Appreciating Systems

Appreciating Systems for Genuine Efficiency
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Création d’emploi fondée sur les forces #solutionfocus

Un article très intéressant sur des initiatives différentes en matière de création d’emploi !

On cherche les compétences et les envies des gens, et on les aide à construire un projet, presque auto-financé (en tout cas, en utilisant les aides normalement disponibles pour les chômeurs pour plutôt les aider à construire un avenir). Bravo !

À lire ici :



Do Elinor Olström’s principles to manage #Commons apply to Social Systems as well?

While reading this article here: I wondered if, just like I (and others) did with Permaculture principles, her 8 core principles could be used in social systems as well (if we consider that, today, mental energy in organizations might be considered as a commons and is in danger of disappearing because of “overgrazzing”):

  1. Clearly defined boundaries;
  2. Proportional equivalence between benefits and costs;
  3. Collective choice arrangements;
  4. Monitoring;
  5. Graduated sanctions;
  6. Fast and fair conflict resolution;
  7. Local autonomy;
  8. Appropriate relations with other tiers of rule-making authority (polycentric governance)

Well, it doesn’t seem as clear cut as with permaculture. We could make the following parallels (sorry for the  crude images in what follows. Union representatives, please stay away from this unsafe zone 😉

  • workers’ mental energy is the field
  • managers are the villagers
  • work is the cows who graze in the field

There’s a first difference in that managers are both members of the group of cows and the field being grazed.

I can see how it could work to manage that (I mean, in an artificial, rigid, way with committees to monitor metrics, assemblies of managers studying the work and the health of the workforce), but nothing plausible seems to emerge.

And yet, with governance approaches (eg Sociocracy 3.0 or Holacracy or Reinvented Organizations), the problem seems to be addressed. But the distinction between cows and field has vanished (something not possible in the example of Olstrom of course). Which might have all to do with the difference between real, physical world (Olstrom) and virtual, services, mental world.

Du #SWOT au #SOAR : pour une mise en mouvement de l’entreprise vers sa #stratégie

Voici un excellent article qui présente, de manière simple et pratique, le SOAR comme alternative plus complète et plus efficace au SWOT. Une lecture rapide qui pourrait bien permettre aux responsables d’entreprise de lancer, enfin, leur entreprise sur le chemin du changement :

Merci Bernard !


The other as key to exponential expression of #strengths #labso

December 12th, 2016 Posted in Change, Strengths Tags: , , , , ,

Quick thoughts: if I focus on my own strengths, I will tend to see others as a distinction from my owns and thus risk amplifying their weaknesses when compared to me (with all the Pygmallion effect possibly entering the scene)

On the contrary, if I intently focus on the other’ strengths, I’ll tend to find in them those that resonate with mine or which can connect to mine. In thus doing, I’ll build a network of connected strengths, stronger than my own only, because of the diversity of the sources involved (not just mine but those of others as well which will be able to compensate for my own weaknesses).

With an intent focused on the other, s/he becomes a mirror through which I can see my own strengths. Should s/he be doing the same, an exponential amplification happens between ourselves (a “mise en abyme” as we say in french): we help ourselves grow our own strengths!

Reblog: 10 Ways to Accelerate the Peer-to-Peer and Commons Economy (via @Shareable)

Excellent blog post by Michel Bauwens co-founder of the P2P Foundation.

Every day, a P2P society makes itself more desirable.

Capitalism might be seen as the evil here, but, if we take a perspective of ecological successions, we can see it like a (somehow) deliberate burning of a place: everything disappears in the end, but this releases fertilizers in the ashes for something new to grow.

Do it too often and you spoil the soil.

Do it properly, and you can intervene on the pioneer plants to build something better and more sustainable.

If we see capitalism as a burning of what could have been precious resources, then we might as well consider what could grow on the ashes of the leftovers. We are already seeing these pioneering sprouts in P2P, collaboration, sharing economy. Of course some of the pioneers are just seeds of the previous world (Uber, AirBnb, etc.), but they’re just preparing the soil for the next round of more robust plants/initiatives that will truly change the landscape.

I’m eager to garden in the future!

Reblog: #Holacracy, une règle du jeu pour jouer la partie, différemment. par @ppinault

July 11th, 2016 Posted in Change Tags: , , , ,

Parlons Sport, c’est d’actualité 🙂

Source: Holacracy, une règle du jeu pour jouer la partie, différemment — Medium

Rien d’autre à ajouter à cette comparaison Holacracy / Foot. Je ne pratique pas le foot, mais la comparaison fait incroyablement mouche. À lire !


#Permaculture and #P2P Culture: hand in hand?

While I was reading that excellent french introduction to P2P on the P2P Foundation website (it’s old but very interesting nonetheless), I remembered my own thinking around permaculture and efficiency or management.

And so it occurred to me that both permaculture and P2P interactions could work hand in hand. Indeed, as I think people need to be trained or at least showed how P2P interactions are easy, the 12 permaculture principles could well be a list of patterns or a roadmap to foster that Peer Production or at least the development of more recurrent and fruitful P2P interactions.

Indeed, we could even just start with the 3 ethics of Permaculture:

  1. Earth Care: in the context of P2P, it would be the results of peer production, that is, the Commons. Respect what’s been done previously: it had a reason to exist, and we can only build on top of it. And even if we don’t, it framed people’s current mental models, and so we must bear with the consequences and take these into consideration for our own creation.
  2. People Care: self explanatory; to better interact with people we have to be as respectful to their ideas as we are keen to promoting ours. In Peter Senge’s book “The Fifth Discipline”, it is explained as Bohm’s Dialog: “balance advocacy and inquiry” and “suspend your beliefs” (both in the sense of 1) refraining from letting your judgement be altered by your preconceptions and 2) exposing your beliefs for others to consider and take into consideration).
  3. Fair Share: whatever you co-create, use it and share the rest for others to re-use and build upon. That’s how civilizations are created.

That was the easy part, and you can probably only go with these 3. The 12 permaculture principles below are an elaboration of the 3 ethics. More practical principles if you need something more concrete to apply.

IMHO the reason these 12 agricultural principles seem to work so well is because they are precisely just this: principles applying to a system (nature and agriculture as they are). And because systems thinking is transdisciplinary, they can be quite easily transposed into different realms (like I did in management or efficiency – besides, what I propose below is just a generalization of my thinking on efficiency and better social teleogical interactions [social interactions toward a goal] which we’ve packages into the Labso with my peer Alexis Nicolas).

Also, should you need to explain to starting Holacracy or Sociocracy communities how employees should behave with one another for the cultural change to flourish, it might be a good recipe: more emotionally and metaphorically loaded than a bloated constitution (Holacracy) or 4 rough naked principles (Sociocracy).

Here’s my list of the 12 permaculture principles adapted toward fostering flourishing P2P interactions:

  1. OBSERVE & INTERACT – “Beauty is in the eye of the beholder.” The best way to accustom yourself to someone else or to a pre-existing group is to observe and interact without trying to actively interfere with the group. Feel the rhythm and get used to the beat before entering the dance floor.
  2. CATCH & STORE ENERGY – “Make hay while the sun shines.” Don’t spoil your energy, nor that of others. P2P interactions should make the best use of energy and better yet, capture the environmental energy (that out of the Commons as I said above with the 3 ethics) in order to reuse it later. That energy may be in the form of peers wanting to contribute, meaning which can be leveraged to fuel a new project, ideas in the air waiting to coalesce into something bigger and thicker…
  3. OBTAIN A YIELD – “You can’t work on an empty stomach.” Whatever you want to collaborate on, it needs to produce something, because 1) you need to be able to (at least partly) live on it and 2) that very production is what will motivate your peers to continue. Idealized vision are a must to start, but they evaporate quickly with time unless concrete results can sustain the momentum.
  4. APPLY SELF-REGULATION & ACCEPT FEEDBACK – “The sins of the fathers are visited on the children of the seventh generation.” P2P is not lonely work. For the collaboration to work, the group must accept internal 1:1 exchanges between its members so they can coordinate among themselves and people self-correct when they feel their interactions aren’t inducing the best results for the other peers as individuals and for the group as a whole. But for that internal balance to exist, people must provide and accept (respectful) feedback.
  5. USE & VALUE RENEWABLE RESOURCES & SERVICES – “Let nature take its course.” Avoid producing one-off artefacts. Build Commons that can be reused by others. Make them flexible, easy to dismount and remount differently, easy to compose with others’ own artefacts.
  6. PRODUCE NO WASTE – “Waste not, want not. A stitch in time saves nine.” Waste is that which doesn’t bring value to others. When you create waste, you loose support from others and you work against your own group of peers, because it will go against the energy they’re trying to invest. It will clog your interactions, grind the creative process and eat all your (individual and collective) energy for nothing. Don’t do that.
  7. DESIGN FROM PATTERNS TO DETAILS – “Can’t see the wood for the trees.” Lay down the general principles, which are more intellectual and high level but also more flexible and around which you can more easily exchange, interact and adapt. It’s easier to mold an idea than to rebuild a physical gizmo. Yet balance that with #3: obtain a yield. The global idea is best tackled with the whole group when the details can be addressed in smaller subgroups or even by individuals acting for the benefit of the whole.
  8. INTEGRATE RATHER THAN SEGREGATE – “Many hands make light work.” To avoid centrifugal forces, seek to weave links rather than erect barriers. Search for what’s similar and what’s similar inside the differences instead of focusing on the sole differences. Constantly reweave the group together with similarities and connections between ideas and people. Don’t let differences and dissimilarities tear you apart from one another. It’s a natural step for the mind to spot differences (I’ve started to write about that in my book) so you need to pay special attention against it.
  9. USE SMALL & SLOW SOLUTIONS – “The bigger they are, the harder they fall.” Although we’re a lot wanting to change the world, it all starts with small steps. They also are the best way to coordinate with one another and let people enough time to chew on new ideas and adapt to them. Slowly build a robust small foundation rather than a hasty big fragile one that will crumble under pressure later on.
  10. USE & VALUE DIVERSITY – “Don’t put all your eggs in one basket.” The best group is composed of diverse people with various perspectives. It ensures resilience, innovation, constant (individual) energy access, etc. Uniformity, just like in Nature, is prone to diseases and thus failure.
  11. USE EDGES & VALUE THE MARGINAL – “Don’t think you are on the right track just because it is a well-beaten path.” What’s on the border is what’s more likely to be different. It mixes the internal (who the group is) with the external (what the environment needs, calls for, provides…) Edgers are better armed to provide that diversity (see previous point) to the group and allow it to evolve as best as possible along with its environment (provided the group accepts feedback, see #4). Make as many people edgers as you can. Interview them, find what makes them different because of hidden edges they have (untapped potential, skills, talents), then make these edges explicit and weave those with what’s the group is doing. Yes, that would mean a sort of community manager for the real physical world. Or peer-ify that and ensure people regularly do that to one another.
  12. CREATIVELY USE & RESPOND TO CHANGE – “Vision is not seeing things as they are but as they will be.” And that’s the corollary of all that preceded: learn to recognize the need for change when you meet it, whether it comes from the outside environment, from the edges or from deeper inside. Be purposeful and stick to your values, but don’t rigidify so as to break when it would have been better to pivot and change gears.

Le peer to peer #p2p : nouvelle formation sociale, nouveau modèle civilisationnel – @P2PFoundation

Un article d’introduction très complet sur le peer-2-peer (pair à pair) de la part de la P2P Foundation.

La plupart des lecteurs sont familiers avec le concept de ‘peer to peer’ dans le domaine technologique, et spécifiquement, en tant que technologie de base pour le partage de fichiers, et connaissent les nombreuses controverses suscitées par l’échange (en fait : le ‘partage’) de contenus musicaux et audiovisuels. Notre propre conception du peer to peer, ou ‘pair à pair’ est bien plus large. Il s’agit en fait d’une dynamique intersubjective caractéristique des réseaux distribués. Le but de cet essai est de montrer qu’il s’agit d’une véritable nouvelle forme d’organisation sociale, apte à produire et échanger des biens, à créer de la valeur. Celle-ci est la conséquence d’un nouvel imaginaire social, et possède le potentiel de devenir le pilier d’un nouveau mode d’économie politique, voire d’un nouveau type de civilisation. Pour cela, nous allons d’abord définir le P2P, décrire en bref ces manifestations, et le différencier d’autres modalités d’échange intersubjectif tel que le marché, la hiérarchie, l’économie du don. →

Source: Le peer to peer : nouvelle formation sociale, nouveau modèle civilisationnel – P2P Foundation

#StartWithWhy: for processes too?

May 17th, 2016 Posted in Change Tags: , , , , ,

In the same vein as the preceding article, and because I’m definitely a How guy, I thought that Simon Sinek’s concept could as well be used when considering the creation of value.

  • the Why is the purpose of a process or an activity. It’s both the origin of it (what you come from: a problem to be solved) and the end of it (what the customer wants),
  • the How is the process itself which turns the initial problem into value for the customer,
  • and the What is value that gets created along the process.

All three aspects of value creation are necessary for it to be effective. The Why is necessary for the process to exist in the first place. The How is useful to maximize the throughput and make the most use of the energy to create the value. Leftover energy can be used for other value creation activities. And the What is the result of the process, flowing to the customer, which will pay you for that so you can live from what you do and hopefully what you love to do (the Why, that is).

Makes sense?


#StartWithWhy: Why, How, What: are we all wired the same?

May 17th, 2016 Posted in Change Tags: , , , , ,

I love Simon Sinek’s video about his theory of “Start with Why“. And I have no doubt it works.

But once you’ve sold your why-idea to someone, what happens next? I was asking myself this question when thinking about change (in general, not only in organizational context).

I suspect one could sort people out in three categories:

  • Why people are those motivated primarily about the purpose or the cause of an action or a change. They’re advocates or public relations people. They find their motivation in trying to make other people see and understand their perspective, or adhere to the same “why”.
  • How people are motivated by the process or method by which to reach the Why. If the Why triggers them into motion, the How is what drives their relentless actions: How to communicate? How to best serve the cause?
  • What people are finally those who are motivated by the doing. They want to get things done, because, in the end, it’s all that count.

If the selling of an idea “starts with why”, the realization of it clearly needs all three types.

You might know the parable of the man throwing back fishes stranded on the beach. He picks them up one after another and throws them back into the sea. Yet there are thousands left to go. Comes a passerby wondering whether this makes any difference given the huge number to go proceed, some of which will probably die anyway. The guy answers, throwing another fish in the sea: “to this one at least, it does make a difference!”.

The guy throwing fishes back into the sea is a What person. A How person would take some time devising a method to throw more back to the sea at a time and a way to preserve the ones left to throw until their time has come. And finally a Why person would beat drums to gather other people to help in throwing fishes back into the sea.

I’m clearly of the How type. What about you?

Pick a project you’re working on. Who’s in charge of the Why and is it articulated clearly enough? Have you thought of the How in order to best deliver your value or message? And who’s in charge of the doing?

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