and power. That is being resisted today with increasing vigour, and on the central coast in particular, it is becoming obvious that the indigenous governments are the ones best equipped to manage resources, develop economies and protect marine and territorial ecosystems. This ultimately benefits everyone who lives in these territories, both indigenous and non-indigenous.
The decentering of entire cultures is a core tactic of colonization. People that never needed help are suddenly cast as poor, disconnected and in need of aid for their very survival. What is needed instead is a recentering of the world on their communities and ways of life. Governance, ownership and leadership should lie with the people who best understand the land and seas. When that happens, the results are better for everyone. This is what reconciliation can be.
I think that doing strategic work with organizations and communities is really about learning. If a group is trying to confront newness and changes in its environment and needs to come up with new strategies to address those changes, then it needs to learn.
I love the term “desire lines.” Most of my initial work with organizations tries to get at the desire lines in the organization; the patterns embedded in the culture that help or hinder change and resilience. Naming and making visible these entrained desire lines (including the ones that that group takes into the darkness of conflict and unresourcefulness) is a helpful exercise in beginning to first reflect and then disrupt and develop capacity. When a group can see their patterns, and see which are helpful and which are not, they can make the choice to develop new ones or strengthen the stuff that works.
When problems are complex, then the people in the group need to focus on learning strategies in order to discover and try new things, rather than adopt a best practice from elsewhere. It is, as Steve Wheeler says in this video, the difference between designed environments and personal choice:
“Students will always find their own unique pathways for learning. They will always choose their own personal tools and technologies. Our job is not to try and create pathways for them, but to help them create the pathways for themselves and the scaffold and support them as they go through those pathways.”
Hosting groups is always about learning – in fact one core question of the Art of Hosting community is “what if learning was the form of leadership required now?” To support learning, help groups find the desire lines for learning and good strategic work to address change that is owned by the group will follow. That is how learning builds capacity and capacity builds sustainability.
For a long time I have known that the idea that culture change can be managed is a myth. A culture is emergent and is the result of millions of interactions, behaviours, artifacts and stories that people build up over time. It is unpredictable and results in surprise. The idea that a “culture change initiative” can be rolled out from the top of an organization is not only a myth, it’s a hidden form of colonization. And worse, the idea that people need to be changed in the way the boss determines if we are to become the kind of place that we all aspire too is cruel and violent.
So what to do when an organization says that its culture needs change? Until I had stumbled over David Snowden’s work, I had few practical tools, principles and practices for doing this work. Since working with the theory that Dave has assembled and translating it into praxis, I have come up with a number o
Here are a few key notes for working with people who ask me to help them with that.
Principles
- Culture is an emergent set of patterns that are formed from the interactions between people. These patterns cannot be reverse engineered. Once they exist you need to change the interactions between people if you want to change the patterns.
- Culture includes stories but it is not a story. This is important because simply changing the story of the organization will not change the culture. Instead you need to create ways for people to interact differently and see what comes of it.
- Cultural evolution is not predictable and cannot be led to a pre-determined character. You can aspire all you want to a particular future culture but it is impossible to script or predict that evolution.
Practices
- Start by getting clear about the actual work. In my experience people use the term “culture change” as a proxy for the real work that needs to be done: improving employee relations, becoming more risk tolerant, shifting leadership styles…whatever it is, it’s best to start with getting clear what is ACTUALLY going on before assuming that the problem is the “culture.”
- Look at what actually is. Studying the way things are is important, because that helps you to identify what you are actually doing. It seems simple, but it’s important to do it in a way that doesn’t bring a pre-existing framework to the work. You have to look at the patterns from the work that you already do, not from how it illuminates a pre-existing model.
- Work with emergence to understand patterns together. Using tools such as anecdote circles, organizations can discover the patterns that are present in the current environment. Anecdote circles generate small data fragements that describe actual actions and activities. Taken together and worked through, patterns become clear, like the process of generating a Sierpinsky triangle. Out of large data sets, hidden patterns appear.
- Identify those patterns and discuss ways to address them with safe to fail experiments. Run a session to create several ideas that are coherent with the patterns, design multiple small experiments to try to shift the patterns. Institute rigorous monitoring and learning and allow for experiments to fail.
- Support new ideas with appropriate resources. If you really want to change the interactions between people you need to resource these changes with time, money and attention. The enemy of focused innovation is time. Even allowing employees to work on something a half day a week could be enough to create and implement new things. Butif they have to do it on top of the full workload they have, nothing will get done.
- Learn as you go. Developmental evaluation is they way to go with new forms of emergent practice. To be strategic about how change is happening, it’s important to design and build in evaluation at the outset.
These are just notes and practices, but are becoming standard operating procedures in my world when working with groups and organizations who are trying to address that elusive idea of “culture change.”
As Bronagh Gallagher and I have been musing about our offering on complexity, facilitation and social justice, we have been discussing the shift in activism from ideology to evolutionary. Ideological movements try to coalesce activities and people along a line towards a fixed end state. Evolutionary movements start with intentions, principles and move outward in multiple directions along vectors. They adjust and learn as they go, and they both respond to and change their context.
This nice post from Network Centered Advocacy capgtues what I’m talking about by first looking at how a lacrosse player’s artistry evolves in changing contexts and then concludes with these important paragraphs:
Being labeled a “movement” is a reflection of evolutionary status. One person or organization does not qualify as a movement, yet there is no set size of a movement. Movements are messy, complex and organic. The movement label is shorthand, an inclusive term of many independent leaders and supporters, their support structures, all that they can tap into, as well as their capacity to disagree as often as they align on work.
Movements are a reflection of self-directed, adaptive, resilient, self-sacrificing, supported and persistent initiatives to work on complex problems. There are no movement structures, but instead a movement is a mass migration of people, organizations, businesses and communities unified in common story, driving to shift culture, policy, behavior and norms. Successful movements build and transform the landscape as they progress providing a base for further progress. A quick scan of the first few pages of google news for” movements” produces a snapshot of the current movements that come to mind, including the movement against fracking, the climate change movement, the tea party movement, Occupy, #blacklivesmatter, the anti-austerity movement, the dump-Trump movement, the maker-movement, the LGBTQ movement–the list goes on.
A key evolution point in a movement’s trajectory is the transition away from any single point of failure, to be loosely structured and resilient enough to absorb setbacks. The agility and adaptive characteristics of movements are fueled not only by personal stakes, individualism, driven leadership, passion and local control, but also by unpredictable solidarity and a distributed organizing approach that resists centralization. The difference between an organization, coalition, centralized campaign and a genuine movement is the way each fuels smart local initiatives and the ways leaders align power.
Building a movement is actually more aptly perceived as unleashing a movement, creating new spaces that help the movement surge in wider, expansive and still supportive directions. As a movement gains organizing momentum, strategies shift to broadly unfold and push a wide set of actions that draw opposition thin rather than clustering and making defense easy. This distributed layout requires a shift in thinking and strategy.
The key thing to notice here is that culture is changed by evolving movements, not linear programs. Movements are not led TOWARDS a goal, but rather emanate from a set of connected and coherent stories, actions and intentions, and self-correct, fail and adapt as they go. This is true whether the venue of action is organizational or societal. Cultures are complex and require complexity to change them. Diving more into the examples given in the quote will give you more insight into how these movements have become a part of, and transformative agents within, the cultures they are aiming to change.