After shedding joyful tears, I was thrilled to share this news with our team. Many years ago, we aspired to attract an angel investor, but never had the capacity to pursue one rigorously. Since then, we occasionally joked about this possibility, but never really thought we would be on the receiving end of the biggest charitable donation of our careers. The $2 million gift, with no strings attached, was validation for a team whose members have been humble over the past thirty years as we worked to build collaborative capacity for social justice and racial equity.
In the midst of the excitement and overwhelm of the unexpected gift, we also recognized the responsibility that comes with our windfall. For many organizations led by Black, Indigenous, & other people of color (BIPOC) — like ours, operating on relatively small budgets — a cash infusion of this magnitude could enable us to grow our programmatic work while also focusing on often neglected internal needs. Yet, rather than rejigger our budget, we are choosing to take a long pause before doing anything with the grant. We are faced with answering an otherwise hypothetical question that we often pose to the networks and organizations we work with: ‘What would your non-profit do with $1 million?’ In our case, what would we actually do with an unrestricted $2 million grant?
We are keenly aware of the freedom to make expansive choices and explore new possibilities now available to us. At the same time, we are also aware of: 1) the countless entities we support or are in partnership with that did not get a grant as we did, and 2) that the grant has created an implicit power and equity differential between IISC and those with whom we work. So what is the way forward?
To guide our response, we are drawing on our organizational values — to ensure that this gift benefits not just our organization but also the ecosystem within which we operate including our clients and partners.
Social change is possible through shared power and equity, network building, and love — our lens for collaborative change which guides our internal and external work. As we consider how we will spend these grant funds, and what we want to do with them, we hope to foster a sense of power-sharing, ensure equitable outcomes, build relationships and networks, and express love in action.
With that in mind, we are clear that decisions on how we spend the money will be led by BIPOC staff, including our affiliate consultants and trainers and our board members, with input from other IISC stakeholders. We want to ensure that historically marginalized and racially oppressed groups and communities have an equitable share in the power and control of organizational and societal resources. This is particularly important to us because BIPOC are typically not centered in big money spending decisions. Furthermore, centering BIPOC is an act of trust, with the understanding that the people involved in the decision-making will do so with the strengths, aspirations, and needs of their organizations, networks, and our communities in mind.
Transformative leadership is the kind of leadership we need in the 21st century. With this organizational value, we are considering how this potentially transformational gift to IISC is an opportunity for us to lift up organizations and networks that were not chosen for the grant. We are already using our position to leverage funds for other great organizations. We are excited that this is one way we can expand our circle of influence and promote greater equity in philanthropy.
The change we seek in the world ultimately comes down to the decisions we make about how we expend resources in our lives from the individual to community, organizational, and societal levels. IISC envisions a healthy planet where people thrive, value their differences, and work together for peace and justice and we are committed to leveraging the gift from MacKenzie Scott towards realizing this vision. As we come out of our pause and initiate conversations on how we will utilize the grant, we invite you to stay tuned as we share what we are learning and where we land.
If you or the people in your organization are fraying or even crumbling, ask yourself why wouldn’t you be? After over a year of a vicious virus, political disruption, and continued racist trauma, of course we are unraveling. What does fraying look like in organizations?
Staff needing to call in sick more often or take leave from their jobs to heal, restore, and pivot
Employees quitting or moving onto other opportunities, including relocating to other states as they reevaluate their priorities after a year of survival
Staff engaged in greater conflict with each other as the tensions they have tucked away come into fuller view
Individuals lacking patience as Zoom fatigue deepens to intolerable levels
People complaining of new physical pains, aches, and challenges arising from working in home offices that are not adequately set up to support physical well-being
Too many meetings and projects and not enough people to manage them, which causes stress in the workplace under the best of circumstances
Lack of purposeful attention to relationships as people focus on quickly moving into reopening
Staff taking care of children or others unwilling to return to in person work and old office norms that don’t support flexible work options
As we navigate the space between how things used to be – the “old normal” – and the emergence of a new way of being and working with one another – the “new normal”- we are essentially emerging from a metaphorical portal. Indian novelist Arundhati Roy introduced the concept of the pandemic as a portal when COVID-19 first broke. She shared, “Historically, pandemics have forced humans to break with the past and imagine their world anew. This one is no different. It is a portal, a gateway between one world and the next.” I believe that we are emerging from the portal like a shaking and vulnerable rocket ship returning back to earth after it breaks through the sound barrier.
What can we do to support ourselves and our teams to emerge from this portal?
There’s braiding to be done. Bringing people back into connection and collaboration to build toward the future. And it will be gradual.
We can validate the experience of others. We can help those who work for us, as well as our peers and partners, to understand that it’s normal to feel the fraying and crumbling that comes with being isolated and in survival mode for so long.
We can reflect and re-collaborate. This involves regrouping as a staff, reflecting on what’s happening to us and our organizations, and recommitting ourselves to operating in the spirit of human and community care and collaboration. We need to focus on building and sustaining relationships while we build better processes and strive for results that can build a better future.
We can give people a sense of control and hope. Ask staff and communities, what new opportunities do they envision for themselves and organizations and networks as we emerge from this portal?
We can close down our offices. For a week or two, or even a month, several times this year to replenish. If everyone’s not working, everyone can attend to themselves without distraction. It’s like a mini sabbatical for all.
We can continue work-from-home options. For many jobs, offering flexibility through continued remote work will be critical in retaining high-performing staff and boosting morale. Twenty-nine percent of working professionals say they would quit their jobs if they couldn’t continue working remotely.
We can center Black, Indigenous, and other People of Color in all of what we do. Whether it’s in our planning processes, implementation, organizational culture, or visioning, we can follow their innovation, ideas, and leadership to deepen our strategies and approaches. Our workplaces can benefit from the traditions of BIPOC cultures to slow down and take time to reconnect in human ways. Strategies informed by a racial equity lens will be relevant and timely to all the decisions we are making in this moment.
We can come together in-person as soon as people are fully vaccinated. It’s not too early to plan the reunion which will offer connection and signal a new beginning. Consider planning a ritual or exercise during the time together to leave behind the old and bring in the new.
People are exhausted, mentally and physically. Expect the crumble. It’s coming, if it hasn’t already. Plan for the crumbling and consider new ways to braid people, yourself, and your community back together.
 According to an online survey of 1,022 professionals by LiveCareer, an online resume and job search consulting service.
how long, how much more long, how long
how long, how much more long, how long
I wanna know how much more longer is I just gonna have to wait on you?
This society has wired the fear of Black people so deeply into the psyche of so many white people that a 13-year-old can be killed by police while surrendering.
And it has created conditions where too many people turn to all-too-readily available guns to settle disputes and vent their frustrations. Whether that’s in a Chicago neighborhood, an Indianapolis FedEx center, an Atlanta massage parlor, or a Colorado supermarket. And too few politicians are brave enough to do anything about it.
It has wired the fear of a country not dominated by a white majority so deeply into the psyche of so many white people that they are willing to do anything to continue to oppress Black, Indigenous, Latinx, and Asian-American people, reduce the political power of their vote, and normalize violence against them as well as against actions of government that are meant to reduce their oppression. Last summer, an eloquent and fed-up activist said of Black people that white people should be happy that we only want equality, not revenge. She’s right, but I think the fear of the moment that white people will not be an absolute majority is driven by the fear of revenge and “replacement.”
I am a woman of faith, and firmly believe that it IS possible to have a country and a world without exclusion and oppression; a world where there is no “bottom” that people will do anything to avoid; a world where everyone has enough to thrive; a world where no one goes to bed hungry, no one is unhoused, no one is sick or addicted and unable to get treatment, no one has to suffer indignities on the job or in their communities, no one has to fear that they or their loved ones will not return home safely; a world where we live humbly with one another as humans and in harmony with the rest of creation and with our Creator. Where we are each driven by the desire to ensure goodness for everyone.
How long will it take to get there? No one can say. But on days like today, it seems so very far away. And yet, on we travel toward that day. May we each do our part to build that world.
A friend said that as the snow melted in her Minneapolis neighborhood last week, the smell of smoke from the fires after Derek Chauvin killed George Floyd last summer was released anew into the air. This, as the trial of Derek Chauvin begins in Minneapolis.
This month is a cacophony of anniversaries and markings. It is a year since Louisville Police killed Breonna Taylor, about that since two men killed Ahmaud Marquez Arbery, a 25-year old unarmed Black man, and the start of the trials of Derek Chauvin and Kyle Rittenhouse.
Note that I am trying here to use an active voice after listening to a powerful podcast with Baratunde Thurston and Yahdon Israel talking about how racism and anti-Blackness is built into our use of the passive voice and tendency to make those impact the actors of a sentence. [In other words] George Floyd was not killed by Derek Chauvin; Derek Chauvin killed George Floyd.
This is an important time in our country. While our courts are a far cry from sources of healing or justice, it is critical that we use this system for positive change as much as possible, while we create better systems.
What will happen? We must:
Use this moment to make the courts an instrument of justice.
Work from outside the courthouse to say that we are ready to be a society with real accountability for wrongs that we have committed, both historically and recently.
Shift how we use language to ensure we are attributing actions to the perpetrators of the harm, in this case the death of another human.
Ask, each day, “what can I do differently in my organization to dismantle anti-Blackness and the destructive myth and perpetuation of white supremacy?” and then act on it.
Let’s be active now. In our language and our actions.
In our organization and many others, people are tired and grieving. We have lost loved ones and we have lost access to aspects of our lives that we hold dear. And yet, we need to save energy for the important work and rebuilding ahead. We have to maintain energy in organizations so that the commitment and work does not end after a workshop, or after a team is set up, or after we hire a director of equity. These are just the first steps…
We have to decide, particularly white Americans, if we are willing to step into a real period of reckoning and not just a temporary increase in awareness that is evidenced by the formation of committees and our participation in r marches. The smoke could be the signal of us all going down in flames or it could be the olfactory symbol of rising from the ashes and rebuilding our country.
 Baratunde called the podcast: “a meditation and conversation on analyzing the structure of headlines to reframe/revert the gaze away from the victims as racial objects back to the racial subjects perpetuating the problem….[in other words] George Floyd was not killed by Derek Chauvin; Derek Chauvin killed George Floyd.” (“We’re Having a Moment” Podcast, Episode 4, 2020).
 In the same Podcast, Yahdon Israel (@yahdon on Instagram) reminds us that even well-intentioned campaigns like “Say her name” which helps us to hold up people who were killed and to focus on women as well as men; it doesn’t name the subject or actor and doesn’t name what we are doing or why. Don’t put those impacted in the passive action role: “Black people earn less than…”; “women are killed by men”; “George Floyd was killed”. Who did the killing and why?
Are you feeling a bit weary and maybe even crumbling? You’re not alone. We’re almost at the one-year anniversary mark of the pandemic, a few months out from the storming of the US Capitol, and ten months out from the murder of George Floyd. If you’re working from home, you’re lonely, and if you’re a frontline or health worker, you’re exhausted. The anxiety we’ve all been experiencing is real.
What to do when we feel like this? We need to acknowledge it for sure. And we need to pause because the big reopening is coming and it may not be the cure.
Vaccinations are spreading, warmer weather is returning in parts of the world, and traffic is ramping up. States are rolling back to the “old normal.”
But that “old normal” is not what many of us want. We desire the old normal of hugs, social time, and in-person experience. We crave the return of play and the lightness of habit and ritual. Yet, we don’t want to welcome back stressful mornings, back-to-back meetings, political rancor, and racist violence.
Before it’s too late, we need to reimagine the new normal that replaces old norms with ones like joy, rest, and connection. A new normal that creates oppression-free lives and systems.
It’s time to plan, It’s time to gather your family and plan your new normal. What will you discard from the old, and what will you bring into the new, before the pace of life takes over?
It’s time to gather, Gather your teams and ask, What will your organization live into? What can you do to build and maintain human-centered and anti-racist workplaces and communities?
And for all of us, What do we need in order to heal and repair? It’s been a really tough time. How can we discover new ways to foster self and community care?
The negatives of the old normal will clash with our individual and collective well-being unless we work now to get rid of them.
So, when the snapback of the old calls you,
Stop See Love Slow down And ask yourself,
What can I do right in this moment to bring in a new normal that centers humanity, equity, and living?
We now understand that living is loving and being loved. It’s radical collaboration and sharing. It’s large openings and small slivers of joy.
Look for the small invitations around you to create a new and better normal. Jump in. If we develop the practices of the new normal, we have a chance to create the world we want, not the one that will overtake us yet again if we let it.
“You’ve got to keep asserting the complexity and the originality of life, and the multiplicity of it, and the facets of it.”
A network that I have been a part of for a number of years is seeing the emergent proliferation and strengthening of other related networks (some more adjacent than others) in its shared geographic and issue spaces. While this is welcomed overall, and sets up the potential for a more robust movement network and core-periphery structure (see image below), there are also some discussions within the network about how this proliferation constitutes an opportunity versus a looming threat or conflict.
There is plenty being written about the power of collaboration to solve complex problems and shift undesirable patterns, and one of the persistent barriers to collaboration is the default competitive and protective instinct found in individuals and groups. There are good and long-standing evolutionary reasons for “watching out for number one,” so this impulse can be fairly baked in. And there are also good reasons for understanding and leaning into “collaborative advantage” (see, for example, the work of evolutionary biologist David Sloan Wilson on multi-level selection).
“One step is to recognize that ‘ideologies extolling individualism, competition, untrammeled free markets, and conversely, disparaging cooperation and equality’ (as Turchin puts it) have no scientific justification. An unregulated organism is a dead organism, for the body politic no less than our own bodies.”
David Sloan Wilson
And of course, there are plenty of examples of “taking the high road” only to have someone else take advantage of this, which can leave us feeling like we are living in the prisoner’s dilemma. So what is a network to do? Well, if your values include collaboration and justice, then you do your best to lead by example. Which is where a recent network stewardship team conversation left us. And as often happens with this group, things continued to marinate and then one of our members sent the following beautiful email, reminding us of her experiences in a related network of networks.
“The dynamics we discussed reminded me a lot of what we have experienced at our organization since 2009, so if you’ll indulge me for a few minutes I’ll try to lay it out here. In late 2007, we piloted a new cooperative venture and launched the FL Collaborative in 2009. Our vision and aspirations were to bring a cross sector of people and organizations together to address the root causes of the problems facing our sector and relevant communities.
One of the first things the FL Collaborative really wanted to focus on was replicating the cooperative model, and our organization was tasked with doing that. And we did. Pretty soon it became clear that we couldn’t both do that and hold the bigger vision and aspirations. But to be honest, I didn’t want to admit that.
By 2011, the LC Network started to emerge from the FL Collaborative. My first reaction was that we have competition. But very soon it became clear that the LC Network was serving a role our staff and the FL Collaborative couldn’t serve. The LC Network was beginning to pull together elements of what it takes to shift the supply chain from one that is value-less to one that is value-full. The kind of technical support the sector and visionaries needed began to emerge through the LC Network.
By 2014, the SF Network (another network) began to percolate out of the FL Collaborative. And again I found myself triggered by the potential competition. What the SF Network was beginning to offer was the ‘social’ space. When our organization and the FL Collaborative were hosting a series of community gatherings and various social events that allowed us to have a public facing part, SF was emerging as being able to offer that. Another thing we could take off of our staff’s plate so we can focus on our bigger vision and aspirations.
The FL Collaborative, in the meanwhile, began to morph into the political and advocacy space. That’s where we think through policy shifts, organizing opportunities, connectivity, and alignment around the broader vision of what the future of the sector and larger system can look like and what it might take to get us there. Those who are engaged in each of these networks are doing things that they can easily wrap their heads around and inspires them most.
Today, I talk about these three networks as three tentacles of an octopus with our organization holding the space of the head of the octopus. Because our staff was not liberated to focus more fully on the shared values, bigger vision, the bigger story, connectivity, etc., all these three networks are interlocked by a shared set of values, a common vision, and organizing strategies.
Our staff are the ones who are asking the bigger questions of each of these networks when they seem to go off track. We are the ones who are finding the resources needed to get them to think about how racial equity is or isn’t showing up there (and we get most of that from [the network for which the readers of the email are the stewardship team]). So without sounding too egotistical, our staff is tasked with holding the moral center of all of this work whether it comes to the connections, strategies, resources, stories, organizing, etc. There is probably a better word than the moral center, but that’s the only thing that is coming to me right now.
More tentacles might emerge, and I hope they do as we identify gaps in this work. And I hope I can remain humble enough to not see them as competition but as a valuable addition to the family.“
It takes work, real intention and effort, to stay grounded and humble, to practice discernment and to keep perspective, to keep asserting the larger picture of complexity, to honor the need for deeper collaboration and more allies, to have faith in the possibilities that we cannot yet see through the growing entanglement of intersections. Even better when you can depend on others to help you out with this! With #gratitude to so many.
“Weave real connections, create real nodes, build real houses. Live a life you can endure: Make love that is loving. Keep tangling and interweaving and taking more in, a thicket and bramble wilderness to the outside but to us interconnected with rabbit runs and burrows and lairs.
Live as if you liked yourself, and it may happen: reach out, keep reaching out, keep bringing in. This is how we are going to live for a long time: not always, for every gardener knows that after the digging, after the planting, after the long season of tending and growth, the harvest comes.”
At IISC, we’re asking ourselves some hard questions. Are we maintaining the status quo or breaking it? If we are alive in times like this, what are we living for? And whatever that is, we better make it worth it. Because this country has been presented with a mirror and what we see is our ugly reflection, and the choices we now make will have life and death consequences.
So we feel it’s right, and necessary, to ask the hard questions, The questions are rhetorical, but hey, why not, since we’re all talking and trying to be brave.
If we don’t ask for and expect this President’s immediate removal, what are we sanctioning?
If you lost steam for the fight for racial justice that rose up last summer, or if you went back to business as usual after George Floyd died, why is that? Do you realize that racism is always awake even when you’re sleeping?
If you’re shocked about the attempted takeover of our Capitol and country, have you accepted that white supremacy isn’t just present in those that stormed the doors, but are also inside government institutions and within our own elected officials?
If you think diversity training and simple “DEI” initiatives are enough to dismantle structural racism, think again! How can you begin to shift your focus to dismantling structural racism?
If you think you aren’t complicit with racism, ask yourself, “am I too comfortable?”
Yesterday was an epic system failure (or, from another perspective, it’s the system working as it was designed to work), born out of relentless racism, white domination, and male violent entitlement. It’s not extremist. It’s not an aberration. It’s America. If you’re numb or checked out, wake up. If you’re shocked, don’t think more shock isn’t coming. You may feel pain, but that exists for a reason. The pain tells you that you’re alive and alert. We may be striving to do the right thing, but playing it safe is not an option during a 24-7 assault on our humanhood.
Safe is “we can do this later.”
Safe is “someone else will take care of this.”
Safe is “we can talk about ‘equity’ without being laser-focused on tearing down racism.”
Safe is “we can avoid struggle, hard truths and conversations, and real work.”
We turned out in record numbers in the November general election — despite a pandemic, an economic crisis, and so many attempts to stop us. We voted for our communities and the things we care about, and to make life better for all of us. We voted because it is our right to do so. And there is still more to do…
Yes – we still need to phone bank TODAY for tomorrow’s #RunoffElection in Georgia! This election determines control of the senate, and we can all show up for Georgians the way they showed up for the country’s future in November. Sign up NOW to phone bank with @newgeorgiaproject 5-8pm ET (mobilize.us/ngp) or @NAACPYouthCollege 6-7pm ET (bit.ly/GAPhoneBanking)
As you review the framework, would you share your responses to the questions below in the comments?
What does it bring up for you?
Where do you find yourself focusing your thinking and efforts?
What might you want to explore, start, continue or further develop, or stop doing in any of the stages?How does the framework help you prioritize and perhaps find empowering areas for action and partnership?
As you navigate the complex times of COVID-19 and racial uprising, consider what it would take to transition through these four dimensions, what needs to be in place, what is already in place, and what we need to reimagine and rebuild.
1 – In the Trauma Dimension: How are we responding to the impact of trauma from COVID, racism, and other shocks?
Racial Equity & Justice:
Are we removing racialized barriers to emergency resources?
Are we using a racial equity impact analysis tool to understand and evaluate our response? Even when we feel rushed?
Are we recognizing deep racial harm in our organization and networks?
Are we pausing and engaging in quick and meaningful stakeholder engagement to guide our responses and ensure less harm?
Are we attending to both relationships and results as we carry out our work?
Are we acting and responding with humility, empathy, and transparency?
Are we practicing presence and accountability?
Are we connecting with diverse networks to gather and share information and foster flows to address critical needs?
2 – In the Reckoning Dimension: How are we grappling with deep distress and the reality of shifting resources? How are we embracing racial uprisings for change? How are we embracing uncertainty?
Racial Equity & Justice:
Are we acknowledging inequities revealed by crisis?
Are we acting to undo the racialized impacts of our actions?
How are we recognizing the leadership of Black people and what are the lessons for our organizations?
It’s the days after the November 3rd presidential election in the United States. What’s a leader to do in this post-election moment? We believe the most fundamental principle that grounds Facilitative Leadership for Social Change, a transformative learning experience we teach and share with social and racial justice leaders, may shed some light.
The fundamental principle of Facilitative Leadership for Social Change, IISC’s flagship workshop, is that decisions are best made when we tap into the power of participation by involving every person who is a stakeholder in the decisions that impact their lives. Facilitative leaders create a safe environment for participation and collaboration. Those who are still counting ballots – and may soon be recounting ballots – will serve us best by being mindful of this and ensuring that every single vote is counted, as objectively as is humanly possible, and with an eye toward complete transparency. The integrity of the next steps of the election process and the outcome of any legal challenges depend on this.
In our organizations and communities, Facilitative Leadership invites us – now more than ever – to be collaborative, strategic, receptive, and adaptable. In this moment, linking arms with others safely in the streets or metaphorically in Zoom rooms, to connect deeply to strategize and engage in the work of racial and social justice with everyone at the table, truly matters. Generating and facilitating authentic conversations that help us to better understand ourselves and our country, and to adapt in peaceful and nonviolent ways to what’s happening now, is deeply needed. Greeting each decision with openness to the ideas and challenges of others without defense and ego can set our communities and leadership on the path to deep transformation.
As we make decisions in the coming hours, days, and weeks about the shape of our country or the work in our offices, seek maximum appropriate involvement. This doesn’t mean that every person must be involved every time you have a decision to make, but it does mean considering who will be impacted by that decision and how best to ensure their voices influence the outcomes of the decision, including making them more equitable.
Discover Shared Meaning
Now is an especially important time for people to engage in conversations, transformative listening, and deep thinking about what is holding us together and what is separating us. What can we learn from this election and the values, behaviors, and interactions that came from it? What assumptions and conclusions have we been making? What new insights do we have about our future?
How can we help others understand the ways in which systemic injustice and racism are playing out in our political process, in our work, and in our communities? How can we make more visible the different parts of our system – whether it is institutions like government, education, or health care – so that we can organize for change?
Inspire a Shared Vision
Even if you’re uncertain about the future, what do you understand about humankind and those you work with? What are the possibilities? How can we create and live into more equitable and resilient futures?
Focus on Results, Process, & Relationship
Whether we are with our families watching the election process and legal battles unfold or bringing together managers in our organizations, focus first on how people are doing and the strength of their relationships. And then go about things in a way that honors their human fragility while pointing them towards the results we are working to achieve.
Design Pathways to Action
Now is the time for us to start thinking about how we can design a pathway for getting what we need and want. The election has revealed once again the depth and level of racism in our cities, towns, and communities. What can we uniquely design to root out racism in ways that will bring along even those we think are not with us?
How can we work with others and with our government officials to facilitate a peaceful transition and build agreements that allow our nation to heal through the reckonings of COVID, racial violence, and election divisions? The wounds are deep and require challenging conversations that can be harnessed into agreements, concrete actions, and more repaired relationships.
Let’s be our most facilitative selves in this critical moment.
I’m fInishing up David Fleming’s book Surviving the Future, and buzzing with ideas and questions about the role of networks, network weaving and energy network science in these times of “systemic release” (see the adaptive cycle above, and more about the cycle here).
Fleming’s book, a curated collection of essays from the heftier Lean Logic, offers some compelling thinking about the trajectory of globalized and national economies – at best de-coupling, de-growth, and regeneration, and at worst catastrophic collapse – and the ways in which intentional and more localized culture building and reclamation as well as capacity conservation, development and management, might steer communities to healthier and more whole places post-market economy.
One of my favorite quotes from Fleming is that large-scale problems do not require large scale solutions; they require small-scale solutions within a large scale framework. That resonated immediately, even if I didn’t know exactly what he meant when I first read it. Re-reading more carefully, I hear Fleming making the argument that to take on systemic breakdown at scale is a fool’s errand – too massive, too slow, too much rigidity to deal with, too much potential conflict, too abstracted from real places and people.
Instead what is required is more nimble small-scale solutions happening iteratively and quickly (relative to how slow things move at larger levels). This suggests that action for resilience must happen at more local and regional levels, connecting diverse players in place, helping to encourage more robust exchanges of all kinds (including multiple “currencies”) and culture building. David Fleming offers the following definition of the lean economy (as opposed to the taut perpetual growth economy): “an economy held together by richly-developed social capital and culture, and organized around the rediscovery of community.” How might we weave that fabric even as others unravel?
Lean (network) weaving (a new term?) would focus on helping to create more intricate, high quality/high trust and diverse connections as well as facilitating robust, nourishing flows in tighter and more grounded cycles and systems. Part of the lean weaving would entail ensuring that smaller systems remain alert, quick and flexible so as to experiment, learn and adapt. And it would also maintain connection and communication between these smaller systems/clusters (Fleming’s “larger framework”), to facilitate learning and feedback of various kinds between them (not unlike proposed bioregional learning centers).
“The more flexible the sub-systems, the longer the expected life of the system as a whole.”
This idea of “lean weaving” also brings to mind the wisdom of network science as taught by Danielle Varda and colleagues at Visible Networks Lab. They make the point that when it comes to creating strong (resilient and regenerative) networks, more can be less in terms of the connections we have. Connectivity, like so much else in our mainstream economy and culture, can be ruled by a relentless growth imperative that is not strategic or sustainable and can cheat us of quality in favor of quantity.
More connections require more energy to manage, meaning there may ultimately be fewer substantive ties if we are spread too thin. Instead, the invitation is to think about how we mindfully maintain a certain number of manageable and enriching strong and weak ties, and think in terms of “structural holes.” For more on this network science view, visit this VNL blog post “We want to let you in on a network science secret – better networking is less networking.”
The COVID19 pandemic along with other mounting challenges may already be presenting the mandate and opportunity to get more keen and lean in our network thinkingand weaving, not simply in the spirit of austerity and regression, but to cut an evolutionary path of resilience and regeneration (renewal). Network weavers of all kinds, what are you seeing and doing in this respect?
We’re in a pandemic, Trump/Facism exists, racism is unrelenting, and there are wildfires, hurricanes, and floods.
You’re not alone
You’re deeply precious
Your existence truly matters.
We will learn
We will get a vaccine
We will fight the forces of tyranny, desperation, and hate
And time will seem to pass slowly
but we will see our fight pay off.
It’s normal some days and the next hour to feel like you don’t want to
or feel anything
It’s ok to feel like quitting or giving up.
It’s abnormal to work for social and racial justice in individual rooms
or on a lonely but better than no connection Zoom.
in a society that’s hurting us and others.
The work we do is hard and encompassing
Please pause and take care of yourself.
Give yourself a walk around the block
Talk to a friend even if you don’t feel like you want to
Take a personal or sick day just because you need the wellness and healing
Work less than 40 hours (who said 40 hours is even optimal and efficient?)
Free your mind of guilt no matter what you perceive or understand from others
We are here to build
and not necessarily to “serve” which is an anti-self care mindset if we’re not careful.
Your heart and spirit
is our heart and spirit.
Let’s check in on each other. A quick call, text, gif, laugh or spaced visit.
Let’s do one thing.
It will never be small
to help move ourselves
and this country in the direction we desire and imagine.
I love your humanness, your frailty, your strength.
Forgive me if I am not always my best
But I will try my best to
and for the world.