As we resume our twitter chat on organization complexity, we’re excited to welcome members of Plexus Institute to the conversation.
In the footsteps of David Bohm, we know conversations can lead to emergent outcomes. The #orgdna community, like Plexus, provides a place to spark new thinking and new opportunities for collaboration.
Since 2012, our conversations have explored key aspects of complexity facing the modern organization, as we seek to understand and guide: stakeholders (as actors); key roles (as catalysts); initial conditions; agility; and most recently, org culture. In successive chats we’ve taken deeper dives, where more focus was needed. And we’ve found planning, like scaffolding, can be useful. We post a few questions for each chat in advance to frame the dialog, but as the conversation unfolds, we will explore detours that seem compelling in the moment … a working example of social, adaptive learning.
Here are the framing questions used Saturday, 3/30/19. Transcript of insights (tweets) are attached in comments.
- Q1. What do we mean by “organizational dna?”
- Q2. What do we mean by the “dna of collaboration”?
- Q3. How do concepts and methods of complex adaptive systems influence an organization’s dna, for better collaboration and outcomes?
- Q4. What are some examples of an organization’s sense-making, in practice?
- Q5. Are certain initial conditions needed for sense-making in an organization to be possible?
Much to learn, and much to discuss. As always, we hope to see you online .. and again, welcome to the #orgdna #globalchat community!
– Chris Jones aka @sourcepov | Charlotte NC US
1 Comment | tags: #CollabDNA, actors, adaptation, collaboration, complexity, culture, initial conditions, learning, organization, roles, sense making, stakeholders | posted in complexity
Even on our worst days, we’re learning. It’s a skill hard-coded within the human DNA for survival. But in the context of education and business learning agendas, perhaps we can raise the stakes a bit, if ask this non-rhetorical question: how could we get better at learning how to learn?
As we attack this in the early months of 2013, I thought it might be useful to look at how learning is approached in a variety of different disciplines, to see where we might find common themes. This graphic was designed to get us thinking … and talking ..
I’ve attacked many of these topics in The DNA of Collaboration, especially as they pertain to Culture. Over in the #K12 #ECOSYS chat community, we’re about to do a deeper dive on the K12 Advanced Learning Models.
In the meantime, lets keep the #CDNA conversation at a higher level for now, to explore the broadest synergies. As we look across disciplines, what might we gain? Here’s the chat format for the next several weeks at #CDNA, starting MON JAN 7 8pET.
To get started, we’ll walk down the chart, one row at a time, with these questions:
- Q1. What are the most common, fundamental, intrinsic drivers of human learning?
- Q2. Who or what are the most important catalysts and motivators for this learning, over time?
- Q3. What can we learn from traditional classroom methods across K12, HigherED & Business?
- Q4. What advanced learning methods may be most interesting in this analysis?
I hope you find the frame as intriguing as I did, when we started talking about it on Twitter in December. Interesting comments sprang from both my own sourcepov blog and our own new CDNA G+C Community “Collaboration DNA”.
I hope you’ll share your feedback with us, as we explore each impact vector (row) and discipline (column) in turn.
Our goal? To rigorously explore the possibilities of Learning How to Learn. You might say we’re using critical thinking to better understand and raise the bar on .. okay, you guessed it .. our capacity for critical thinking.
See you online.
Leave a comment | tags: #cdna, #CollabDNA, collaboration, critical thinking, culture, learning, motivation | posted in critical thinking, knowledge management, learning, organizational development
As we move toward team dynamics that are based less on structure and more on flow, we face a dilemma. We gain the benefit of new thinking, serendipity and emerging ideas, but isn’t there danger that we lose focus?
The short answer is yes.
We must explore the need for balance points. We’ll also need a flexible lightweight process that allows us to navigate the challenges we’ll encounter. In my experience there are several ways we can enable the benefits of collaborative flow without losing our way. In today’s Book Review topic, as we explore The DNA of Collaboration Chapter 16 on Process, let’s take apart some of the most important contributing factors:
- Step 1. Framing. We need enough structure to support a dialog, but space for it to evolve. How can we shift our facilitation thinking away from control?
- Step 2. Guidelines & Introductions. Who is here? Why? How is this going to work?
- Step 3. Context. We often plow into collaboration w/o thought to relevance. What are the challenges of changing context in real time, during the conversation? When should context be set? held? changed?
- Step 4. Brainstorm & Dialog. How will we interact?
- Step 5. Patterns. Looking for Patterns is like “mining for gold”. What practices can make this easier, more intuitive, more common?
- Step 6. Synthesis. Aka “curation,” it’s about capture, prioritization of outcomes, and teasing out the value. Why is this so difficult? How can we get better at it?
Many who participate in the most established Twitter Chats will notice some of these elements. I believe they have evolved into their current form due to social collaboration in action. In fact, we continue to explore these dynamics at #smchat (social media), #ecosys (k12 edreform) and of course here at #cdna (collaboration practice).
Share your thoughts. Which aspects of these steps resonate? Which of these do you use most frequently?
Looking forward to our conversation. See you online.
Chris aka @sourcepov
3 Comments | tags: #cdna, #CollabDNA, collaboration, focus, language, learning, patterns, semantics | posted in booktour, context, control
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
We’re now up on Amazon, and available for sale. Stay tuned for further updates on the Amazon site, including addition of the “Look Inside” featured text, plus a pending link to the Kindle version. You can follow us here on the book’s blog site for more updates, on Twitter via @CollabDNA, or watch for the Amazon link: http://amzn.to/collabdna.
We’re grateful for the positive feedback we’re getting, and for the many Kindle readers who have already started the conversation at hashtag #cdna. Looking forward to connecting and comparing notes ..
– Chris Jones and the Collaboration DNA team, 10/1/12.
Leave a comment | tags: #cdna, #CollabDNA, amazon, book launch | posted in amazon
More and more we’re called upon to collaborate – but the factors that determine our success can be elusive. Collaboration requires focus, intention, time and engagement, key elements that are far too scarce in the 21st Century.
Collaboration is a choice. And it’s a choice many will avoid.
With application across commercial, social and public domains, this book introduces Collaboration DNA as the basic building blocks of team-based problem solving, the tools needed to attack our ever more difficult challenges:
- Frameworks – simple, accessible ways to describe our abstract ideas
- Messaging – improving our communication through language, metaphor & story
- Relationships – exploring listening, culture change, interpersonal dynamics and new, more flexible modes of governance
- Flow – expanding scenarios for space, roles and process, with a look at virtual tools and how social technologies are changing the game
- Possibilities – looking at the evolution of knowledge management, a return to critical thinking and a new appreciation for complexity
The world isn’t waiting for us. The pressure is on. We must find ways to unlock the potential of our organizations, many of them gridlocked by the structural hierarchies left over from the century-old Industrial Revolution. Collaboration is not easy. But it promises deep rewards for those who invest time in getting it right.
The DNA of Collaboration is a practical guide for teams who intend to do better. And it’s not just a book, it’s conversation. Keep an eye on hashtag #cdna as we begin to unpack the core topics online.
Here’s a look at that back cover, including some testimonials:
The DNA of Collaboration (back cover)
Want to hear the latest? Follow us on Twitter: @collabdna (book) and @sourcepov (author).
3 Comments | tags: #cdna, #CollabDNA, book, collaboration, DNA, language, metaphor, preview, story, teams | posted in amazon