Tag: organizational mindfulness

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Decoupling creators from their creations

on June 1, 2017

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The world is transformed by creators — the artists, the innovators, the leaders — and their creations are what propel change and stand in the way of it. Change can be hard and its made all the more so when we fail to decouple the creator from the created, inviting resistance rather than enticing better creations. 

If you want to find the hotspot for action or inaction in a human system, look at what is made in that system. Human beings defend, promote and attend to what they made more than anything. Just watch.

Children will rush to show you what they made: a sandcastle, a picture, a sculpture, a…whatever it is they are handing you. Adults don’t grow out of that: we are just big kids. Adults are just more subtle in how we promote and share what we do, but we still place an enormous amount of psychological energy on our creations. Sometimes its our kids, our spouses (which is a relationship we created), our ideas, our way of life, our programs, policies or businesses. Even something like a consumer purchase is, in some ways, a reflection of us in that we are making an identity or statement with it.

Social media can feel like one big echo-chamber sometimes, but it’s that way because we often are so busy sharing our opinions that we’re not listening — focusing on what we made, not what others made. Social media can be so harsh because when we attack ideas — our 140 character creations sometimes — we feel as if we are being attacked. This is one of the reasons we are having such traumatized, distorted discourse in the public domain.

Creations vs creators

The problem with any type of change is that we often end up challenging both the creator and the creation at the same time. It’s saying that the creation needs to change and that can hurt the creator, even if done unintentionally.

The interest in failure in recent years is something I’ve been critical of, but a positive feature of it is that people are now talking more openly about what it means to not succeed and that is healthy. There are lots of flaws in the failure talk out there, mostly notably because it fails (no pun — even a bad one, intended… but let’s go with it) to decouple the creator from the creation.  In many respects, creators and their creations are intimately tied together as one is the raw material and vehicle for the other.

But when we need to apologize for, make amends because, or defend our creations constantly we are using a lot of energy. In organizational environments there is an inordinate amount of time strategizing, evaluating and re-visiting innovation initiatives, but the simple truth is that — as we will see below — it doesn’t make a lick of difference because we are confusing the creators with the creations and the systems in which they are creating.

Sometimes we need to view the creator and creation separately and that is all a matter of trust – and reality.

 

A matter of trust, a matter of reality

If you are part of a team that has been tasked with addressing an issue and given a mandate to find and possibly create a solution, why should it matter what you produce? That seems like an odd question or statement.

At first it seems obvious: for accountability, right?

But consider this a little further.

If a team has been given a charge, it presumably is the best group that is available given the time and resources available. Maybe there are others more suited or talented to the job, perhaps there is a world expert out there who could help, but because of time, money, logistics or some combination of reasons in a given situation that isn’t possible. We are now dealing with what is, not what we wish to be. This is sometimes called the real world. 

If that team does not have the skills or talent to do it, why is it tasked with the problem? If those talents and skills are unknown and there is no time, energy or commitment  — or means — to assess that in practice then you are in a truly innovative space: let’s see what happens.

In this case, accountability is simply a means of exploring how something is made, what is learned along the way, and assessing what kind of products are produced from that, knowing that there is no real way to determine it’s comparative merit, significance or worth — the hallmark tenets of evaluation. It’s experimental and there is no way to fail, except to fail to attend and learn from it.

This is a matter of trust. It’s about trusting that you’re going to do something useful with what you have and that’s all. The right / wrong debate makes no sense because, if you’re dealing with reality as we discussed above there are no other options aside from not doing something. So why does failure have to come into it?

This is about trusting creators to create. It has nothing to do with what they create because, if you’ve selected a group to do something that only they are able to do, for reasons mentioned above, it has nothing to do with their creation.

Failing at innovation

The real failure we speak of might be failing to grasp reality, failing to support creative engagement in the workplace, and failing to truly innovate. These are products of what happens when we task individuals, groups, units or some other entity within our organizations, match them with systems that have no known means forward and provide them with no preparation, tools, or intelligence about the problem to support doing what they are tasked with. The not knowing part of the problem is not uncommon, particularly in innovative spaces. It’s nothing to sneer at, rather something that is a true learning opportunity. But we need to call it as it is, not what we want it or pretend it to be.

My colleague Hallie Preskill from FSG is big on learning and is not averse to rolling her eyes when people speak of it, because it’s often used so flippantly and without thought. True learning means paying attention, giving time and focus to what material — experience, data, reflections, goals and contexts — is available, and in . Learning has a cost and it has many myths attached to it. It’s difficulty is why many simply don’t do it. In truth, many are not as serious about really learning, but talking about learning. This is what Hallie sees a lot.

The material for learning is what these innovators, these creators, are producing so if we are valuing creation and innovation we need to pay attention to this and entice creators to continue to generate more quality ‘content’ for us to learn from and worry less about what these creators produce when we task them with innovation missions that have no chance to ‘succeed’ just as they have no chance to ‘fail’

A poor question leads us to poor answers.

Consider what we ask of our innovators and innovation and you’ll see that, if we want more and better creators and if we want more and better creations we need to see them in a new light and create the culture that sees them both for what they are, not what we want them to be.

Image credit: Author

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Diversity / Complexity in Focus

on June 27, 2016
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Diversity in focus?

 

As cities and regions worldwide celebrate Pride the role of diversity, understanding and unity has been brought to mind just as it has contemplating the British public’s choice to leave the EU with Brexit. Both events offer lessons in dealing with complexity and why diversity isn’t about either/or, but more both and neither and that we might learn something not just from the English, but their gardens, too. 

It’s a tad ironic that London has been celebrating its Pride festival this past week, a time when respect and celebration of diversity as well as unification of humanity was top-of-mind while the country voted to undo many of the policies that fostered political and economic union and could likely reduce cultural diversity with Europe. But these kind of ironies are not quirky, but real manifestations of what can happen when we reduce complexity into binaries.

This kind of simplistic, reductionist thinking approach can have enormously harmful and disrupting effects that ripple throughout a system as we are seeing with what’s happened so far in the United Kingdom, Europe and the world in the past week.

Complexity abhors dichotomies

There are two kinds of people in the world: those who believe there are two kinds of people and those who don’t

The above quote (which has many variations, including one attributed to author Tom Robbins that I like) makes light of the problem of lumping the complex mass of humanity into two simple categories. It abstracts variation to such a level that it becomes nearly meaningless. The Brexit vote is similar. Both are lessons in complexity lived in the world because they reflect a nuanced, mutli-faceted set of issues that are reduced into binary options that are clustered together.

It is no surprise that, in the days following the Brexit vote in the UK, that there is much talk of a divided, rather than a united kingdom.

Diversity is difficult to deal with and is often left unaddressed as a result. The benefits to having diversity expressed and channeled within a complex system are many and articulated in research and practice contexts across sectors and include protection from disruption, better quality information, a richer array of strategic options and, in social contexts, a more inclusive social community.

The risks are many, too, but different in their nature. Diversity can produce tension which can be used for creative purposes, liberation, insight as well as confusion and conflict, simultaneously. This as a lot do with humans uneasy relationship with change. For some, change is easier to deal with by avoiding it — which is what many in the Leave camp thought they could do by voting the way they did. The darker side of the Leave campaign featured change as an image of non-white immigrant/refugees flooding into Britain, presumably to stoke those uncomfortable with (or outwardly hostile) to others to fear the change that could come from staying in the European Union.

Staying the same requires change

The author Guiseppe de Lampedussa once wrote about the need to change even when desiring to keep things as they are, because even if we seek stability, everything around us is changing and thus the system (or systems) we are embedded in are in flux. That need to change to stay the same was something that many UK citizens voiced. What was to change and what was to stay the same was not something that could be captured by a “Leave” or “Remain” statement, yet that is what they were given.

It should come to no surprise that, when presented with a stark choice on a complex matter, that there would be deep dissatisfaction with the result no matter what happened. We are seeing the fallout from the vote in the myriad factions and splintering of both of the main political parties — Conservative and Labour — and a House of Commons that is now filled with rebellion. Is the UK better off? So far, no way.

This is not necessarily because of the Leave vote, but because of what has come from the entire process of mis-handling the campaigns and the lack of plan for moving forward (by both camps). Further complicating matters is that the very EU that Britain has voted to leave is now not the same place as it was when the Brexit vote was held just five days ago. It’s also faced with rising voices for reform and potential separation votes from other member states who saw their causes bolstered or hindered because of the UK referendum. This is complexity in action.

Tending the garden of complex systems

The English know more about complexity than they might realize. An English garden is an example of complexity in action and how it relates to the balance of order, disorder and unordered systems. A look at a typical English garden will find areas of managed beauty, wildness, and chaos all within metres of one another.

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What also makes a garden work is that it requires the right balance of effort, adaptive action, planning and compensating as well as the ability to let go all at the same time. Gardening requires constant attention to the weather, seasons, the mix of diversity within the system, the boundaries of the system itself (lest weeds or other species seek to invade from outside the garden or plants migrate out to a neighbours place) and how one works with all of it in real time.

Social systems are the same way. They need to be paid attention to and acted upon strategically, in their own time and way. This is why annual strategic planning retreats can be so poorly received. We take an organization with all it’s complexity and decide that once per year we’ll sit down and reflect on things and plan for the future. Complexity-informed planning requires a level of organizational mindfulness that engages the planning process dynamically and may involve the kind of full-scale, organization-wide strategy sessions more frequently or with specific groups than is normally done. Rather than use what is really arbitrary timelines — seen in annual retreats, 5-year plans and so forth — the organization takes a developmental approach, like a gardener, and tends to the organizations’ strategic needs in rhythms that fit the ecosystem in which it finds itself.

This kind of work requires: 1) viewing yourself as part of a system, 2) engaging in regular, sustained planning efforts that have 3) alignment with a developmental evaluation process that continually monitors and engages data collection to support strategic decision-making as part of 4) a structured, regular process of sensemaking so that an organization can see what is happening and make sense of it in real-time, not retrospectively because one can only act in the present, not the future or past.

Just as a garden doesn’t reduce complexity by either being on or off, neither should our social or political systems. Until we start realizing this and acting on it — by design — at the senior strategic level of an organization, community or nation, we may see Brexit-like conditions fostered in places well beyond the white cliffs of Dover into governments and organizations globally.

Photo Credits: The London Eye Lit Up for Pride London by David Jones and Hidcote Manor GardenHidcote Manor GardenHidcote Manor Garden by David Catchpole both used under Creative Commons License via Flickr. Thanks to the Davids for sharing their work.

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Designing for the horizon

on January 1, 2016

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‘New’ is rarely sitting directly in front of us, but on the horizon; something we need to go to or is coming towards us and is waiting to be received. In both cases this innovation (doing something new for benefit) requires different action rather than repeated action with new expectations. 

I’ve spent time in different employment settings where my full-time job was to work on innovation, whether that was through research, teaching or some kind of service contribution, yet found the opportunities to truly innovate relatively rare. The reason is that these institutions were not designed for innovation, at least in the current sense of it. They were well established and drew upon the practices of the past to shape the future, rather than shape the future by design. Through many occasions even when there was a chance to build something new from the ground up — a unit, centre, department, division, school  — the choice was to replicate the old and hope for something new.

This isn’t how innovation happens. One of those who understood this better than most is Peter Drucker. A simple search through some of the myriad quotes attributed to him will find wisdom pertaining to commitment, work ethic, and management that is unparalleled. Included in that wisdom is the simple phrase:

If you want something new, you have to stop doing something old

Or, as the quote often attributed to Henry Ford suggests:

Do what you’ve always done and you will get what you’ve always got

Design: An intrapreneurial imperative

In each case throughout my career I’ve chosen to leave and pursue opportunities that are more nimble and allow me to really innovation with people on a scale appropriate to the challenge or task. Yet, this choice to be nimble often comes at the cost of scale, which is why I work as a consultant to support larger organizations change by bringing the agility of innovation to those institutions not well set up for it (and help them to set up for it).

There are many situations where outside support through someone like a consultant is not only wise, but maybe the only option for an organization needing fresh insight and expertise. Yet, there are many situations where this is not the case. In his highly readable book The Designful Company, Marty Neumeier addresses the need for creating a culture of non-stop innovation and ways to go about it.

At the core of this approach is design. As he states:

If you want to innovate, you gotta design

 

Design is not about making things look pretty, it’s about making things stand out or differentiating them from others in the marketplace**. (Good) Design is what makes these differentiated products worthy of consideration or adoption because they meet a need, satisfy a desire or fill a gap somewhere. As Neumeier adds:

Design contains the skills to identify possible futures, invent exciting products, , build bridges to customers, crack wicked problems, and more.

When posed this way, one is left asking: Why is everyone not trained as a designer? Or put another way: why aren’t most organizations talking about design? 

Being mindful of the new

This brings us back to Peter Drucker and another pearl of wisdom gained from observing the modern organization and the habits that take place within it:

Follow effective action with quiet reflection. From the quiet reflection will come even more effective action.

This was certainly not something that was a part of the institutional culture of the organizations I was a part of and it’s not part of many of the organizations I worked with. The rush to do, to take action, is rarely complemented with reflection because it is inaction. While I might have created habits of reflective practice in my work as an individual, that is not sufficient to create change in an organization without some form of collective or at least shared reflection.

To test this out, ask yourself the following questions of the workplace you are a part of:

  • Do you hold regular, timely gatherings for workers to share ideas, discuss challenges and explore possibilities without an explicit outcome attached to the agenda?
  • Is reflective practice part of the job requirements of individuals and teams where there is an expectation that it is done and there are performance review activities attached to such activity? Or is this a ‘nice to have’ or ‘if time permits’ kind of activity?
  • Are members of an organization provided time and resources to deliver on any expectations of reflective practice both individually or collectively?
  • Are other agenda items like administrative, corporate affairs, news, or ’emergencies’ regularly influencing and intruding upon the agendas of gatherings such as strategic planning meetings or reflection sessions?
  • Is evaluation a part of the process of reflection? Do you make time to review evaluation findings and reflect on their meaning for the organization?
  • Do members of the organization — from top to bottom — know what reflection is or means in the context of their work?
  • Does the word mindfulness come into conversations in the organization at any time in an official capacity?

Designing mindfulness

If innovation means design and effective action requires reflection it can be surmised that designing mindfulness into the organization can yield considerable benefits. Certain times of year, whether New Years Day (like today’s posting date), Thanksgiving (in Canada & US), birthdays, anniversaries, religious holidays or even the end of the fiscal year or quarter, can prompt some reflection.

Designing mindfulness into an organization requires taking that same spirit that comes from these events and making them regular. This means protecting time to be mindful (just as we usually take time off for holidays), including regular practices into the workflow much like we do with other activities, and including data (evaluation evidence) to support that reflection and potentially guide some of that reflection. Sensemaking time to bring that together in a group is also key as is the potential to use design as a tool for foresight and envisioning new futures.

To this last point I conclude with another quote attributed to Professor Drucker:

The best way to predict your future is to create it

As you begin this new year, new quarter, new day consider how you can design your future and create the space in your organization — big or small — to reflect and act more mindfully and effectively.

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** This could be a marketplace of products, services, ideas, attention or commitment.

Photo credit: Hovering on the Horizon by the NASA Earth Observatory used under Creative Commons Licence via Flickr

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The Ecology of Innovation: Part 2 – Language

on October 2, 2015
Idea Factories or ecologies of innovation?

Idea Factories or ecologies of innovation?

Although Innovation is about producing value through doing something new or different than before, the concept is far from simple when applied in practice by individuals and institutions. This second in a series of articles on innovation ecology looks at the way we speak of innovation and how what we talk about new ideas and discovery shapes what we do about it. 

“Language can be a way of hiding your thoughts and preventing communication” – Abraham Maslow

Innovation is one of the few concepts that offers little benefit contemplated in the abstract. We innovate on specific things with an eye to application, maybe even scaling that idea broadly. Humans innovate because the status quo is no longer satisfying, is unacceptable or has changed so we strive to come up with new ways of doing things, novel processes and tools to make the current situation a preferred one.

Thus, we are designers seeking our client, customer and creation through innovation and we do this through our words and actions — our language. Indeed, if one agrees with Marty Neumeier‘s assertion that design is the discipline of innovation and Greg Van Alystne & Bob Logan’s definition of design as “creation for reproduction” then our language of innovation is critical to ensuring that we design products and services that have the potential to reproduce beyond an idea.

Language matters in innovation.

To illustrate, lets look at how language manifests itself in the communication of ideas using an example from public health. In a paper entitled Knowledge integration: Conceptualizing communications in cancer control systems I co-authored with my colleagues Allan Best and Bob Hiatt, we looked at the way language was used within a deep and broad field like cancer control in shaping communications. This was not merely an academic exercise, but served to illustrate the values, practices and structures that are put in place to support communicating concepts and serves to illustrate how innovations are communicated.

Innovation as product

What we found was that there are three generations of cancer communications defined by their language and the practices and policies that are manifested in or representative of that language. The first generation of terms were traced up to the 1990’s and were characterized by viewing knowledge as a product. Indeed, the term knowledge products can be traced back to this period. Other key characteristics of this period include:

  • The terminology used to describe communications included the terms diffusion, dissemination, knowledge transfer, and knowledge uptake.
  • Focus on the handoff between knowledge ‘producers’ and knowledge (or research) ‘users’. These two groups were distinct and separate from one another
  • The degree of use is a function of effective packaging and presentation presuming the content is of high quality.

The language of this first generation makes the assumption that the ideas are independent of the context in which they are to be used or where they were generated. The communication represented in this generation of models relies on expertise and recognition of this. But what happens when expertise is not recognized? Or where expertise isn’t even possible? This is a situation we are increasingly seeing as we face new, complex challenges that require mass collaboration and innovation, something the Drucker Forum suggests represents the end of expertise.

Innovation as a contextual process

From the early and mid-1990’s through to the present we’ve seen a major shift from viewing knowledge or innovation as a product to that of a dynamic process where expertise resides in multiple places and sources and networks are valued as much as institutions or individuals. Some of the characteristics of this generation are:

  • Knowledge and good ideas come from multiple sources, not just recognized experts or leaders
  • Social relationships media what is generated and how it is communicated (and to whom)
  • Innovation is highly context-dependent
  • The degree of use of ideas or knowledge is a function of having strong, effective relationships and processes.

What happens when the context is changing consistently? What happens when the networks are dynamic and often unknown?

Systems-embedded innovation

What the paper argues is that we are seeing a shift toward more systems-oriented approaches to communication and that is represented in the term knowledge integration. A systems-oriented model views the design of knowledge structures as an integral to the support of effective innovation by embedding the activities of innovation — learning, discovery, and communication — within systems like institutions, networks, cultures and policies. This model also recognizes the following:

  • Both explicit and implicit knowledge is recognized and must be made visible and woven into policy making and practice decisions
  • Relationships are mediated through a cycle of innovation and must be understood as a system
  • The degree of integration of policies, practices and processes within a system is what determines the degree of use of an idea or innovation.

The language of integration suggests there is some systems-level plan to take the diverse aspects within a set of activities and connect, coordinate and, to some degree, manage to ensure that knowledge is effectively used.

Talking innovation

What makes language such a critical key to understanding innovation ecologies is that the way in which we speak about something is an indication of what we believe about something and how we act. As the quote from psychologist Abraham Maslow suggests above, language can also be used to hide things.

One example of this is in the realm of social innovation, where ideas are meant to be generated through social means for social benefit. This process can be organized many different ways, but it is almost never exclusively top-down, expert-driven. Yet, when we look at the language used to discuss social innovation, we see terms like dissemination regularly used. Examples from research, practice and connecting the two to inform policy all illustrate that the language of one generation continues to be used as new ones dawn.  This is to be expected as the changes in language of one generation never fully supplants that of previous generations — at least not initially. Because of that, we need to be careful about what we say and how we say it to ensure that our intentions are reflected in our practice and our language. Without conscious awareness of what we say and what those words mean there is a risk that our quest to create true innovation ecosystems, ones where innovation is truly systems-embedded and knowledge is integrated we unwittingly create expectations and practices rooted in other models.

If we wish to walk the walk of innovation at a systems level, we need to talk the talk.

Tips and Tricks

Organizational mindfulness is a key quality and practice that embeds reflective practice and sensemaking into the organization. By cultivating practices that regularly check-in and examine the language and actions of an organization in reference to its goals, processes and outcomes. A recent article by Vogus and Sutcliffe (2012) (PDF) provides some guidance on how this can be understood.

Develop your sensemaking capacity by introducing space at regular meetings that bring together actors from different areas within an organization or network to introduce ideas, insights and observations and process what these mean with respect to what’s happened, what is happening and where its taking the group.

Some key references include: 

Best, A., Hiatt, R. A., & Norman, C. D. (2008). Knowledge integration: Conceptualizing communications in cancer control systems. Patient Education and Counseling, 71(3), 319–327. http://doi.org/10.1016/j.pec.2008.02.013

Best, A., Terpstra, J. L., Moor, G., Riley, B., Norman, C. D., & Glasgow, R. E. (2009). Building knowledge integration systems for evidence‐informed decisions. Journal of Health Organization and Management, 23(6), 627–641. http://doi.org/10.1108/14777260911001644

Vogus, T. J., & Sutcliffe, K. M. (2012). Organizational Mindfulness and Mindful Organizing: A Reconciliation and Path Forward. Academy of Management Learning & Education, 11(4), 722–735. http://doi.org/10.5465/amle.2011.0002C

Weick, K. E., Sutcliffe, K. M., & Obstfeld, D. (2005). Organizing and the Process of Sensemaking. Organization Science, 16(4), 409–421. http://doi.org/10.1287/orsc.1050.0133

*** If you’re interested in applying these principles to your organization and want assistance in designing a process to support that activity, contact Cense Research + Design.

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Of tails, dogs and the wagging of both

on September 23, 2014
Who's wagging whom?

Who’s wagging whom?

Evaluation is supposed to be driven by a program’s needs and activities, but that isn’t always the case. What happens when the need for numbers, metrics, ‘outcomes’ and data shape the very activities programs do and how that changes everything is something that is worth paying some attention to. 

Since the Second World War we’ve seen a gradual shift towards what has been called presence of neo-liberal values across social institutions, companies, government and society. This approach to the world is characterized, among other things, by its focus on personal and economic efficiency, freedom, and policies that support actions that encourage both. At certain levels of analysis, these policies have rather obvious benefits.

Who wouldn’t like to have more choice, more freedom, more perceived control and derive more value from their products, services and outputs? Not many I suspect. Certainly not me.

Yet, when these practices move to different levels and systems they start to produce enormous complications that are at odds with — and produce distortions of — the very values that they espouse. We’ve seen the same happen with other value systems that have produced social situations that are highly beneficial in some contexts and oppressive and toxic in others – capitalism and socialism both fit this bill.

Invisible tails and wags

What makes ‘isms’ so powerful is that they can become so prevalent that their purpose, value and opportunity stop being questioned at all. It is here that the tail starts to wag the dog.

Take our economy (or THE economy as it is somewhat referred to). An economy is intended to be a facilitator and product of activities used to create certain types of value in a society. We work and produce goods (or ideas), exchange and trade them for different things, and these allow us to fulfill certain human goals. It can take various shapes, be regulated more or less, and can operate at multiple scales, but it is a human construction — we invented it. Sometimes this gets forgotten and in times when we use the economy to justify behaviour we forget that it is our behaviour that is the economy.

We see over and again with neoliberalism (which is among the most dominant societal ‘ism’ of the past 50 years in the West and more reflected globally all the time) taken at the broadest level, the economy becomes the central feature of our social systems rather than a byproduct of what we do as social beings. Thus, things like goods, experiences, relations and so on we used to consider as having some type of inherent value suddenly become transformed into objects that judgements can be made.

The role of systems

This can make sense where there are purpose-driven reasons to assign particular value scores to something, but the nature of value is tied to the systems that surround what is valued. If we are dealing with simple systems, those where there are clear cause-and-effect connections between the product or service under scrutiny and its ability to achieve its purpose, then valuation measurement makes sense. We can assert that X brand of laundry detergent is better than Y on the basis of Z. We can conduct experiments, trials and repeated measures that can compare across conditions.

It is also safe to make an assumption of value based on the product’s purpose that can be generalized. In other words, our reason for using the product is clear and relatively unambiguous (e.g., to clean clothes using the above example). There may be additional reasons for choosing X brand over Y, but most of those reasons can be also controlled for and understood discretely (e.g., scent, price, size, bottle shape etc..).

This kind of thinking breaks down in complex systems. And to make it even more complex, it breaks down imperfectly so we have simple systems interwoven within complex ones. We have humans using simple products and services that operate in new, innovative and complex conditions. Unfortunately, what comes with simple systems is simple thinking. Because they are — by their nature — simple, these system dynamics are easy to understand. Returning to our example of the economy, classical micro-economic models of supply and demand as illustrated below.

Relationships and the systems that surround them

supply_and_demand

Using this model, we can do a reasonable job of predicting influence, ascertaining value and hypothesizing relationships between both.

In complex systems, the value links are often in flux, dynamic, and relative requiring a form of adaptive evaluation like developmental evaluation. But that doesn’t happen as much as it should, mostly because of a failure to question the systems and their influence. Without questioning the values and value that systems create — the isms that were mentioned earlier — and their supposed connection to outcomes, we risk measuring things that have no clear connection to value and worse, we create systems that get designed around these ineffective measures.

What this manifests itself in is mindless bureaucracy, useless meetings, pompous and intelligible titles, and innovation-squashing regulations that get divorced from the purpose that they are meant to solve. And in doing so, this undermines the potential benefit that the original purpose of a bureaucracy (to document and create an organizational memory to guide decisions), meetings (to discuss and share ideas and solve problems), titles (to denote role and responsibility — although these aren’t nearly as useful as people think in the modern organization), and regulations (to provide a systems lens to constrain uncoordinated individual actions from creating systems problems like the Tragedy of the Commons).

More importantly, this line of thinking also focuses us on measuring the things that don’t count. And as often quoted and misquoted, the phrase that is apt is:

Not everything that counts can be counted, and not everything that can be counted counts.

Counting what counts

It is critical to be mindful of the purpose — or to reconnect, rediscover, reinvent and reflect upon the purposes we create lest we allow our work to be driven by isms. Evaluators and their program clients and partners need to stand back and ask themselves: What is the purpose of this system I am dealing with?

What do we measure and is that important enough to matter? 

Perhaps the most useful way of thinking about this is to ask yourself: what is this system being hired to do? 

Regular mindful check-ins as part of reflective practice at the individual, organizational and, where possible, systems level are a way to remind ourselves to check our values and practices and align and realign them with our goals. Just as a car’s wheels go out of alignment every so often and need re-balancing, so too do our systems.

In engaging in reflective practice and contemplating what we measure and what we mean by it we can better determine what part of what we do is the dog, what is the tail and what is being wagged and by whom.

Photo credit: Wagging tail by Quinn Dombrowski used under Creative Commons License via Flickr. Thanks Quinn for making your great work available to the world.

Economic model image credit from Resources for Teachers used under Creative Commons License. Check out their great stuff for helping teachers teach better.

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Developmental Evaluation and Mindfulness

on January 20, 2014
Mindfulness in Motion

Mindfulness in Motion?

Developmental evaluation is focused on real-time decision making for programs operating in complex, changing conditions, which can tax the attentional capacity of program staff and evaluators. Organizational mindfulness is a means of paying attention to what matters and building the capacity across the organization to better filter signals from noise.

Mindfulness is a means of introducing quiet to noisy environments; the kind that are often the focus of developmental evaluations. Like the image above, mindfulness involves remaining calm and centered while everything else is growing, crumbling and (perhaps) disembodied from all that is around it.

Mindfulness in Organizations and Evaluation

Mindfulness is the disciplined practice of paying attention. Bishop and colleagues (2004 – PDF), working in the clinical context, developed a two-component definition of mindfulness that focuses on 1) self-regulation of attention that is maintained on the immediate experience to enable pattern recognition (enhanced metacognition) and 2) an orientation to experience that is committed to and maintains an attitude of curiosity and openness to the present moment.

Mindfulness does not exist independent of the past, rather it takes account of present actions in light of a path to the current context. As simple as it may sound, mindfulness is anything but easy, especially in complex settings with high levels of information sources. What this means for developmental evaluation is that there needs to be a method of capturing data relevant to the present moment, a sensemaking capacity to understand how that data fits within the overall context and system of the program, and a strategy for provoking curiosity about the data to shape innovation. Without attention, sensemaking or interest in exploring the data to innovate there is little likelihood that there will be much change, which is what design (the next step in DE) is all about.

Organizational mindfulness is a quality of social innovation that situates the organization’s activities within a larger strategic frame that developmental evaluation supports. A mindful organization is grounded in a set of beliefs that guide its actions as lived through practice. Without some guiding, grounded models for action an organization can go anywhere and the data collected from a developmental evaluation has little context as nearly anything can develop from that data, yet organizations don’t want anything. They want the solutions that are best optimized for the current context.

Mindfulness for Innovation in Systems

Karl Weick has observed that high-reliability organizations are the way they are because of a mindful orientation. Weick and Karen Sutcliffe explored the concept of organizational mindfulness in greater detail and made the connection to systems thinking, by emphasizing how a mindful orientation opens up the perceptual capabilities of an organization to see their systems differently. They describe a mindful orientation as one that redirects attention from the expected to the unexpected, challenges what is comfortable, consistent, desired and agreed to the areas that challenge all of that.

Weick and Sutcliffe suggest that organizational mindfulness has five core dimensions:

  1. Reluctance to simplify
  2. Sensitivity to operations
  3. Commitment to resilience
  4. Deference to expertise
  5. Preoccupation with failure

Ray, Baker and Plowman (2011) looked at how these qualities were represented in U.S. business schools, finding that there was some evidence for their existence. However, this mindful orientation is still something novel and its overlap with innovation output, unverified. (This is also true for developmental evaluation itself with few published studies illustrating that the fundamentals of developmental evaluation are applied). Vogus and Sutcliffe (2012) took this further and encouraged more research and development in this area in part because of the lack of detailed study of how it works in practice, partly due to an absence of organizational commitment to discovery and change instead of just existing modes of thinking. 

Among the principal reasons for a lack of evidence is that organizational mindfulness requires a substantive re-orientation towards developmental processes that include both evaluation and design. For all of the talk about learning organizations in industry, health, education and social services we see relatively few concrete examples of it in action. A mistake that many evaluators and program planners make is the assumption that the foundations for learning, attention and strategy are all in place before launching a developmental evaluation, which is very often not the case. Just as we do evaluability assessments to see if a program is ready for an evaluation we may wish to consider organizational mindfulness assessments to explore how ready an organization is to engage in a true developmental evaluation. 

Cultivating curiosity

What Weick and Sutcliffe’s five-factor model on organizational mindfulness misses is the second part of the definition of mindfulness introduced at the beginning of this post; the part about curiosity. And while Weick and Sutcliffe speak about the challenging of assumptions in organizational mindfulness, these challenges aren’t well reflected in the model.

Curiosity is a fundamental quality of mindfulness that is often overlooked (not just in organizational contexts). Arthur Zajonc, a physicist, educator and President of the Mind and Life Institute, writes and speaks about contemplative inquiry as a process of employing mindfulness for discovery about the world around us.Zajonc is a scientist and is motivated partly by a love and curiosity of both the inner and outer worlds we inhabit. His mindset — reflective of contemplative inquiry itself — is about an open and focused attention simultaneously.

Openness to new information and experience is one part, while the focus comes from experience and the need to draw in information to clarify intention and actions is the second. These are the same kind of patterns of movement that we see in complex systems (see the stitch image below) and is captured in the sensing-divergent-convergent model of design that is evident in the CENSE Research + Design Innovation arrow model below that.

Stitch of Complexity

Stitch of Complexity

CENSE Corkscrew Innovation Discovery Arrow

CENSE Corkscrew Innovation Discovery Arrow

By being better attuned to the systems (big and small) around us and curiously asking questions about it, we may find that the assumptions we hold are untrue or incomplete. By contemplating fully the moment-by-moment experience of our systems, patterns emerge that are often too weak to notice, but that may drive behaviour in a complex system. This emergence of weak signals is often what shifts systems.

Sensemaking, which we discussed in a previous post in this series, is a means of taking this information and using it to understand the system and the implications of these signals.

For organizations and evaluators the next step is determining whether or not they are willing (and capable) of doing something with the findings from this discovery and learning from a developmental evaluation, which will be covered in the next post in this series that looks at design.

 

References and Further Reading: 

Bishop, S. R., Lau, M., Shapiro, S., & Carlson, L. (2004). Mindfulness: A Proposed Operational Definition. Clinical Psychology: Science and Practice, 11(N3), 230–241.

Ray, J. L., Baker, L. T., & Plowman, D. A. (2011). Organizational mindfulness in business schools. Academy of Management Learning & Education, 10(2), 188–203.

Vogus, T. J., & Sutcliffe, K. M. (2012). Organizational Mindfulness and Mindful Organizing : A Reconciliation and Path Forward. Academy of Management Learning & Education, 11(4), 722–735.

Weick, K. E., Sutcliffe, K. M., Obstfeld, D., & Wieck, K. E. (1999). Organizing for high reliability: processes of collective mindfulness. In R. S. Sutton & B. M. Staw (Eds.), Research in Organizational Behavior (Vol. 1, pp. 81–123). Stanford, CA: Jai Press.

Weick, K.E. & Sutcliffe, K.M. (2007). Managing the unexpected. San Francisco, CA: Jossey-Bass.

Zajonc, A. (2009). Meditation as contemplative inquiry: When knowing becomes love. Barrington, MA: Lindisfarne Books.