stargeek
YOUR LAWYOUR
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 Each year the Edge Foundation asks a big question, and a lot of people try to answer it. This year, in response to Newton's Laws, Murphy's Law, and Burke's Law, the question is "What is Your Law?" Here is a link to the introduction and the first of seven pages of answers. Here are my fifteen favourites: Henry Warwick: Art takes you out of town, and gives you a destination. Science builds the bus that takes you there. Art tells the jokes that science insists on explaining. Leonard Susskind: Don't ask what people think, ask what they do. It's easy to have an opinion, but people vote with their feet. If someone's actually working on something, that's more important than a lot of people who just think it's a good idea. Jon Postel: Be liberal in what you accept and conservative in what you send. [This is consistent with my rule of blogging: Read much more than you write.] Dave Winer: Large companies always try to make technology complicated to reduce competition. Izumi Aizu: Using is believing. People deny the potential of things simply because they've never tried to use them. If everyone in business had tried blogging, blogs would be ubiquitous. What changes the world is communication, not information. Communication results in action, but information just piles up. Daniel Dennett's Law of Needy Readers: On any important topic, we tend to have a rough idea of what we believe to be true, and when an author writes the words we want to read, we tend to fall for it, no matter how shoddy the arguments. George Lakoff: Frames trump facts. All of our concepts are organized into conceptual structures called "frames" (which may include images and metaphors) and all words are defined relative to those frames. Conventional frames are pretty much fixed in the neural structures of our brains. In order for a fact to be comprehended, it must fit the relevant frames. If the facts contradict the frames, the frames, being fixed in the brain, will be kept and the facts ignored. [This, in my view, explains the magic of stories -- stories are fluid, malleable, and fit into a myriad of different frames.] Stephen J. Gould (as interpreted by Scott Sampson): If one could rewind the tape of life and let events play out again, the results would almost certainly differ dramatically. Had the major extinction of the dinosaurs occurred earlier or later, for example, or had dinosaurs never evolved, subsequent biotas would have been wholly different, and we almost certainly wouldn't be here to contemplate nature and meaning. Marshall McLuhan: Learning creates ignorance. The medium is the message. Information is always trying to be free. Alan Alda: All laws are local. A law does not know how local it is. When you're operating within the frame of a law, you can't know where the edges of the frame are—where dragons begin showing up. Example One: I've just been interviewing astronomers about dark matter and dark energy in the universe. These two things make up something like 96% of the universe. The part of the universe we can see or in some way observe is only about 4%. That leaves a lot of universe that needs to be rethought. And some people speculate that dark energy may be leaking in from a whole other universe; an even bigger change of frame, if that turns out to be the case. Example Two: It's now known that vast stretches of DNA once thought to be Junk DNA because they don't code for proteins actually regulate or even silence conventional genes. The conventional genes— what we used to think were responsible for everything we knew about heritability— account for only 2% of our DNA. Apparently, it's not yet known how much of the other 98% is active, but I think the frame has just shifted here. Welcome to Lawville; you are now leaving Lawville. Malcolm Gladwell (Law of Learned Helplessness): The things we have learned to fear are much less likely to occur than we fear they are (like being a victim of terrorists). We are dangerously ignorant of the things that are much more likely to occur, the things we should fear, and be doing something about (like global warming). Esther Dyson's Law of Optimal Information Disclosure: Do ask. Don't lie. Alan Mulally: (cited by Karl Sabbagh) The biggest problem with communication is the illusion that it has occurred. Irene Pepperberg: Any behavior exhibited by young children that is taken as evidence of the early emergence of intelligence will, when subsequently exhibited by nonhumans, be interpreted by many humans as a set of simple stimulus-response associations lacking cognitive processing. Roger Schank: Because people understand by finding in their memories the closest possible match to what they are hearing and use that match as the basis of comprehension, any new idea will be treated as a variant of something the listener has already thought of or heard. Agreement with a new idea means a listener has already had a similar thought and well appreciates that the speaker has recognized his idea. Disagreement means the opposite. Really new ideas are incomprehensible. The good news is that for some people, failure to comprehend is the beginning of understanding. For most, of course, it is the beginning of dismissal. Here's a stab at a couple of mine: Pollard's Law of Knowledge: Trust your instincts. Instinctive knowledge is both more reliable and more rooted in reality than either moral knowledge (what is 'right') or rational knowledge (what is 'reasonable'). Pollard's Laws of Change: (1) Technology (the application of innovation) changes quickly, because it responds to what is possible, whereas culture (belief and behaviour) changes slowly, because it responds only to what is needed. (2) Self-organized communities are dynamic and change spontaneously, peer-to-peer, by consensus, whereas hierarchical organizations are intransigent and change reluctantly, and only when forced by disruptive innovation. (3) Therefore, if you want to change the world, either (a) use technology to end-run cultural resistance, or (b) drive the change through self-organized communities, and undermine the hierarchies. So what is your law? |
 If
you're a regular reader of this blog, you probably know that I'm
opposed to unregulated 'free' trade, very worried about the
extraterritoriality of the WTO, NAFTA, Davos and other corporatist
captives, strongly opposed to domestic corporations 'offshoring' jobs,
using influence with the Bush regime and other right-wing governments
to circumvent social and environmental laws and responsibilities, and
a
great believer in taking the pledge to buy local, and in community
self-sufficiency.At the same time, I'm a strong supporter of the UN and other multi-lateral NGOs, and I believe that we each have a responsibility for the well-being of all the people and creatures of this world. Some readers have said this view is inconsistent, and I wasn't quite sure how to respond to such charges. Fortunately, Peter Singer, in his recent book on global ethics, I'll have more to say next week about Bush's fraudulent and despicable Earth Day media blitz, and the major media's shameless lack of critical evaluation of the utter nonsense that his propaganda machine has been churning out this week on the environment -- newspeak of Orwellian proportions. The first part of Singer's book deals with environmental responsibility, and his prescription for increasing it -- immediate ratification of Kyoto by the US and other holdout countries, and introduction of an emissions trading mechanism to make the realization of Kyoto feasible (subject to the need for some oversight on the disposition of the proceeds of such trading when it involves autocratic governments). The second part of the book deals with the global economy, and Singer adroitly tears apart the Economist's (and other neocons') naive assertion that economic globalization somehow benefits both rich and poor countries. He then goes on to prescribe a substantial reform of the WTO and the GATT, which could actually lead to more equitable distribution of wealth and more efficient production of economic goods, while safeguarding human rights, labour and the environment. Unfortunately, the multi-national corporations and corporatists who hold sway in the WTO would never tolerate Singer's prescription, since it would entirely divert the benefits of economic globalization from their pockets to those of the world's poor. The third part of the book deals with international law, and Singer lashes out at Bush for his unconscionable refusal to ratify the International Court of Justice, and for the UN's continued hesitancy to accept a duty (not a right) to intervene in situations of genocide and other humanitarian crises, even within a single nation. Singer is sanguine about the limitations and dangers of 'global government', but supports strengthening the UN to enable it to act as a 'protector of last resort', and including in its mandate the responsibility to supervise elections in all member nations. The fourth and final part goes back to ethical principles and proposes that countries must, in this world where national boundaries no longer have any logistic meaning, set aside national interest and embrace, once and for all, global interest, impartially. That does not mean cultural homogenization, but imposes a responsibility for the reduction of inequality, both of economic resources and personal rights and freedoms. Always the pragmatist, Singer concludes by worrying out loud about how the responsibility for a global ethic could be managed: It
is widely believed that a world government would be, at best, an
unchecked bureaucratic behemoth that would make the bureaucracy of the
EU look lean and efficient. At worst, it would become a global
tyranny,
unchecked and unchallengeable. These thoughts have to be taken
seriously. How to prevent global bodies becoming either dangerous
tyrannies or self-aggrandizing bureaucracies, and instead make them
effective and responsive to the people whose lives they affect? It is
a
challenge that should not be beyond the best minds in the fields of
political science and public administration.
I'd like to believe that this was possible, because if it isn't, we're in serious trouble. We cannot expect national governments to set aside parochial interests, especially when this entails accepting a responsibility that would, for the richer nations, inevitably lead to a drastic redistribution of wealth to poorer nations and hence a sudden and sharp reduction in, at least, economic living standards (if not necessarily well-being). But as John Ralston Saul has so eloquently argued, larger organizations and institutions, whether public or private, are almost always, and inherently, less efficient, less agile, more resistant to change, more hierarchic, and less transparent than smaller organizations. So the challenge is to achieve the best of both worlds, having organizations of global scope and authority and responsibility, but broken up into sufficiently small, autonomous and dynamic units that they are sensitive, resilient, responsible and responsive to the people and communities they serve. We can only hope that "the best minds in the fields of political science and public administration", wherever they are, are up to the task. |
 In last week's post on
Assembling
the Team for Natural Enterprise* I promised that I would present
an Elevator
Pitch
for such enterprises. Although this post is too long to deliver in an
elevator ride, it does explain what Natural Enterprise is and why you
might want to set one up or join one.What is Natural Enterprise? A form of self-organized, self-managed, community-based business partnership in which two or more people agree to make a living together as collaborators and peers, to strive to attain what each member needs to achieve for his or her personal well-being, to accept substantial responsibility for each other, and to respect and help the community or communities in which the enterprise operates. It is 'natural' because this form of socio-economic activity occurs ubiquitously in hunter-gatherer cultures and in non-human animal cultures. Why is it different?
What's the catch? Natural Enterprise could be to the modern economy what the Internet has become to modern politics and society -- an anti-hierarchal mechanism that democratizes and liberates economic power and opportunity the same way the Internet has democratized and liberated social and political power and opportunity. Both innovations fundamentally threaten established power, authority, 'wisdom' and control, by undermining them and rendering their hierarchies vulnerable and potentially obsolete. Large corporate oligopolies will recognize Natural Enterprises as threats to their power and profitability, and, much as they have responded to labour unions, will attempt to ignore, circumvent, weaken or crush them. For at least a generation, pionering Natural Enterprises, much like the fledgling Internet of the 1980s, will have to be content to play a minor role. Charles Handy envisions this as being like the relationship of the flea to the elephant -- Natural Enterprise will contract mainly with large corporations as suppliers, and will be to some extent dependent on these large corporations' largesse and their increased proclivity for outsourcing, along with the Natural Enterprises' own innovativeness and agility. As Handy says, such uneven contracts will at least be an improvement on the wage-slave employer-employee contracts they supersede. And eventually Natural Enterprises will become so numerous, and specialized and adept in so many industries and aspects of business, that they will start networking and contracting and associating with each other, using the power of the Internet. And much as specialty stores undermined and largely replaced the large, cumbersome, general-purpose department store, Natural Enterprises could ultimately eliminate the need for and replace large, cumbersome corporations. Just as the Internet created a socio-political and information 'World of Ends', where central control and authority are not needed and all value is created at the 'ends', so, too could Natural Enterprise create an economic 'World of Ends' where corporatism, oligopoly and massive size are not needed in economic entities and where all value is created at the 'ends' -- face to face with customers. It's a revolutionary and powerful and liberating idea, but it will take time, patience and energy to bring it about. How do I set one up? The Handbook is now being written. The framework is illustrated above. You can learn more about them here.  * What's In a Name? I have used the terms New Collaborative Enterprise, Existential Enterprise (Charles Handy's term), and New Tribal Ventures (Daniel Quinn's term) to describe such enterprises. The 'new' in these terms suggests there are 'old' collaborative enterprises, the term 'existential' has been voted off the island by readers of this blog as too highfalutin' and intimidating a term, and terms like 'tribal' conjure up images of war paint and noble savages. Autopoietic Enterprise (it means self-creating and self-managing) is accurate but unpronounceable and would probably be perceived as pretentious. Readers have suggested the terms 'Natural Enterprise' (Harold Jarche) and 'Organic Enterprise' (Don Dwiggins), which I like because they're simple and descriptive. I like Natural better because its opposite (unnatural) is exactly what the modern corporation is, while the term 'organic' is a bit ambiguous (it means 'related to organs', 'related to organisms', 'carbon-based', and 'instrumental', of which only the second definition is a propos). I' almost decided to keep 'Collaborative' in the term for two reasons: To stress that these enterprises entail more than one person working together (a sole proprietor, to me, does not an enterprise make, even if s/he is a powerful networker -- enterprises are about people making a living together), and because it would allow me to continue using the acronym NCE, which has gained some common parlance over the past year. But in the end, simpler is better, Natural Enterprise is inherently collaborative, and I was taught 'when in doubt, leave it out'. So Natural Enterprise it is -- thanks to Harold for the inspiration. |
 In order to test Edward Hall's hypothesis< /a> that population stress is the fundamental cause of human violence and war, I decided to see if there was a correlation between the state of civil unrest and the density and growth of human population in various countries around the world. Using data from the FAO, I computed the population per arable hectare of land for each country in the world with at least a quarter of a million people. Then, using data from the Population Reference Bureau, I mapped this to annual population growth rates (%) for these countries. Initially, I produced the scatter diagram shown below:  In this chart, about a third of the countries, those with annual growth rates under 0.5%, are excluded to keep it from being too busy. The overall global population per arable hectare (4.0) and overall global annual growth rate (0.8%) are shown by a large blue dot. The sustainable global population per arable hectare (1.0, per a variety of sources I have cited in earlier posts) and the sustainable overall global annual growth rate (0%) is shown by a large green dot. No country has achieved that sustainable level -- every country in the world has either positive growth rate or a density over 1 person per arable hectare. Sure enough, the countries furthest from the green ideal point are also, almost without exception, the most violent and war-torn countries. At the far extreme, you find Palestine and Kuwait, with Saudi Arabia, Israel, Egypt and most of the MidEast countries close by. In the upper central part of the chart you find most of the war-ravaged sub-Saharan African countries, led by the Congo, with its horrendous and incessant war, Sierre Leone, where militias amputate their enemies' limbs as a symbolic warning, and Rwanda & Burundi, site of the bloodiest massacre of the last half-century. Here, too, you'll find Colombia, where anti-drug spraying and civil war have killed thousands, destroyed the economy and poisoned 80% of the arable land. And you'll find Haiti, site of this week's coup, and several Central American states that have witnessed horrendous warfare in recent years. I then decided to multiply the two factors -- density and growth -- together to produce what I call the Population Stress Index (PSI). The calculations are shown graphically (I have tables if anyone wants them as well) on the map above: Purple for a PSI over 10 (extreme), Red for 4-10 (very high), Orange for 2-4 (high), Yellow for 0.5 to 2 (moderate), and White for less than 0.5 (low). If you were to correlate this index against the propensity for violence and war in the past few decades, I think you'd find a nearly perfect match. What's more interesting is that if you repeat the exercise using data from a century ago, you find the major belligerants of the world wars have the highest scores. By the middle part of the last century, China, Vietnam and Korea had exceptionally high scores. So what can be done to bring annual growth down to, and below, zero, to achieve globally a zero PSI, a situation that today exists nowhere on Earth? In his essay How to Influence Fertility, John R. Weeks, Director of the Population Center at San Diego State University suggests the following programs to reduce population growth, and ultimately reduce global human population to the sustainable level of one billion, no more than one person per arable hectare:
It's certainly a solution set worth striving for. I am, however, pessimistic that it's sufficient to overcome the enormous population momentum that I've written about on these pages. Nor do I have much confidence that, when we have an American regime that is hell-bent on banning abortion again, which deprives foreign aid and support to countries and agencies that practice family planning, and which funnels money to religious groups hostile to birth control, there will be enough political will or economic investment worldwide to bring these programs to fruition. You would think that, when evidence indicates that overpopulation is the key cause of environmental degradation, violence and war, and human suffering, there would be an unstoppable groundswell of support for programs to reduce our population back to sustainable levels. But that's the power of our culture: In the face of irrefutable proof of its folly, we continue to chant the mantra of Growth. Postscript: 3pm -- Just found this interesting site from Matthew White, who tabulated the death rate from war and atrocities during the period from 1975-2000, and conveniently mapped it like I did the PSI. His colour code is: bright red over 1% of the population (extreme), dark red 0.1-1% (high), maroon 0.01-0.1% (moderate), black under 0.01% (low):  Sure looks like a close correlation to PSI to me. I'll have to go back and plug in his data to my table to calculate the r2 correlation coefficient, but I'm willing to bet it's very high. |
|
All great ideas are
dangerous, wrote
Oscar Wilde. And someone else said that every great idea is initially
ridiculed as absurd or reviled as heresy. Philosopher Glenn Parton,
whose essay The Machine In Our Heads
I recommended
recently, has a new, great and dangerous idea. It builds somewhat
on the ideas in James W. Prescott's paper I wrote
about
earlier, that human violence stems from a combination of childhood
neglect and adolescent sexual repression. Glenn has given me the
honour
of allowing me to publish his essay on it first on this blog. Although
this may be hard to believe, Glenn's idea is more radical than
anything
I have ever written, perhaps even more radical than anything I have
ever dared think. It will probably trouble you, as it did me.
Please take the time to read this essay in its entirety -- it will requre an hour's investment. The first two sections are below, and the link at the bottom will take you to the whole essay. If it seems overly long, bear with it -- it has a lot of well-entrenched preconceptions about our culture to challenge before what he proposes will seem at all acceptable to most readers. And if it seems overly preoccupied with the sexual aspect of relationships, substitute the words 'love' and 'emotional' for 'sex' and 'sexual' respectively, and plug on. You may have some deep misgivings about what Glenn has to say, but if this article affects you as it did me, you will not be the same person when you finish reading it as when you began. Please let me know what you think. I'll add my own comments either in the comments thread below or in a follow-up article. I'm sure Glenn will be interested as well. LOVE POLITICS: A Case Against Monogamy by Glenn Parton  Introduction Let's shift the focus from the question, what is to be done? to the question, Why can't people see the obvious? If people could see what is self-evident to the rational mind, then appropriate action would soon follow. That Americans do not see the obvious truth is amply demonstrated by the popularity of George W. Bush. Outline of a strategy for human renewal: One: Americans cannot think deeply because the heart is closed. When the heart is closed, then Reason, the mind, becomes a calculator, an instrument, a machine that knows the price of everything and the value of nothing. It is hard-hearted people who are unknowingly supporting world-disaster. True knowledge, wisdom, must be informed by sympathy, feelings, and heart. Two: The American heart has turned to stone due to sexual repression, stretching back to our Puritan beginning. Everyone in this culture is, as a manner of upbringing, sexually wounded, resulting in fear, shame, guilt, and resentment. The wound festers; self-doubt and self-hatred prevent us from loving others. Generosity, the opening of the heart, begins with the ability to experience sex as a gift. If you cannot do this, then all your good deeds will be wrapped in resentment. The Christian concept of love, which desexualizes it (Agape instead of Eros), leaves the person sick and suffering at the core. Three: To open the heart so we can think deeply it is necessary to search and find our erotic nature, accept it, and freely express it. This is not something that can be done alone -- through Yoga, Tantra, for example -- but requires a new man/woman relationship. The old relationship -- namely, monogamy (whose first historical form was patriarchy, but which is now co-dependency or co-ownership) is unnecessarily restrictive, a bedrock value, an unquestioned premise, the ideological basis of State Monopoly Capitalism which is destroying this planet. In short, we will not think deeply unless we love, and we will not love unless we practice a free sexuality. Dare to love more than one person! It's a simple idea that's hard to do. Consult your daydreams! Beginning The integration of politics and sexuality is the best way to build a social movement for resolving the ecological crisis which is threatening to bring Life on this planet to a crash in probably one or two generations, perhaps sooner? Traditional politics, party-politics, and protest-politics, are necessary for postponing world disaster, for providing time and space for fundamental lifestyle changes, but is not sufficient to heal us from the ground up, according to the original-natural order of things. For this task we need to mobilize a different kind of energy, not negative energy, but positive energy, the energy of Eros. Sexual love is the prototype of all human happiness. If we let this joy, instead of conscience or duty or protest be the source of our community building, it would bring together and hold together aware people. Necessity alone, the advantages of work in common, even the primary work of saving the planet and ourselves, will not hold us together because the psychological damage in America is too great. Americans have a defensive ego-structure -- a system of self-deceptions, projections and prejudices that distort our perception of the world -- the cost of survival in this harsh and grossly unfair society. This makes us, “as we are”, incapable of forming enduring political communities for social transformation, which is precisely what we must do in order to avoid eco-catastrophe. We cannot get along well enough with one another for long enough to do the things that must be done. All our sincere and noble efforts self-destruct, but we can no longer afford to fail, for now the planet as a whole is in jeopardy. What will bring us and hold us together for world transformation? Erotic love is the last remaining force in the modern world capable of mobilizing, sustaining, and perfecting us for this long and difficult task. But not if the erotic life-force is damned by monogamy. A transforming political community of monogamous couples is impossible because monogamous love places itself first and everyone else second; it produces separation and tension between lovers and everyone else, couples and society. However, by refusing monogamy in favor of a highly discerning free love, there is a chance of knitting a community that will not easily unravel. The pairing process, as far as I can see, will remain the basis of the social structure, but we could all work more easily and much better in a network of loving relationships, pairing without exclusivity, opening lines of deep communication that are presently jammed by jealousy, competition, mistrust, fear and arrogance. The key is not to abolish one-to-one love, but to multiply it. There is already a manifest hostility between the sexes, which is going to get worse. Much of it is a result of a false morality that prohibits us from knowing one another. Each man is "allowed" to intimately know only one woman, and vice versa. How can we expect to find and work out answers to the critical problems we face, if a vital point of discovery, wisdom and sustainability -- love between men and women -- is so limited! The age of discovery and togetherness between the sexes has not yet begun, so let it begin now with a few individuals who defy the sacred cow of conventional morality -- namely, monogamy-- in favor of political love, which means loving the “highest” in oneself and others, making one's political destiny with a lover clear and binding, creating diverse relationships, loving communities, in which women draw out the best in men (infusing men's minds with love), and men draw out the best in women (inspiring them with intellectual theory and global political priorities). Real love is transcendence, beyond the mutual validation of empirical egos, toward a shared commitment or vow, not just between two people, but to a new commonwealth. The function of these erotic-political inter-relationships is to accelerate evolution, nature's effort to become aware of itself as a whole, before an eco-catastrophe resets it back to the stage of the cockroach. Why not affirm sexual love as a vehicle for progressive social change; it is presently misused for every moneymaking purpose imaginable -- with great success. That should tell us something. This retail culture would collapse if people tasted real happiness, instead of being locked in monogamous relationships that cannot satisfy the mass of humanity for a lifetime (even if a few simpletons stick to a single spouse), driving people elsewhere for satisfaction, finding everything but the real thing. When material circumstances are ripe, an idea, Learn to love more than one person, can be a decisive force in history. It depends on a handful of living examples that prove the reality of the concept, and then thousands and tens of thousands will spontaneously respond to it. Today, the information and organs of communication for world transformation are in place: it is the inner readiness for widening the domain of love that is lacking, as Lewis Mumford said. That is our challenge, for without a positive concentration on love, understood as the integration of sexual desire and political awareness, we will not be able to rescue the planet and its creatures from the growing forces of hate and violence. Did everyone who is dissatisfied with his or her love life make the wrong choice, or could there be something inherently wrong with monogamy? The American way is to always want to solve every problem with a new and improved technique, rather than consider a bold, new reorganization of life. The solution of the sexual problem, however, takes us to the core of human nature, and demands that we come to terms with the human role in the greater scheme of reality, our place in the cosmos. According to the German philosopher, Maik Hosang, the logos of love can save us: evolution occurs through qualitative leaps, from matter to life to human life. Love among the parts sets the stage for the emergence of higher reality. The gravitational order of the celestial bodies generated life, and the balance and harmony of living beings gave rise to humankind. A just and peaceful world-order is the next step forward, but we need to untie the knot of monogamy and let the whole of evolution flow through a new and free man/woman relationship, creating loving and lasting human communities, which will rationally regulate our relations with nature. Frederick Engels' book, The Origin Of The Family, Private Property And The State, argues that "group marriage" is characteristic of hunter-gatherers, whereas horticultural people prefer "pairing marriage." The later is more hedged around with restrictions, but is not based on any assumption of sexual exclusiveness for either partner. Pre-European America, according to Lewis Morgan on whose empirical research Engels based his theory, is the classic soil of the pairing family. The Iroquois, for example, simply dissolved relationships at will by going back home, and held festivals every year when tribes came together for the purpose of wider sexual enjoyment and cultural enrichment. According to Engels, “monogamous marriage”, the third historical stage of the man/woman relationship, results from the influence of private property (beginning with the domestication of animals). Its express purpose being to produce children of undisputed paternity (so women cannot be permitted to have sex with other men), which later come into their father's property as his natural heirs. Engels shows what a small part individual sex love played in the rise of monogamy. It has an economic origin. And along with permanent monogamy there soon appeared prostitution (for men) and adultery (for women), with no cure for either one. According to Engels, women brought about the transition from group marriage to pairing marriage, with its greater equality and joy, but men introduced strict monogamy -- though indeed only for women. In her introduction to Engels’ great book, Eleanor Leacock argues that it is crucial for women to understand that the monogamous family as an economic unit is basic to their subjugation, calling it, quoting Engels, “the world historical defeat of the female sex.” Monogamous marriage, characteristic of modern people, imposes too heavy a weight on human beings. It is not the natural form of human association that corresponds best to human nature; it was a wrong turn, a historical mistake, perhaps facilitated by natural selfishness, but the important point is that it is not irreversible. We need to recapture the freedom and happiness of pre-monogamous tribal love relationships. L. Morgan, after studying the American Indians, came to the conclusion in his book, Ancient Society, that the advanced forms of civilization “will be a repetition, but on a higher level of the principles of liberty, equality and fraternity which characterized the ancient gens.” Love Politics is the idea that sex, the oldest force in the world for building community, when linked throughout to emancipatory consciousness, is still the basis for building a political community that puts us on the path towards a good society. The way to make us strong enough, wide enough, and deep enough to carry out the required socio-economic changes is to make the entire process an erotic adventure. A group of monogamous couples is a boring place, dead spirit, because you cannot stifle the erotic basis of community and hope to keep it alive and well. Gatherings and meetings of any kind do not work. Politics is bleak in America; we have come down to the primal energy of Eros as the source for a genuine political revival. Only by allowing sexual energy to flow more openly, as in aboriginal societies, can aware people create and sustain enough human cohesiveness and solidarity to make a true beginning... Read the whole essay (includes the above extract; scroll to the third section of the essay, entitled "Family", to continue reading where the above extract leaves off). ©2004 Glenn Parton |
| Four
years ago I wrote a well-received paper entitled A Prescription for Business Innovation:
Creating
Technologies that Solve Basic Human Needs. I've updated it,
broken it into three manageable pieces, and present the third part
below. The first part, which reviewed the history of human innovation
and technology, is here,
the second part, which described the current environment for
innovation, is here. Six: Prescription for an Innovative Organization  The
first four years of the century have seen some serious setbacks in
business innovation. The corporatist-backed Bush administration has
introduced legislation to reduce corporate liability to consumers, and
has been extremely lax in enforcing social and environmental laws.
Organizations like the RIAA and Nike have showed that the courts will
allow large corporations great latitude to sue customers (including
infringing on their privacy rights) and to lie to customers in their
advertising (about sweatshop operations, offshoring etc.) Corporations
like Enron have abused public trust and destroyed thousands of
families' livelihoods and life savings. And massive defense and
security expenditures have siphoned off funds that might have been
invested in innovation, and have made corporations and lenders nervous
about any investment while governments and corporations are so
seriously overextended and exposed to interest rate fluctuations. The
result is a climate of great animosity between corporations and
customers, and unprecedented risk aversion.At the same time, recent surveys indicate a growing corporate awareness that "you cannot cut (or offshore) your way to greatness", that the limit to improving profitability by reducing costs and margins has now more or less been reached, and that innovation must again move to the forefront if corporations are to have any hope of sustaining that profitability. So corporations are looking for low-cost, effective ways to develop new products, new processes, new delivery channels and new technologies that will meet important human needs, provide real value to customers, and be affordable by those customers. This challenge occurs at a time when the distribution of wealth among customers is massively skewed, both within and between nations, towards a tiny elite, when many governments and most corporations and individuals are buried under a crushing debt load, and when the need for innovation to solve critical environmental, social and political problems has never been higher. Simply put, we are living in an age when we cannot afford innovation, and cannot afford to be without it. Perhaps the most critical innovation need therefore is for creative mechanisms to finance, price and pay for the costs of innovation itself. Funding, pricing, and cost management are now inseparable parts of the innovation process. The prescription I propose draws on a wide variety of innovation processes that have been advanced by thought leaders on the subject, especially during the 1990s when the appetite for investment in innovation peaked, including Peter Drucker's, Cap Gemini's, Credit Suisse's, Gary Hamel's, and others listed in the bibliography below. This prescription draws as well from several innovation processes that I am personally aware of from my years working with Ernst & Young and its clients, and some lessons from how nature, which has been innovating since long before we appeared on the planet, goes about it. This prescription has eighteen steps in eight stages illustrated in the chart above: Listen, Understand, Organize, Create, Experiment, Listen Again, Design, and Implement. The three stages shown in blue -- Understanding, Organizing and Implementing -- are analytical processes, well-suited to the left-brained deductive thinkers who predominate in most organizations. The three stages shown in green -- Creating, Experimenting, and Designing -- are creative processes, better suited to right-brained inductive thinkers who are relatively scarce in most organizations. The two Listening stages shown in red are communication processes, that need to involve customers and other stakeholders, and everyone in the organization involved in the innovation process. Assigning (or contracting) the right people for each stage in the process is essential to its effectiveness, and to its affordability. If it's done well, it can draw on the strengths of everyone inside and outside the organization who has a stake in a successful innovation effort. Here are the eighteen steps. They are in reasonably sequential order, but are somewhat recursive: For example, as part of creating alternative solutions (step 12) it may be necessary to go back and scan for some additional ideas (step 1). Who should do each step depends to some extent on the industry and size of your organization: Large organizations may benefit from having a dedicated Innovation Team responsible for this, while in a very small organization it may be a scheduled part-time task of the whole management team, drawing as well on the diverse backgrounds and ideas of an informal Advisory Board. Listen 1. Listen broadly for ideas: Appoint your Innovation Team and have them set up an 'environmental scan' that systematically looks for innovations and connections not only in your industry but also outside it, outside your country, outside of business entirely. Have the Team read about, learn about, and meet with people from the broadest possible spectrum of human enterprise and natural discovery. Subscribe to journals like Innovation, and the RSS feeds of periodicals and websites that report ideas and new technologies from a wide range of disciplines. Reward members of the Team for serendipitous readings and meetings, debrief with them promptly and regularly, filter, refine and inventory their ideas and learnings for consideration at the Understand, Create and Design stages of the innovation process. Inputs: readings, newsfeeds, conferences, interviews, meetings. Outputs: a manageable inventory of ideas and insights (categorized and contextualized appropriately so that they can be simply understood and practically applied). 2. Listen to 'pathfinder' customers, competitors, and colleagues: Plug yourself in to the 'voice of the customer'. Set a minimum time quota for everyone in your organization to spend face-to-face with business customers, or with customers' customers or end consumers. Identify 'pathfinder' customers -- those who are most attuned to their organization's future direction and its need to change. Employ a 'Think the Customer Ahead' program that engenders effective listening, elicitation skills, story-telling skills, and creative thinking skills , a capacity explained in Imparato & Harari's book Jumping the Curve. Often the customer isn't able to articulate his or her needs in a way that lends itself to quick technology solution development. Listening to the customer is an iterative process, that entails learning about the customer's business, understanding the things that keep them awake at night, suggesting a lot of 'what if's', proffering opportunities, points-of-view and possibilities, not just asking baldly about needs and offering off-the-shelf solutions. Connect with customers indirectly as well, using all the media at your disposal -- phone surveys, e-mail, website surveys, customer satisfaction surveys (with lots of open-ended questions), self-diagnostic tools, videoconferences, etc., to capture as much information as you can about your customers, their customers, and their markets. Inputs: conversations, interviews, surveys. Outputs: needs, ideas, stories, industry future state visions, five-forces and SWOT analyses. 3. Listen to the front lines: Talk with the people who hear directly from customers and other stakeholders every day -- people in sales, customer service, even delivery and reception staff. Ask them what they're hearing, and what they think most needs improvement or rethinking. Create 'space' -- physical and electronic -- where everyone in the organization can surface, discuss and advance problems, needs and ideas collaboratively. Let anyone 'subscribe' to the inventory of news and ideas created in step 1 above. Consider maintaining a running list of the company's Top 10 Challenges to encourage focus and creative thought from everyone in the organization. Make sure top-level executive sponsorship for innovation is visible to everyone on the front lines. Give people time off their 'regular work' to focus on organized innovation projects, and tools and process guidance to use that time effectively. Reward front-line people for new product and other innovative ideas that they surface from their conversations with customers and others. Inputs: conversations, idea & collaboration spaces, interviews. Outputs: needs, ideas, stories. Understand 4. Understand who your actual and potential customers are: Study companies like The Body Shop that know their customers, their needs, their buying preferences and criteria intimately. These are companies that spend a lot of face time with customers and have rigorous processes in place to capture what they learn, probe what they need, and explore the potential market for new innovations. And identify and get out and meet with potential customers as well, to understand why they're not already customers and what could change that. And then have your Innovation Team cast a wider net and ask who might be customers that are currently not served by either your company or your competitors. Learn the lessons of Christensen's The Innovator's Dilemma and The Innovator's Solution -- how disruptive innovations can (sometimes inadvertently) transform whole industries, and how that presents your company with both threats and opportunities that could completely change the profile or even definition of your customers. Inputs/Outputs: list of actual and potential customers and what they currently buy, could be buying, and will and won't be buying in the future, and why. 5. Understand and respect what end-consumers want and need: and based on that 6. Understand what immediate customers will need: Start with the end-consumer of your products and services, and the end-consumer of the products of your immediate customers. Their buying patterns, needs and preferences will determine the success of your customers, and that will in turn determine their buying patterns, needs and preferences. The end-consumer has the ultimate power, and, unlike corporations', their buying decisions are based on broader and more subjective criteria than business need and affordability. They buy things they want, not just things they need. If you sell to the auto industry, you need to understand why consumers, against all logic, buy SUVs. And if your company is making money from sweatshop labour or old growth forests, better come clean now. Business needs to end its abusive relationship with consumers -- overcharging them, misleading them, suing them, and selling them inferior, imported merchandise and services. Once consumers realize their true marketplace power, they will get back at adversarial suppliers with a vengeance. Business needs to respect them, respond to them, and be responsible members of the communities in which they operate. The Reputation Economy isn't here yet, but it's coming. If you cause consumers to dislike you or distrust you, you'll soon be dead. Inputs/Outputs: current state analysis and future state vision of wants and needs for both current and future immediate customers, and end-consumers, and a resultant future state vision and emerging needs profile for your industry. 7. Understand why these wants and needs aren't already met: Here's the hard part. Things are usually the way they are for a reason. You know there are wants and needs that aren't being met. The challenge is not to throw in the towel when you find out why. The technology doesn't exist? The solution would be very costly or risky to develop? The solution is not affordable to customers? The solution is too radical for customers to accept or too complex for them to understand? The organization currently lacks the capacity or competencies to produce the solution? That's what innovation is about. Take up the challenge with your eyes open about what must be overcome, but take up the challenge. If it was easy someone else would have already done it. Inputs/Outputs: list of challenges. Organize 8. Organize those with a stake in solving the problem: Now you know what needs to be done, the next step is to organize the troops. Who can help solve the problem, assess the alternatives, provide the needed resources? Outputs: project team member list, including 'pathfinder' customers and other outsiders. (Note that the project team is responsible for solving a specific problem or need, while the Innovation Team has oversight over the entire innovation effort of the organization -- they aren't the same group). 9. Organize the program for solving the problem: There are a lot of techniques and methods that you can use to break through a problem and come up with solutions. The bibliography below is replete with them. In my experience, creative minds need a very broad framework (schedule, budget, high-level process) and a lot of freedom to figure out how to solve the problem within that framework. Self-organizing, self-managed innovation project teams seem to work well in some organizations but not in others. If you insist on imposing more discipline on the process, more hoops to jump through, control points and early-stage go/no-go filters, make sure the people you're imposing it on see the value in these constraints, and that they don't squeeze the boldest and potentially most successful ideas out in the process. Outputs: project schedule, budget, program. 10. Organize the resources needed to solve the problem: The project team needs sufficient tools and knowledge to be able to understand the problem, the customer need, and the variables that could impact the potential solutions. Inputs: all the Outputs from steps 1-7 above, redrafted into a cogent and digestible form. Create 11. Create an environment and capability for innovation: Give the Innovation Team and the project teams permission to fail, and teach them how to fail early and inexpensively. Prevent executives from pushing their 'pet' projects to the detriment of others. Don't let the 'black hats' deep-six good, hairy, audacious ideas prematurely, and ensure that 'black hat' behaviours are not rewarded by senior management. Help the team avoid slipping into excessive caution or incrementalism. Keep the marketing group from unduly influencing the process with antiquated ideas for 'creating market demand' and launching products with press releases and self-serving promotional and advertising campaigns -- In the emerging customer-driven market these techniques will no longer make a mediocre product a success. Provide rewards and incentives for team members, and for other contributors to the innovation effort. Don't tolerate hoarding of ideas and knowledge, or inter-department 'charges' that block knowledge transfer and cross-functional collaboration. Share credit for good ideas and successes, and don't make innovation an area of internal competition. Help bright, creative, quiet people find their voice, and let people promote 'crazy' ideas without fear of ridicule. Teach the Innovation Team and the project teams (and others in the organization who show interest) techniques that will enhance their creativity and improve the innovation process, and give them time and resources to discover other techniques and try them out. Invest adequate, patient capital and resources for innovation. Give ideas sufficient time to find their market but don't throw good money after bad, no matter how well-intentioned. Understand sunk costs and learn from failures. Consider letting those involved in the innovation 'invest' personally in return for a share of the ultimate revenues or profits: Having some 'skin in the game' can be very motivating and empowering. Inputs: time, training, tools, space, sponsorship, leadership and resources. Outputs: people who are inspired, capable and encouraged to contribute productively to the innovation effort. 12. Create lots of alternative solutions: Don't put everything at risk on one option. Use scenario planning and other techniques to identify and assess alternatives. Don't reject the really far-out alternatives prematurely -- cost/risk/benefit decisions usually can't be properly made until the customers have had the chance to say their piece again in step 15 below. Outputs: alternative solutions. Experiment 13. Experiment: Try many things, learn fast from failures, tinker, iterate, combine, transfer: Try several alternatives simultaneously in different markets to speed up the assessment process. Use rapid prototyping and other iteration techniques to expose as many alternatives to the market as possible. Outputs: test results. Listen Again 14. Listen to potential customers and help them imagine: Use prototypes and stories to make the innovative product, service, channel or technology as concrete as possible. Beware customers' propensity to say 'yes' at this stage when there's no required commitment. Go back to what you learned from customers in steps 1-7 and recite what you heard back to the customers for confirmation, explaining how the innovation addresses the need articulated by the customers. Listen objectively for confirmation or dissonance. Outputs: customer evaluations 15. Listen to acceptance criteria -- the ‘if’s: If the product appears to meet the need, the next task is to assess the customers' buying criteria: price and affordability, convenience, options, delivery time, upgradability etc. Some of these criteria may be show-stoppers that will require re-invention or other creative brainstorming, while others may be able to be addressed in the design stage below. Outputs: customer buying criteria 16. Listen to ‘what could go wrong’: Here's where you let the 'black hats' say their piece: What competitive threats exist or could arise? Is the innovation vulnerable to disruptive innovation from unexpected sources? Are there unforeseen production, quality control, political, regulatory, financial, marketing, or servicing landmines? What's the shelf-life? Could it become a commodity prematurely? Will it be prohibitively expensive to produce or to buy? Will it cannibalize existing product sales? Is it a strategic fit for the organization? Some of these 'what could go wrongs' may require re-invention or other creative resolution by the project team, while others may be able to be addressed in the design stage below. Outputs: list of threats and risks, and resolution plan. Design 17. Design: consider customer-valued attributes, cost, intuitive ease of use, ease of change, ease of enhancement: The greatest idea in the world can still be torpedoed by bad design. The designer has to be told, in no uncertain terms, what attributes are important to the customer, how much at most the solution can cost, and the trade-off between ease-of-use and power. Technology products especially are often over-engineered because additional functions and features are easy and inexpensive to add, but they add complexity disproportionate to the benefits of the additional functionality, often to the point of turning off potential customers. And in this age of constant upgrades and inter-operability requirements, the solution must be easy to change, redesign and enhance. Inputs: specifications based on Outputs from steps 12-16 above. Outputs: completed designs. Implement 18. Make the final go/no-go decision, then implement: If there are still several alternatives on the drawing board, whittle them down to a manageable number. If necessary, send the idea back for reinvention (step 11), re-testing (step 13) or redesign (step 17). If the previous steps have been done properly, this step should be the easiest. Once the decision has been made to go, the set-up, production, viral marketing, sales, distribution, employee and user training, partnering, after-sales service, success measurement and continuous improvement should be problem-free, since the 'what could go wrong' possibilities have already been considered and addressed, and people from all functional areas of the organization should have been involved and consulted during the Create and Design stages. Seven: Applying the Prescription: Some Examples To give you a flavour for how this prescription could work in practice, here are eight fundamental business problems from different industries, and some innovations that have recently been (or are currently being) successfully commercialized to solve them. In each case, the solution shown could reasonably have been derived using the principles and process in the prescription above:
Conclusion This presentation was itself the result of addressing an unmet need: After reading dozens of books on innovation, I was unable to find one source that explained in clear terms what innovation is, in a business context, conveyed the urgent need for businesses to become more innovative, and provided an actionable prescription for doing so. This paper was initially developed to provide the Core Innovation Team of Ernst & Young with background on the history, current state and leading practices in business innovation, and I am now using it to develop part of a core curriculum on entrepreneurship, of which innovation is a critical element. I hope this analysis has given you a better understanding of the subject and its importance, and some useful tools and ideas that you can use to make your organization more innovative as well. I would welcome the opportunity to continue the discussion on this subject, by e-mail or through the comments thread below. You can find more of my writings on business innovation in this index. While I'm optimistic that this prescription will work within business and other organizations, large and small, I am less convinced that it will work to solve some of the more deep-seated human needs and inexorable problems that plague us today, such as global warming, pollution, the energy crisis, biodegradation, endemic war, violence, mental illness and disease, animal cruelty, urban sprawl and decay, crime, unemployment, and the inequitable distribution of resources, income, wealth and power. While the process should work in principle, it is unlikely that this process can be followed with sufficient rigour or resources without (a) a willingness by governments to spend much more money (paid for by taxes) to solve these problems, (b) a political will to solve such problems creatively and by consensus, rather than leaving it to private interests to address them or dealing with them by brute force, and (c) a much greater awareness, commitment and sense of responsibility by the body politic of the urgency and opportunity to solve these problems. But just as business will be driven once again to invest in innovation in the search to sustain profitability, it is likely that private citizens and public institutions will ultimately be driven to invest together in innovation in the search for a liveable, sustainable world. The process they then use will probably look a lot like this prescription. Bibliography
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 I have just updated the
full Dire
ctory of Active Salon Blogs.
You can download it in Excel format by clicking on the link at the top
of the right sidebar just below my e-mail link. It contains current
information on the owner and subject of each blog, plus current
sortable data on hits/month and inbound blog counts. Please send
me details of any missing and new Salon Blogs, and any errors in the
Directory. I promise to post any updates I receive to the Directory
spreadsheet regularly. Here are the summary statistics for the last
month:
Insights from Today's
Gospel (#3342)
Boomer Mom / Suburban Malaise (#3343) Tales of a Stone Pilgrim (#3346) Reading A1 (#3364) Fortinbras Radio Weblog (#3368) The Fix-It Chicks (#3378) What Would Dick Think (#3379) Reggie E. Scott's Radio Weblog (#3388) I Cover the Blackboard (#3398) The Irregulars Blog (#3403) Post-Coital with a Modern Primitive (#3409) The Adventures of Sophie's Dildo (#3411) If I've missed your Salon Blog, or if you know of any active (posted within the last month) active Salon Blogs not in the directory, please let me know. |
 A few
interesting lefty sites to look at as weekend reading:The indomitable Bill Moyers tells why progressives should be angry, and not complacent, about what has happened to the political, social, educational and economic systems in the US in the past few decades. My favourite excerpts: A profound transformation is
occurring in America: the balance between wealth and the commonwealth
is being upended. By design. Deliberately. We have been subjected to
what the Commonwealth Foundation calls “a fanatical drive to
dismantle
the political institutions, the legal and statutory canons, and the
intellectual and cultural frameworks that have shaped public
responsibility for social harms arising from the excesses of private
power.” From land, water and other natural resources, to media
and the
broadcast and digital spectrums, to scientific discovery and medical
breakthroughs, and to politics itself, a broad range of the American
commons is undergoing a powerful shift toward private and corporate
control. And with little public debate. Indeed, what passes for
‘political debate’ in this country has become a cynical
charade behind
which the real business goes on –the not-so scrupulous business
of
getting and keeping power in order to divide up the
spoils...Let’s face
the reality: If ripping off the public trust; if distributing tax
breaks to the wealthy at the expense of the poor; if driving the
country into deficits deliberately to starve social benefits; if
requiring states to balance their budgets on the backs of the poor; if
squeezing the wages of workers until the labor force resembles a
nation
of serfs – if this isn’t class war, what is? It’s
un-American. It’s
unpatriotic. And it’s wrong...What we need is a mass movement of
people
like you. Get mad, yes – there’s plenty to be mad about.
Then get
organized and get busy. This is the fight of our lives.
And he quotes this gem from Time magazine: “When powerful interests
shower
Washington with millions in campaign contributions, they often get
what
they want. But it’s ordinary citizens and firms that pay the
price and most of them never see it coming. This is what
happens if you don’t contribute to their campaigns or spend
generously
on lobbying. You pick up a disproportionate share of America’s
tax bill. You pay higher
prices for a broad range of products from peanuts to prescriptions.
You
pay taxes that others in a similar situation have been excused from
paying. You’re compelled to abide by laws while others are
granted
immunity from them. You must pay debts that you incur while others do
not. You’re barred from writing off on your tax returns some of
the
money spent on necessities while others deduct the cost of their
entertainment. You must run your business by one set of rules, while
the government creates another set for your competitors. In contrast,
the fortunate few who contribute to the right politicians and hire the
right
lobbyists enjoy all the benefits of their special status. Make a bad
business deal; the government bails
them out. If they want to hire workers at below market wages, the government provides the means to do so. If they want more time to pay their debts, the government gives them an extension. If they want immunity from certain laws, the government gives it. If they want to ignore rules their competition must comply with, the government gives its approval. If they want to kill legislation that is intended for the public, it gets killed.” This is part of the Demos website. Thanks to Ge ntleBreeze's excellent blog for the link. And once they're angry enough, American Progressives now have an organizing body to do something about this travesty: The Progressive Vote PAC's United Progressive Alliance is working at the grassroots level to reform the Democratic Party into a genuinely progressive party, or at least get some progressive planks in its platform, from the bottom up. |
 Dave
Snowden has a lot of nerve. The founder of the IBM Cynefin Centre
doesn't stop at saying that collecting 'best practices' and most other
accepted Knowledge Management activities are largely fruitless (he
makes an exception for standard practices in highly prescriptive jobs,
and proven, authorized practices in high-risk and high-security
situations). He is almost as disdainful of many of the idealistic
goals
of Personal Knowledge Management -- helping front-line workers to do
their jobs more simply and effectively and to find experts they can
draw on and network with. If the tools to do PKM aren't adequate, he
maintains, the answer is to create better tools, not show people how
to
use deficient ones (and creating tools is IT's job, not KM's). One of
the things he thinks KM should be doing is helping management
understand and lead their organizations more effectively. Management
is, after all, the group paying for organizations' KM activities, and
a
group that is, in most organizations, far from happy with what KM has
delivered. Snowden argues that the best way for KM to help management
is to be a kind of 'cultural anthropologist' in the organization you
are working in or advising. One of the ways anthropologists study and understand tribes is by listening to and gathering stories. Analogously, Snowden says, it's important that KM people get out and spend time on the front lines really understanding what the organization's real stories are -- not the ones that appear in the mission statement or the company newsletter, which say what management wishes the company culture was, but the peer-to-peer stories that truly define the organizational culture, drive what people really believe and do and how they act, and make the company, for better and for worse, what it truly is. To gather those stories, you must be as honest as an anthropologist, not try to do it surreptitiously, because people only tell the real stories to people who have gained and earned their trust. Snowden has developed very sophisticated and rigorous processes for doing so, which he details in his 'masterclass' called Using Narrative in Organisational Change,, which you can now buy on CD-ROM. In Thomas King's book The Truth About Stories, King argues that if you want to change a culture, you need to change its story, because that's all a culture is. I don't know that Snowden would disagree, but he would argue, I think, that changing an organization's real stories is not so easy. That's why mission statements don't work -- they're wishful thinking, myths that management would like to believe everyone buys and is motivated by, but really aren't. If you're in management, he says, you don't change the stories, he says, you understand them, then you act on them, and then you make them your own, retelling them in your own way so that you show the people in the front lines of the organization that you understand the real culture of the organization (and the real problems of front-line workers). In so doing you harness the astonishing power of 'true' stories. Snowden is acutely aware of the overt class distinctions in Britain that make trust, and hence collecting stories, hard to achieve. While some of us in Europe and North America might argue that our class distinctions are not as formidable barriers as they are in the UK, I think this would be a mistake. Americans, I have observed, make a great effort to pretend that class distinctions don't exist or are permeable, by allowing everyone to use first names, for example, when in fact the hierarchies are at least as strict as they are in the UK. The only real difference is that the determinants and clues of status are subtler -- a bit more tied to wealth and the circles you move in and a bit less pre-determined by heredity. But trust is still deepest peer-to-peer and extremely hard to earn and sustain between management (or their henchman consultants and head-office lackeys) and front-line people. That is perhaps why management is in a constant quandary over decentralizing -- it clearly improves productivity, innovativeness, morale and work effectiveness, but it allows people that management doesn't really trust more control and autonomy, and perhaps even allows them to develop -- heaven forbid -- their own organizational culture. The reality, as Snowden argues, is that management is never in charge of organizational culture, that people behave the way they do partly because they've learned it's the most effective way to do their unique job and partly in their own self-interest, and not because it's in the procedure manual or the role description or aligned with the mission statement or the strategic plan. Once you have collected the true stories in an unbiased manner (Snowden carefully explains how to remove bias, so you don't get 'fed' just what you want to hear or put your own personal 'spin' on the story), the next step is to act on them. Stories tell management important information about what works, and, more importantly, what doesn't work, in the organization. A lot of stories are about how people have solved problems that management hasn't addressed, or which management has in fact created. These are often very comical or very heroic stories that not only have important messages for management, but illustrate exemplary behaviour that management may not realize it's not rewarding, or actually inhibiting. It is critical, Snowden says, to make sure you understand the stories, and to collect and organize and ponder a lot of stories, before charging in and making changes that misconstrue the organizational culture, impede rather than help, and destroy forever the trust that the story-gatherer built up to capture this critical information. And finally, once management has acted carefully and conscientiously on the learnings from the stories, they can actually make these stories their own, not by retelling them in the same words and context as they heard them (that would be disingenuous, a form of intellectual property theft), and not by appropriating them and making models and heroes of their protagonists (that could make the poor protagonists look like head office plants), but by conveying the same messages and lessons with stories from their own personal work context. Crafting such stories is a complex, rigorous and skillful process, and explaining this process takes up much of Snowden's 'masterclass' time. There are different types of stories, like fables, myths and viruses, each with a different purpose and different construction (the course provides templates of each). Even more important is the testing of stories by telling and having others retell them until they are perfected. The impact of an executive telling employees a real story about the organization, credibly and powerfully, can be profound, even transformational. Just imagine -- instead of the boss telling his/her people what to do, and evaluating them on his/her perception of their 'performance' in doing so, picture the boss explaining that he/she understood exactly why his/her people were doing what they were doing, and offering constructive ideas on how management could make the employee's job easier and more effective. Management supporting the staff instead of the other way around. Hey, I know it's a 90s idea and is out of fashion again these days, but stories, properly collected and interpreted by trained KM practitioners, can make it possible. I hope Dave won't object to my sharing one of his stories to illustrate this -- it's hard to write about stories without at least one example. He describes a group of public service utility workers who are subjected to a consultant's efficiency review, which leads to them being given fewer work breaks and being given networked PCs to allow them to save time travelling into the office for paperwork between jobs. What the consultant didn't realize (and what the careful collection of stories finally revealed) was that these workers shared vital information about how to do their jobs properly during these work breaks and office visits, and this information either couldn't (because it's highly contextual and needs conversation to convey effectively) or wouldn't (because of the lack of trust of how stuff posted publicly might be used by management) be captured in databases or messages on their new PCs. So the workers found a surreptitious place for unofficial work breaks and a surreptitious place for 'offline' documentation of information they wanted to share with peers, 'working around' the consultant's well-meaning but wrong-headed and dysfunctional change proposals. [Dave makes this into a long and wonderful story with a brilliant punch line, a resolution in which management finally learns from this mistake and turns it to astonishing advantage, and since I'm not telling a story here, I won't spoil it -- get the CD-ROM to hear the story completely and properly.] But the point is that the organizational culture is what it is, and usually for a good reason, and it's vital to understand that culture by collecting the stories that reveal it, before you try to change processes or behaviour, or the change effort will inevitably fail, as almost every organizational change effort does. I got out of the KM business last December, and since then I've toyed with the idea of becoming a new-age KM or PKM consultant, but then decided I'd had enough of this well-intentioned but endlessly-struggling discipline. But I recognize that there's still important KM work that could and should be done. While I agree that PKM needs better tools much more than it needs process improvement consulting, I still think there is much promise in Personal Productivity Improvement as an offshoot of KM. And now Dave has convinced me that the exercise of capturing and interpreting and acting on an organization's real stories would be worthwhile, especially for large organizations. But I think calling it Cultural Anthropology or Story-Gathering is a non-starter -- try to sell CEOs something with that woolly a name these days and you'll starve. What could we call it that would be accurate and still compelling to CEOs who don't, yet, get what it's all about? |
This
is the first of five
articles in a series that will be published intermittently this month.
This article summarizes what I believe were the most important ideas
of
2003 in the world of blogs and blogging. The other articles in
the
series will propose the most
important ideas of the year in:
 BLOGS & BLOGGING -- THE TEN MOST IMPORTANT IDEAS OF 2003  During the year, the blogosphere doubled in size, and began to mature into a true alternative medium for information and connection. My nominations for the most important ideas of the year* in blogs & blogging are:
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