NERCCS 2020: Third Northeast Regional Conference on Complex Systems, University at Buffalo, NY, April 1-3, 2020

via Complexity Explorer

Source: NERCCS 2020: Third Northeast Regional Conference on Complex Systems

NERCCS 2020: Third Northeast Regional Conference on Complex Systems

NERCCS 2020: The Third Northeast Regional Conference on Complex Systems will follow the success of NERCCS 2019 and NERCCS 2018 to promote the emerging venue of interdisciplinary scholarly exchange for complex systems researchers in the Northeast U.S. region to share their research outcomes through presentations and post-conference online publications, network with their peers in the region, and promote inter-campus collaboration and the growth of the research community.

NERCCS will particularly focus on facilitating the professional growth of early career faculty, postdocs, and students in the region who will likely play a leading role in the field of complex systems science and engineering in the coming years.

NERCCS 2020: Third Northeast Regional Conference on Complex Systems at University at Buffalo, NY, April 1-3, 2020

Source: NERCCS 2020: Third Northeast Regional Conference on Complex Systems

P35 SIG Complexity & network governance – at the International Research Society for Public Management 2020 | 22-24 April 2020, Tampere Universities, Tampere, Finland

Conference web page: https://events.tuni.fi/irspm2020/

And submissions still open until 14 November

 

Source: P35 SIG Complexity & network governance | International Research Society for Public Management 2020 | Tampere Universities

P35 SIG Complexity & network governance

Panel Chairs:
Elizabeth Eppel, Robyn Keast, Erik-Hans Klijn, Mary-Lee Rhodes and Joris Voets

Corresponding Chair:
Mary-Lee Rhodes, rhodesml@tcd.ie


Description:
In 2019, the IRSPM Board approved the establishment of a new Special Interest Group (SIG) on Complexity and Network Governance.  IRSPM 2020 marks the first ‘official’ meeting of the SIG and the conveners are delighted to welcome submissions from scholars and practitioners on any of the key themes / questions that the Special Interest Group hopes to address.  These are:

The Meta-governance question:

  • If governments increasingly want & need to tackle wicked issues in & use networks for service-delivery, how does meta-governance of these networks unfold in practice? We need to develop the concept & require more empirical study how this works (or not) in practice & why.

The Performance question:

  • If we are increasingly dealing with complexity and work through networks, how to measure results & performance? Some conceptual frameworks have been developed over the years, but we need to develop them further and add more empirical research to the conceptual work done so far.

The Leadership question:

  • While network management & managing complexities has been studied for some time now, leading to interesting insights and models, the perspective of leadership and the traits, skills & competencies of leaders is still relatively new. How can we identify & develop collaborative/network leadership? What can such leadership bring to the complexity table?

The Comparative question:

  • Many scholars address similar questions, but rarely from an international, comparative perspective.  Can we develop a comparative strategy to overcome surveys, QCA’s, case studies, etc. that are limited to particular countries, why (not) and how?

The Methodological question:

  • Various new research methods (like Qualitative Comparative Analysis, and Q sort) are emerging that offer avenues for network research and looking at the complex nature of networks and complex decision-making.  Papers addressing the development of complexity-friendly research methods are welcome.

The Practical question:

  • Dealing with complexity & networks is increasingly important for practitioners, but they more often than not remain outside the debates at conferences like IRSPM.  How do practitioners manage, evaluate, lead in this respect? Which tools & schemes have been devised so far and can we develop them (further)?

It is expected that the panel will run over several days of the conference, and we plan to have between 10 and 20 papers to allow for intensive discussion and development.  We also plan to reserve one session for a discussion on how we might organize other activities throughout the year and upcoming special issues and handbooks relevant to the theme(s) of the SIG.

Source: P35 SIG Complexity & network governance | International Research Society for Public Management 2020 | Tampere Universities

An unlikely tonic for organizational disorder – nuno borges – Medium

Another great piece of organisational systems thinking

Source: An unlikely tonic for organizational disorder – nuno borges – Medium

 

An unlikely tonic for organizational disorder

nuno borges

nuno borges
Following
Nov 10 · 16 min read

Many modern organizations are in a state of disorder. Prior success for the large enterprise generally ossifies through the preservation of structure, practices, and norms. As we rocket along the law of accelerated returns through the 21st Century, the world around us, the environment, is changing context so quickly that organizations struggle to synchronize their internal rate of change. A quick survey of the Fortune 500 over the last 50 years yields the graveyard of persistent disorder and change-averse behaviour. Organizations that refuse to acknowledge the growing complexity around them, and seek to preserve their tenuous hold on historical success, often simply die. This should not be misinterpreted as an unethical outcome, but rather, a natural consequence of a self-organizing system that lost the tension between environmental change and its own adaptive response.

This article will examine large hierarchical organizations struggling to adapt within their changing environment, and offer a set of perspectives, or an avoidance strategy, crafted from the lens of complexity. I will use Cilliers’ paper What we can learn from a theory of complexity? (2000) as a structural frame for constructing an approach. Sonja Blignaut has given similar critical treatment to this topic in her fantastic article 7 Implications of seeing organizations as complex systems.

Continues in source: An unlikely tonic for organizational disorder – nuno borges – Medium

Encouraging Systems Change – Heart of the Art

 

Source: Encouraging Systems Change – Heart of the Art

Encouraging Systems Change

Heart of the Art

First published at Heart of the Art, 9th November 2019

This blog is co-authored by John Atkinson and David Nabarro.

David is the strategic director for 4SD. He has previously worked for several years in senior roles within the UN system. These included coordinating the international response to the West Africa Ebola outbreak 2014-15, the UN’s response to volatile food prices and the Movement for Scaling-Up Nutrition. In October 2018 he was joint winner of the World Food Prize.

John is a curator at Heart of the Art. He has designed, instigated and led whole systems change approaches at the global, national and local level for the UN, Governments and Cities as well as for multi-national corporations.

In our work together we have explored what systems leadership means, what working with living systems really looks like and how that plays out for real when you have a central role within loosely-organized human systems that are trying to address complex issues.

From linear solutions to systems change

As we face into some of the greatest problems of our times a new mantra emerges, the mantra of ‘systems change’.  Why?  The major challenges facing our world cannot be solved for everyone everywhere through discrete solutions.

For example:

The challenges of climate change call for solutions that go beyond energy use and governance changes.

The challenge of ensuring everyone can access healthy and nutritious diets cannot be solved just through increasing use of fertilisers or genetically modified crops to boost productivity.

The care needed by increasing numbers of elders will be hard to fund through existing patterns of state-based support.

We continue to look for single solutions because that is our usual way of working, it feels comfortable and stable. But in these examples, and in many others, there are no single solutions that can be relied on to overcome the challenges. Our comfort is being undermined by the growing sense that though many things we currently do are good, they may also not be sufficient. Hence the shift to thinking in terms of systems change.

Adapting constantly

In truth, references to the ways in which we have always done things are stories we tell more than they are a reality. The ways that we do things are always adapting. New technology, different forms of governance, resource availability or shortages have all over time shaped the way anything gets done. As humans have moved from small communities, to kingdoms, to democracies, the way things get done has adapted. These changes in modes of governance have been emergent. They have arisen from the contingencies and opportunities of the day, unplanned and undirected.

Can systems change be controlled?

Over the last century another thing has also emerged – a mindset that propagates a belief in our ability to direct and control these sorts of systems changes. Fed on a diet of management speak, we have come to have faith in a falsehood and then take it for granted. That falsehood is that we humans are able to direct and control large scale change in our relationship with our environment.

Can systems change be commanded?

Even those who know that systems change cannot be commanded are seduced by the collective view that it is possible. We join with others in writing reports that describe an ideal future state and the ways to get there. We convene workshops to agree policies. We describe and instigate pilot projects in the hope that we can roll these out as global exemplars. We set outcomes, presenting them as objectives for global change. We do all this because we share a belief that those with the power can be convinced of the need both to command change and then to control it for the common good.

Perhaps, but…

It isn’t that reports, policies, pilots and outcomes are bad things. It is that systems change doesn’t occur by focusing on these things in isolation.

Systems change is a new state

When we envision systems change as a new state which emerges from what is currently happening, it leads our thoughts and thus our activity into a different plane. A plane where we appreciate that our current institutions exist in the form of unstable equilibria, and that they can be encouraged to move into new forms of organisation around any issue. But we realise that they cannot be directed to transform in this way – our encouragement cannot define the outcome.

How does system change emerge?

The emergence of a systems change arises when, in the presence of sufficient energy and disturbance, the systems shift in ways that enable new (though still unstable) equilibria to form. The shift happens when there is consistent encouragement for change through the formation of new and positive feedback loops; loops which can exponentially amplify even slight movement in the system.

Supporting the emergence of systems change

As leaders, we do our best to predict how new feedback loops will form, to help make them happen and to anticipate the new equilibrium that will arise. But, we cannot determine how and when the change will happen. We must be content with doing our best to support emergence as it happens (and not doing things that might hinder it).

And yet, much leadership deters emergence

Most leadership activity actually acts to deter the likely emergence of a new state rather than encourage it. Traditional modes of leadership need to hold attention, gain credit, occupy ground and own a message: they can so easily suck energy from those who might otherwise contribute. They may suppress differing opinions in overt ways by use of organisational or personal power.  Sometimes they may do this less obviously by crafting mission, vision or value statements that exclude the diversity of thought and opinion.

These forms of power-play minimise disturbance and prevent its value being fully appreciated. By trying to stabilise situations, reduce variation and harmonise approaches, leaders may unwittingly encourage negative feedback which dampens creativity and stifles the potential for emergence.

Leading for systems change

If as leaders, we wish to encourage system change we need to embrace and encourage emergence. To do this we need to:

1)

Tap into the energy that already exists for any change and feed it.

2)

Create spaces where disturbance can be heard, encouraged and developed.

3)

Connect competing and opposing camps in new and novel ways.

Nurturing uncomfortable connections

We cannot just stumble into this. If we are to deliberately foster such disturbance we need to:

1)

Create environments that nurture uncomfortable connections.

2)

Work with the existing sources of power that are uneasy with what might be perceived as dangerous dissonance.

3)

Align with the strands of that power and work with them to weave the cradles within which nascent changes can start to form.

Enquiring wisely – widely and openly

This means the real activity that encourages systems change is not analysis, or programme planning or project management. It is a relational activity that asks us to engage widely and openly, including with those who trouble us. It asks us to enquire into their motive and means. It means we must be ready to listen more than to tell, to connect and not to direct, to propagate and not to control.

Sensing for fluidity and rigidity

As we feel into the existing rhythms within the systems that interest us, we are sensing for their patterns of fluidity and rigidity.

Where might we encourage and accelerate the new?

Where must we pause a while, keep connecting and wait for the readiness?

When the time comes, how will we assemble and use our collective abilities to support the shift?

Power and fragility in our cradle

All the time that we are acting to encourage systems change we must be conscious of the fragility of our endeavour and how easily it can revert back into the existing norm. We must be keenly aware that the environment in which we operate is dynamic, this means that we must constantly attend to that web of relationships and power that forms our cradle.

Credit for the conditions, not for success

And we must train ourselves to let go of our need to be credited with success. As systems leaders we are keenly aware that all systems, in order to preserve their identities, will react rapidly to any attempts at changing. We know that the work we do to form and tend to relationships is what matters the most in creating the conditions for positive emergence – if we focus instead on our personal need to achieve a particular result and receive credit from our peers or beyond, we may fail to see those who we should be seeing and hear the voices that need to be heard.  By letting others take the credit and accolades for whatever emerges, we can be happy in the knowledge that we have contributed as catalysts to the enabling of fundamental change.

We know we matter; that is why it doesn’t matter that we don’t matter to others.

The Cybernetic Aspects of OODA Loop:

Harish's avatarHarish's Notebook - My notes... Lean, Cybernetics, Quality & Data Science.

Boyd2

I had briefly discussed OODA loop in my previous post. In today’s post, I will continue looking at OODA loop and discuss the cybernetic aspects of OODA loop. OODA loop was created by the great American military strategist, John Boyd. OODA stands for Observe-Orient-Decide-Act. The simplest form of OODA loop, taken from Francis Osinga, is shown below.

Simple OODA

The OODA loop is a framework that can be used to describe how a rational being acts in a changing environment. The first step is to take in the available information as part of Observation. With the newly gathered information, the rational being has to gage the analyzed and synthesized information against the previous sets of information, relevant schema and mental models. The relevant schema and mental models are updated as needed based on the new set of information. This allows the rational being to better Orient itself for the next step…

View original post 1,694 more words

Become a system change agent | Forum for the Future – deadline 17 November

 

Source: Become a system change agent | Forum for the Future

Join the School of System Change

We have a few last places available for Basecamp#8 Europe, kicking off in Brussels on 14th January 2020. Find out more about Basecamp#8 and how to apply here. Applications close on 17 November.

You can also express your interest for Basecamp#9 (USA, starting in Spring 2020) and Basecamp#10 (UK, starting in Autumn 2020) and other upcoming programmes in Asia through this form here.

Source: Become a system change agent | Forum for the Future

SMART HEURISTICS | Edge.org – Gerd Gigerenzer

Interesting chap https://en.wikipedia.org/wiki/Gerd_Gigerenzer

Presentation: https://ethz.ch/content/dam/ethz/special-interest/gess/chair-of-sociology-dam/documents/icsd2013/0_3_gigerenzer.pdf

 

 

Source: SMART HEURISTICS | Edge.org

SMART HEURISTICS

Gerd Gigerenzer [3.29.03]

What interests me is the question of how humans learn to live with uncertainty. Before the scientific revolution determinism was a strong ideal. Religion brought about a denial of uncertainty, and many people knew that their kin or their race was exactly the one that God had favored. They also thought they were entitled to get rid of competing ideas and the people that propagated them. How does a society change from this condition into one in which we understand that there is this fundamental uncertainty? How do we avoid the illusion of certainty to produce the understanding that everything, whether it be a medical test or deciding on the best cure for a particular kind of cancer, has a fundamental element of uncertainty?

video

Introduction by John Brockman

“Isn’t more information always better?” asks Gerd Gigerenzer. “Why else would bestsellers on how to make good decisions tell us to consider all pieces of information, weigh them carefully, and compute the optimal choice, preferably with the aid of a fancy statistical software package? In economics, Nobel prizes are regularly awarded for work that assumes that people make decisions as if they had perfect information and could compute the optimal solution for the problem at hand. But how do real people make good decisions under the usual conditions of little time and scarce information? Consider how players catch a ball—in baseball, cricket, or soccer. It may seem that they would have to solve complex differential equations in their heads to predict the trajectory of the ball. In fact, players use a simple heuristic. When a ball comes in high, the player fixates the ball and starts running. The heuristic is to adjust the running speed so that the angle of gaze remains constant —that is, the angle between the eye and the ball. The player can ignore all the information necessary to compute the trajectory, such as the ball’s initial velocity, distance, and angle, and just focus on one piece of information, the angle of gaze.”

Gigerenzer provides an alternative to the view of the mind as a cognitive optimizer, and also to its mirror image, the mind as a cognitive miser. The fact that people ignore information has been often mistaken as a form of irrationality, and shelves are filled with books that explain how people routinely commit cognitive fallacies. In seven years of research, he, and his research team at Center for Adaptive Behavior and Cognition at the Max Planck Institute for Human Development in Berlin, have worked out what he believes is a viable alternative: the study of fast and frugal decision-making, that is, the study of smart heuristics people actually use to make good decisions. In order to make good decisions in an uncertain world, one sometimes has to ignore information. The art is knowing what one doesn’t have to know.

Gigerenzer’s work is of importance to people interested in how the human mind actually solves problems. In this regard his work is influential to psychologists, economists, philosophers, and animal biologists, among others. It is also of interest to people who design smart systems to solve problems; he provides illustrations on how one can construct fast and frugal strategies for coronary care unit decisions, personnel selection, and stock picking.

“My work will, I hope, change the way people think about human rationality”, he says. “Human rationality cannot be understood, I argue, by the ideals of omniscience and optimization. In an uncertain world, there is no optimal solution known for most interesting and urgent problems. When human behavior fails to meet these Olympian expectations, many psychologists conclude that the mind is doomed to irrationality. These are the two dominant views today, and neither extreme of hyper-rationality or irrationality captures the essence of human reasoning. My aim is not so much to criticize the status quo, but rather to provide a viable alternative.”

— JB

GERD GIGERENZER is Director of the Center for Adaptive Behavior and Cognition at the Max Planck Institute for Human Development in Berlin and former Professor of Psychology at the University of Chicago. He won the AAAS Prize for the best article in the behavioral sciences. He is the author of Calculated Risks: How To Know When Numbers Deceive You, the German translation of which won the Scientific Book of the Year Prize in 2002. He has also published two academic books on heuristics, Simple Heuristics That Make Us Smart (with Peter Todd & The ABC Research Group) and Bounded Rationality: The Adaptive Toolbox (with Reinhard Selten, a Nobel laureate in economics).

Gerd Gigernezer ‘s Edge Bio Page

Continues with interview in source: SMART HEURISTICS | Edge.org

Enough talk about system leadership, time for action | Comment | Health Service Journal – Paul Burstow

 

Source: Enough talk about system leadership, time for action | Comment | Health Service Journal

Enough talk about system leadership, time for action

Sustained investment in place-based leadership, the creation of more boundary spanning leadership roles, and the development of a cadre of leaders committed to co-producing the solutions with citizens are needed to make system leadership real. By Paul Burstow

When “system leadership” first came to prominence about 10 years ago it was seen as the best way to tackle some of health’s most wicked issues. Leaders working collaboratively across the system – across organisational boundaries, it was argued, were essential to successfully addressing challenges like rising obesity and comorbidity that defy a single organisational response.

Not fit for purpose

Far from being solved, these wicked issues have remained unresolved. Why? Because our approach to leadership hasn’t been fit for purpose.

In too many local health systems, leadership is inward looking, competitive and driven by institutional performance. Too often health and social care services remain fragmented and disjointed.

The NHS long-term plan is ambitious about the integration of care, and the potential of new models of care to overcome the most complex problems we face. The plans for developing system leadership need to match this ambition

The NHS People Plan is a tacit acknowledgement that past efforts have fallen short. It says, “we must do more to foster systems-based, cross-sector, multi-professional leadership, centred around place-based healthcare that integrates care and improves population health.”

What needs to be different this time? First, we need more boundary spanning leaders. This means deliberately creating leadership roles that encourage people and organisations to collaborate. Roles that shift people’s focus onto places and populations, rather than on organisational performance metrics.

In Hertfordshire and West Essex Sustainability and Transformation Partnership, which I chair, we have appointed a leader from one of our clinical commissioning groups and a leader from local government social care to share the STP lead role.

It’s early days, but I believe this sharing of leadership between the NHS and local authorities will help to break down barriers, accelerate progress and model system leadership behaviours. I believe we need more roles shared by organisations, accountable to place-based partnerships rather than single organisations.

Second, we need to develop and support our leaders differently. Our leaders must be equipped with the skills they need to work across boundaries: building relationships and trust, negotiation and sharing power, collaboration and facilitation.

In a new report for NHS Leadership Academy, SCIE looks at lessons from two innovative place-based leadership programmes: Frimley 2020 Leadership Programme (based in Frimley Integrated Care System) and Leaders in Greater Manchester, and both show a potential way forward.

Unlike traditional approaches, these two programmes deliberately lock their focus on place rather than organisations. In each programme, participants are encouraged to work together with other leaders on a place-based challenge to learn how to use the strengths of those living and working in the place to make lasting impact.

Each intentionally involves a mix of healthcare professionals, and participants from social care and the voluntary sector. External evaluations of these programmes are positive; Frimley 2020 won an HSJ award. However, the overall reach of these programmes is limited.

I am a firm believer that leadership of systems can only improve if decisions are grounded in the experiences of those who receive care and wider communities. So third, there is a need to up our investment in skilling up our leaders in citizen engagement – in genuine co-production. This means equipping people with the capabilities to involve people throughout the planning and delivery of services.

The NHS long-term plan is ambitious about the integration of care, and the potential of new models of care to overcome the most complex problems we face. The plans for developing system leadership need to match this ambition.

That means sustained investment in place-based leadership – including involving leaders from beyond the NHS – the creation of more boundary spanning leadership roles and the development of a cadre of leaders committed to co-producing the solutions with citizens.

 

Source: Enough talk about system leadership, time for action | Comment | Health Service Journal

“Designing for Emergence: The McCune Charitable Foundation Grows Agency” by Marilyn Darling, Heidi Sparkes Guber et al (2019)

 

Source: “Designing for Emergence: The McCune Charitable Foundation Grows Agency” by Marilyn Darling, Heidi Sparkes Guber et al.

DOI

10.9707/1944-5660.1464

Key Points

The impact of the inherent power imbalance in the grantmaker/grantee relationship has come into particular focus as equity and justice have become a greater priority for philanthropy. This article looks at the example of the McCune Charitable Foundation, which deliberately designed an emergent strategy approach that establishes clear goals and then created a platform to permit a reversal of that power dynamic, so that leadership for priorities comes from those closest to the work.

The authors launched a two-year project to research what emergence might look like in seven complex social-change initiatives, and how the strategy could grow agency and create more sustainable solutions in dynamic environments. When the leaders of these initiatives focused on creating the conditions for local leaders and nonprofits to decide what strategies to pursue, it tended to spur unanticipated approaches that responded to needs and opportunities in diverse, changing environments. At the same time, funders were able to establish goals while promoting “a marketplace of ideas.”

The McCune story illustrates how moving from a prescriptive strategy to an emergent one can shift the power imbalance between grantmaker and grantees, expand agency and ownership for complex social change, and potentially create a whole that is greater than the sum of its parts.

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Source: “Designing for Emergence: The McCune Charitable Foundation Grows Agency” by Marilyn Darling, Heidi Sparkes Guber et al.

 

Looking for entrenchment in all the right places | Santa Fe Institute

A really interesting piece of systems thinking. I wonder if the attempt at understanding will be directed at:

  • looking for evidence of the pattern elsewhere for predictive thinking about how the pattern may play out in different spaces
  • looking for underlying mechanisms that can show how and why the pattern plays out
  • looking back into the history of thought to see what theories already cover this space

Or a combination of all three? There could be an interesting meta conversation here.

 

Source: Looking for entrenchment in all the right places | Santa Fe Institute

Over the last few years, molecular biologist Ashley Teufel has begun to notice an emerging trend in high-profile papers on protein evolution. In particular, researchers are reporting on entrenchment, a phenomenon in which a single event can have a widespread effect on an entire system. For a protein, a genetic mutation that occurs at one point in time may help determine the way the molecule evolves later.

Teufel, an SFI Complexity Postdoctoral Fellow, realized that entrenched systems occur elsewhere. “This can’t just be a weird thing that happens to proteins,” she says. “There must be an overarching, larger concept.”

Entrenchment speaks broadly to the idea that the history of a system determines its current behaviors. The idea is similar to hysteresis, a phenomenon in which a change in one part of the system can change its behavior later in time (often observed in magnetic systems). Entrenchment is also similar to the concept of evolutionary contingency, which suggests that random accidents shape the future course of a living system. The first plant seeds to land on a new volcanic island, for example, may determine its future vegetation.

Evidence for entrenchment can be found in biology, ecology, computer science, and elsewhere. People’s ideas and feelings can even become entrenched over time. “What are the requirements that all these systems share?” asks evolutionary ecologist Luis Zaman,
a Collegiate Fellow at the University of Michigan. To find out, Teufel and Zaman have organized a working group titled “The Point of No Return,” at SFI in October. Invitees include researchers from disparate fields, including ecology, network theory, atmospheric science, and even sociology. Their goal is to identify the underlying properties driving entrenchment, and find ways to infer, predict or even control it.

The diversity of interests in the working group will fuel new insights and collaborations about how entrenchment works, says Teufel. “One of the strengths is having so many people from different fields collaborate on this to build some larger framework,” she says.

Source: Looking for entrenchment in all the right places | Santa Fe Institute

Organized Complexity — Strong Towns – Charles Marohn

Just like the people in Safety 2.0, asset-based community development, and many other interesting areas, Charles Marohn is a true systems thinker situated in an important field. His podcast via www.strongtowns.org is well worth subscribing to.

 

Source: Organized Complexity — Strong Towns

Organized Complexity

While I’ve focused this week thus far on Cities and the Wealth of Nations, Jane Jacobs’ most popular book among planners is, of course, The Death and Life of Great American Cities. This is because the latter book contains all the of the happy things that modern urban advocates like to point to — sidewalks, parks, housing diversity, etc… — with only a smattering of the challenging intellectual discourse that I love so much about Jane Jacobs. Today we’re going to focus on that smattering.

Turn to Chapter 22: The kind of problem a city is. It starts:

Thinking has its strategies and tactics too, much as other forms of action have.

Pause and consider that statement for a moment. We often think of thinking as the opposite of doing. For most people, the refined way of taking an action involves thinking first, a series of steps that takes a long time to fully mature. For Jacobs — and others such as Nassim Taleb and Jared Diamond who approach things in a similar way — the act of thinking is what has value. It is taking that action — to stop and really think — that is a painful exercise.

For years I’ve had people tell me: Chuck, I get what you’re saying but you need to tell people what to do. You need to give them some action, like three or four steps they can take. As frustrating as that was for me, I did change — for a time — the earlier version of the Curbside Chat to do just that. It was ridiculous and I’ve since dropped it. At Strong Towns, we’re not trying to tell you what to do; we don’t know what you should do. Rather, we’re trying to help you think about what you should do.

That is much harder. That is much more painful. It’s one of the reasons I deeply admire people like Toby DoughertyMonte AndersonKristin Green and Kevin Shepherd. I admire all who had the courage to challenge their own core assumptions and then, despite the pain and discomfort, devote years of their lives to thinking through the fog to find a course of action. These people are my heroes.

Simplicity, Disorganized Complexity and Organized Complexity

As is Jane Jacobs. In Chapter 22 of Death and Life — a chapter I suspect many people skip — she actually explains how to think. This is the equivalent of a golf lesson from Tiger Woods and it’s treated as an afterthought. Go read it.

She quotes Dr. Warren Weaver in a 1958 annual report of the Rockefeller Foundation as identifying three stages of development in scientific thought.

(1) ability to deal with problems of simplicity; (2) ability to deal with problems of disorganized complexity; and (3) the ability to deal with problems of organized complexity.

Problems of simplicity are ones in which two things are related to each other. Volume and air pressure, for example. The characteristics of one can be induced by knowing the characteristics of the other and then imputing through their discovered relationship. Humans made an astounding amount of progress in just this first stage.

Disorganized complexity deals with large systems that have many variables, each of which are able to be analyzed but which, when taken together, are best subjected to statistical analysis. Actuarial statistics are a good example of this. We know that any one person can have a long or short life span. However, with a group of four people, it would be pretty hard to predict what the average life span would be. Given 10,000 people, we could make that prediction fairly accurately.

In an age of massive computing power, some problems that were previously only understood through disorganized complexity are now becoming ones we can mathematically churn through and make simple.

The third kind — organized complexity — is essentially what Nassim Taleb has called Fourth Quadrant or Extremeistan. This is where complexity science dwells along with Taleb’s Black Swans. Many variables operating together–as with disorganized complexity–with the key difference being that the variables receive feedback and adapt over time. Here is how Jacobs describes it:

All of these [referring to a long list] are certainly complex problems. But they are not problems of disorganized complexity, to which statistical methods hold the key. They are problems which involve dealing simultaneously with a sizable number of factors which are interrelated into an organic whole. 

Here’s how Taleb describes the four quadrants:

First Quadrant: Simple binary decisions, in Mediocristan: Statistics does wonders. These situations are, unfortunately, more common in academia, laboratories, and games than real life—what I call the “ludic fallacy”. In other words, these are the situations in casinos, games, dice, and we tend to study them because we are successful in modeling them.

Second Quadrant: Simple decisions, in Extremistan: some well known problem studied in the literature. Except of course that there are not many simple decisions in Extremistan.

Third Quadrant: Complex decisions in Mediocristan: Statistical methods work surprisingly well.

Fourth Quadrant: Complex decisions in Extremistan: Welcome to the Black Swan domain. Here is where your limits are. Do not base your decisions on statistically based claims. 

What does this have to do with cities? Jacobs puts forth that cities are essentially problems in organized complexity. As she writes:

Cities present situations in which a half-dozen or even several dozen quantities are all varying simultaneously and in subtly interconnected ways. Cities, again like the life sciences, do not exhibit one problem in organized complexity, which if understood explains all. They can be analyzed into many such problems or segments which, as in the case of the life sciences, are also related with one another. The variables are many, but they are not helter-skelter; they are interrelated into an organic whole.

Jacobs laments the state of thought regarding cities as being far behind that of the life sciences, the latter of which had recognized and embraced the notion of organized complexity. Jacobs points out that, “the theorists of conventional modern city planning have consistently mistaken cities as problems of simplicity and of disorganized complexity, and have tried to analyze and treat them thus.” How little has changed since 1961.

You can tell how frustrated this made her. She protests the “great disrespect for cities” planners of this sort have. I agree. Those of you that have been with us a while know that I’m a fairly mild mannered Minnesotan until someone shows up pretending to know THE answer. I would love to be a conventional planner — I spent so much time, effort and resources trying — but I simply lack the faith.

Chuck, what are the five things a city should do to be a Strong Town? Chuck, what do we do about traffic congestion? Chuck, are you for or against historic preservation tax credits? Chuck, what is the precise density I should be looking for to make the math work? 

When you ask me these questions — and you claim to have read Jane Jacobs — I want to slap you, and she wants to yell at you from the beyond: START THINKING! These variables are interrelated into an organic whole. One effects the other effects the other effects the other in ways you neither know nor can predict. Stop pretending that you can!

Fortunately, Jane Jacobs can help with this too. Towards the very end of the book, she provides “the most important habits of thought,” which are the following:

  1. To think about processes;
  2. To work inductively, reasoning from particulars to the general, rather than the reverse;
  3. To seek for “unaverage” clues involving very small quantities, which reveal the way larger and more “average” quantities are operating.

How do things work? How do those things come together to produce an interrelated whole? What do the exceptions to the normal tell us about the direction of those organic feedback loops?

Jane Jacobs traveled more intellectual distance in a book than most of us do in a lifetime. If you really want to heed her advice, start thinking. And then keep thinking until it hurts.

 

Source: Organized Complexity — Strong Towns

Free Release – Viable System Model Canvas – Intelligente-Organisationen – Mark Lambertz

 

Source: Free Release – Viable System Model Canvas – Intelligente-Organisationen

 

Free Release – Viable System Model Canvas

Startseite/ExperimenteGrundsätzlichesKybernetik/Free Release – Viable System Model Canvas

Free Release – Viable System Model Canvas

The VSM in a nutshell

It’s a very special day for me! Why? Because I am very excited to release  the …

Viable System Model Canvas.

It all began about 24 months ago when I started this project (or product?). This outcome (or output?) is my recent development to get a step closer to make the model more well known, accessible and … applied. So the outcome is hopefully a useful simplification, but not a trivialization of the original ideas and theory. This canvas has been used in Agile/Lean IT and software contexts and served as a map of the organization. The purpose of the canvas: Analyze and design an organization according to the patterns of viability – and create an overview of all the (major) processesrolesmeetings and tools for each system.

<nerd_remark>
For the VSM connoisseurs: The interpretation of System 3* is open for debate. Some people see the function of S3* quite different and associate it with a controlling function, e.g. operated by a Compliance Department or something similar. From my perspective that would create stress for the organization. The argument: If one takes Stafford Beers original approach into account, then it is obvious that 3* as the Parasympathikus has the function to „relax“ the system. Therefore it seems logical to map activities like Retrospectives or Gemba Walks to S3* – the system needs times of action AND reflection. Like Stafford Beer wrote in „Diagnosing the System“: This system operates only sporadic and is not a continuous activity. In other words – a functioning Compliance Department is part of S2. However, sometimes it might be part of 3*. But not always.
</nerd_remark>

The Viable System Model Canvas

Finally, here it is.

Download Viable System Canvas – Easy View

How to use the Canvas

At first I have to state that the following tips are only for those, who have already a general idea of what the VSM is about. Otherwise it could be hard to understand the result of the following exercise. This step-by-step guide may help you if you want to use it with a bunch of people. If your group is too large, you may use some of the Liberating Structures or a World Cafe for each system in the Canvas. It’s up to you. 🙂

  1. Define your System in Focus and the Recursion Level you want to explore.
  2. Project the Canvas on a huge white wall. Take care that everyone has a pen and enough stickies.
  3. Explore the environment and distinct at least the „outer world“ and the „in world“ of the System in Focus. For a deep exploration you can use my environment model.
  4. Start with the value (proposition) production and map the flow of value towards the customer (System 1). Identify the processes, roles, meetings and tools. This sequence of aspects applies to any system within the Canvas. I will refer to this as structural aspects. Think about a color code regarding the structural aspects. This exercise is about ’seeing‘ – not watching. Typical tools: Process Mapping, Material & Information flows
  5. Look at the short term coordination and the supporting infrastructure that „balances“ the System in Focus. Identify the structural aspects of System 2. Examples: Daily or Shopfloor Meeting.
  6. Answer the question, how to coordinate the Value Production in order to create synergies and an explosion of potential. Identify the structural aspects of System 3. Examples: Sprint Planning, Team Weekly, Jour Fixe.
  7. Now ask yourself, how the System in Focus generates insights? How does it inspect and adapt? Typical System 3* activities: Retros, After Action Reviews, Gemba Walks but also Red Teaming.
  8. In this step you look at the long term development, strategies and experiments going on. Again: Find the overarching structural aspects in System 4. Typical tools: PI Planning, Portfolio Management, Theory of Constraints, Strategy and Innovation Methodologies.
  9. Understand the structural aspects which constitute the identity of the System in Focus (System 5, Ethos & Identity). But watch out and keep the formal and informal structure of this system in mind. Typical artifacts: Purpose, Vision, Mission, Values
  10. The last step focuses on the overall picture. Guiding Question: Which misbalances do you see? Too many or too little meetings? Confusion about roles? Bad link between strategy and tactics? Unfair resource bargain? Many aspects could pop up, so I can’t give any further advice – it really depends. A gold mine for consultants and coaches 🙂

 

The price of simplification

As always in nature there is no advantage with a corresponding disadvantage. Therefore I had to pay a price and abdicate the fractal nature of the model – it is not directly visible. This must be taken into account, if one uses the canvas above.

If you want to be very explicit about the recursion levels, then this template might be useful.

Download Viable System Model Canvas – Nested View

One could also use the above mentioned steps for the nested canvas, which shows two recursion levels. If you need more than the shown two Systems 1, then use a vector program and edit the PDF. All files are compatible with Adobe Illustrator and can be modified.

Kudos

My greatest thanks to Alenna Leonard, Angela Espinosa, Jon Walker, Ralf-Eckhardt Türke and Ivo Velitchkov for their endorsement and support. And my wife Renata – she knows why. 😉

Legal terms

These files are published under the license formerly know as Public Domain. It is free – for any use, no credit necessary (even though I would be glad if I am mentioned as author).

I wish you happy experimenting!

V

Learning in Landscapes of Practice – Etienne Wenger-Trayner, Mark Fenton-O’Creevy, Steven Hutchinson, Chris Kubaik, and Beverly Wenger-Trayner (2015)

subtitle boundaries, identify, and knowledgeability in practice-based learning

(pdf)

Click to access systems-convening

 

ADAPTIVENESS IN HUMAN SOCIAL ORGANISATION: Michael Church (1990s?)

Time and again I find myself coming back to this paper (even though I have many quibbles with it) – I think it is quite brilliant, opening a lot of pathways.

 

Source: ADAPTIVENESS IN HUMAN SOCIAL ORGANISATION:

 

ADAPTIVENESS IN HUMAN SOCIAL ORGANISATION:

SOME GUIDING PRINCIPLES

by

Michael Church

 

 

“…it is impossible to represent the organising principles of a higher level by the laws governing its isolated particulars.”

Michael Polanyil (1)

“Those who are obsessed with practice, but have no science, are like a pilot setting out with no tiller or compass,

 who will never know for certain where he is going.”

Leonardo Da Vinci c. 1470 (59)

 

Abstract

In a world that is becoming increasingly complex, the need to develop a new paradigm of organisation and management is widely recognised. One approach has been to view organisations as complex adaptive systems (CAS); it has been found, repeatedly, that important behaviours of different kinds of CAS can be described simply – the basis of the development of the science of complexity. So far, no set of principles have been proposed to explain what might make any form of human social organisation, more, or less, adaptive; most theorising has been limited to the weaker

and sometimes misleading explanatory levels of metaphor and analogy. In this paper it is suggested that there is an underlying order in the universe, reflected in the phenomena of discontinuity, levels of order, emergence, autonomy and coherence. By understanding this underlying order, six systemic principles can be identified to explain the organisational basis of the unique ability of living systems to respond and adapt to, learn from, and shape a complex environment. It is then shown how these six principles can be applied literally to understand and shape adaptiveness in any human social organisation; two further principles are also identified, necessary to take account of the singular qualities of human beings. Three of these principles – level specific processes, level specific information, and values – are explored in more detail in this paper.

Continues in source: ADAPTIVENESS IN HUMAN SOCIAL ORGANISATION:

 

 

 

How do we help city dwellers psychologically? | Complexity Theory! Mirage News

Source: How do we help city dwellers psychologically? | Mirage News

How do we help city dwellers psychologically?

People who live in the city experience mental health problems such as depression, anxiety and addiction at greater rates than those who live outside urban areas. More than 50% of the world’s population currently live in cities, and that proportion is expected to rise to 66% by 2050. As a result, the need to tackle mental health problems in urban areas is becoming ever more urgent. Despite decades of scientific research and all the treatment and prevention methods currently available, the number of people with mental health problems is not decreasing. The new Centre for Urban Mental Health at the University of Amsterdam (UvA) wants to change this, using a radically different approach, working on a scale not yet seen in this area, and bringing complexity science to bear on the issue. The centre will be launched officially on Friday, 8 November.

Why does one person flourish in the city while another wilts? This question will be the starting point for research at the Centre for Urban Mental Health, in which the UvA will invest 10 million euros in the coming five years. The focus will be on depression, anxiety and addiction – the three most commonly occurring mental health problems.

Insufficient progress

Many factors play a role in mental health problems, including (neuro)biological, genetic, cognitive and socio-economic ones. Family situation and even the neighbourhood where someone lives can also come into play. In addition, there are factors that can increase someone’s vulnerability, for example loneliness, sleep problems or poor physical health. Traditional research into mental health problems has usually focussed on only one specific factor at one particular time, without taking the relationships between the various factors into account. This has meant insufficient insight has been gleaned into how all these different factors influence each other at different times. The lack of focus on these complexities means unsatisfactory progress has been made in treatment and prevention – patients either don’t respond to treatments or they do respond but later experience relapses.

‘In the Centre for Urban Mental Health we will embrace the intertwined nature of psychological problems and disorders with the help of an inter- and transdisciplinary approach,’ says Claudi Bockting, professor of Clinical Psychology in Psychiatry and co-director of the centre. ‘We expect this to lead to new starting points for treatment and prevention. It will give us the possibility to develop treatments that are not only aimed at the patient themselves, but also at social factors, such as the consequences of social inequality.’

‘”Complexity science” will be at the core of all our research at the centre,’ adds co-director and professor of Developmental Psychopathology Reinout Wiers. ‘Our goal is to unravel the complex networks of factors that influence what happens to people’s mental health when they live in the city. We will not succeed if we continue to approach the issue exclusively from the viewpoints of psychology and psychiatry. We are therefore joining forces with our colleagues from other disciplines such as computational science, neurobiology, and communication science.’

‘Game changer’

Peter Sloot, professor of Complex Adaptive Systems and scientific director of the UvA’s Institute for Advanced Study (IAS), has built up a wealth of knowledge in complexity science in recent years. Sloot: ‘The complexity approach allows us to discover causal relationships in all these interlinked factors and to make numerical predictions about the outcomes of possible interventions. We have already demonstrated this with research into, for example, criminal networks or, very recently, with a study into the prevention of obesity in cities. What we are now going to do together in the Centre for Urban Mental Health is of unprecedented scale and could be the game changer when it comes to tackling mental health problems in the city.’

Continues in source: How do we help city dwellers psychologically? | Mirage News

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