|Photo by victoriapeckham|http://www.flickr.com/photos/victoriapeckham/164175205/|
In this post I take a look at the overlap and differences between three leadership approaches to which we here at IISC regularly turn in light of our bent towards social change and beliefs about the world in which we live.
Leave a commentI’ve recently seen a few videos that have made me think about whether collaboration is a “natural” thing. (I tend to run from this kind of thinking – usually finding discussions of what is “natural” or what is “human nature” ways of making room for all kinds of human constructs.) My brother recently shared this video of Bottlenose Dolphins working together in what’s called “mud ring” feeding:
Leave a commentCheck out this great Ted Talk by Paola Antonelli on design.
|Photo by jaybergesen|http://www.flickr.com/photos/jaybergesen/232023995/|
As it turns out, the practice of brainstorming has something of a bad reputation, though you wouldn’t necessarily know it from its prevalence in many well meaning groups and organizations. Research has shown that bringing people together to start brainstorming ideas yields fewer ideas overall, and fewer novel ideas, than having individuals first go off and think on their own and later compile their lists. The reason is that group think and social pressure can tend to tip and narrow group brainstorms in certain directions that rule out “out of the box” thinking. Furthermore, there is a tendency for many groups to want to come to agreement about certain ideas, preferring a sense of group cohesion and victory, over pushing one another and risking conflict and hurt feelings.
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The photo above was sent to me by my father, who is also the photographer. In fact, he is also the sign maker. This statement currently sits by the roadside in front of my parents’ house in upstate New York. When I asked what sparked this action, he wrote:
Leave a commentPart 4 of Three Lenses for Collaboration
The work of social change takes place in history, we are not the first ones doing this work, nor will we be the last. We are part of that noble arch bending itself towards justice. In the United States the history of social change is punctuated by the prophetic voice of the Reverend Dr. Martin Luther King, Jr. Dr. King called us to beloved community and at the Interaction Institute we look at collaboration as a way to meet his call. I like to call this the lens of love.
Leave a commentPart 3 of Three Lenses for Collaboration
The second lens through which the Interaction Institute for Social Change looks at collaboration is the lens of networks. I think about this as one of the most important interventions on the sector, the shift from an organization centric paradigm to a network paradigm. The good news is that this shift is already happening; the even better news is that this shift calls for stronger and deeper forms of collaboration.
In the recent Convergence report, LaPiana consulting identifies the fact that “networks enable work to be organized in new ways” as one of five converging trends that will redefine the social sector. It is important to understand that while there is a close relationship between new social technology and our capacity to work in networks, the shift to a network paradigm is not just a technological shift – it is a different way of organizing how we work together, a different paradigm for collaboration.
Leave a commentFred Hampton, a charismatic African American activist and leader in the Illinois Chapter of the Black Panther Party, was killed in his sleep 40 years ago December 4th by the combined forces of the FBI, Chicago Police Department and Cook County, IL State’s Attorney’s Office. There have been some great articles written about him over the past week in Racewire and the Huffington Post.
In the days before he was killed, my dad met with Hampton and others from the Party to talk about the Free Breakfast Program the Black Panther Party had started to feed children going to school with empty stomachs. My dad was hoping to connect the food company he worked for with the Chicago program to get donations of breakfast cereal for the program. I was with my dad on the anniversary of Hampton’s death this year – and asked him to retell the story, hoping Alzheimer’s hadn’t taken this memory, though I’ve heard the story many times. Read More
Leave a commentPart 2 of Three Lenses for Collaboration
Last week I started writing about the Interaction Institute for Social Change and our three lenses of collaboration. We are talking about the sort of collaboration that is needed if we are to address the evolutionary challenges that define this historical moment. We are talking about collaboration that catalyzes our collective wisdom and capacity to think new thoughts, the sort of collaboration that allows us to maximize our shared resources while inviting us to live ourselves into the world we are trying to build. This is why I call this the lens of democracy, because it is the lens through which we define the best possible ways of being-with. Read More
Leave a commentThe Interaction Institute for Social Change is a vibrant place, a real learning community; we are always seeking to be on our learning edge. Our internal strategic process has led us to wonder how to define ourselves for this new era without necessarily losing our 16 years of experience and the power of our proven collaborative methodology. A couple of things have become even more clear through this process. It is clear to us, to our clients and partners in the work of social transformation that collaboration is what we do.
We might be working with a single organization or a group of organizations, we may be designing a learning event, a high level facilitation or a citywide change process, but whatever it is that we are doing – collaboration is at its core. We help people come together and work together.
9 CommentsI’ve recently been reading Bernie Mayer‘s new and game-changing book, Staying With Conflict.? A frequent leader in the world of conflict engagement, Bernie Mayer has spent many years working on large scale collaborative change and conflict processes, many of them in the environmental field. He is also a strong proponent of the need to be clear and transparent about the assumptions behind practice. With John Paul Lederach and Leah Wing, Bernie Mayer is one of my favorite practitioners and thought leaders in the “conflict resolution” world.? A couple of years ago, Bernie came out with a book called Beyond Neutrality that loudly and strongly asked for those in the conflict engagement field and those facilitating collaborative processes to cease and desist with the concept that we practice as “third party neutrals.”? In this new book, Bernie is pushing forward, changing the basic understanding of “conflict resolution.” He calls us to understand that, in fact, much of what is needed is not resolution, is not decision-making, agreement-building to overcome deep seated conflicts, but rather approaches that help people build the adaptive capacity and platforms from which to act – to stay with the tensions and conflicts that are an essential part of the human experience, to engage in a way that brings human dignity and that allows us to really stay in the difference. Read More
Leave a commentThere is a dangerous and ultimately very confusing trend emerging in our sector. In the wake of the financial meltdown and its impact on funding, foundations and others are proposing organizational mergers and strategic alliances as a solution to the problem. The danger is that they are calling this “collaboration” and giving collaboration a really, really bad name!
For many years at IISC we have been trying to overcome what is often the very bad taste left in people’s mouths after some horrendous experience that they have had in a poorly executed and therefore failed collaboration. In many cases these were marriages forced by foundation funding or coalitions of individual organizations coming together but unable to detach from their own identities and agendas.
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