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Pattern entrainment is one of our biggest problems

December 8, 2015 By Chris Corrigan Featured, Uncategorized 3 Comments

whirlpoolIn the last year of applying Cynefin theory to my practice I’v e made a few conclusions about things.  One of these is that what Dave Snowdon calls “pattern entrainment” is probably our achilles heel as a species.  Pattern entrainment is the idea that once our brains learn something, it is very difficult to break that knowledge.  And while we may be able to change our knowledge of facts fairly easily – such as admitting a mistake of a factual nature “you’re right, there is no 7:30 ferry after all!” – changing the way we make sense of facts is surprisingly hard.

It’s like water flowing into a whirlpool.  The water coming into to the whirlpool is entrained into the pattern, and finds it impossible to escape.

For example, with the recent spate of massacres around the world, the social sphere has been full of people seeking answers.  And the kind of answers people are seeking are firmly rooted in an entrained set of patterns of how we make sense of and solve many problems in the world: linear causality.

A belief that there is a clear set of steps that solves things like gun violence or war assumes a kind of order that isn’t there.  Dave Snowden points out that our ability as humans to see in retrospect how something came to be leads us to believe that if we just get the steps right going forward, then we can prevent future bad things from happening.  All we need to do is put the right things in order and follow the plan.

This act of “retrospective coherence” fools us into believing that we know what to do, and because decision makers in the complex space of social problems rely on retrospective coherence to understand how we got to where we are, this particular assumption – that problems have a linear causality – has infected discourse, policy making and politics.   In short, research and investigations show the chains of causes and effects.  Policy recommendations often advocate solving problems the same way we make sense of them.  And we can’t.

This is becoming quite dangerous now.  A tendency and romance of simple and well ordered solutions has resulted in Donald Trump getting away with identifying Muslims and Islam as the sole cause of terrorism.  This is an easy sell to people who have been made to feel afraid and convinced that all problems are solved with simple solutions.  It is true that you can solve all problems with a simple solution – just kill everyone – but this is not an option in a humane and sustainable society.  This is, however, the logical end point of a simplified, linear solution being brought to complex problems: it creates psychotic societies.

This is showing up everywhere. I am at the early stages of working with a client who is a service provider.  The funders of her programs are starting to want to to see evidence that her work (and their money) is ‘shifting the needle’ on the large scale social problems she is addressing.  Both the funder and the service providers are suffering at the moment from the idea that a well designed set of interventions will address the root causes of poverty and vulnerability in communities.  This is impossible of course as these are effects that are the emergent properties of, among other things, an economic systems that is designed to create inequality.  The service providers cannot change the system, and everyone is frustrated.

To really eliminate poverty, we need to change the economic system, because it is that of attractors and constraints that gives rise to the transactions and social relationships that create the emergence of poor communities and people.  What the service providers are doing well is effectively addressing the effects of an economic system founded on inequality, and while vulnerability may be increasing, in many local places, service providers are making a real difference in economic security for individuals and families.  It is only when we confuse this local act with systemic change that the problems appear.  We do good work, but in the big picture nothing changes.

For strategy, and especially for non-profits and service organizations trying to bring about a better world, this is an achilles heel.  If you and your funders both evaluate your work on the basis of macro indicators that are the result of a myriad of interacting causes at a myriad of scales, you will be shown to be ineffective.  And yet the myth persists that we can simply choose actions with limited resources, prioritize a set of steps and achieve “a poverty free community.”  The failure to reach this goal is dispiriting to all involved, and it doesn’t have to be.

Non-profits and funders need to address the pattern entrainment that creeps into policy making and program design.  We need to understand the proper role of a linear causality analysis and begin to take a more sophisticated, multi-pronged and complexity based approach to social problems.  Seeking single answers to complex problems reveals much about the pattern entrainment and confirmation biases of people.  It does very little to actually change these dynamics, and as a result, we can find ourselves stuck in a whirlpool, trying more and more things and getting further and further away from the world we’re wanting to create.

 

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Missing these sisters

December 6, 2015 By Chris Corrigan Being

Every year I am reminded that the work is never done.

  • Geneviève Bergeron (born 1968), civil engineering student
  • Hélène Colgan (born 1966), mechanical engineering student
  • Nathalie Croteau (born 1966), mechanical engineering student
  • Barbara Daigneault (born 1967), mechanical engineering student
  • Anne-Marie Edward (born 1968), chemical engineering student
  • Maud Haviernick (born 1960), materials engineering student
  • Maryse Laganière (born 1964), budget clerk in the École Polytechnique’s finance department
  • Maryse Leclair (born 1966), materials engineering student
  • Anne-Marie Lemay (born 1967), mechanical engineering student
  • Sonia Pelletier (born 1961), mechanical engineering student
  • Michèle Richard (born 1968), materials engineering student
  • Annie St-Arneault (born 1966), mechanical engineering student
  • Annie Turcotte (born 1969), materials engineering student
  • Barbara Klucznik-Widajewicz (born 1958), nursing student

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How to disrupt meetings

November 25, 2015 By Chris Corrigan Art of Hosting, Facilitation One Comment

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My friend Tim Merry found this gem, from a 1944 CIA manual on how to perfrom acts of simple sabotage.

With tongue in cheek, this would make an excellent set of guidelines to reflect on at the start of a meeting.  Engaging in any of these behaviours will immediately cause all of us to be suspicious of your motives and employer.

More seriously, I’m going to be teaching university students dialogue and hosting methods next week and will share this with them for sure.

 

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Limiting beliefs

November 4, 2015 By Chris Corrigan Complexity, Facilitation, Leadership, Practice One Comment

in most of our leadership training work and our strategic work with Harvest Moon, we devote at least a half day to working with limiting beleifs using a process developed by Byron Katie called simply The Work.

At its simplest, the work is a process of inquiring into limiting beliefs that are unhelpful in our work and lives.  Such beliefs often include judgements, ideologies and other beliefs that prevent us from really seeing the reality we are dealing with.   Some of these beliefs are so strong that we take them for granted – such as “Richard shouldn’t have punched Eric” which is an excellent example of an espoused belief that crumbles in the face of the reality that Eric was just punched by Richard.  As anyone with teenagers knows, just saying something “should” or “shouldn’t” happen is no guarantee that it will or won’t, and is an utter denial of what just did happen (or didn’t!).  Any statement that contains “should” is an argument with reality.

Every time we enter into complexity work with clients we confront limiting beliefs: this won’t work, we’ve already tried it, it’s impossible, the boss will kill it, we don’t know what to do, the answer has to be clear, and so on.  Limiting beliefs do a couple of things.  First they limit thinking by exerting a powerful constraint over the mind that, left unquestioned, makes us narrow our ability to scan of possibilities.  And second, they cognitively entrain our thinking with unhelful attractors, so that when the boss enters the room, so do all our thoughts about the boss’s resourcefulness and support.  Doing creative work with unquestioned beliefes in the way is near impossible.

The way to deal with this kind of thinking is, not surprisingly, informed by complexity practice.  So this means that it won’t work to ask a direct question about that belief.  Addressing situations head on is a good strategy for complicated problems but a poor strategy for complex ones.  And entrained brains will always game the system.  In practice this misapplication looks like adopting an affirmation or something like “I will be kinder towards my boss” that doesn’t shift thinking at all, and in fact can bury the resent and anger directed at the boss that will come out in some passive aggressive .form when you least expect it or least desire it.

instead we inquire into the the thought by looking at how a belief lines up with reality, and then looking at what happens when we are believing thoughts – how our body, emotions and behaviours are influenced when a belief is active in our mind.  From there we engage in a powerful set of exercises called “turnarounds” in which we investigate beliefs from different angles.  After that, we simply sit and let the mind settle.  there is no action plan.  We are not fixing problems, we are rewiring our cognition.  It’s a simple practice, but it works because we take an oblique approach to addressing the constraints, attractors and solidified identities that limit our ability to do good work in complex and uncertain environments.

It has been very cool developing this practice with my partner Caitlin Frost who is a master facilitator and teacher of this work.  As I have been exploring the world of complexity-based design, I have been seeing more and more how this process is a strong complexity-based approach to addressed constraints and cognitive entrainment in our thinking.  It’s a key piece of strategic capacity building.

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You’re not at good at failure as you think you are.

October 27, 2015 By Chris Corrigan Being, Complexity, Featured, Improv, Leadership, Practice 3 Comments

Somehow that statement is worth keeping nearby in my work.  For me and everyone I work with.

I spend a lot of time working with people who need or want to do something new.  And no level of new work – innovation, boundary breaking, next levelling or shifting – is possible without failure.  A lot of it. Much more often than not.

Today, working with 37 leaders from human social services and government in our Leadership 2020 program, Caitlin asked a question: “How many of you have bosses that say it’s okay to fail?  How many of you have said to your staff, it’s okay to fail?  How many of you have given permission to yourself to fail?”  No surprise.  No hands up.

There are many reasons for this, the least of which is that people equate failure in this system with the actual death of a human being.  When that is the thought you associate with failing, of course you will never put yourself in a position where failure is an option, let alone likely.  And yet, it’s impossible to create new things that work right out of the box.  You need to build testing and failing into strategy if you are to build new programs and services that are effective.

This is where understanding the scale at which you are working helps: hence probe, prototype, pilot, program, process…five incrementally more robust and more “fail-safe” (in terms of tolerance) approaches to innovating and creating something new.  But just having a process or a tool for innovating – whether it is Cynefin, design labs, social innovation, agile, whatever – is still not going to give you a resilient mindset in which failure is tolerable or possible.  And this is as true for leaders as it is for people working on the project teams that are supposed to be delivering new and better ways of caring for children and families.

In our programs and in our teaching, we double down on working with improvisational theatre and music techniques and especially The Work, which Caitlin teaches and leads.  That process is the primary tool we use with ourselves and others to work on the limiting beliefs, patterns, thoughts and cognitive entrainment that impedes our ability to embrace failure based approaches.  Without addressing patterns of thinking, it is just never safe to fail, and when a change leader is hidden behind that block, there is no way to truly enter into strategic, innovative practice.

How do you sharpen your failure practice?

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