Over the past couple of months I have brought the poem below into a few different gatherings. Amidst flux, uncertainty, volatility, and pending collapse, it can be difficult to figure out how to orient, what to hold onto. So leave it to the poets to throw us a life line. Or in this case a thread.
William Stafford is a source of consistent solace and sanity to me, and “The Way It Is” I have found particularly grounding …
There’s a thread you follow. It goes among things that change. But it doesn’t change. People wonder about what you are pursuing. You have to explain about the thread. But it is hard for others to see. While you hold it you can’t get lost. Tragedies happen; people get hurt or die; and you suffer and get old. Nothing you do can stop time’s unfolding. You don’t ever let go of the thread.
Colleagues and I have used this as an opening check-in with various groups and then invited people to name their thread. Here is some of what has come up:
People, those that I care for and who care or me.
The moral arc that bends towards justice.
Courage to hold on to what is possible.
The fire of passion.
Love, love and love.
What is the thread you hold that guides and grounds you in these times?
Over the past several years we at IISC have had to opportunity to work with colleagues to go deep over a relatively short period of time (2-3 years) with a few organizations facilitating internal culture change for race equity and inclusion. The intensity of this work has offered up opportunity and a number of important lessons, perhaps first and foremost that it is critical to have in place an ecosystem of support and resources to do this work for everyone involved, facilitators included.
IISC President Kelly Bates wrote wisely in a blog post that the work for racial equity is about undoing as much as it is about doing. We do not simply build new culture or behavior on top of old, especially in situations that are characterized by oppression. Some things must be released, and this letting go does not come easy.
There is power and identity and comfort and resources of various kinds invested in the status quo, including in chronic busyness that does not make space for the work or for much of substance to happen. In some cases, there is a preference for existing discomfort that is familiar and that for some is better than uncertainty and instability (the devil you know). But this is exactly what this work calls for – stepping boldly, and together, into the unknown and unknowing and being open to changing who we think we are, how we relate to ourselves and one another.
This can get quite fraught, opening up hard feelings, mistrust, suspicion and trauma. The diagram above from DismantlingRacism.org highlights the “liminal” space in racial equity processes that groups enter when they move beyond the familiar, including “familiar dysfunction,” to unfamiliar dysfunction. This phase is described in the following way:
The stage of “not knowing,” [is] a place where many experience frustration and/or fear. Many if not most people want the process to offer clarity and quick fixes; when the process does not, both POC and white people give into the tendency to identify people and actions as “right” or “wrong.” Some people in the organization move into positions of high righteousness, believing that race equity is based in “one right way” of doing things; energy goes into identifying who or what is “right” and who or what is “wrong.” People can feel very unsettled because this righteous judgment can either lead to significant self-doubt and/or a desire for the organization to address personal ego needs. At the same time, in the middle of this “not knowing,” relationships may begin to subtly shift as some individuals within the organization work to negotiate conflict with heightened personal awareness and increased accountability to the mission. In addition, the organization as a whole begins to recognize ways in which racism is tending to reproduce itself and attempts are being made to address those.
SOURCE: “Racial Equity Stages” from DismantlingRacism.org
Here, while ideally we would hope to be able to lean on one another, it is the reality that other supports are going to be necessary, and beyond what external change facilitators and coaches are able to provide. On the way to achieving more relational trust with and commitment to one another, there are a variety of handrails that can be helpful.
For one of our engagements, my colleague Jen Willsea put together the diagram below to sketch out some of the systemic supports that can be useful for organizations going through race equity change work.
A few notes about what appears in the diagram:
Contemplative and embodiment practices can be done alone or in groups and include things like meditation, prayer, general somatics, and focusing. This Self-Care Wheel, which I learned about from my colleague and IISC Racial Equity and Training Practice Lead, Aba Taylor, has many great suggestions of practices that can contribute to well-being. Another good resource is the Tree of Contemplative Practices from the Center for Contemplative Mind in Society.
There are many rich places to find resources for learning. Consider Racial Equity Tools as a place to start. Also consider the Healing Justice podcast and community. The Perception Institute offers cutting edge research on the science of implicit bias, racial anxiety and stereotype and identity threat. In addition, the Food Solutions New England 21 Day Racial Equity Habit Building Challenge website has a lengthy resource list.
Mental health professionals may or may not have experience around race-based trauma, racial identify formation, internalized superiority and inferiority, etc. It is good to do your homework around this.
Human resource professionals can be key to providing support especially when they are trained in dealing with racism and white supremacy. A helpful resource on this front is this guide from RoadMap.
The board of directors of an organization is an important lever for change and support, provided it has an unwavering commitment to racial equity, ideally is collectively trained in the history/shared language/key concepts around race and racism, and has people who bring some relevant lived experience and expertise around healing, organizational change and political action.
There are more and more resources that address the reality of trauma and intergenerational transmission of suffering that results from racism and white supremacy. Consider books such as Trauma Stewardshipand My Grandmother’s Hands.
For more political and historical education, consider books such as Stamped from the Beginning, White Rage, Under the Affluence, An Indigenous People’s History of the United States, Waking Up White, The New Jim Crow, The Fire Next Time, White Fragility, Who We Be; and videos such as Race: The Power of Illusion, Cracking the Codes: The System of Racial Inequity.
For more on the what, why and how of racial affinity groupsand caucuses, check out the resources on this page.
Thanks to the guidance of Melinda Weekes-Laidlow and inspiration of Christine Ortiz, prototype teams are increasingly a feature of our work with organizations doing race equity and inclusion culture change work. What this looks like is that departmental and other cross-functional teams each create a small testable and scalable experiment at strategic “choice points” to address internalized and institutional racism and white supremacy. When well-facilitated and guided, these are powerful engines of learning and relational trust-building. We are are happy to share more about our experience with these teams, how they operate and what they produce.
Race equity design, planning and implementation teams are a feature of the work we do around culture change in organizations and networks. These teams are ideally diverse (with respect to race, ethnicity, gender, seniority/tenure, age, function … ), process-savvy and invested in the long-term success of this work. Again, we are happy to share more about these vital teams.
And we certainly welcome additions! What have you found to be helpful, if not crucial, to the work of race equity culture change?
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.
Networks seem to be all the rage these days, as more and more people come to understand that we live in a vastly inter-connected world. This is wonderful news, and it can be challenging in many ways, as we grapple with complexity to build new muscles and mindsets to deliver on the promise of so-called “network effects.” These effects have a breadth dimension to them (i.e. small world reach, rapid dissemination). They also have a depth dimension, which can sometimes be overlooked and/or minimized. Networks are not just about the quantity of connections and flows, but also quality.
The experiences of “net weavers” in various fields suggest that the extent to which people are able to connect deeply and authentically with one another increases trust, possibility, commitment and impact. They are learning that especially in a world that can feel like it is fracturing and unraveling, love matters!
What follows are excerpts of an interactive session I led at this year’s Network Leadership Training Academy held at the University of Colorado-Denver and co-hosted in partnership by The CU-Denver School of Public Affairs’ Center on Network Science and Visible Network Labs. Through sharing story, science and wisdom, we explored how love can bolster our “net work” for more just, healthy, and sustainable communities.
Excerpt 1. Love Through a Collaborative Change Lens
And we really see these facets as being dynamically connected. That is, it’s hard to have one without the others to be maximally impactful – we know that when collaborative “net work” is done without serious considerations of power and equity we can subsequently perpetuate or exacerbate injustice. Equity work done without net work can remain small and exclusive. And either of these without love … Well, Michael Edwards of Open Democracy may have said it best in a talk he gave a number of years ago called “Love and Networks” –
“Only by operating from the space where we are joined together in some deeper sense are we likely to find common ground in facing up to the collective problems that confront us, with some of our differences intact.”
Excerpt 2: Love in Action: The Barr Fellowship
I want to share a couple of network stories that I am intimately familiar with that have a lot to do with love as a force for social transformation. The first is from Boston and is about the Barr Fellowship. For a little bit of back story – Boston is home to a high concentration of non-profits with relatively few funding sources compared to that number and an historically competitive culture. Also, like many cities of its size, it is plagued by social disparities that play out along lines of race, ethnicity and class.
The idea for the Barr Fellowship grew, in part, out of a desire to cultivate deeper relationships (and presumably a greater sense of abundance) among experienced leaders, as well as to help them rejuvenate, reflect, and re-engage with their work in new ways. It was also intended to see if a more deeply connected network of committed leaders might bring more systemic impact across a variety of issues in the city.
The Fellowship began in 2005, in partnership with IISC process designers and facilitators, with an inaugural cohort of 12 Fellows from a variety of fields and neighborhoods, and representing a diversity of racial, ethnic and cultural backgrounds and perspectives. There were really few expectations put on Fellows, other than that they take a break, connect authentically with one another, and open themselves to different experiences and perspectives, and then … see what emerged.
“We add value to society-at-large when we dare to connect.”
The Fellows start their experience by taking a three-month sabbatical. They spend the first two weeks of their sabbatical traveling together outside of the country (South Africa, Zimbabwe, Brazil, Haiti, for example). These trips immerse fellows as a group in an entirely disruptive learning context, which gives them space to think differently and also opportunity and impulse to turn to one another. Following the sabbatical, fellows gather on semi-annual overnight retreats for three years. These gatherings continue to deepen the peer network of learning, support, and accountability.
Gatherings are also held each year for the entire network (bridging cohorts) and these sometimes also include travel. The learning journey, sabbatical, and periodic retreats are designed to help fellows develop deep, authentic, trusting relationships (i.e., social capital). What have the results been? See for yourself in this short video, and ask yourself, “What’s love got to do with this” …
Excerpt 3: Netweaver Wisdom
The importance of cultivating a “love ethic” (in the words of bell hooks) was echoed repeatedly in a recent conversation convened by Bruce Evan Goldstein and Lynn Decker of the Netweaver Network, with a few network coordinators and facilitators focused on food justice, regenerative agriculture and community fire resilience. Without planning to do so, we fell into talking about the role of love in advancing and cohering networks. Practices to cultivate love showed up in the following ways in these and other networks:
Building trust with one another through informal conversation/breaking bread
Sharing our truths and stories with one another
Connecting more holistically through mind/heart/spirit
Cultivating a shared sense of purpose
Honoring difference and the complexity of our selves and one another
Developing collective courage to challenge entrenched power and internalized oppressive behaviors
Staying curious about what different people need and what they have to offer
Displaying an ongoing ethic of welcome, hosting and care to all
Cultivating creativity and vulnerability – singing and dancing, improv(ising)
Working/talking/meeting equitably outside of cultural comfort zones
Leaning into deep mutual learning, saying “I don’t know,” staying open to change
Celebrating/appreciating one another and one another’s successes
Which of these tacks are you taking to cultivate a “love ethic” in your network? What others have you taken or would you consider taking?
Excerpt 4: Bringing It Home
So [in closing] what’s love got to do with the work of weaving networks for social change? Increasingly, we at IISC and many of our partners are seeing and saying … everything! In many ways, we have created and can reinforce dominant systems and a society that constrain us, that make us into objects, cogs, consumers, abstractions and stereotypes. And this is devastating, certainly most for those who suffer under the heel of oppression and violence, but also for those with privilege. There’s a collective de-humanization going on.
Barbara Holmes, president emerita of United Theological Seminary of the Twin Cities and author of Race and the Cosmos, reminds us that there is a vastness out there, that reality is so much more than we think and often experience it as being. We are each of us so much more than we think we are, than others may think we are. Yet we forget this, or have it denied by the flattening powers of oppression, commodification and homogenization.
The key to unlocking vastness, to re-membering and reclaiming who we are and choosing something else, Holmes says, is not simply through our heads, but through our hearts. This happens when we experience deep connection – to our full selves, to others’ authenticity, to Life and the universe. This kind of connection will often take us to vulnerable and uncomfortable places – to sadness, to regret, to tenderness, to the necessary work of atonement and forgiveness, to uncertainty … but also and ultimately to joy, to awe, to gratitude, to a grounding in something firmer. And this is really what feeds us in regenerative ways.
“Cooperative and pro-social behaviors and emotions cascade in human social networks.”
The same could be said, of course, of negative emotions and activity. Fear begets fear and shrinks who we are and possibility. Love begets love, and expands who we are and possibility, and it can seemingly work magic through the vast and often invisible or unacknowledged connections and flows of which we are a part. So heeding the wisdom of scientists and sages, let’s boldly go forth across boundaries and barriers and sow seeds for justice, liberation and flourishing.
“We learn to love by loving. We practice with each other, on ourselves, in all kinds of relationships. And right now we need to be in rigorous practice, because we can no longer afford to love people the way we’ve been loving them. This year, commit to developing an unflappable devotion to yourself as part of an abundant, loving whole. Make a commitment with five people to be more honest with each other, heal together, change together, and become a community of care that can grow to hold us all.”
A couple of months ago we had a meeting of the Food Solutions New England Network’s Process Team, and we spent part of our time checking in around our perceptions of where the network is heading in its next stage of development. For the past 8 years, FSNE has moved through a series of stages that have roughly correspond with the following:
Building a foundation of trust and connectivity across the six states in the region as well as across sectors, communities and identities.
Facilitating systemic analysis of the regional food system, which resulted in the identification of four leverage areas where the network sees itself as poised to contribute most: (1) engaging and mobilizing people for action, (2) connecting and cultivating leaders who work across sectors to advance the Vision and values, (3) linking diverse knowledge and evolving a new food narrative, and (4) making the business case for an emerging food system that encompasses racial equity and food justice, healthy food for all, sustainable farming and fishing, and thriving communities.
Developing and beginning to implement a set of systemic strategies to encourage the continued emergence of this values-aligned regional food system, including a narrative and messaging guide; food, farm, and fisheries policy platform; set of holistic metrics to gauge the state of the regional food system; and people’s guide to the New England food system.
Cultivating a “brushfire approach” where, through greater density and diversity of connection, information and calls to action are spread in more timely ways
Making the periphery more of the norm, by moving from just bringing people into the network to making sure we support their aligned efforts “out there”
Moving from “seeding thoughts and cultivating commitments and leaders” to “managing the whole garden,” including supporting a growing team of people who are committed to creating conditions in the region for the Vision and core values to be realized
Creating “bake boxes” that can readily be used and adapted by people and organizations in the region (examples include the regional Vision, the core values, the recently endorsed HEAL policy platform, a soon to be launched narrative/messaging guide, racial equity design toolkit and discussion guide, etc.)
Calling B.S. on those who are “Vision and values washing” (saying they are aligned but acting in contrary ways) or are off point – see for example these recent letters in response to a Boston Globe editorial.
“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.