Appreciating Systems

Appreciating Systems for Genuine Efficiency
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Dark Matter, Dark Energy & #Contructivism (#stwg #systemsthinking)

Someone sent this link in another social network: Dark Matter, Dark Energy And The Shadow Universe.

According to recent research, it seems that 95% of the universe accounts for something which we can’t sense, yet know (for, as constructivism tells us, the nervous system is a closed system and we can only build knowledge from what we experience through our senses).

What gives hope for the future, yet, is that we inferred the existence of that Dark side of the universe through its consequences in the reality-out-there-we’re-able-to-sense.

How does it relates to constructivism? Well, all of our knowledge is initially rooted in what we once felt through our senses as primitive humans. That means that what we can’t sense, we can’t know about. Yet, some systemic trick inside our mind is at play here, meaning that there’s a reverse to the medal: what we don’t know about, we most often can’t sense. Thomas the Apostle might complain here, but if he was to only believe in what he saw, the facts are that we only see what we believe in first. Moreover, this has been proven biologically by great researchers such as Humberto Maturana at least that studied some nervous systems: the external stimuli to nervous systems are really not up to par with the electrical activity constantly going on internally – it only barely account for changes in the nervous system.

The reason for our brain discounting what he doesn’t know from the sense is probably because it’s a way to filter the vast amount of information that comes constantly from the senses to the brain. Some abstractions and simplifications are done that allow it to more quickly react to potential dangers.

And yet, we, as humans, are sometimes capable of “discovering” new facts for which we didn’t know about. Of this, we must thank our time-binding capability, as Alfred Korzybski taught us (that mean we don’t start from scratch at each generation, but we build our knowledge on top of that of the preceding generations). And thanks to our high-level cortex, we’re able to make some mental analysis and infer things for which we might not have any sensory experience before. Indeed, that what some great thinkers do all the time, as for instance Einstein when he “discovered” the Theory of Relativity.

So, what’s the point of this article? Well, it depends on you, dear reader :)

On some basic account, it’s a tremendous message for the future to come about possible new discoveries regarding the Universe.

On some more pragmatic level, the next time you don’t understand your manager, your employee or any of these humans you encounters all day long, rather than discounting them as idiots:

  • ask yourself what dark side of them you might not be knowing?
  • ask yourself what side of you is a dark side from their point of view?
  • finally, ask them about what might be the reasons for their acting as they do that you don’t know about which explains the behaviors you witnessed. Because chances you assigned  meaning to those behaviors that are different from their intent or that you didn’t saw other part of their behaviors that would have explained everything, should you have known before.

Have a nice week-end!

 

Serve. Aspire. Transcend. @JonathanFields

January 13th, 2012 Posted in Change, GTD, Personal Development Tags: , , , ,

I read few reviews of people on blogs or Internet at large. I can barely, if at all, identify with those. Indeed, that’s not what they’re for anyway (why the hell are they published at all is something I still wonder…)

But the 2011 annual review by Jonathan Fields is of a different, mind-blowing, kind.

Although giving personal insight views of how he managed his life and businesses (yes, plural!) last year, it’s also full of suggestions and comments that give you a thrill. Because you know you can be part of that too.

Just the title of his review is thrusting: Serve. Aspire. Transcend.

Isn’t this in itself a summary of all positive psychology, strength-based, psychotherapy, life coaching books you had seen in the past few years?

Serve others, Aspire to more and Transcend yourself...

To best serve yourself, serve others first.

Give first to be given.

And aim at excellence. Not just big.

Wouldn’t it make for a powerful driving force if adopted as an organizational vision?

Would you like your company to just beat its competitors or Transcend and Inspire its market?

I know what I’d choose.

That too works on a personal level. Do review your personal vision (from a 50,000 feet perspective as advocated by GTD). It should be a vision, but is it a BHAG (Big Hairy and Audacious Goal)? If not, think bigger. And Bigger. And BIGGER. Until you get to that “woah” moment: there you are: aim for this!

 

Reblog: The change sparsity principle in #solutionfocus organizational change (also #Lean)

Here’s another excellent blog article from Coert Visser about Solution FocusDoing What Works: Forward in Solution-Focused Change: The change sparsity principle in solution-focused organizational change.

It reminds us that “continuous improvement” really must be “continuous”. Small steps, and not always big bang kaizen or kaikaku workshops!

Also, Lean already knows that: a work standard is the best way to do a job at a certain time. It’s deemed to be changed and improved as soon as someone finds a new better way (a solution!) to do it. When that’s been found, the standard is updated.

How could have we made Lean and Kaizen threatening for people (despite advocating a “respect for people”)?!

This question is deficit-based because I try to dig a problem. A better question would probably be “when had we experienced non-threatening change that was welcomed by people?

I think my experience of Lean until now may have been too fast with respect to these I was supposed to coach. Of course, I had to deal with management eager to see results. But isn’t it a situation where “to move slowly is to advance faster”?

I need to try this!

(I’m whining here, but I need to admit that I’ve already tried a coaching stance of not pushing forward, like the one in Motivational Interviewing (see my SFMI Lean series) and had quite some success).

I know from a long time that I’m the one that need to change with respect to Lean coaching. Boy is this difficult sometimes! :-)

 

#mindmap: Margareth Weathley 10 Principles for Creating Healthy Communities on @biggerplate

I just uploaded a mindmap I had in stock about these 10 principles. Very useful to any kind of organization, including for-profit (but you must not run when you hear forgiveness, generosity and love in that kind of context!).

The map’s available here and the source material was this article.

What Steve Jobs can teach us in order to really appreciate systems?

Here is a very nice article from The Personal Excellence Blog. I will just recall the 11 points made over there:

  1. Life is what you make it out to be
  2. Dream big – very big
  3. The greatest things started somewhere
  4. Certifications don’t matter
  5. Live every day like it is your last
  6. Stop listening to what others say
  7. Do not underestimate the impact you can have on the world
  8. Failure only happens when you deem it to be so
  9. Do what you love
  10. Have faith – Never lose hope
  11. Outdo yourself – Over, and over again

Isn’t this a near perfect mix of Appreciative Inquiry and Solution Focus?

I’ve read elsewhere that you need to always think big because lower and mid-levels are already crowded. There’s still room available at the most higher levels: it might be easier to play big than to make room for yourself in mediocrity.

Let me rewrite the list by adding the powerful concepts at play underneath:

  1. Life is what you make it out to be – constructivism, appreciative inquiry
  2. Dream big – very big – constructivismappreciative inquiry
  3. The greatest things started somewhere – solution focus (smallest next action)
  4. Certifications don’t matter – strengths
  5. Live every day like it is your last – Buddha also said: and learn as if you would never die
  6. Stop listening to what others say – be active in constructivism, don’t let others construct you!
  7. Do not underestimate the impact you can have on the world – constructivism again: your questions are fateful, appreciative inquiry as well
  8. Failure only happens when you deem it to be so – constructivism!
  9. Do what you love – what else? Solution focus also
  10. Have faith – Never lose hope – constructivism though indirectly: when you want something strong enough, the universe will conspire to make it happen (recalled from memory, Paulo Coelho)
  11. Outdo yourself – Over, and over again – constructivism as well: think big and it’ll happen to you because you’ll construct the world accordingly.

Thanks Celes for writing this excellent article!

 

#SystemsThinking and the Four Agreements of Miguel Ruiz

Here’s an edited repost of a comment I made on LinkedIn Systems Thinking World discussion  forum:

I see a contradiction that needs to be resolved for organizations to be improved. By accepting that 95% of problems come from the system (Deming), it may feel like people are make non-accountable for what occurs. Yet, the people make the system as much as the system makes the people.

So it should be that every people should make their maximum to change the system by changing themselves first (what’s in their span/locus of control).

Which reminds me the Four Agreements of Miguel Ruiz (http://en.wikipedia.org/wiki/Miguel_%C3%81ngel_Ruiz) :

  • Be Impeccable With Your Word.
  • Don’t Take Anything Personally.
  • Don’t Make Assumptions.
  • Always Do Your Best.

Which I could translate into raw/rough systems speak:

  • Be nice to the system (for it could fight/feed back)
  • It’s not you, it’s the system, stupid!
  • Update your mental models
  • (Do your share to) Improve the system

This also comforts me into feeling that systems thinking teaches compassion.

Comments anyone?

Positive #GROW #coaching model? (using #solutionfocus and #appreciativeinquiry)

“Whether you think you can or can’t, you’re right.” — Henri Ford

Reading some background information on the GROW coaching model, it appeared to me that it could easily be transformed into a positive change model.

GROW originally stands for:

It’s indeed a very simple and effective coaching model to be used. Yet, I feel that it can be enhanced by focusing more on the positive side and what works already for the coachee in order to bring more energy to fuel the change. Here are my thoughts on how to do it below. Read more »

Unautomate Your Money #zenhabits but also #Lean

September 20th, 2011 Posted in Lean, Personal Development Tags: ,

I appreciate this post on Zenhabits: Unautomate Your Money.

Special note to the first sentence:

“Every time we automate a process in our lives, we trade a piece of consciousness away for a piece of convenience.”

Of course, in Lean, we don’t automate, we autonomate, which means we add a human touch AND we don’t automate that which can be removed altogether in the first place.

We leverage process autonomy to make better use of brainpower.

 

The Untapped Power Of Smiling – Forbes

September 9th, 2011 Posted in Personal Development Tags: , , , ,

Incredible article! Broad and well documented: The Untapped Power Of Smiling – Forbes.

There’s systems thinking even where we don’t expect it. When you smile, chances are that you’ll make others smile as well, providing you that happy face in front of you that will enlight your day.

Not only is this deliberate social constructivism (meaning being constructed in interaction) of a happy encounter, it’s also (social) constructionism (meaning being constructed in building something).

Next time you go to the gemba, smile at the people you see!