For a number of years now I have been digging into network approaches to social change, including supporting collaborative network formation and development at national, regional, state and local levels around a number of issues, from food insecurity to health inequity to environmental conservation to economic decline and stagnation. While there have been promising advances made in many spaces and places to build trust and connection across various lines of difference (geographic, sectoral, cultural, ethnic, racial) and also to achieve alignment around shared goals and shared identity, significant change has been slow to come and while I know it is important to be realistic about time, I keep feeling that there is a missing link between the work of network development and what is often held up as the goal of “system change.”
I will admit that increasingly I find the stated goal of “system change” a bit hollow and too big, too abstract. Change from what to what? For the sake of what and whom? Increasingly I am more interested in looking at the work of system change as being about working with living systems (neighborhoods, communities, organizations, economies, democracies, etc.) to be equitable, salutogenic (health-promoting) and regenerative (self-renewing). Arguably many of the systems that change agents are focused on are in a state of crisis and/or impending collapse, putting significant portions of the human population, if not the entire species, at risk. And, of course, the extent to which many of these systems have been “functional,” it has often been at the expense of certain people and the planet (parts or the entirety thereof).
As I hear more talk about the need to come together, connect and collaborate across boundaries (build networks), I keep wanting the conversation to get to another step. Instead of saying that we are here to build networks to work on systems, I want more people to realize that the networks that we are trying to create and that already exist are part and parcel of those systems. That is, neighborhoods, communities, economies, political and health systems, are also networks, or networks of networks – patterns of connection and of flow. They are characterized not just by elements (including people) that are in relationship (that we might see in a typical network map) but also by the resources that move through those channels of relationship (money, information, nutrients, etc.). This realization takes us into the realm of what are called the “energy network sciences” and the idea that evolving patterns and the quality of connection and flow changes and/or creates new systemic possibilities.
“New paths of flow are needed for new patterns of organization that are resilient.”
She begins by reframing our view of evolution from one that is mechanical and accidental to one that is dynamic and quite intelligent. As she writes – “The new logic of life comes most clearly from the new story of growth, development and evolution emerging from an energy-driven process called self-organization.”Self-organization, a phenomenon that is recognized and valued by many network weavers, occurs through the ongoing process of life meeting life and creating new patterns of vitality. Sally writes –
“Instead of improbable accidents in a universe running downhill, we are probable products of energy-flow and binding forces … that connect us in an all-embracing ever-evolving web moving inexorably toward increasing intelligence, complexity, integration and balance.”
In order for this process of complex evolution to occur, there is a need to keep energy flowing and cycling and recycling through an “ever-growing meshwork of connective tissue” so that new patterns of organization can form that are resilient in an ever-changing environment. This flowing energy can exist in the form of information, learning, money, and other crucial resources. When this flow is stunted or fails to happen, certain parts of the system in question can be put at risk, and over time, especially if energy makes it to only a small part of the overall system (through disconnection, blockage, hoarding, extraction) the whole system faces the prospect of collapse. What this means is that the system loses its capacity to regenerate.
“Regenerative systems maintain their existence by constantly channeling critical flows back into nourishing their internal processes and organization and other forms of revitalization.”
Sally spends the bulk of her paper showing how non-regenerative patterns apply to the logic and playing out in the US and globally of economic neoliberalism and oligarchic capitalism. “Neoliberal economies under-invest in human capacities, encourage extractive and speculative practices, promote concentration over circulation; and extol corporate gigantism instead of proper balance.” This is all exacerbated by the accompanying dynamic of the concentration of significant influential decision-making power in fewer and fewer hands (elites) that are self-serving. And this makes the entire system (economy, political system, organization, community) unstable because it violates the rules of “regenerative vitality” – it is less “intelligent” in its ability to respond through diverse sensors and actors to environmental signals.
The counter to where we are and are heading is to be found, in part, through bringing an energy or flow networks perspective which encourages us to keep evolving “constructive, synergistic human networks, linked by mutual benefits, energized by common-cause, and fueled by the robust circulation” of energy/resources. This means embracing a different set if values than those offered by neoliberalism, for example – uplifting a full accounting of human and planetary “externalities” (oppression, theft, pollution, ecological degradation); the care, inclusion and feeding of entire and diverse networks of interconnected individuals, organizations, businesses, communities, cities, governments and the biosphere; and a commitment to robust social learning across all kinds of difference.
This is where I want to take the conversation with more and more social change agents and network weavers going forward. Let’s not focus simply on the structural form of our networks and net work. Let’s focus on what is moving and what facilitates flow through those connections; from where and from whom, to where and to whom; as well as what and who flow supports in terms of resilience, thriving, as well as adaptive and regenerative capacity.
On June 11, 2019, IISC successfully celebrated twenty-five years of
building collaborative capacity for social justice and racial equity. It was a
beautiful and soulful party with over 200 supporters at the historic Hibernian
Hall in Roxbury, Massachusetts, a largely Black and working-class community in
the heart of Boston. It was IISC’s first time planning an event of this
magnitude, let alone celebrating such a major milestone as our quarter-century
As you know, part of IISC’s core and signature contribution to the
field is that we bring people together to collaborate, lead, and design processes
for social change and racial equity. Therefore, like a true IISC’er, I have
been pondering some questions. What did
we learn about collaboration, racial equity, process, and leadership through
this event? What did this event teach or re-teach us about collective planning
There are five observations that come to mind. Not so much about the mechanics of the event (get a great event coordinator is the short answer to that!), but rather about the important intentions around the event.
Clear collaboration got us through every challenge. It was important for us to have a clear purpose for our event, a set of shared values to guide our planning, and a collective vision for our success. Our willingness to share leadership brought wisdom and effective action to our task. We also understood that our collaboration could be efficient. At IISC we remind people that not every decision needs to be made by consensus and this was true in our process. In the case of our event, we delegated the role of planning the event to a committee of diverse stakeholders by role, age, and race that could work nimbly with a relatively small number of constraints such as budget. Other than that, the sky was the limit. We solicited input from each other and other stakeholders as we went along so that we could harness the collective genius and perspectives needed to make this a truly special and unique event. When we hit a block or wall, we would ask the group, what do you think?
Women of color leadership makes the difference. At IISC we are challenging our clients and ourselves to make and honor spaces for women of color to share their voices, to lead, and to flourish. Our event coordinator was a Black woman and at any given time, 70% of the event committee was comprised of women of color. These women of color brought intersectional approaches to everything, making connections between IISC’s equity values and our event vision and execution. We ensured that we had diverse voices on our event stage, and that we hired people of color, women, and Boston residents as vendors. Women of color have often had to make do with very little and to work on every task from bottom to top. With that, our skills kicked in, helping us to nail the small and big details. Collectively, we turned over every stone to solve every challenge along the way.
Set an inspiring goal. At IISC, we promote facilitative leadership, and a major facet of this kind of leadership is inspiring people with vision. We decided to set a fundraising goal that was a stretch but not one that would strike fear in us if we didn’t meet it. We chose a goal that if reached, would allow us to accomplish what had otherwise seemed impossible: a goal that would provide long imagined funding for innovation and product development. And we not only met our fundraising goal, we shattered it!
RPR works. At IISC, we talk about the three dimensions of success in any collaboration. Tending to relationships, designing artful and meaningful process, and achieving results. At each stage of our work as an event committee, we made space for each event committee member to personally check in about their lives and to learn about non-IISC interests and pursuits. We made sure to have focused and detailed meeting agendas with strong facilitation so that we could process all the event details before us and achieve our desired outcomes. We focused on achieving results. We set targets of $125,000 in fundraising and 150 event participants, and we exceeded both our goals. All three dimensions were essential to our event’s success.
5. Speak and show your values. At IISC our values include equity, networks, shared power, and love and we made sure our event program directly reflected these values. Event participants not only walked away knowing something about IISC’s historical accomplishments and what we do here at IISC, but also about the values that hold our work. Our special 25th anniversary video and program speakers spoke to racial equity, the value of networks, and of love as a force for social change. We had three tiers of event ticket prices along with scholarships, so that we could meet our fundraising goal and still make the event accessible to everyone. Our values were also displayed by hugs, laughing, dancing, and making connections between people around the room. It’s no fun to work on racial equity and social justice if you don’t get to live out and experience those actions and values.
There are many more lessons to learn, but this I know: love, commitment, collaboration, adaptability, connection, and ambitious goals had everything to do with our success. It’s actually hard to accept that our planning has come to an end. Our event planning committee members loved working with each other and experienced a sense of accomplishment that we hope to replicate throughout the organization in the next twenty-five years!
IISC is about to celebrate 25 years of service and my
husband and I just celebrated 27 years of marriage. One of my colleagues asked
how being part of IISC has influenced my marriage. I tell workshop participants
all the time that using at home the collaborative methods and mindset that we
teach will make it easy to use them at work. They will also make your home life
better because they are rooted in values that are all about building up others
and working together toward important common goals. Sounds like family life to
When I’m on my best behavior at home (as a mom, wife,
sister, daughter, daughter-in-law) I use lots of what I have learned and teach at
IISC. It’s also true that when I’m on bad behavior, I’ve usually forgotten or
laid aside what I’ve learned. Here’s a sampler …
Distinguish content and process. Use appropriate
processes for the outcomes and people you’re working with. Pay special
attention to process and how people are relating to one another.
Be clear about my role in the conversation. Am I
participating? Just facilitating? Coaching?
When I am a participant, bias toward asking
questions that build understanding and help ideas to emerge. Engage with what
others are saying rather than just advocating for my own ideas.
When coaching, ask questions and share
observations that help the coachee to gain insight. Before giving advice, be
sure the person wants it.
When I’m just facilitating, don’t do the work
for the group or turn the conversation toward me or my ideas. Help them to
think it out.
In all cases, inquire before advocating. And
then inquire some more!
Be clear about who’s the decision maker and
involve others appropriately in the process. Remember that even when I have the
authority to make a decision, I will still want to consider ways to involve
others who will be affected by that decision. And, be sure to explain my
Remember that big agreements are often built
through a series of small agreements.
Remember IISC’s collaboration lens:
Networks – Remember that my family is part of a
broader network. Cultivate relationships, build the capacity of everyone in the
network to be strong, contributing members, build a gift culture.
Exercise “power with” rather than “power over.”
Again, even when I do have power over (as with a small child), bias toward
building the person’s power to discern and act on their best motivations rather
than just imposing my will.
Work for equitable outcomes, matching my
strategies to the individual needs. Recognize that people will experience the
family and the world differently based on their identity.
Nurture the love that does justice. Deeply honor
the humanity of everyone, even people we disagree with.
When in conflict, don’t be overly wedded to my
position. Reveal and encourage others to reveal the underlying interests and
look for common ground. Explore options without commitments before trying to
move toward an agreement.
Be clear and specific about feedback. And only
offer it when you are genuinely committed to the other person’s improvement.
Make sure to give reinforcing feedback as well as constructive feedback.
Remember where you are in the open-narrow-close stages
of building an agreement. Don’t start to narrow (analyze options) too early or
good ideas may not emerge. Don’t close (make an agreement) until you’ve got all
the ideas on the table and have thought them through together.
And, of course, many of our norms for
collaboration: Remember it’s ok to
disagree. Listen for understanding. Enable empathy and compassion. Take
space/make space. Keep it real. Keep it here. Take responsibility for impact,
regardless of intent.
I’m curious about what’s on your list folks!!
Years ago, I used to joke (only half kiddingly) with Ron and
Susan Kertnzer, who were affiliates and former staff of Interaction Associates who
were married to each other. After participating in a workshop that they
facilitated, I thought we should create a workshop called “The Learning
Marriage and the Facilitated Family.” The skills we teach could strengthen some
basic building blocks of our society. And, if we would learn and use these
skills at home, using them at work would be second nature! That idea never got out
of the discussion phase. Who knows whether it’s an idea whose time will
“If there is no struggle, there is no progress. Those who profess to favor freedom and yet deprecate agitation, are [people] who want crops without plowing up the ground, they want rain without thunder and lightning.”
The FSNE Challenge is a remixed and more topically focused form of an exercise created by Dr. Eddie Moore (founder of the Privilege Institute), Debbie Irving (author of Waking Up White), and Dr. Marguerite W. Penick-Parks (Chair of Educational Leadership and Policy at the University of Wisconsin Oshkosh). A small design team saw the potential of using the Challenge to invite more widespread conversation about the connection between race, racism and sustainable food systems and ultimately greater action for racial and food justice.
Furthermore, we saw an enhanced on-line version of the Challenge as a way of creating “network effects” around the justice work that many are already doing in our region and beyond. Participation in and the complexity of the Challenge have grown significantly and organically over time. In 2015 we had 200 participants, mainly from the six state region of “New England.” Last year we had over 3,000 people participate from most states in the US and some places in Canada. As of the writing of this post, we already have over 2,000 people registered.
The point of Challenge is not simply to spread but also deepen the commitment to racial equity and food justice. As such, we hope that participants return each year, and many do. Accounting for this, no two Challenges are exactly alike in terms of content, and we are continuously nudging people to go from learning to action. See the image below as one way that we have thought about encouraging people to move up a “ladder of engagement” through their involvement.
Over time, numerous organizations have self-organized to take the Challenge in-house, convening staff colleagues, fellow congregants, community members and classmates to reflect together on learning and making commitments to action. We have heard from groups such as Health Care Without Harm; the Wallace Center at Winrock International; Michigan State University’s Center for Regional Food Systems; Friedman School of Nutrition Science and Policy at Tufts University; Southside Community Land Trust (Providence, RI); Agricultural Sustainability Institute at University of California-Davis, Georgia Organics and many others who have convened around the Challenge and are planning to do it for the first time or again.
This year the Challenge is being widely promoted in a variety of places, including through sessions that Karen Spiller and I offered at the White Privilege Conference in Rapids City, Iowa, and at the New Hampshire Food Alliance state-wide gathering. In addition, the Challenge is being promoted campus-wide to students, faculty and staff at the University of New Hampshire, where FSNE’s convening team, the UNH Sustainability Institute, is located.
So what exactly is the Challenge?
It is a self-guided learning journey examining the history and impacts of racism, different kinds of racism, how it is connected to our food systems, examples and tools on how to undo racism and build racial equity and food justice.
How does the Challenge work?
People sign up (YOU can register here) and then starting April 1st, they receive daily email prompts focused on a different theme along with links to related resources (readings, video, audio) that take about 10-15 minutes each day. In addition, there is a robust Resource List for people to look through and continue their learning. Those who register also have access to an online discussion forum for those who want to talk and think out loud about the daily prompts and other learning along the way.
How is the Challenge evolving?
To meet the demands of a growing number of participants and the expressed desire for many to go deeper and to replicate the Challenge in different ways, we have developed a variety of additional supports. This year we again offered an orienting webinar that featured Drs. Moore, Jr. and Penick-Parks along with testimonials to the value of the Challenge, including perspective from Sister Anna Muhammad who works for NOFA/Mass and is on the FSNE Network Team and the FSNE Racial Equity Challenge Committee.
In addition, this year we have produced a Discussion Guide to support groups at schools, colleges, businesses, churches or other organizations that may want to do the Challenge together. The Guide along with the Resource List essentially form a ready-to-use “bake box” that groups could use to run their own exercise if they would like, or to keep the Challenge going 365 days a year!
Another feature this year is a robust Outreach Kit that has been pulled together by FSNE Communications Director, Lisa Fernandes. The Kit includes sample communications that can be used to recruit others to participate in the Challenge through email, social media (Twitter, Instagram and Facebook), as well as a one page information flyer.
All of this is in line with how FSNE sees itself evolving as a network into its next 8 years, creating resources that might be shared easily through aligned, diverse and robust connections and adapted by others in the region and beyond (stay tuned for a New Food Narrative Messaging Guide).
Please join us, and spread the word, the invitation, the conversation and the commitment to others!
Very recently I brought this poem to a group of community organizers from a state-wide political action network, and after hearing it, many said they were really touched by this notion of there being a vastness they do not enter, and are therefore limited by. References were made to systems of oppression, to antagonism, to fear and lack of love. There is so much more to this world and by extension to ourselves that we do not tap into that keeps us repeating patterns of behavior and systems that do not serve our fuller humanity.
“We use language not so much to convey factual information as to construct worlds.”
– Barbara A. Holmes
Image by NASA Goddard, shared under provisions of Creative Commons Attribution license 2.0.
Holmes’ book extends this same theme of vastness, drawing from the fields of quantum physics, cosmology and ethics as a way of inviting a broader perspective and creating new language and thinking that points in the direction of a world where everyone belongs. She writes, for example, about “dark matter” and “dark energy,” which is pervasive and cohesive in the universe, the essentially creative energy that holds things together. Considering this profound and primordial force, Holmes says, we can only wonder at and celebrate “darkness,” not fear or denigrate it.
Holmes also invites us to consider that physics and cosmology point to the fundamental nature of reality as existing in relationship and interdependence and that systems of oppression go against the grain of the unfolding cosmos. She writes, “Our desire for justice is deeply rooted in systems that are holistic and relational. We have not forced, created, or dreamed this shared destiny; it seems to be the way of the universe.”
In times of breakdown and cynicism, both Ortiz and Holmes tell us that creativity and hope are to be found by looking more deeply into nature and more widely into the heavens to re-member who we are and that there are so many more possibilities than what we have created and perpetuate.
What vastness have you not yet entered, what wonders in our world and beyond have you not allowed to grab hold of you that might liberate and generate new possibilities in your change agency?
Photo by tracydekalb, “Redbud Love,” shared under provisions of Creative Commons Attribution license 2.0.
The following post was originally published in 2014, and has been edited. In many ways it feels even more relevant five years later …
Over the past dozen years or so at IISC (our half-life as an organization, and my whole life as a member of this amazing community), we have seen and experienced some interesting progressions. In our Facilitative Leadership for Social Change trainings and consulting work, we talk about the “interior condition” of effective collaborative and network leadership. When I first joined the organization, we used to say that collaborative leaders and change agents embraced an ethic of “service, authenticity and respect.” Then we made the move of changing “respect,” which came across to some as a bit weak, to LOVE. For the first couple of years after making this switch, when we asked “What’s love got to do with it?” with respect to effective leadership and work for social change, there were definitely some uncomfortable silences. Some participants would ultimately want to rename love as “respect” or “passion.”
Then in 2009 we started noticing a change. More heads nodded in rooms when we mentioned the “L-word,” less nervous laughter and shifting in seats. In one particularly striking instance, during a training with health care and public health professionals, a senior and very respected physician responded,
“What’s love got to do with it? Everything! Beyond my technical skills, I am effective in so far as I am able to really see my patients, students, and colleagues, to make them feel seen for who they are.”
Image by Clearly Ambiguous, “Solar System,” shared under provision of Creative Commons Attribution License 2.0.
Last week, I was invited to a convening held by the Social Impact Exchange to do some work with funders who are considering and/or investing in systems change (as opposed to say programmatic) strategies. The invitation was to kick the convening off by helping to “open minds and hearts to new ways of thinking and doing.”
At IISC, we have been playing with what it means to “think,” given what can tend to predominate in many maintstream settings is highly analytical, disembodied and heart-dismissing approaches. Our belief is that we need to (re)claim the fullness of our intelligence in order to create the more beautiful world we know is possible. As our friends at Management Assistance Group have written:
“Too often, we stay in generalized and practical knowing, rarely dipping into foundational knowing or artistic knowing in meaningful ways. By not intentionally drawing on these, our theories and action plans are often disconnected from our values and beliefs, and the bedrock experiences of our lives.
Moreover, privileging one way of knowing over others marginalizes and ignores other truths that people bring from other ways of knowing. This marginalization often lies at the core of conflicts, systemic barriers to change, and inequity.”
To support people in this direction of more holistic knowing, we are creating more space to explore our individual and collective interiors, sit in and with spaciousness and silence, explore reality and possibility in more embodied ways (movement!) as well as engage in deeply relational interactions that can be heart and soul expanding.
At one point during our opening, I offered a collection of systems-oriented quotes and sayings and invited people to do a self-organized group read of them (whoever felt so moved to speak, though only one quote to a person). People were asked to pay attention to what moved inside of them as they read and heard these quotes. This was done, in part, to help dislodge people from unexamined thought patters. I was explicit about this and introduced the exercise with these words from quantum physicist David Bohm:
“A great many people think they are thinking when they are merely rearranging their prejudices.”
When the group was over, and after a moment of silence, people were invited to share with a partner what they were most struck by and why. You are invited to do the same with the words below, to read in silence or aloud, to share any reactions and resonance and also to offer other systems-focused quotes/sayings that you have found to help open and expand some aspect of your thinking.
Image by Matthias Ripp, “Planetary System,” shared under provision of Creative Commons Attribution License 2.0.
“A system cannot fail those it was never intended to protect.”
– W.E.B. DuBois
“The problem with problem-solving is the idea that a solution is an endpoint.”
“We act as if simple cause and effect is at work. We push to find the one simple reason things have gone wrong. We look for the one action, or the one person, that created this mess. As soon as we find someone to blame, we act as if we’ve solved the problem.”
– Margaret J. Wheatley
“For every complex problem there is an answer that is clear, simple, and wrong.”
“The rush and pressure of modern life are a form, perhaps the most common form, of its innate violence. To allow oneself to be carried away by a multitude of conflicting concerns, to surrender to too many demands, to commit oneself to too many projects, to want to help everyone in everything, is to succumb to violence.”
The quote above has been cited every now and then over the past dozen years or so that I have been with IISC, including a later line – “The frenzy of our activism neutralizes our work for peace.” Some combination of these words seem to come to mind and lips more frequently as many of the organizations and networks with which we work are are dealing with oppressive dynamics of overwork and urgency, whether they identify as activist or not.
These dynamics are increasingly recognized as an aspect of white dominant and supremacist culture and hyper-capitalist fervor that reduces many people to “producers” in the workplace and extracts as much labor as they can give. In our race equity and social change work, we see this as part and parcel of the structures that must be named and addressed for justice, liberation and sustainability to be realized.
In a recent workshop with an organization we are supporting through a two-year race, equity and inclusion transformation process, we invited the predominantly white staff into a dialogue circleto unpack their self-identified culture of overwork and urgency, to look more deeply at what they are gaining from this (and who in particular gains most), what they are losing (and who loses most), and what it would take to do commit to creating something different. Here is some of what we have heard, aspects of which are being echoed in various other organizations, networks and communities (curious to know what resonates): Read More
From the start, we and our partners at FSNE (including the backbone team at the University of New Hampshire Sustainability Institute, the FSNE Ambassadors, and members of the FSNE Process Team) knew that the main value of any kind of leadership development program would be in the people that came together and the relationships they built with one another. From there, we were interested in creating opportunities for those involved in the program to cultivate connections with other values-aligned change agents in the region. In addition, we looked at giving people an experience of different and diverse places in our region (rural, urban, coastal) and to see their work in a regional context. Lastly, we wanted to offer an opportunity for participants to hone their skills as collaborative/network leaders and equity champions.
Here is our working and ever-evolving definition of network leadership:
Network leadership operates from the understanding that connection and flow is fundamental to life and liveliness and that the nature and pattern of connection in a system underlie its state of health (including justice, shared prosperity and resilience). Network leadership strives to understand, shift and strengthen connectivity; facilitate alignment and resource flows; and create conditions for coordinated and emergent action in the direction of greater health and belonging at different systemic levels.
Image by garlandcannon, used under provisions of Creative Commons Attribution License 2.0.
In a couple of articles that have been re-cycling in different social circles, the reminder is offered that tipping points for social change do not need anywhere close to a majority of actors.
A few years ago, scientists at Rensselaer Polytechnic Institute explored what it takes for an idea to spread from few to many, for a minority opinion to become the majority belief. According to their study, the RPI researchers said that the answer is 10%. When one in ten people adopt a stance, eventually it will become the dominant opinion of the entire group, they say. What is required is commitment.
More recently, researchers from the University of Pennsylvania and the University of London conducted an experiment that suggests that for activists to achieve a tipping point around change, 25% of a given population is required. They published their study in the journal Science.
Of course there are complicating factors, including the fact that there are often competing factions each vying for their own 10-25% and with social media and disinformation campaigns, confusion can rein and commitment may require an additional degree of diligence. Nonetheless, we might take more heart in the power of the few.
And this is clearly not just about numbers and counting.
“I need love Not some sentimental prison I need god Not the political church I need fire To melt the frozen sea inside me I need love.”
– Sam Phillips
Image by Luke, Ma, “Love by Nature,” shared under provisions of Creative Commons Attribution License 2.0.
I started this year with a post focused on love, and this idea that 2018 would be the year of love. This thinking wasn’t offered through rose-colored glasses, but from a shared sense and conviction that love would be required to see the year through. And not just any kind of love. In that original post there were a few definitions and quotes that we have been playing with at IISC, including these:
“All awakening to love is spiritual awakening… All the great social movements for freedom and justice in our society have promoted a love ethic.”
– bell hooks
“Justice is what love looks like in public.”
– Cornel West
“To show compassion for an individual without showing concern for the structures of society that make him [sic] an object of compassion is to be sentimental rather than loving.”
– William Sloane Coffin
“Love is seeing the other as a legitimate other.”
– Humberto Maturana
“The ultimate act of love is allowing ourselves and others to be complex.”
Image by Graylight, used under provisions of Creative Commons Attribution license 2.0.
As I was just starting work at IISC, back in 2005, our founding Executive Director Marianne Hughes, introduced the staff to the work of John Paul Lederach, and specifically his book The Moral Imagination. As I recall, she did this as a result of a sabbatical during which she explored the power of networks and of art in social change. These two things show up centrally in Lederach’s work. Lederach has spent years doing peace and reconciliation work in some of the most intense and entrenched conflicts in the world. And he writes not really as a master technician, but as a poet, which is very much by intention.
I thought of The Moral Imagination a couple of months ago, when I began to realize how starved many people I meet seem to be for alternatives to what we currently have as mainstream systems in this country. Many are speaking up against and resisting what is not working, has long been unjust, and is fundamentally sustainable, which is crucial. And in the absence of clear alternatives (see “reimagine” and “recreate” in Spirit in Action’s image below), what can ensue is … conflict. Entrenched conflict, with no creative point of release.
I also thought of Lederach’s book, because he writes how central networks, human webs, and authentic human connection is to the work of peacebuilding and reconciliation. Up until recently I had thought about peacebuilding as a field as having more to do with what goes on in “other places” like Ireland, Sudan, Colombia, Tajikistan. If nothing else, these past couple of years have provided a need to adjust that understanding – peacebuilding is needed at home.
So I’ve been scouring Lederach’s writings, and there is a lot that resonates. Lederach was recently featured on a powerful program of On Being with actress and activist America Ferrera (no doubt another reason he has been on my mind). There is much to say about The Moral Imagination, but for now I am offering some passages and quotes that struck a chord and I’m curious to hear what reactions those reading have … Read More