Simple, Not Easy: Living the Future Today

via Simple, Not Easy: Living the Future Today

Simple, Not Easy: Living the Future Today

Life can only be understood backwards; but it must be lived forwards.
Soren Kierkegaard

In this time of COVID disruption, we are missing two things that are essential to decision making: 1) Complete information and 2) Reliable connections with a community to create a meaningful, shared reality. In the absence of these, how do we make decisions and feel good that those decisions are both appropriate and effective? “Simple Rules” can supply us with what we need.

On March 29, 1998 a tornado hit St. Peter, Minnesota. City and state government, schools, hospitals, businesses all had emergency response plans. Dusty books on many shelves held the detailed instructions for what to do if and when “all hell breaks loose.”  When it did, though, those books did not save the day. Instead, people stood up, came together, did what needed to be done. The response and recovery were so efficient and effective the state wanted to figure out what went so right. I facilitated a focus group of citizens and professionals to deconstruct their success. This is what we found . . .

They relied on some very simple principles to make decisions:

  • Pay attention
  • Know who is most prepared, and do what they say
  • Put safety first
  • Share resources

These principles weren’t explicit. No one negotiated. They didn’t wordsmith. They didn’t even write them down. When people reflected on the experience, though, they all agreed. These simple principles had informed individual decisions and shaped collective action. Each person applied the principles in a different way, depending on where they were, what they knew, and what they were able to do. Each one did their part, and together they saved the town.

Complexity science has a name for this phenomenon. Simple Rules. General, system-wide rules, influence individual and local behavior, generating patterns that make sense across the broader community. The classic case of Simple Rules applies to a flock of birds. In 1986 Craig Reynolds developed a computer simulation. It showed how birds could flock if they followed three “simple rules:”

  • Fly toward the center
  • Match the speed of your neighbor
  • Don’t run into anything (or anyone)

No one really knows what the birds think or how they make decisions, but we do know that computer programs, can identify a short list of simple rules that yields patterns that look like flocking birds. Without a leader, without detailed instructions, each bird interprets the rules to match its context. It makes a decision, takes action, and contributes to a coherent working whole.

Instead of requiring complete information, Simple Rules support efficient and effective decision making with whatever data is available locally. The residents of St. Peter didn’t know what the damage was. Some of them didn’t even know where their children were, but they could “Pay attention.” By making the most of local, limited intelligence, each person contributed to the systemic, coherent intelligence of the whole.

Simple Rules create the shared reality we need to support individual and collective decisions. They are a simple, elegant, flexible, and adaptable way to come together in collective action. Individuals hunger for personal and emotional stability. Families and neighborhoods look for patterns of shared experience, mutual support, and safety. Local, state, and federal governments—both elected and bureaucratic—struggle to serve a collective goals. In St. Peter, they discovered that when each person “Puts safety first,” regardless of who they are or where they are, patterns of safety emerge across the city. Each individual decision contributes to the overall community.

At the Human Systems Dynamics Institute, we often use Simple Rules to support systemic change for our clients and their organizations. Culture, poverty, corruption, and trust are examples of the patterns we help organizations and communities understand and influence with Simple Rules. Over the past week, our community has considered the patterns we would like to see emerge from this time of massive disruption. We offer these in hopes that they might ease anxiety and improve results as we face our current dilemmas.

  • Turn judgment into curiosity
  • Zoom in and zoom out
  • Focus on what’s true and useful
  • Connect with stories and impacts
  • Celebrate life

Stacy has her own Simple Rules that are guiding her choices in this Age of Uncertainty:

  • Take what you truly need, give what you can
  • Believe in your capacity to change the world with everyday and small actions
  • Be gentle

Never in modern history has the world stood face to face with death, as we do today. We must take these moments to see the patterns that create and sustain life. The patterns we create with our choices and actions today will persist long after our physical selves have passed away. We can create patterns of caring, connection, concern. We can celebrate those patterns wherever we find them and remember them in moments when they are not to be found. When we act on our own Simple Rules we are living the future we want today. Each choice, each action contributes to the emerging future for ourselves and others.

These are the patterns we hope for us and our world, and the behaviors we believe will create those patterns. These rules may not fit you, your life or community, or the world you want to create. We invite you to reflect on your hopes and dreams and expectations. From those, select a short list of Simple Rules to guide your decisions, when, like the storm in St. Peter, rules and habits of the past no longer serve.

If you want to create your own, consider these Simple Rules for Simple Rules:

  • Start with a verb. It is about what you DO, not what you think or believe.
  • Make the list short. If you have more than seven, you won’t remember them, and they won’t be useful in the moment when you need them.
  • Be sure they are positive. A negative rule prohibits, but it doesn’t inform. You need actions that will positively move to create the pattern you want.
  • Reflect on the rules that shape your behavior now, even if you haven’t been aware of them in the past. Anyone who lives in community already follows Simple Rules. What are yours? Are they useful today? Will they serve the future you want to build?

Share your list with us and visit us at hsdinstitute.org.

Three Horizons | International Futures Forum

Has there ever been a more apposite time for the Three Horizons model?

Also featured in https://medium.com/@designforsustainability/the-three-horizons-of-innovation-and-culture-change-d9681b0e0b0f

via Three Horizons | International Futures Forum

Three Horizons

IFF has found a ‘three horizons’ model of longer term change a useful framework both in workshop settings and for deeper analysis. IFF builds on previous versions of the model, for example in business planning, to adapt and deepen the analysis such that it becomes useful as a framework for thinking about longer term social change.  We have developed a suite of practical tools and resources to use the framework in practice which are available in the Three Horizons section of our IFF Practice Centre.

 

We have been exploring and expanding the theoretical underpinnings of the model whilst at the same time using it in practice to prompt discussion of transformative innovation in a variety of settings – eg energy policy, rural development, broadcasting, health services, financial services etc. In education we have used the model as the basis for a strategic thinking kit for schools produced jointly with Education Scotland and called ‘Opening Up Transformative Innovation’. The model itself is simple and familiar. The first horizon – H1 – is the dominant system at present. It represents ‘business as usual’. As the world changes, so aspects of business as usual begin to feel out of place or no longer fit for purpose. In the end ‘business as usual’ is superseded by new ways of doing things.

Three Horizons

Innovation has started already in light of the apparent short-comings of the first horizon system. This forms a second horizon – H2. At some point the innovations become more effective than the original system – this is a point of disruption. Clayton Christensen called it the ‘innovator’s dilemma’ – should you protect your core business that is on the wane or invest in the innovation that looks as if it might replace it? Meanwhile, there are other innovations happening already that today look way off beam. This is fringe activity. It feels like it is a long way from H1, based on fundamentally different premises. This is the third horizon – H3. It is the long term successor to business as usual – the radical innovation that introduces a completely new way of doing things. The model offers a simple way into a conversation about:

  • the dominant system and the challenges to its sustainability into the future, ie the case for change (horizon 1) the desirable future state, the ideal system we desire and of which we can identify elements in the present that give us encouragement (horizon 3) the nature of the tensions and dilemmas between vision and reality, and the distinction between innovations that serve to prolong the status quo and those that serve to bring the third horizon vision closer to reality (horizon 2) a mature perspective that accepts the need both to address the challenges in the first horizon and foster the seeds of the third. This is not an either/or, good/bad discussion. We need to ‘keep the lights on’ today, and think about how to keep them on a generation from now in very different circumstances. IFF calls this the gentle art of ‘redesigning the plane whilst flying it’.

IFF has used this model with a number of different groups. One observation has been that most policy making, and most policy discussion, occurs by default in the first horizon. It is about fixing the failing system, innovating in order to maintain it, ‘keeping the lights on’. The extended model of the three horizons opens up a new policy domain for most people: second horizon policy making underpinned by third horizon aspirations. 

IFF member Bill Sharpe’s new book on Three Horizons: The Patterning of Hope is now available in the IFF Shop. In addition, a short slide presentationoutlining a simple process to kickstart a three horizons conversation can be downloaded from slideshare alongside a longer presentation describing in more detail some of the underlying dynamics.

Activating Systems Change through Systems Leadership – Global Knowledge Initiative

via Activating Systems Change through Systems Leadership – Global Knowledge Initiative

Activating Systems Change through Systems Leadership

Defining a new form of leadership fit for the era of complexity

How might we better lead systems change and deliver sustainable results?

Challenge

Systems are all arounds us.  They drive many of the challenges we will face throughout the 21st Century.  Some of these systems are relatively simple, like the lock on a door. These can be readily understood through a prism of linear causality—”if this, then that”.  But other systems, including those most pertinent to the challenges international development seeks to address, are incredibly complex.  These systems are made up of countless actors and interactions, which are also being influenced by a multi-faceted enabling environment composed of culture, policy, rules, norms, and a host of other forces.  Changing these systems is hard and defies the ability of any single actor or institution.  But while we have advanced our ability to recognize the difficulty of challenges that emerge from complex systems, we have not evolved our notions of leadership to match.  Often, we still envision the leader as that singular individual who makes the decisions and pushes things forward. But if we are to solve 21st Century challenges, we will need a 21stCentury form of leadership suited for complexity.

Solution

GKI’s research team, in conjunction with USAID, set off to learn more about what this 21st Century form of leadership might look like—what we call Systems Leadership.  Ideas about leadership come from nearly every field—business management, cognitive psychology, and political science are just a few examples that point to the diversity of academic disciplines that proffer theories on leadership.  But our team was interested in understanding howleadership can be utilized to catalyze change in a complex system.  To answer this, the team designed a two-pronged research methodology that scanned literature from 12 disciplines along a spectrum spanning from complexity science to leadership studies.  Simultaneously, the team interviewed 25 experts from thought leading organizations like the Ashoka Foundation, FSG, the Massachusetts Institute of Technology, and the World Economic Forum.

“USAID is accustomed to working in complex and shifting systems — something which has influenced our need to both understand how a system can influence a partnership or activity, and how we can unlock leadership potential within a system to influence systems change. We hope, through this research, to better understand the characteristics and skills of system leaders so we can apply them to strengthen this capacity within USAID. These goals have both long and short-term objectives, and GKI’s analysis is helping us kick start this effort.” – Cristine Geers, Innovation Advisor, U.S. Global Development Lab

The goal is for these findings to support engagement with USAID staff, improve their understanding of Systems Leadership, and help them apply these insights in their work. To aid this, the team synthesized the research into a brief introductory document and infographics that illuminate core concepts to Systems Leadership. These insights offer resources and guidance to international development practitioners asking the following questions: (1) What is Systems Leadership? (2) What contexts warrant Systems Leadership as a strategy for change? (3) How does one engage in leadership of this kind? (4) What case studies might help illustrate it? (5) How can individuals build their capacity to engage in Systems Leadership? and (6) how might a Systems Leader use monitoring, evaluation, research, and learning to understand the effect their interventions have on a system?  GKI briefed a group of USAID staff on these findings in early February 2018, and USAID’s Global Development Lab is leading further efforts for dissemination by integrating research insights into training materials that will be shared with USAID Missions around the world.

Results / Outcomes

  • Conducted a research process that synthesized insights across 12 academic disciplines and 25 thought leaders from around the world
  • Defined a framework for understanding Systems Leadership in relation to other leadership styles
  • Identified the most common challenges presented by complex systems in an international development context
  • Developed a framework for understanding the approaches that Systems Leaders can use to activate the component parts of a system, and documented over 50 practical tools and resources for doing so
  • Constructed three illustrative case studies of Systems Leadership in action
  • Created a DIY learning guide to support the development of capacities relevant to Systems Leadership
  • Offered a preliminary Monitoring, Evaluation, Research, and Learning framework for creating, adapting, and iterating on Systems Leadership strategies
  • Briefed 40+ USAID headquarters and field mission staff on the findings of this research and potential applications for their work

much more in source via Activating Systems Change through Systems Leadership – Global Knowledge Initiative

Government after shock – an unconventional event for unconventional times – International networked event: 17 – 18 November 2020, Observatory of Public Sector Innovation

via Government after shock – an unconventional event for unconventional times – Observatory of Public Sector Innovation Observatory of Public Sector Innovation

Post-Crisis Recovery

Government after shock – an unconventional event for unconventional times

International networked event: 17 – 18 November 2020

We have witnessed governments innovate at an unprecedented rate in the face of Covid-19, rising to meet the urgent needs of their countries and residents. But how do governments carry on beyond crisis: how do they continue with the same momentum and agility for problem solving, innovation and collaborative approaches?

From 17 – 18 November 2020, the OECD Observatory of Public Sector Innovation (OPSI), alongside a core group of international partners, will convene a virtual, networked event to allow policy makers, practitioners and public sector leaders to share lessons from a multitude of contexts and edge cases, including issues and solutions that have emerged across governments in response to the Covid-19 crisis. Participants will collaborate across local, national, and international scales to generate new insights around changing assumptions about how government works, innovation throughout a crisis, and what’s needed to navigate beyond crisis. The goal is to develop a better collective understanding of how governments can work better together to anticipate and respond to emergent issues.

OPSI, in collaboration with a worldwide network of national and sectoral contributing partners, will convene networks of leading researchers, policy makers and practitioners around the world using an innovative format that aims to combine the best of more conventional, structured conferencing with leading-edge networked dialogue.

  • Part 1 – Government after shock: Rethinking and rebuilding through innovation will be grassroots oriented, and focus on insights from the frontline
  • Part 2 – Government after shock: Collaboration for systemic change beyond crisis will bring together contributions from leaders around the world in an open forum.

The goal: to support each country’s capacity to anticipate, understand, and govern complex and changing circumstances, meanwhile promoting international collaboration on the topic of public sector innovation.

New ways of convening, talking, learning

It is anticipated that, along with timely presentations from public sector leaders and practitioners, there will be local and regional linked sessions as well as opportunities for live digital participation through interactive platforms.

Should the public health crisis have eased, we envisage the option for flagship city events as well as smaller in-house workplace meetups through to individual participation.

Such a hybrid format may also demonstrate newer, timely ways to elicit and share insights and lived practice. It is anticipated that this special 2020 ‘knowledge event’ partnership coordinated by OECD OPSI will also collaborate in the curation of an innovative format post-event outcomes report.

In the planning, delivery and post-event curation there will also be a range of localised roles that promise a unique experience:

  • virtual facilitators
  • social rapporteurs
  • hashtag hosts
  • + more.

Register interest now

You or your organisation can get involved in a number of different ways. Working with partners, we will be looking to soon run a co-design experience to help scope and shape the events and there are likely to also be a range of events in the lead-up to November, or you may wish to focus on the November events.

We invite you to put these dates in your diary – Tuesday 17 and Wednesday 18 November 2020 – and we would urge you to register interest in participating so we can keep you up to date as this exciting program evolves.

Note that checking your Expression of Interest (whether individual or on behalf of your organisation) provides for interest in both the main event on November 18-19 and early participation options such as hosting a local or thematic co-design roundtable.

Thinking Tools Studio

via Thinking Tools Studio

Become a systems thinker in your own time and in your own way – free of charge.

Get Started

Welcome to the Thinking Tools Studio

The Thinking Tools Studio is brought to you by the Waters Center for Systems Thinking. We are committed to delivering benefits to users through engaging, innovative and applicable content free of charge and full of learning.

With over 30 years of experience in the field, we’ve curated the Studio with content suitable for all types of learners and applicable to any system of interest.

Features

Interactive courses on the Habits, tools, and archetypes of systems thinking with opportunities for practice and reflection for both individuals and groups

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Benefits of Systems Thinking

What makes systems thinking so powerful? It provides Habits, strategies, and tools for overcoming complex challenges. From the classroom to the boardroom, it puts desired results within reach.
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The Thinking Tools Studio is a free service. To maintain this status and support our delivery of updated resources and features, we rely on donations from individuals and organizations.

Newly Refreshed Habits of a Systems Thinker – two free webinars on 8 April 2020 – The Waters Foundation

via Newly Refreshed Habits of a Systems Thinker

Waters Foundation

Three ways to ensure in complex times you’re in the same conversation with others -Amiel Handelsman

Email updates from Amiel, host of one of the best podcasts around

Develop to your full potential in complex times

Episode Archives

Three ways to ensure in complex times you’re in the same conversation with others

Hi Friends,

I hope you find this week’s actionable insights relevant to your life in these complex times.

Hit Reply and let me know what you think.

Covid-19 and the end of the Billionaire/Navy Seal exemplar

In books about leadership and high performance, billionaires and Navy Seals are everywhere. This billionaire shows you how to optimize your energy. That team of Navy Seals demonstrates group flow states. Sexy sells, and publishers and authors assume that you and I consider these the sexiest role models.

At least up until now.

I hope that Covid-19 changes this. Isn’t it time to give billionaires and Navy Seals a rest? Can we let tomorrow’s examples of leadership and performance come from the health professions, medical supply logistics, the quality movement, grocery store supervisors, and home delivery?

Do this, and we’ll learn new ways of coordinating action, building trust, and embodying our deepest virtues.

In stressful times, ensure you’re in the same conversation as everyone else

Classic Seinfeld moment: Jerry and Elaine are in the diner. Jerry’s describing a bizarre incident from his day. Elaine is talking about something else. Neither is listening to the other. They go back and forth like this for 30 seconds. It’s so ridiculous that we laugh.

This happens constantly in organizations. You’re in a meeting with five other people. You think you’re in the same conversation, but you’re actually in five different conversations. One person is brainstorming. Another is assessing a past event. Yet another is negotiating what to do next. And so on.

Isn’t it hard enough to understand each other when we’re in the same conversation?

Name the Conversation, a leadership micro-habit

Example: People hear you say three words, interpret it as a request, and then rearrange their priorities to make you happy. Three weeks later, you discover this and say, “…but I was just thinking out loud!”

If this has happened to you, you’re not alone. As you rise in the organization, this misinterpretation occurs more quickly and by more people. You think you’re exploring possibilities. Everyone else thinks you want something done.

There’s a conversational micro-habit perfect for this situation. I call it Name the Conversation. Here are the steps:

  1. Name the Possibility Conversation. Before you think out loud, say “This is a possibility, not a request” or “Let’s have a possibility conversation about this.” People will put down their To Do Lists and join you in imagining “what if.”
  2. Name the Request. Before you ask someone to do something, say “I have a request.” This will signal to people that it’s time to listen for the what, when and why of what you are asking—and ask for clarification if they don’t understand.
  3. Self-correct. If you forget steps 1 and 2 and leap into the conversation (which at first you will do 98% of the time out of habit), no worries. Simply pause the conversation and clarify your intent. “Just to be clear, I’m making a request.” Or “Let me clarify: right now, I’m not asking you to do anything. Let’s just explore options.”
Cheerfully real,
Amiel Handelsman

P.S. Did someone forward this issue to you? I’d love to have you join us by signing up here.

Don Berwick’s Era Three of healthcare and the nine changes needed to make health care more ‘moral’

Ooh. *Another* aligned ‘next generation’ movement to add to my imperfect list.

(Various inputs below)

Era 3 for Medicine and Healthcare

https://bjgp.org/content/67/659/253.2

http://www.lessismoremedicine.com/blog/the-3rd-era-of-health-care-don-berwick

via Berwick: The 9 changes needed to make health care more ‘moral’ | The Advisory Board Daily Briefing

Berwick: The 9 changes needed to make health care more ‘moral’

‘The aim should be to measure only what matters, and mainly for learning’

A clash between health care’s two eras of “professional dominance” and “accountability and market theory” is harming clinicians, communities, and patients—but there’s a better way forward, former CMS administrator Donald Berwick writes in a JAMA viewpoint.

Era 1: ‘the ascendancy’

Medicine’s first era—dating “back to Hippocrates” in ancient Greece—”was the ascendency of the profession,” Berwick writes.

It was grounded in a belief that the profession “has special knowledge,” is “inaccessible to laity,” results in good, and “will self-regulate.” As a result, society provided those who practiced medicine with a rare privilege, Berwick says: “the authority to judge the quality of its own work.”

But those foundations were shaken when researches began to examine the field and found “enormous unexplained variation in practice, rates of injury from errors in care high enough to make health care a public health menace, indignities, injustice related to race and social class, … profiteering,” and wasteful spending, Berwick notes.

Era 2: ‘the present’

That helped spawn medicine’s second era, whose backers “believe in accountability, scrutiny, measurement, incentives, and markets” through “the manipulation of contingencies: rewards, punishments, and pay for performance,” Berwick says.

But the conflict between the first era’s “romance of professional autonomy” and the second era’s accountability tools have put the morale of clinicians in jeopardy, Berwick argues.

“Physicians, other clinicians, and many health care managers feel angry, misunderstood, and overcontrolled. Payers, governments, and consumer groups feel suspicious, resisted, and often helpless.” Both sides, Berwick says, dig in further, resulting in “immense resources [being] diverted from the crucial and difficult enterprise of re-creating care.”

Era 3: ‘the moral era’

Berwick says it is time for medicine’s third era—which he calls “the moral era”—”guided by updated beliefs that reject both the protectionism of era 1 and the reductionism of era 2.”

The new era will require at least nine changes to medicine, he says:

1. Reducing mandatory measurement. Much of the current era’s mandatory measurement is “useless,” Berwick argues, wasting valuable time and money for providers. Berwick says that payers should work with the National Quality Forum to reduce the volume and total cost of mandatory measurement by 50 percent within three years and by 75 percent within six years. “The aim should be to measure only what matters, and mainly for learning,” Berwick says.

2. Stopping complex individual incentives. For most, “if not all,” clinicians, Berwick argues that the best form of compensation to promote value-based care is “salaried practice in patient-focused organizations.” He says payers and health care organizations should halt complicated incentive programs for individual clinicians and that CMS “should confine value-based payment models for clinicians to large groups.”

3. Shifting the business strategy from revenue to quality. Improving quality is “a better, more sustainable route to financial success” than focusing on maximizing revenue, Berwick says. To that end, Berwick argues that health care leaders need to view “mastering the theory and methods of improvement as a core competence,” while payers need to delink reimbursement rates from input metrics that “are not associated with quality and drive volume constantly upward.”

4. Giving up ‘professional prerogative’ when it harms the team. “The most important question a modern professional can ask,” Berwick says, “is not ‘What do I do?’ but ‘What am I part of?'” He adds that young doctors should be trained to value citizenship over professional prerogative, and “physician guilds should reconsider their self-protective rhetoric and policies.”

5. Using improvement science. “Four decades into the quality movement,” Berwick observes, “few in health care have studied the work of Deming, can recognize a process control chart, or have mastered the power of tests (‘plan-do-study-act’ cycles) as tools for substantial improvement.” Improvement science, he says, must become a core part of preparing clinicians and managers.

6. Ensuring complete transparency. The rule for transparency, Berwick argues, should be, “Anything professionals know about their work, the people and communities they serve can know, too, without delay, cost, or smokescreens.” He says Congress, insurers, and regulators should take steps to ease data sharing, and that states should adapt all-payer claims databases.

7. Protecting civility. “The rhetoric of era 1 can slide into self-importance; that of era 2, into the tone of a sports arena,” Berwick says. “Neither supports authentic dialogue. Medicine should not … substitute accusation for conversation.”

8. Hearing the voices of patients and families. Further empowering patients and families to shape their care will improve care and lower costs, Berwick says. “Clinicians, and those who train them, should learn how to ask less, ‘What is the matter with you?’ and more, ‘What matters to you?’

9. Rejecting greed. Berwick lists several ways he says the industry has “slipped into tolerance of greed,” from high drug costs to “profiteering physicians.” Berwick says that stakeholders need to “define and promulgate a new set of forceful principles for ‘fair profit and fair pricing,’ with severe consequences for violators.” He also calls on professional organizations and academic medical centers to “articulate, model, and fiercely protect moral values intolerant of individual or institutional greed in health care” (Berwick, JAMA, 4/5).

 

 

 

 

Videos

 

 

Emerging Multi-Organizational Networks (EMONS) in crisis

A new concept introduced to be by David Rubens (interest: my company is partnering with David to support crisis management) – various inputs below

via David Rubens masterclass

His definition:

‘Post-crisis, most organisations fall into one of three groups: those that collapse and are destroyed immediately; those that manage to hang on but never truly recover; and those that are able to regroup, and through a mixture of resilience, effective management/leadership and a strong underlying foundation are able to bring a level of robust flexibility that allows them not only to survive but thrive, taking advantage of the new opportunities that the crisis brings’.

…

A New Language: Communication and Decision-Making Within Emergent Multi-Organisational Networks (EMONs)

It is an accepted truism that the first thing to go wrong in any operation is communication, and more strictly, the transfer of complex information under pressure. Carl von Clausewitz coined the phrase ‘Fog of War’ in 1837 to describe the confusion within which military commanders operate, and it is even more apt today, despite, or perhaps because of, the vast array of communication platforms that we have available to us.
EMON’s (Emergent Multi-Organisational Networks) describes how increasingly complex command and communication chains develop. This session looks at some of the issues involved in working within multi-agency and multi-organisation environments, where specialised skill sets are highly dispersed and where any cohesive response option will require a high level of cooperation and collaboration, even amongst organisations that might not share a common organisational culture, structure or command process.

Article – abstract below

http://www.deltar-ts.com/resource_type/free-resources/page/3/

DTE024 FROM ‘COMMAND AND CONTROL’ TO ‘SUPPORT AND ADAPT’: INCIDENT COMMAND SYSTEMS AND 21ST CENTURY CHALLENGES

Abstract

The nature of crises has changed radically in recent years, so that rather than being merely ‘major incidents ‘ or ‘routine emergencies’, they are now characterized by their hypercomplexity and the catastrophic impact of their consequences. The centralized command systems that have traditionally been considered the bedrock of crisis response programmes are repeatedly failing to stand up to the challenges posed by this new class of crisis, and it has become clear, following incidents such as 9/11 and Hurricane Katrina, that new forms of nonhierarchical, decentralised decision-making and strategy-setting frameworks need to be developed. This paper looks at some of the issues that traditional hierarchical command systems need to address, and suggests a numbers of areas where investigation into the benefits that non-traditional command systems bring could be explored.

A series of recent events across the world has significantly tested the fundamental assumptions underlying current CM methodologies. These have included the power blackouts that affected 600 million people across northern India; the consequences of the Fukushima tsunami /earthquake that, within a few days, left Tokyo on the edge of being a city without food; volcanic activity in Iceland that disrupted international travel across Europe, and increasingly frequent bank IT failures that have left tens of thousands of people to survive purely on the money that they happened to be carrying at the time. In the scale of their impact and complexity, these situations transcend any traditional concept of crisis management frameworks or organisational jurisdictions. The failure to deal with these primary issues and their secondary consequences effectively and in a timely and well-managed manner can no longer be seen as simple management failures, but as a challenge to the legitimacy of governments tasked with ensuring public safety (Boin & ‘t Hart, 2003: Boin, 2009:367; Stark, 2010), and with potential implications as to the social, political and economic continuity of a country (Boin et al, 2003; Guhar- Sapir, 2011).

Traditional crisis management is based on the concept of ‘managing the gap’, whether it is the period between crisis cognition and actual triggering which gives time to develop and deliver preventative measures, or the time lapse between triggering and full-scale escalation which allows time for the introduction of mitigating measures (Hermann and Dayton, 2003). In a world of apparently spontaneous triggering of potentially catastrophic events, and instantaneous cascading across transboundary and often global geographical spreads, the luxury of that time gap no longer exists. The emergence of ‘unthinkable’ and ‘inconceivable’ crises characterized by catastrophic impacts and hypercomplex consequences (Lagadec, 2007), has meant that modern CM has become less concerned with the prevention of catastrophe as management of its aftermaths.

Despite the traditional understanding of crises as existing in the corner of the risk matrix marked by ‘High Impact, Low Likelihood’, situations such as those listed in the opening paragraph can no longer be seen as improbable and rare events (Lalonde, 2007:507). The number, magnitude and impact of natural disasters are all showing an upward trend (Scheuren et al, 2008), and the scale, impact and complexity of their consequences on state and regional stability have all increased beyond the scope of the original conceptualisation of managed crisis response (Tatham & Houghton, 2011). The increasing interconnectedness and interdependency of the global community, which has led to a growing inability to control, or even understand, the governing mechanisms by which our basic social networks are managed, means that crisis are becoming more than ever ‘unknowable unknowable’s’, in Rumsfeld’s memorable phrase. To put it even more starkly, rather than approaching these problems from a position of tabla rasa, confronting them may be considered as entering a complete Terrae Incognitae (Lagadec, 2009). With a triggering and escalation period of seconds rather than hours, days or weeks as was the case in the past, the world is now permanently on the edge of a potentially total systems breakdown, and there is literally nothing that we can do about it. The increasing complexity and cascading nature of present day crises means that we can longer rationalise them in terms of control or management, but only in terms of recovery, and in many cases, survival.

Whilst the nature of crisis has changed, it is questionable as to whether our understanding of the requirements of effective crisis management models and methodologies has evolved to the same degree.The 9/11 attack on the World Trade Centre called into question many of the issues involving effective management of, and response to, ‘unthinkable’ crisis scenarios, but it was the widespread failure to respond effectively to Hurricane Katrina and the subsequent damage, destruction and suffering in New Orleans that called into question the viability of extant crisis management methodologies and capabilities (Comfort, 2007; Moynihan, 2009; Corbacioglu & Kapucu, 2006). The failure of the traditional highly-centralized, hierarchically-based command and control crisis management system, which was a ‘cornerstone’ for both theoretical and administrative approaches to crisis management (‘tHart et al, 2003: 12), led to a call for a ‘redefinition of organizational framework and standard terms of emergency management….that fit the reality of practice in extreme events’ (Comfort, 2007:193).Rather than simply adapting existing methodologies,this process of ‘Double Loop Learning’ would call for a concerted attempt to change the paradigm within which crisis management is conceptualised, based on a fundamental questioning of underlying policies and basic practices (Argyris, 1977).

This paper will offer a reappraisal of crisis management models that takes cognisance of both the reality of the failures of traditional CM management methodologies in the face of of 21st century challenges, and theoretical research and empirical evidence concerning non-traditional decentralised command systems. In doing so, it will follow on from the work of other authorities concerning the need to develop alternative crisis management and decision-making processes appropriate to the realities of modern crisis scenarios.

9/11, Hurricane Katrina, Fukushima, Haiti and similar incidents in other jurisdictions, have dramatically shown that any model of crisis management that claims to offer solutions to the threats that the world is facing in the 21st century will need to demonstrate an ability to react and respond in an environment defined by catastrophic crises and hypercomplexity (Lagadec, 2007). Crisis management command systems across the world, but most notable in the US,are firmly grounded in a centralized, hierarchical model of command and control. These are often accepted as the de facto default setting for crisis management, especially following the development of the formal Incident Command System (ICS), in response to what was seen as failures in multi-agency capabilities during Californian wildfires in the 1970’s (Irwin, 1989; Smith & Dowell, 2000; Lutz & Lindell,2008). The DHS-mandated FEMA ICS follows this model, irrespective of the nature or scale of incident it is dealing with, a requirement that was maintained even after the policy changes following Hurricane Katrina (FEMA, 2007; FEMA, 2011). Such centralised command systems are based on a military model of command and control, in which a strictly pyramidal command structure has unity of command as the guiding principle (‘t Hart et al 1993:14). However,there is also an increasingly sophisticated understanding of how the ICS framework can support the development of enhanced capabilities able to respond to the ‘ambiguity and turbulence’ (Tierney & Traynor, 2004:164) of what might be called ‘normal crises’ (Bigley & Roberts, 2001). As such, it is able to adapt its role to the needs of a coordinated multiagency network management approach, rather than being stuck in a systems-led hierarchical command system (Moynihan, 2009). However, its fundamentally hierarchical structure is precisely the weakness that makes it inherently incapable of adapting and responding to the rapidly escalating ‘vicious and unmanageable circles’ (Boin et al,2003:102) that lead to the situational chaos and uncertainty that is inseparable from a true crisis situation. It is this attempt to extend the domain of rationality and bureaucratic organizing to the uncertainty and often chaotic disaster environment(Buck et al, 2006; Boin et al, 2003), that has led to repeated and systemic failures of crisis response programmes at exactly the time that they are most needed.

Although the centralised command system is considered a rationalistic response to the pressures created by a crisis situation, in that it allows decision makers to make fast decisions, decide on specific response strategies and bypass normal bureaucratic channels (‘t hart et t al, 1993), the concentration of power within a small group of homogeneous (Comfort, 2007) senior managers can create an environment where issues of personal power and influence override the need to create immediate and innovative responses (Hermann & Dayton, 2009). Although it would be nice to presume that the pressures and potential catastrophic damage inherent in crisis situations would create an environment where all actors were cooperating for the best interests of the wider community, that is unfortunately not the case (Rosenthal & ‘t Hart,1991). The choice of who is in and who is out is in itself a political decision, and often results in a decision-making cabal comprised of ‘self-selecting experts’ who set up exclusionary barriers based on their own bias (Lodge, 2009). Whilst such small-group thinking creates pressure on its members to compromise on hard decisions in order to maintain group cohesion (‘t Hart, Rosenthal & Kouzmin, 1993), overly prioritizing group cohesion can also lead to faulty decision making (Janis, 1972; Garnett & Kouzmin, 2007). Even in the heat of crisis management, the over-riding law of the organizational jungle may well remain that the ‘fundamental and identity-defining’ competition for power and influence will often trump the need to support others within that circle (Lagadec 2005;Jarman & Kouzmin, 1990).

Although it is the unique nature of each crisis that underpins the failure to respond and manage them appropriately or effectively, the operational reasons for failures are often both simple and predictable (Lagadec, 2005; Comfort, 2007). It is notable that once an incident goes beyond normal operational status and escalates into a ‘unique and unfamiliar’ problem (Munns & Bjeirmi, 1996:81), the subsequent breakdown in response capability is almost inevitably identified as being due not to the nature or scale of the outside event, but rather to a breakdown in what should be fundamental incident management functionality (Dynes, 1970; Quarantelli, 1988). Official reviews into major CM failures (eg Hurricane Katrina (2007), Fukushima (2012) and the Anders Breivik massacre (Norway, 2012) repeatedly identify the same five fundamental organizational weaknesses: lack of understanding of the nature of the crisis; lack of realistic modeling of required responses; lack of leadership; lack of effective communication; lack of inter-agency capability (See also Mintzberg, 1980).These are in line with Quarantelli’s findings in his review of crisis disaster management that there were likely to be critical problems concerning communication and information flow, authority and decision-making, and failures to manage increased coordination and a loosening of the command structure (Quarantelli, 1988:375). As the 9/11 report unequivocally stated, aside from the specific operational issues, the underlying fault-lines in the government’s failure to develop an effective crisis management capability was founded on its’ ‘broader inability to adapt how it manages problems to the challenges of the twenty-first century’ (9/11 Commission Report: 353).

A nice article

5 factors present in every crisis (and how to deal with them)

https://www.correctionsone.com/corrections-training/articles/5-factors-present-in-every-crisis-and-how-to-deal-with-them-SkCZNj6zTBQRikhl/

EMONs are crisis driven, task oriented entities that are self-evolving based on the nature of the incident and its location. They are a composite of various entities that may or may not normally work together. Their very existence is time sensitive and temporary. There are no memorandums of understanding written for EMONs. They come together to deal with a crisis and disband when it is over. Command and control issues are generally worked out on the fly although protocols have evolved over time which greatly simplify and facilitate the process.

A definition

http://fieldcommandllc.com/project/emerging-multi-organizational-networks-emons/

Poster definition:

https://trauma-criticalcare.conferenceseries.com/eposter/establishing-a-progressing-trauma-service-in-a-general-hospitalbased-on-emerging-multi-organizational-network-emon-logistics-trauma-2017

Article:

https://www.researchgate.net/publication/321198004_Establishing_a_progressing_trauma_service_in_a_general_hospital_based_on_emerging_multi-organizational_network_EMON_logistics

or https://www.hilarispublisher.com/proceedings/establishing-a-progressing-trauma-service-in-a-general-hospital-based-on-emerging-multiorganizational-network-emon-logis-20043.html

Video:

“Establishing a progressing trauma service based on emerging multi-organizational network (EMON) logistics”

Wicked Lab – Addressing wicked problems: A complexity based approach to systems change 2pm Adelaide time, 9 April 2020 (online)

via Addressing wicked problems: A complexity based approach to systems change Tickets, Thu 09/04/2020 at 2:00 pm | Eventbrite

Webinar next week
Addressing wicked problems:

A complexity-based approach to systems change

Thursday 9th April 2020
2:00 – 2:45pm ADST (Adelaide time)

Learn how to address wicked problems by taking a complexity-based approach to systems change.
In this FREE 45min webinar you’ll learn why wicked problems can’t be addressed with just projects and programs, and why a systemic innovation, solution ecosystem + complexity-based approach are best suited to addressing wicked problems.

We’ll discuss the research and evidence that underpins this approach and demonstrate how communities, organisations and governments can work this way.

You’ll also see a demonstration of the Tool for Systemic Change that supports this approach and learn about the next Complex Systems Leadership Programstarting in June 2020.

The webinar will run for approx 45mins including a Q + A at the end. Those who register but can not attend will receive a recording of the event. 

 

Register now

Deep Learning and Reciprocity – Melanie Goodchild on “Indigenous Wisdom and the Civilizational Shift from Ego to Eco” for the sixth episode of Dialogues on Transforming Society and Self (DoTS) – Presencing Institute

via Recap of DoTS #6: Deep Learning and Reciprocity – News – Presencing Institute

Oct 30, 2019

Melanie Goodchild was Otto Scharmer’s esteemed guest speaker on the topic of “Indigenous Wisdom and the Civilizational Shift from Ego to Eco” for the sixth episode of Dialogues on Transforming Society and Self (DoTS).

Almost 600 people from 56 countries, depicted in the word cloud below, registered to attend our sixth DoTS session on Monday 28 October. The session was hosted by Otto Scharmer, who shared the space with special guest speaker Melanie Goodchild, generative scribe Kelvy Bird and special guest Peter Senge at MIT in Boston, on the land of the Massachusett (Massa-adchu-es-et) tribe. You’ll find the full video recording of the session below.

Reciprocal Relationships of Respect

Melanie Goodchild, founder of the Indigenous “social innovation think and do tank” Turtle Island Institute, opened the session by following the Indigenous protocol of the Anishinaabe tribe for introducing herself, calling forth the spirit helpers, and acknowledging the land and the ancestors. She then exchanged tobacco ties with Otto Scharmer and Kelvy Bird to acknowledge “a reciprocal relationship of respect”, explaining that it is the Anishinaabe way to offer sacred tobacco when you ask something from someone, in this case knowledge.

“We always want to engage in a respectful and ethical way with each other, and that’s why we offer each other tobacco.”

 

Continues in source: Recap of DoTS #6: Deep Learning and Reciprocity – News – Presencing Institute

Adaptive Space by Michael J. Arena – concept and assessment

via ASSESSMENT | mysite

Network Roles:

Brokers have relationships across many groups and are able to bridge silos to generate new insights, they also act as gateways for new ideas.

Connectors have many relationships within their core group and are well positioned to get ideas adopted locally, they are also highly trusted within their primary team.

 

Energizers are able to create a reputation that spreads quickly across the network, they tend to get the most out of others, and they are more likely to get ideas noticed.

 

Challengers provoke change in an organization by tapping  into external pressures, they entice debates to encourageidea enhancement and moderate network buzz.

 

4D Connections:

The Embodied Mind: Cognitive Science and Human Experience (The MIT Press) – Varela, Thompson, Rosch (1993 )

The Embodied Mind: Cognitive Science and Human Experience (The MIT Press) – Varela, Thompson, Rosch (1993 )

Click to access Varela_Thompson_Rosch_-_The_Embodied_Mind_Cognitive_Science_and_Human_Experience.pdf

Handling Complexity in Policy Evaluation – Magenta Book 2020 Supplementary Guide | CECAN

via Handling Complexity in Policy Evaluation – Magenta Book 2020 Supplementary Guide | CECAN
https://www.cecan.ac.uk/news/handling-complexity-policy-evaluation-magenta-book-2020-supplementary-guide

T

The Centre for the Evaluation of Complexity Across the Nexus (CECAN) has produced supplementary guidance for the 2020 revision of the Magenta Book, published on 1st April. The Magenta Book, published by HM Treasury, is the key UK Government resource on evaluation, setting out central government guidance on how to evaluate policies, projects and programmes.

The Magenta Book 2020 Supplementary Guide: Handling Complexity in Policy Evaluation is based on three years’ research and development of evaluation methods by CECAN. It explains what complexity is, its implications, and how evaluators and policy makers can plan, deliver and use complexity-appropriate evaluation to work with this complexity.

CECAN held an event at Church House, Westminster on 3rd March to introduce the Supplementary Guide to users. The event brought together over 60 policy makers, analysts and commissioners of evaluations, as well as evaluation practitioners including public sector evaluation contractors.

We are pleased to share video recordings, presentation slides and key resources from the launch event with you.

1. Why we need a new edition of the Magenta Book and a Supplementary Guide on Handling Complexity in Policy Evaluation

Steven Finch, Head of Evaluation, Department for Transport

2. An Introduction to the Magenta Book Supplementary Guide

Martha Bicket, Alex Penn and Ian Christie, CECAN

3. Commissioning and Management of Complex Evaluation

Dione Hills, The Tavistock Institute

4. Selecting Complexity-Appropriate Evaluation Approaches

Helen Wilkinson, Risk Solutions

Download the Magenta Book 2020 Supplementary Guide: Handling Complexity in Policy Evaluation here.

CECAN MB-A Event Photos 

 

 

CECAN Logo

The radical uncertainties of coronavirus | Prospect Magazine – John Kay and Mervyn King

via The radical uncertainties of coronavirus | Prospect Magazine

The radical uncertainties of coronavirus

When we set out two years ago to write a book on radical uncertainty, and when we delivered it last year and agreed on a publication date of 5th March 2020, we did not know—how could we have known?—that the world would at exactly that time be plunged into radical uncertainty by a radically uncertain event. But as we wrote in that book, “we must expect to be hit by an epidemic of an infectious disease resulting from a virus which does not yet exist.” There is no pleasure in seeing this warning borne out. 

Covid-19 has been described as a “black swan.” It is not. The options trader turned sage, Nassim Nicholas Taleb, used this memorable metaphor to describe what the politician turned (less successful) sage Donald Rumsfeld described equally memorably as an “unknown unknown.” Europeans once believed all swans to be white—as all European swans are—until the colonists of Australia observed black swans. The observation of a black swan was not a low probability event; it was an unimaginable event, given European knowledge of swans. As the convict colonists boarded the First Fleet, none of them would plausibly have speculated on the possibility (still less assessed the probability) that there might be non-white swans in Australia. The thought would not have occurred to them.  

Likewise, before the wheel was invented no one could talk about the probability of the invention of the wheel, and afterwards there was no uncertainty to discuss. The unknown unknown was, at once, turned into a known known. In this sense, to identify a probability of inventing the wheel is to invent the wheel. 

A century ago, a telephone that would fit in your pocket, take photographs, calculate the square root of a number, navigate to an unknown destination, and on which you could read any of a million novels, was not improbable. It was just not within the scope of imagination or bounds of possibility.  

True “black swans” are—like these examples—states of the world to which we cannot attach probabilities because we cannot conceive of these states. The dinosaurs fell victim to an unknown unknown—even as they died, they did not know what had happened to them.  

But human extinction will more likely come about in another way. Martin Rees, a Cambridge scientist and Astronomer Royal, has founded a Centre for the Study of Existential Risk to identify such potential threats and suggest measures to mitigate them. He warns of the possibility of runaway climate change, robots escaping our control, and—more pertinently just now—pandemics. Although we can and have imagined all of these things, they are still instances of radical uncertainty.  

A global pandemic is not a “black swan,” an unknown unknown. Nor is it a low probability event, an extreme observation from a known probability distribution, such as tossing a coin 100 times and getting a head every time. (Incidentally, if you did toss a coin a hundred times and it came up heads every time, you would be wise to consider other explanations before concluding that you had experienced a “once in a lifetime” freak of nature. In August 2007, David Viniar, then CFO of Goldman Sachs, told the Financial Times that the bank had experienced “things that were 25-standard deviation moves, several days in a row.” What he should have said was that the Goldman Sachs models were misleading guides to the real world.) 

A global pandemic was a likely event at some point, a known unknown in that sense. But the occurrence of such a pandemic in 2020 was not a very likely event, and we could not in advance do anything more than guess at what form it would take, and even then our guesswork was likely to be limited by mixing and matching between what we know about more familiar pathogens. We could acknowledge the possibility of something new and different, outside the range of past experience, but have only a limited ability to imagine what this might be, still less reckon with the probability of it coming to pass. The question “what was the probability that coronavirus would break out in Wuhan in December 2019?” is not one to which there is any sensible answer.  

Radical uncertainty arises when we know something, but not enough to enable us to act with confidence. And that is a situation we all too frequently encounter.

Hankering for more certainty is a natural enough response, and one that is keenly felt in Downing Street. Dominic Cummings recently put Philip Tetlock’s book Superforecasting into the news, when his pursuit of “weirdos” introduced a “superforecaster” to No 10 before deciding after some controversy that a superforecaster—or at least that particular superforecaster—was perhaps not needed after all. The latter may have been the wiser decision, whether or not Andrew Sabisky himself could see it coming. 

“Superforecasters” are good at answering puzzles, questions that are well defined and that will have objectively correct answers, such as “will the number of confirmed coronavirus cases in the UK exceed 100,000 by 15th May 2020?” But the questions to which we really want answers are less well defined.  

How serious will the outbreak be before it peaks? What will be the effect on the economy? Not puzzles but mysteries, questions to which the answer will not necessarily be clear even after the outbreak is long over. 

The language and mathematics of probability is a compelling way of analysing games of chance. And similar models have proved useful in some branches of physics. Probabilities can also be used to describe overall mortality risk just as they also form the basis of short-term weather forecasting and expectations about the likely incidence of motor accidents. But these uses of probability are possible because they are in the domain of stationary processes. The determinants of the motion of particles in liquids, or overall (as distinct from pandemic-driven) human mortality, do not change over time, or do so only slowly.  

But most of the problems we face in politics, business (including finance) and society are not like that. We do not have, and never will have, the kind of understanding of human behaviour which emulates the understanding of physical behaviour which yields equations of planetary motion. Worse, human behaviour changes over time in a way that the equations of planetary motion do not. And Venus continues in its orbit unaffected by our opinions about it, while human beliefs about viruses and anything else, whether true or false, will often have a major influence on human behaviour. 

“Human behaviour changes over time in a way that the equations of planetary motion do not”

Discourse about uncertainty has fallen victim to a pseudo-science. When no meaningful quantification is possible, 
algebra can provide only spurious precision, while at the same time the language becomes casual and sloppy. The terms risk, uncertainty and volatility are treated as equivalent; the words likelihood, confidence and probability are also used as if they had the same meaning. But risk is not the same as uncertainty, although it arises from it, and the confidence with which a statement is made is at best weakly related to the probability that it is true. 

The mistake that Viniar of Goldman Sachs exemplified as the credit crunch bit was to believe that a number derived from a “small world” model—a simplification based on a historic data set—is directly applicable to the “large world,” complex and constantly evolving, in which we live. We are both strongly committed to the construction and use of models—we have spent much of our careers in academia and in the financial and business world doing exactly those things. But that has left us aware of the limitations of models as well as their uses. 

 ***

In a previous pandemic—the Aids virus—the WHO designed a complex model informed by the latest country-by-country demographic data. That model substantially underestimated the extent of the damage the virus would impose. A much simpler model created by the British scientists Robert May and Roy Anderson recognised that what mattered to the spread of Aids was not so much the frequency of sexual encounters as the number of sexual partners—someone who slept with 10 different people would do far more to spread the disease than someone who slept with the same person 10 times. Their model, incorporating this simple insight, was a better guide to both the spread and the incidence of the disease than the more elaborate calculations that missed this one basic point.

A key function of a good model is to direct attention to the usually small number of parameters that really matter. Epidemiological models have taught us that serious pandemics are likely to be inherently self-limiting—an evolutionarily successful virus, like the cold viruses from which humans endlessly suffer, is one that leaves its carriers sufficiently fit and well to spread it. The critical parameters are the numbers of uninfected people to whom each infected person passes the disease, and the mortality or serious complication rate of those infected. From what we know so far—and the information that has been publicly disclosed is patchy—with coronavirus, the first of these parameters is relatively large, and the second relatively low.  

Models from epidemiology can help us understand other contagious processes—stock market panics, runs on banks and on supplies of toilet paper, and the competition between political leaders to be at least as vigorous as others in announcing responses to the pandemic. 

Models should be treated not as forecasting tools but as ways of organising our thinking. Their construction and interpretation require judgment. Their value depends on our understanding of the processes that give rise to the data we observe, and the quality of that data. We will never really know either the infection rate or the mortality rate from coronavirus because many people will catch the disease but never be tested, and very many of those who die will be people with underlying health issues (which may or may not have killed them anyway) who then test positive for the virus in the course of treatment. 

Few people—even actuaries and statisticians—use probabilities to run their own lives. We cope with a world that contains mysteries rather than puzzles by telling stories, constructing a “reference narrative” that incorporates our realistic expectations. When uncertainty encroaches on that narrative, it may be good or bad—the frisson of uncertainty that attracts punters to gambling venues and the uncertainty attached to visiting new places, meeting new people, and enjoying new experiences that adds much to the pleasure of life. And it is uncertainty that creates opportunities for entrepreneurship and profit, and is the dynamic of a market economy. But for human beings to thrive in a world of unknowns, you need to develop the capacity to manage uncertainty, and even embrace it. That is easier in a world of universal healthcare, and in an economy that is not too reliant on self-employment and the gig economy, but instead demands a more supportive relationship from employers. That sounds a lot more like Europe than America, and hence Europe may ultimately be better placed to handle the current epidemiological emergency, and the economic dislocation in its wake.  

Charting a happy course through a world where much is unknown means ensuring that one’s reference narrative—personal, financial, commercial or political—is robust and resilient to events we cannot fully anticipate. The establishment in 2017 of the international Coalition for Epidemic Prevention and Innovation was an attempt to promote such robustness and resilience, and its existence may accelerate the quest for a coronavirus vaccine, which Philip Ball discusses in detail in this month’s issue of Prospect.

Robustness and resilience in complex systems are achieved by ensuring that the system is organised in a way that ensures a failure of part of it need not jeopardise the whole. In business and finance over the last 50 years we have viewed the protection and capacity that this involves as evidence of inefficiency, as when Northern Rock announced plans to return “surplus” capital to shareholders shortly before the drying up of wholesale markets for short-term funds put the bank out of business. Northern Rock fell victim to radical uncertainty, the credit crunch being an event that was possible though not likely.

But as the economy is convulsed by the coronavirus-induced lockouts, shutdowns and panic purchases, other (non-financial) modern business fashions—such as lean production and just-in-time inventory management—are likewise exposed as dangerous devices for flattering short-term profits at the expense of long-term business resilience. The vicissitudes of our uncertain world have not only subjected our society to a brief if nasty disease, but also exposed our economy’s susceptibility to, in the parlance of the hour, a serious underlying condition.

via The radical uncertainties of coronavirus | Prospect Magazine

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