Also available, more nicely done, at https://www.getrevue.co/profile/antlerboy Three weeks since my last newsletter - sorry! But now editorially assisted by Amber Griffiths. Please join me in the RedQuadrant toolshed (see below) if you want to learn about applying some of these ideas in organisational transformation 🙂 Naming the thing is a superpower — when did you last … Continue reading Transduction – leading transformation – Issue #69→
The power of a declarative statement is often missed. In business, management, consulting, and faciltation (and I could go on), the person who can identify what is actually happening can help to move the situation forward tremendously. Like ‘the nudist colony in which it is the glances which are veiled’ (ever been in a changing room … Continue reading Naming the thing is a superpower — when did you last use it?→
This week I spoke at my first face-to-face conference since the start of COVID - StretchCon in Budapest. And what a conference it was! The full experience - a beautiful old cinema, a large and enthusiastic crowd, professionally produced, and I got to meet and talk with really interesting speakers and audience. The topics were … Continue reading Where do you learn best with others?→
Isn’t it interesting how all the important words — like ‘leadership’, ‘culture’, ‘innovation’, ‘management’ — are open to so many different meanings? ‘Authenticity’ is the same. And, like the rest of them, it’s usually a code for ‘I believe you should be this way’. I’m going to do the same, sorry 🙂 For me, authenticity involves speaking into the world … Continue reading Are you authentic?→
Read all this more nicely done at https://www.getrevue.co/profile/antlerboy The usual groaning smørrebrød table…featuringMissionsMastodonGovCampthe Quipuerotic noircybersemioticsCave and Drakethe science of lifethe roots of healthQatari water slidesComplexity tourismcollaborative designpunctuated equilibriasave local governmentcybernetics and controlambulance waiting timesan erotic framework for cyberneticsa surprising amount on Autopoiesis cybernetics and evolutionary changethe class of ‘books enjoyed by #wordrotators’strengths-based work in a deficit-based systemand … Continue reading Transduction – leading transformation – Issue #68→
One time in the North, there were three moose hunters. The Midjourney art didn’t go as well for this one… They hire one of those planes that lands on water, to take them out into the wilderness to go moose hunting. The plane drops them off and they say, “See you back this time on Friday.” … Continue reading Isn’t it sometimes like this?→
This was accidentally posted here due to me doing something wrong with the ‘press this’ bookmarklet in Chrome. Ho hum.
Leaving here for Arthur’s comments, but now reblogged at http://www.syscoi.com where it was intended to go originally, and where you can find Much More Like This!
Maturana and Varela defined an autopoietic system as a self-regenerating network of processes. We reinterpret and elaborate this conception starting from a process ontology and its formalization in terms of reaction networks and chemical organization theory. An autopoietic organization can be modelled as a network of “molecules” (components) undergoing reactions, which is (operationally) closed and self-maintaining. Such organizations, being attractors of a dynamic system, tend to self-organize—thus providing a model for the origin of life. However, in order to survive in a variable environment, they must also be resilient, i.e. able to recover from perturbations. According to the cybernetic law of requisite variety, this requires cognition, i.e. the ability to recognize and compensate perturbations. Such cognition becomes more effective as it learns to accurately anticipate perturbations by discovering invariant patterns in its interactions with the environment. Nevertheless, the resulting predictive model remains a subjective construction. Such…
How often do leadership, management, and development courses actually squash innovation — and even put people into a double bind? So often, organisations claim that they want ‘sparky’, ‘authentic’, ‘challenging’ people to ‘be empowered’ and ‘move up the hierarchy’. And, so often, when they send them on the training courses designed to empower that, they get ‘surprising’ … Continue reading “Be authentic!” “No, not like THAT!”→
chosen path 