Cosma Shalizi on Twitter: “Of the Evaluation of Expertise (“I am not so good for that as an old roofer”) https://t.co/FXSnTJ4iF5″ / Twitter (and me on ‘medication adherence’)

This brilliant blog post using a conversational form to query prediction, expertise, practical action, and our expectations and ‘rationality’ around it was retweeted by David Chapman: http://bactra.org/weblog/1174.html

via Cosma Shalizi on Twitter: “Of the Evaluation of Expertise (“I am not so good for that as an old roofer”) https://t.co/FXSnTJ4iF5″ / Twitter

That led to me sharing one of my favourite little canters about ‘medication adherence’, cut-and-paste here as much for my own convenience as anything else:

‘Medication adherence’ is brilliant for this. I’ve seen (but can never find) a paper which puts the number of people who – fill the prescription and – take the medicine – in the recommended way – to the recommended course to be in the teen%s.

and this is with *every aspect of the symbolism of General Practitioners reflecting courtly ritual of time spent visiting the Monarch*! (Ooh – and you have to factor in the %age doctors got the right medication and wrote it down correctly, and legibly)

and the literature seems… thin… and vague… There’s a suspiciously round figure of 50% reported a lot ncbi.nlm.nih.gov/pmc/articles/P and there seem to be few really predictive factors ncbi.nlm.nih.gov/pmc/articles/P

“40-60% of patients could not correctly report what their physicians expected of them 10-80 minutes after they were provided with the information.” “over 60% of patients interviewed immediately after visiting their doctors misunderstood the directions”

This literature review suggests lack of good knowledge medscape.com/viewarticle/51 This pertains *even in RCTs* uspharmacist.com/article/medica

and what tickles me even more is that data collection in adherence monitoring is vague, varied, and unreliable frontiersin.org/articles/10.33 …so if you want nebulosity in medicine, it’s here in layers – it might *look like* we know what we don’t know… but we’re not sure!

Uncomfortable with uncertainty – Garath Symonds on LinkedIn

(interest: Garath is a friend and sometime collaborator)

via Uncomfortable with uncertainty | LinkedIn

Uncomfortable with uncertainty

Garath Symonds

Garath Symonds

Executive Coach

A few years ago I went to a job interview and was asked a question about how I deal with uncertainty. In my answer I described myself as someone who is ‘comfortable with uncertainty’. At the time I had recently completed an executive education programme on systems leadership where we considered the idea of a VUCA world. VUCA being a term first coined by the US military and stands for volatile, uncertain, complex and ambiguous. The term VUCA has now become something of a cliche, and for good reason as it perfectly describes the modern operating context not just for the military, but for public services, not-for-profits and the commercial sector.

The same programme focussed on the idea of Adaptive Leadership, developed at Harvard Kennedy School of Government, as the profound social technology to lead in uncertain times. This learning experience helped me give what sounded like a well informed answer at interview. I also believed it to be true, I believed that I was ‘comfortable with uncertainty’ and that adaptive leaders have this capability. My answer convinced the interviewer and I got the job.

Today I know uncertainty triggers anxiety for me and is something I have to work on. How then did I convince myself of the opposite? My answer for myself is that I had heard that this was how leaders were supposed to be and I believed it. It became part of a ‘story’ that I told myself and I clung onto it. Often these story lines can get in the way of our leadership; I was unconsciously lying to myself because it fitted a model that I had imagined about how leaders should be.

Denying anxiety as I did, may only put the day of overwhelm off. Through coaching and work on myself I have noticed the role anxiety plays in my psychology and how it is often triggered by uncertainty.  My habit, developed over a lifetime, was to push this emotion away and to tough it out. This wasn’t something that started in my leadership career, its origins were much earlier. My own experience of being a coach has shown me that I’m not the only one, our past presents in the moment for all of us. The challenge is to become increasingly aware of how old habits impact on how we lead today.

One senior leader I worked with would do anything to avoid conflict, he oscillated between trying to please everyone and taking an authoritarian style that closed conflict down abruptly and often aggressively. In coaching I asked about his experience of his family of origin – he described a childhood characterised by continual conflict. He was eventually able to link this experience to what was happening today, noting the feelings of uncertainty and insecurity that conflict provoked and how the same tapes were still being played out.

Becoming aware of this unconscious process allowed the leader to see it happening and grow in the capacity to change. Seeing it means you don’t have to be it. For me, this is what leading with awareness means; working on your blind spots and making them conscious. This work involves observing yourself with objectivity, without the normal judgements we make when we notice something we don’t like about ourselves.

This is very similar to an adaptive leadership practice known as ‘balcony work’. When an adaptive leader ‘gets on the balcony’ they view the ‘dance floor’ (system) observing what is happening and working out what intervention to make. The difference is that the system here is your inner-system and its about what is going on interiorly, your thoughts, feelings and sensations. Cultivating this ‘noticing practice’ supports us to be in uncertain situations, seeing and even dropping our unhelpful storylines.

My storyline was: ‘I’m comfortable with uncertainty’ and this created a blindspot that prevented me seeing what was really happening.  It made it harder for me to be comfortable with who I am (an ordinary person who dislikes uncertainty and is continually looking for solid ground). My insistence on clinging to this idea resulted in me pushing my emotions away and I avoided working with my anxiety.

Freud saw anxiety as a signal to the ego of a potential threat. These signals are received physiologically by the amygdala, which resides in our ancient limbic brain and is associated with our fight, flight or freeze instinct. Many situations can activate this instinct: change, uncertainty, loss, rejection and fear of failure – all of which might characterise our current context as we move from one adaptive challenge to the next (remember Brexit?).

In the context of organisational leadership it’s no longer threat of physical attack, but rather a threat to our ego, perhaps our status, our model of ourselves, the story we tell. It may be that your story is getting in the way of your ability to connect with others, to lead.

The Covid19 pandemic is going to tragically affect so many families. Things we once took for granted are now under threat; our health,  jobs, and businesses, potentially creating a pandemic of anxiety. This crisis might be inviting us to view our experience differently, put some space between us and our experience so we can see what is going on more clearly, pause and reflect on what to do.

This shock to our system may have some adaptive results, the need to reduce air travel and car use has been immediately achieved – for a time at least. A new global narrative has started to emerge similar to that of people who get a health scare and then reflect: ‘I might need to re-think my lifestyle…’ How we sustainably adapt as a global community remains to be seen, our personal adaptions in the face of uncertainty and anxiety are something we can all take responsibility for.

Garath Symonds is a Executive Coach, learn more at www.garathsymondscoaching.com

 

via Uncomfortable with uncertainty | LinkedIn

Deeper than hair discrimination: A movement to address and dismantle systemic racism – NetworkWeaver

via Deeper than hair discrimination: A movement to address and dismantle systemic racism – NetworkWeaver

DEEPER THAN HAIR DISCRIMINATION: A MOVEMENT TO ADDRESS AND DISMANTLE SYSTEMIC RACISM

When I graduated from Columbia University, I was informed in a professional development workshop at a national conference that my hair should not distract from my excellent credentials. I did not understand how hair that grew naturally out of my scalp could be labelled as a source of barriers. The styles that were mentioned as socially acceptable for professional upward mobility were straight hairstyles that did not reflect the texture of my natural hair.

Continues in source: Deeper than hair discrimination: A movement to address and dismantle systemic racism – NetworkWeaver

Leading Through the Pandemic: Lessons for the NHS

a bit of Keith Grint 🙂

Becky Malby's avatarBecky Malby

Prof Becky Malby interviews thought leaders to inform and guide NHS leaders through the current context.

The first interview is with Keith Grint, Emeritus Professor at Warwick University on the lessons from his work on leading Critical, Tame and Wicked Problems. We discuss the interplay between command and control and adaptive leadership, the role of soft power, and how to ensure as leaders are the best decision-maker you can be.

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The Invitation | Barry Lopez | Granta Magazine – From a great tweet-starter by Thea Snow – ‘systems thinking comes naturally in oral cultures but is v difficult in literary cultures’

From a great tweet-starter by Thea Snow – ‘systems thinking comes naturally in oral cultures but is v difficult in literary cultures’ – discuss!

 

via The Invitation | Barry Lopez | Granta Magazine

The Invitation

Barry Lopez

‘The effort to know a place deeply is, ultimately, an expression of the human desire to belong, to fit somewhere.’

 

THE UNSCHOOL OF DISRUPTIVE DESIGN – a series of paid courses etc (includes discount to use by 1 April)

Lots here from Leyla Acaroglu, which I appear not to have covered before.

via THE UNSCHOOL OF DISRUPTIVE DESIGN

Recent email with links and offer:

Thanks for signing up to the UnSchool Online and taking part in a community of creative change-makers! If you want more community, join our LinkedIn group here.

If you one of the quarter of the world’s population who are currently in #quarantine, #lockdown and #workingfromhome then you are probably experiencing the same fear and frustration as the rest of us. We are also in lockdown, and yes, that means many extra hours of time to reflect and engage with content. Some of it is helpful, while some of it, well, maybe not so much…

To help everyone #staypositive, last week we gave away lots of free content every day and were overwhelmed with thousands of you downloading and engaging with our changer-maker stuff.

Now it appears this COVID-19 situation is likely to continue for a while, we’ve kept ourselves busy looking for more creative ways to help our community #staypositive and develop skills as a creative change-maker despite these complex times. Our entire existence as the UnSchool is to find unique ways to help more people make positive change so that we can design a more positive, sustainable and regenerative future.


So now, we are excited to launch a new brain activating 30-day challenge to help anyone #staypositive, learn new tools and get cool shit done. Built around the new handbook Design Systems Change by Leyla Acaroglu (which you get as part of the pack), Leyla curated the 30-day bootcamp with daily doses of content that you watch, read and then do. With 30 downloadable worksheets you will be able to explore many different ways you can build your own agency and capacity to effect positive change in the world around you – even if it’s from your bed or lounge room for the moment!

The bootcamp is usually designed to be self-paced and individual, but with so many of us in the same boat at the moment, we figured you might enjoy doing this as a #30daychallenge together! We’re starting on April 1, and if you sign up to join before April 1 (5pm UTC) you also get a 50% discount and keep motivated with us!

Check it out here for all the deets on the booster pack and use code > designsystemschange < at checkout to activate the discount.

As with all our offerings if you can’t afford this right now but still want to take part then please reach out via email and a team member will give you free access.

If you are keen to get more free juicy brain food from us then sign up here to get the UnSchool Journal delivered into your inbox every Monday. And if you don’t want to receive any emails like this from us anymore, then please just login to your UnSchools online account that you signed up for and delete it 🙂

Wishing you all the best in these complex times and hope you stay safe and healthy!

Love from the UnSchool

Polarity Partnerships

via Polarity Partnerships

WHY POLARITY THINKING™?

LEARN HOW THE PACT™ PROCESS, POLARITY MAP® AND POLARITY ASSESSMENT™ ARE THE MOST ROBUST SUITE OF PRACTICES AND TOOLS AVAILABLE TO ACHIEVE YOUR DESIRED RESULTS FASTER AND MORE SUSTAINABLY

In today’s world of increasing interdependency and complexity, it is vital to utilize problem solving AND both/and thinking to address your most strategic challenges and opportunities. The research is clear – leaders, teams and organizations that leverage Polarities well outperform those that don’t. Discover how to leverage your most strategic Polarities (AKA paradox, wicked problems, chronic tensions, dilemmas, etc.) to become more innovative, agile, profitable and competitive immediately and over time.

On the history of Ludwig von Bertalanffy’s “General Systemology”, and on its relationship to cybernetics. Part 1 | Pouvreau and Drack (2007)

Pouvreau has written extensively on this subject and Beralanffy in general – looks interesting, I haven’t read yet. (Parts II and III are available on Academia.edu also)

via (PDF) On the history of Ludwig von Bertalanffy’s “General Systemology”, and on its relationship to cybernetics. Part 1 | David POUVREAU – Academia.edu

 

On the history of Ludwig von Bertalanffy’s “General Systemology”, and on its relationship to cybernetics. Part 1
International Journal of General Systems, 2007
Manfred Drack

Pushing our limits to see the system – Luke Craven on LinkedIn

via Pushing our limits to see the system | LinkedIn

Pushing our limits to see the system

Luke Craven

Luke Craven

Director at Australian Taxation Office
3 articles 

If you’ve been reading along, you’ll know by now that I spend a lot of my time trying to build the capability of others to think and act in systemic ways.

Systems thinking is not the norm, by any measure, even though there are glimmers of hope. In my last blog, I shared a range of strategies for circumnavigating some of the barriers to embedding systems thinking in large organisations. Those structural barriers matter, without a doubt, but addressing them may not be enough.

Our world, and our brains, are not naturally built for thinking in systemic ways. There are almost certainly limits to our capacity to join the dots, to see the bigger picture, and to comprehend the dynamics and interconnections of an increasingly complex world.

Of course, there are some limits that are actually limits, and others that we create, believe into being, and which can be pushed or dissolved entirely. The trick is knowing which is which.

What are some of these limits?

1. We struggle with uncertainty 

The human mind is incredibly averse to uncertainty and ambiguity; from an early age, we respond to uncertainty or lack of clarity by spontaneously generating plausible explanations. What’s more, we hold on to these invented explanations as having intrinsic value of their own. Once we have them, we don’t like to let them go.

We have known for a long time that uncertainty resolution determines how we act. When we can’t immediately gratify our desire to know, we become highly motivated to reach a concrete explanation. That motivation lies at the heart of most other human desires: achievement, affiliation, and power. We want to eliminate the distress of the unknown. When faced with heightened ambiguity and a lack of clear-cut answers, we need to know – and as quickly as possible.

Our desire for certainty is present wherever you look. In science, it appears as Occam’s Razor, which is the idea that the simplest explanation is probably true. And yes, while you it is possible to have a simple theory that solves that one particular problem, if it doesn’t fit into the larger context of a complex world, it probably isn’t the right theory.

In public policy, we search for the ‘silver bullet’, or the one-size-fits-all solution, rather than recognising that all human behaviour is exceptionally context dependent.

Our western legal system is built upon the premise of individual personhood and autonomy, a convenient illusion, but one that helps us create a container to deal with the uncertainty. When we can assign blame and attribute responsibility to individuals and individual acts, we strip away the uncertainty that comes with understanding causation in a complex world.

2. We like to pretend the world is made up of fixed categories

Although the world in which we live is essentially continuous, we experience it as discrete chunks: “strangers” and “acquaintances,” “fiction” and “nonfiction,” “normal” and “perverse.” Categorisation is crucial for cognition and making these kinds of distinctions involves two simultaneous cognitive acts – lumping and splitting. The former entails grouping “similar” things together in a single mental cluster. The latter involves perceiving “different” clusters as separate from one another. Lumping allows us to perceive orange juice as similar to grape juice and Labradors as similar to poodles. Splitting allows us to perceive grape juice as different from wine and dogs as different from wolves.

Lumping and splitting help us set hard conceptual boundaries. But boundaries in a complex world aren’t hard – they’re uncertain, ambiguous, relational, and context dependent.

Fuzzy boundaries are hard work and we’re primed to avoid them. Folklore is full of stories that illustrate the challenge humans have always faced, as they’ve attempted to create hard boundaries in a continuous world. In Norse Mythology, Loki famously made a bet with the dwarf Brok, and wagered his head. He lost in due time the dwarves came to collect. Loki had no problem with giving up his head but insisted they had absolutely no right to take any part of his neck. Everyone concerned discussed the matter; certain parts were obviously head, and certain parts were obviously neck, but neither side could agree exactly where one ended and the other began. So Loki kept his head indefinitely, although his lips were stitched shut as punishment for getting out of the bet with tricky wordplay.

3. Our language and culture shape how we think

While the relationship between language and thought is controversial, recent research has thrown up some interesting findings. There is growing acceptance that the language we speak may bias our attention toward certain parts of the world, reinforce particular cognitive limits, and foster specific ways of processing information.

A powerful example of this phenomena is how eye-witness memory differs depending on the language a witness speaks. Recent research has shown that, strikingly, speakers of different languages remember different things about the same events. Whether or not someone is likely to remember who did what is influenced by how events are normally described in in the particular language spoken.

If the syntax and structure of language affects cognitive processes, it likely has an influence on whether or not people are able to perceive and comprehend the world in a systemic way. This particular connection is yet to be tested but there is enough evidence for a strong hypothesis. Where English is a sequential language (subject-verb-object), which results in a bias toward linear thinking, many indigenous languages – where holistic and non-linear is the norm – are free-word order languages, which is less prone to this kind of bias.

The evidence for the influence of culture is much more of a slam dunk. Research has repeatedly shown that Westerners pay attention primarily to objects, whereas East Asians display pay attention to relationships between objects and the broader environment in which they are embedded.

It’s rampant speculation, of course, but these differences could be influence influenced by long-term cultural differences that are rooted intellectual traditions of ancient Greece and ancient China. Where the Greek intellectual tradition was focused on breaking problems into their constituent parts, the intellectual traditions in ancient China were heavily shaped by Confucianism, Taoism, and Buddhism. These philosophies were holistic in nature which could have contributed to the development of East Asians’ focus on relationships between objects and their context, and to the tendency of explaining events on the basis of these relationships.

Pushing limits

Where to from here, then? For most of us, we have been raised in context that values and affirms linear thinking. We think A + B = C. We speak subject-verb-object. The good news though is although it may be unnatural to us, children can learn systems thinking more easily than adults, because they have not yet been as thoroughly initiated into the linear ways of being and seeing that we impose on the world. Each of these cognitive constraints, which work against the use of systems mindset, can be tested.

There are, of course, already many stories of people actively subverting these limits – questioning assumptions and pushing the boundaries of language, culture and cognition. It is more common than you think. Our language is full of metaphors to help us understand the complexity of the world – “the straw that breaks the camel’s back”, “a whole greater than the sum of parts”, “the butterfly effect”. These are all attempts that someone has made, at some points in history, to create a space where they can momentarily confront the uncertainty, interconnectedness, and complexity of the world. The best we can do is try.

Source: Pushing our limits to see the system | LinkedIn

Welcome to SCiO | the systems practitioner organisation

A new updated website for the professional body for systems practice in the UK (interest: I am a Director).

More info here: https://systemspractice.org/about-scio

via Welcome to SCiO | SCiO

Crossing Brooklyn Ferry: Astrophysicist Janna Levin Reads Walt Whitman’s Stunning Serenade to Our Interlaced Lives Across Space and Time – Brain Pickings

via Crossing Brooklyn Ferry: Astrophysicist Janna Levin Reads Walt Whitman’s Stunning Serenade to Our Interlaced Lives Across Space and Time – Brain Pickings

u/arimeffie on reddit: I made a flow chart to figure out what world map projection you are looking at

Brilliant example of the importance of perspective and framing (and the inevitability of modelling and situated rationality – good #systemsthinking points
Post image

via I made a flow chart to figure out what world map projection you are looking at : Maps

Skoll | SIGNAL: Fostering the Emergence of System Leadership Worldwide – online 4:00-5:30pm BST, April 1, 2020

via Skoll | SIGNAL: Fostering the Emergence of System Leadership Worldwide

 

SIGNAL: FOSTERING THE EMERGENCE OF SYSTEM LEADERSHIP WORLDWIDE

WEDNESDAY, APRIL 1, 2020

SESSION DESCRIPTION

In this informative and interactive virtual session, you’ll learn about SIGNAL, a global initiative to foster the system leadership needed to address the toughest challenges faced by our communities, countries, and society.

A uniquely diverse and collaborative research initiative, SIGNAL is designed to understand the real needs of people leading systemic change around the world AND build a powerful system of learning and support to foster their success. Speakers from Forum for the Future, Ashoka, Mastercard Foundation, Catalyst 2030, Garfield Foundation, Vibrancy Network, Social Innovation Canada, and CoCreative will share why they’re contributing to SIGNAL and why they’re investing in building system leadership.

During the session, you’ll learn about SIGNAL’s research objectives, hear some of the early insights from the research so far, discover our plan for collaboratively expanding SIGNAL research across countries and regions, and join a conversation about how SIGNAL research can be leveraged to build a powerful ecosystem of learning and support to foster systems leadership.

Join us as we leverage interactive polling technology to engage in a creative and dynamic discussion to explore system leadership, expand insights into what the field needs, and think together how we might more deeply collaborate to expand the new leadership that the world sorely needs.

TIME & LOCATION

Time:

4:00 PM – 5:30 PM, Wednesday, April 1, 2020 BST

Location:
Virtual,
RSVP below

HOST & RSVP

Host

SIGNAL Collaborative

RSVP

https://forms.gle/1fwbqPCa1RZa4b728

From an isolated laboratory to a world where “context is everything” | Marco Valente on LinkedIn

via From an isolated laboratory to a world where “context is everything” | LinkedIn

Photo by Karim Ghantous on Unsplash | https://unsplash.com/photos/dxS2okXd-zo
Photo by Karim Ghantous on Unsplash | https://unsplash.com/photos/dxS2okXd-zo

From an isolated laboratory to a world where “context is everything”

Marco Valente

Marco Valente

Support for Decision-Making | Facilitator | Strategic Sustainability Consultant |Founder of Plecter
24 articles

Why is it so difficult to replicate stories of success?

Why is it so difficult to “scale” good solutions when we find them?

Why there are no simple recipes for solving today’s biggest challenges?

You might have indulged in questions of this kind before. Why when something goes really well in one situation, it is so hard to apply the learning points from that solution in another context / domain / in another country’s offices? And yet we see that a lot of time when we ask this kind of questions, the answers are either a seemingly vague “It depends” which sounds reasonable to some and frustrates others; or a well-meaning “Of course it will work here too” which will fail the moment this assumption exits the realm of textbooks and nice-looking theories and meets the real world.

In this blog post I explore our temptation for “rollout strategies”; then we will take a look at a complexity framework to understand the role of context in different situations; we will see the journey that context has travelled through over the last decades; and how this could have very practical consequences in our work when we deal with complex situations like environmental sustainability, climate change, aid and development.

Let’s start from where this is all too familiar.

The need to “scale up” good solutions is evident (see climate crisis) and the temptation for quick wins and highly replicable solutions is strong in us. Institutions around us are geared to reward this potential to ‘scale things up’, be it an accelerator for start up’s (first question they asked to my consultancy: “how will you scale your product?”) a government grant (“could this be replicated and positively impact more people?”) or aid money (“let’s roll out this new technology in other countries”). Now, the temptation is for a linear pathway made of: testing out something -> looking for what works -> identifying a recipe of sorts -> do a big roll-out implementation. Progress is achieved, the world is changed, we are all happy. This is fine in situations where replication is easy -except that in the most complex scenarios we have to forgo this hope that a copy-paste approach to roll-out solutions be a viable option.

The whole notion of scale implies ‘standardization’ and comes from the idea that you do a replica of your successful project elsewhere. The trick with a standardization is that it minimizes (or better say: bypasses) the importance of context. We get excited about scaling an idea that works: it becomes a trend on twitter and makes the headlines and we all get excited around flashy headlines of the type

“this [new technical solution] could end [systemic problem] in [developing country we are addicted to mention]!”.

Other than some obvious considerations like the lack of a systemic approach to the challenge, at times ignoring the context could be the most troubling of all blunders. This “theory of action” usually works well in a mechanical/technical system, where the level of adaptation to a local context is minimal. The reality though is that when we apply a solution to a rich, complex human system, context becomes everything and the solution we devise needs to be emergent: an answer that is so context-specific that will only work in that context, with at best the possibility to teach us something about a blue-print for actions in other context, but that can never give us a manual with the inspiring headline “here is how you can initiate change in your community!”

 

Continues in source: From an isolated laboratory to a world where “context is everything” | LinkedIn

Mastering the dance – Systems thinking

More from the Systems Unit in the UK Cabinet Office

via Mastering the dance – Systems thinking

Mastering the dance

Ben Coates

Last autumn, I was part of a small team of volunteers from the Department for Education (DfE), HMRC and the Department for International Development (DfID) who spent some time working with the Systems Unit in the Cabinet Office.

We wanted to explore what systems leadership meant.

If you’d asked me before we started what I thought a system leader was, I would have said someone who took a more ‘elevated’ view than a traditional leader, someone able to see further and wider. Someone able to work more effectively across a wider landscape.

I came to find that while those are features of systems leadership, they’re not the most interesting features. Nor are they what truly differentiate it from other forms of leadership.

In this post, I’ll share what we found out about systems leadership – from humility to ‘mastering the dance.’ Yes. It surprised me too.

Systems leadership: in theory

Advocates of systems leadership see it as the only viable response to so-called ‘wicked’ problems – those that are complex, messy and longstanding. They don’t fit neatly into a single organisation’s remit. They need cross-cutting action.

Some examples include tackling obesity, reducing violent crime, giving children the best possible start in life, levelling up the economy, and tackling climate change. There are lots of smaller examples too. The issues are different in every case, but they share one thing in common – solutions will only be found if we recognise that we are dealing with complex systems.

We talked to experienced systems leaders and observed one of the System Unit’s pilot programmes. We reviewed literature about systems leadership. Others have been exploring systems approaches for a while. There are lots of great case studies already out there, and we tapped into those.

We liked this particular definition of systems leadership: ‘the collaborative leadership of a network of people in different places and at different levels in the system creating a shared endeavour and cooperating to make a significant change.’

It captured important elements of systems: that it looks wider than usual so that every part of the system is identified and involved. Geography matters, not least because local factors often influence ‘what works’ in a system. Hierarchy isn’t that important, it’s about getting the right people involved. It’s also about outcomes, a positive result for the citizen.

…and in practice

Although the definition appears to be straightforward, there are significant barriers to being a systems leader.

Firstly, there are strong incentives to operate with a silo mentality.

Secondly, the “day job” gets in the way and so there’s just a lot to do and little time to think in a systems way, let alone think about systems leadership. I know the Systems Unit would argue this doesn’t have to be the case!

Additionally, it can seem this work is less important than work closer to core departmental or organisational objectives. Funding arrangements can push resources into silos.

Individuals may lack the levers of action and/or accountability. Then there is short-termism, possible tensions and misunderstandings. Even if none of the above were the case, it would still be hard work!

Overcoming the challenges of systems leadership

Systems leadership really captured our imagination when we realised it was about accepting the limits of traditional leadership reach, about being pushed into terrain that is too difficult to control.

Each leader is just one leader among many. Only through collaborating with others can anyone make progress. One early challenge is to agree on a shared goal – the ‘North Star’ to guide collective endeavour.

Simple solutions are also entirely out. You will need to test and iterate before you implement. Systems thinking tools and techniques can help here but the biggest challenge for leaders may be simply to create the space to understand the problem – going slowly at first to go fast later. Avoiding the rush to launch initiatives demands a counter cultural approach. It may never be possible to understand the system in its entirety. Hence cycles of learning and staying humble are the order of the day.

As Donella Meadows, an early systems thinker put it, systems can’t be controlled but they can be envisioned, designed and carefully brought into being. It just demands another way of doing. She called this ‘the dance’ because to dance well you have to bring your full self and respond to feedback of the other dancers and to the rhythm, much as you do when engaging with a complex system.

Experience from local government and healthcare shows systems leadership can play real dividends.

Whole systems can be moved forward where people in leadership positions:

  • acknowledge the complexity of systems;
  • take time to explore the problem;
  • lead with others;
  • iterate towards shared solutions;
  • act as catalyst for change, and
  • play a stewardship role over time.

From good to great

One way through all these challenges is to put the citizen front and centre. Engaging with a complex system you need help to work your way through to solutions – being guided by user needs can provide just the assistance needed. The number one suggestion from our work – included as the first tip in our top tips for systems leaders, see earlier blog – was therefore to spend time with citizens, with those directly affected by the problem. If we do that, we also won’t be able to bear not responding.

Finally, what makes a great systems leader? We concluded that systems leaders aspire to be strategic, collaborative, listening, humble, self-reflective, passionate, courageous, and inspiring. Systems leaders see themselves as a leader in a system rather than the leader of a system. They identify and galvanise other leaders, leaving their ego at the door. They believe – in line with an oft-quoted proverb: ‘If you want to go fast, go alone. If you want to go far, go together.’

It would be great to hear what you think systems leadership is, so please leave a comment below.

Take a look at the Ten Tips for Systems Leaders which we developed following our work with the Systems Unit.

COMMENT AT ORIGINAL LINK: Mastering the dance – Systems thinking