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Since December, we have sought to understand how Linear Thinking and intention traditionally combine to create an organization’s culture. Now, to get to the next level, let’s look at how Spiral Thinking and alternative approaches to Organizational Learning can help culture evolve in new ways.
You may be asking, what’s Spiral Thinking? Stay tuned for a consolidation post here in the near future, but here’s a 2009 post by Robert Twigger that does a good job of laying out the concept.
Keep in mind, our goal is to fill in the Collaborative Learning framework we started back in December, shown here. We’re continuing to explore ways to get there. We’d love your ideas.
In our MON 3/11 #CDNA chat, Astrid Kowlessar will guide a discussion that takes us to the next level of dialog, as we explore:
- Q1. Does culture or intention change when we apply Spiral Thinking?
- Q2. How is creating a Culture of Learning different with Spiral Thinking?
A big #CDNA thanks to Astrid for offering to facilitate this session. She’s our first guest moderator, and we’re hoping the first of many.
Will see you guys online.
Chris & Astrid
4 Comments | tags: adaptation, culture, intention, learning, spiral thinking | posted in culture, spiral thinking
In a world where many if not most leaders cut their teeth as managers, it’s small wonder the bias at the top of organizations and teams is for controlling outcomes. As we’ve discussed, there is a strong bias for structure baked into our industrial paradigm. Most teams are run with the precision of factories.
Can leaders adapt to different models? Better still, can they learn adaptive behaviors, in general?
I explore precisely that challenge in Chapter 15 of The DNA of Collaboration. In our virtual book tour, we’ll explore some of the key concepts:
- Q1. Viewing leadership as an art, how can we change our bias from structure to flow?
- Q2. Music and fine arts offer leaders alternative views to how things work; can we borrow a stage, brush or canvas?
- Q3. One goal of any team is affinity, aka common ground: how fast can we get there?
- Q4. Diversity is key as well. Does our affinity goal represent a paradox?
- Q5. In a high stakes world, how can leaders, like artists, learn to let go, experiment, take risks?
Hope you’ll join us SAT 11/3 11am ET. We use hash tag #cdna. You can click here at the appointed hour to join the conversation using TweetChat.
Hope to see you there.
– Chris Jones, aka @sourcepov, author
Leave a comment | tags: #cdna, #CollabDNA, adaptation, affinity, art, change, collaboration, diversity, factory model, growth mindset, intention, leadership, motivation, music, trust | posted in booktour, leadership, team dynamics