{"id":264,"date":"2003-08-28T11:01:27","date_gmt":"2003-08-28T19:01:27","guid":{"rendered":"http:\/\/chriscorrigan.com\/blogs\/?p=264"},"modified":"2003-08-28T11:01:27","modified_gmt":"2003-08-28T19:01:27","slug":"106209368713871243","status":"publish","type":"post","link":"https:\/\/www.chriscorrigan.com\/parkinglot\/106209368713871243\/","title":{"rendered":"106209368713871243"},"content":{"rendered":"

From an email from the Plexus Institute<\/a>, comes this piece,<\/a> an interview with Birute Regine and Roger Lewin <\/a>on complexity in organizations:<\/p>\n

Complexity theorists argue that managers should allow creativity and efficiency to emerge naturally within organizations rather than imposing their own solutions on their employees. They can do this by setting some basic ground rules and then encouraging interactions or relationships among their employees so that solutions emerge from the bottom up. Managers can’t predict what the solutions will be. But just as a flock of birds can achieve more than a bird flying solo, it’s likely that the energy and enthusiasm that are unleashed when employees are working together will yield successful results.<\/div>\n

This is a fantastic article on the application of complexity theory to organization issues, and it jives really nicely with a practice of Open Space Technology. For example Regin says:<\/p>\n

Take the property of emergence, for instance. In computer models based on complexity theory, when autonomous agents interact and mutually affect one another, patterns will emerge–an intrinsic order just waiting to unfold. But it comes about in a nonlinear way, so the order can’t be predicted. When we translate computer models into human terms, the autonomous agents are people and the interactions among them are relationships. Complexity theory underscores the importance of relationships. How people relate to one another affects what emerges in the organization–the culture, the creativity, the productivity. <\/p>\n

So if you want a culture that is intrinsically creative, growing and learning, you have to look at the relational level: Can people be real with one another? Is there trust? Do people acknowledge each other and the good work they do? In organizations that have relationships as their bottom line, a culture of care and connection emerges–and it is palpable. In this context, people are more willing to change and are more adaptable because they feel they’re not alone and that together they can manage most anything. <\/p><\/div>\n

The piece contains good advice on working with a relational, complexity-based model both for consultants (facilitate conversations and invite people to establish real connections with each other) and leaders (“give up the illusion of control and concentrate instead on setting a larger vision for their organizations so that the creativity of their people can emerge.”)<\/p>\n

I’ll post the entire article at the Deeper Open Space wiki <\/a>as well for more conversation, should you wish to join me there.<\/p>\n","protected":false},"excerpt":{"rendered":"

From an email from the Plexus Institute, comes this piece, an interview with Birute Regine and Roger Lewin on complexity in organizations: Complexity theorists argue that managers should allow creativity and efficiency to emerge naturally within organizations rather than imposing their own solutions on their employees. They can do this by setting some basic ground rules and then encouraging interactions or relationships among their employees so that solutions emerge from the bottom up. Managers can’t predict what the solutions will be. But just as a flock of birds can achieve more than a bird flying solo, it’s likely that the …<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false},"categories":[1],"tags":[],"class_list":["post-264","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_shortlink":"https:\/\/wp.me\/piBp1-4g","jetpack-related-posts":[],"jetpack_sharing_enabled":true,"jetpack_likes_enabled":true,"_links":{"self":[{"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/posts\/264","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/comments?post=264"}],"version-history":[{"count":0,"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/posts\/264\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/media?parent=264"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/categories?post=264"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.chriscorrigan.com\/parkinglot\/wp-json\/wp\/v2\/tags?post=264"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}