reflective principal retreat: leadership, self organisation and change
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chris.jansen@canterbury.ac.nz
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Leadership, self organisation and change Reflective Principal Retreat
13-16 May 2014 – Upper Hutt
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Chris Jansen
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www.ideacreation.org
Overview
• a road map for leading change
• exploring complexity thinking and
self-organisation
• creating an organisational hybrid
• polarity mapping
• culture and engagement
• system thinking to determine
education levers
7 www.ideacreation.org
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BAU New BAU
Context Shifting Context
Shifting Context
A history of 70-80% failure Positive and sustainable
change? Why? Threat?
Opportunity?
Where? …are we heading
to?
Who?...do
we collaborate with?
How?…do we
design our journey?
What?…steps
do we take?
www.ideacreation.org
A road map for leading change
change is changing…
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“The greatest challenge for future leaders is the pace of change and the complexity of the challenges faced….”
….”perpetual white-water”…
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“Our organisations are not equipped to cope with this complexity…” (IBM study – 1500 CEO’s)
Technical challenges “can be solved with knowledge and procedures
already at hand”
Adaptive challenges “embedded in social complexity, require behaviour change
and are rife with unintended consequences‟
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Requires leader to identify priorities, project manage and ensure stakeholder engagement
Requires leader to do all of the above and generate and trial multiple solutions
www.ideacreation.org
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Complexity / Change / Uncertainty / Ambiguity
Paradox / Lack of Control / Unintended consequences
Adaptive challenges
Leadership capacity
Organisational capacity
Self organising, adaptive, innovative, flexible, nimble,
responsive, creative and resilient
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“There is no them and us…
…there’s only us” Press letter to the Editor 2012
…a dynamic of experimentation and innovation…
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CHCH101: Rebuilding Christchurch: An Introduction to Community Engagement in Tertiary Studies
Is leadership changing?
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…self organising…
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Self organisation…
a collective of independent agents that self-organise in a dynamic manner in order to create emergence—a patterned higher-order
response to a threat or opportunity…
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How does self organisation work?
• independent agents • interactions with neighbours • decentralised control • an attractor - motivated by threat or opportunity
Self organisation leading to emergence
Complexity thinking, complex adaptive systems, adaptive leadership
www.ideacreation.org
Machine Living organism
Hybrid?
+Efficient, reliable, strong +innovative, responsive, nimble
-Inflexible, slow to respond -messy and spontaneous
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.
.
Leaders vs leadership? Position of a leader vs action of leadership
Hierarchies and Networks
www.ideacreation.org 46
The Starfish and the Spider…
The unstoppable power of leaderless organisations
Ori Brafman and Rod Beckstrom
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“It is no longer sufficient to have one person learning for the organisation... Its just not possible any longer to figure it out from the top, and have everyone else following the
order of the ‘grand strategist’. (Senge , 2002)
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Can leaders foster self organisation?
Adaptive leadership: fostering self organisation
Conditions for self organisation Leadership role
1. independent agents 1. Proactive mentoring of individuals
2. interactions with neighbours 2. Foster interaction and shared learning
3. decentralised control 3. Distribute power + decentralise control
4. an attractor - motivated by 4. Explore and articulate shared vision threat or opportunity and values
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……..get your goo glasses on – when you walk into a room put aside the programme, cut out the strategy – see the history, interactions, how wired they are, the group dynamics - look for the living breathing thing and then that’s the stuff that grows….” Duane Major
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“A key concept is Goo – like primordial soup, you can see it moving and growing – it involves people, relationships, you can’t control it but you can notice it and foster it…it changes and evolves – its living and breathing….
Culture eats strategy for lunch…
…and structure creates culture
Complexity / Change / Uncertainty / Ambiguity
Paradox / Lack of Control / Unintended consequences
Adaptive challenges
Leadership capacity
Organisational capacity
Self organising, adaptive, innovative, flexible, nimble,
responsive, creative and resilient
Distribute power and decentralise control
Explore and articulate shared values and vision
Foster interaction and shared learning
Proactive mentoring of individuals
53 www.ideacreation.org
Machine Living organism
Hybrid?
+Efficient, reliable, strong +innovative, responsive, nimble
-Inflexible, slow to respond -messy and spontaneous
54 www.ideacreation.org
“Either or”…..”both and”
• competition & collaboration
• cost & quality
• flexibility & structure
• action & reflection
• stability & change
• individual & team
• planning & action
• idealistic & pragmatic
• centralised & decentralised
• internal & external focus
• top down & bottom up
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• task & relationship
• freedom & accountability
• short term & long term
• work & home
• controlling & participative
• individual & collective
• effective & efficient
• activity & rest
• mission & margin
• rational & intuitive
• customise & standardise
Mapping a polarity - impacts
• Define the challenge
• Name the poles (the two extremes)
• Brainstorm the upsides & downsides of each pole
• Upsides – benefits of focusing on this value
• Downsides – harmful effects of focusing on this value to the neglect of its pair
• Suggested order l-, r+, r-,l+
56 www.thinkbeyond.co.nz
Healthy, Thriving Organisation
Failing Organisation
Short-term Long-term
• Continuity
• Grounded
• Consistency
• Clear core ideology
• New directions
• Expanding
possibilities
• Freedom
• Lack of freedom
• Stagnation
• No new ideas being
generated
• No continuity
• Chaotic confusion over
what is happening
and Stability Change
Mapping a polarity - actions
• Identify early warning signs and list these in measurable terms
• Brainstorm all the actions you could take to stay above the line. Identify the ones that will add most leverage and record these as action steps
• Discuss how you will use this to manage the polarity
58 www.thinkbeyond.co.nz
Healthy, Thriving Organisation
Failing Organisation
Short-term Long-term
• Focus on what you
do well & amplify it
• Articulate what we
stand for
• Monitor key result
areas (dashboard)
• Clear targets, plans &
accountabilities
• Complaints of “being
stifled”
• No new ideas being
researched/developed
• Try lots of stuff and
keep what works
(bullets before
cannonballs)
• Celebrate
successes
• Fail safely
• Complaints of
“mixed messages”
• Complaints of things
“falling through the
cracks”
• Projects late or not
completed at all
• Ideas created but no
targeted actions
• Continuity
• Grounded
• Consistency
• Clear core ideology
• New directions
• Expanding possibilities
• Freedom
• Lack of freedom
• Stagnation
• No new ideas being
generated
• No continuity
• Chaotic confusion over
what is happening
Action Steps Action Steps
Early Warnings Early Warnings and Stability Change
Advantages of managing polarities • less caught up in power struggles
• more able to lower resistance to change
• greater ability to productively engage with allies and opponents in co-creating robust decisions
• once a polarity has been mapped insights and epiphanies rise to the surface
• Appreciate each others’ perspectives.
The leaders role • validate both options
• to hold the tension rather than try to resolve it,
• avoid representing one end of the tension
• foster dialogue to create new thinking and actions
• create a hybrid which is the ‘best of both worlds’
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BAU New BAU
Context Shifting Context
Shifting Context
A history of 70-80% failure Positive and sustainable
change? Why? Threat?
Opportunity?
Where? …are we heading
to?
Who?...do
we collaborate with?
How?…do we
design our journey?
What?…steps
do we take?
www.ideacreation.org
A road map for leading change
Systems Thinking…
….is a way of making
sense of a complex (complicated?) system
…is the ability to see the world as relationships and connections
...allows us to influence a complex system
62 www.ideacreation.org
“Where the world is dynamic, evolving and interconnected, we
tend to make decisions using mental models that are
static, narrow, and siloed.”
63 www.ideacreation.org
Seeing connections instead of parts…
“You can never understand anything
by analysing it.”
“We have to understand the whole before
we can understand the parts - what
matters is their interaction.”
Russell Ackoff
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Student behaviour
issuesQuality of alternative
programmes
S
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Programme appeal to
other students
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“Causal loop diagrams provide a framework for seeing interrelationships rather than events, for seeing
patterns of change rather than snapshots”
Senge
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The Iceberg Model Four levels of thinking
Events
Patterns
Systemic structure
Mental models
Maani 2010
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System thinking tools – affinity process
1) Clarify the question
2) Determine influence factors
3) Map connections
4) Identify leverage
5) Act with clarity
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What are the indicators of a successful
school?
What are the factors that contribute to this?
• What influences that?
• What influences that?
• What influences that?
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Cognitive
Social and emotional
Spiritual/values
Resilience and wellbeing
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Annual Goals 2012
1. Advancing student achievement through effective use of data
2. Continue implementation of school curriculum document
3. Consolidating a positive school wide culture for learning
4. Enhance presence in and engagement with community
5. Sustained improvement in school wide leadership, systems and processes
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What factors promote positive student behaviour?
Questions focussed on parts of organisations…
What factors effect powerful professional learning in schools?
What processes build effective collaborations with communities?
How could embracing technology impact achievement?
“How have I moved forward in my thinking?
What difference will people notice in my work place?”
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