Does it sometimes feel as if your colleagues treat their sustainability actions as a favour to you?
I'm working with a couple of in-house sustainability teams at the moment, whose situations have strong similarities, despite one being a global brand and the other a public sector agency. The teams have hats which are familiar to most in-house sustainability specialists:
When you think about the changes you want to bring about, to make your organisation or sector more sustainable, what do you see changing? Do you have blind spots about where change might happen, and how deep or how obvious it will be?
Edgar Schein’s Three Levels of Culture model is a great way of understanding what might change, as an organisation or other entity changes. It’s useful to think very widely about the kinds of things that might change – or need to change – to get us on track for sustainable development.
Croner-i’s “Environment” magazine asked me to share key insights from Change Management for Sustainable Development. That article is out now, in the spring edition (no. 74).
You can download it here.
Tldr:
Understand where your organisation is now…
Sustainability initiatives! Low-carbon innovation; gender equality; getting rid of single-use plastics; well-being.... In-house sustainability change makers and the consultants who help them are forever devising and launching initiatives and campaigns to get colleagues to do things differently. Sometimes colleagues take them up whole-heartedly and they develop a life of their own. Sometimes you get feeling people are sighing and rolling their eyes, waiting for it to fade away. What makes the difference?
Here's a nice exercise you can try, to help people base their thinking about organisational change on real evidence. Running workshop sessions on organisational change is a core part of my contribution to the various programmes run by the Cambridge Programme for Sustainability Leadership. This week, a group of people from one multi-national organisation met in Cambridge to further their own learning on sustainability and organisational responses to it. My brief was to introduce them to a little theory on organisational change, and help them apply it to their own situation.
Theory is all very well - I love a good model or framework. But sometimes people struggle to make the links to their experience, or they use descriptive models as if they were instructions.
This exercise gave them time to consider their direct experience of organisational change before the theory was introduced, so that they had rich evidence to draw on when engaging critically with the theory.
At tables, I asked them to identify a change that has happened in their organisation, of the same scale and significance as they think is needed in relation to sustainable development. All of the tables looked at some variation of the organisation's response to dramatically changing market conditions (engaging with a different customer base, redundancies).
I then asked the groups to discuss how this change really happened (not how the organisation's change policy manual said it should have happened). I offered four sets of questions:
Discussions at tables went on for about 20 minutes, and then we debriefed in plenary.
I invited people to share surprises. Some of the surprises included the most senior person in the room realising that decisions made in leadership team meetings were seen as significant and directly influenced the way people did things - before the exercise, he had assumed that people didn't take much notice.
I also invited people to identify the things that confirmed that 'they really mean it', which seems to me to be a key tipping point in change for sustainability. Some of the evidence that people used to assess whether 'they really mean it' was interesting: the legal department drafting a new type of standard contract to reflect a new type of customer base; different kinds of people being invited to client engagement events. These 'artifacts' seemed significant and were ways in which the change became formalised and echoed in multiple places.
When I then introduced Schein's three levels of culture - still one of my favourite bits of organisational theory - the group could really see how this related to change.
Let me know how you get on, if you try this.
You're trying to get your organisation to use sustainability thinking (social justice, ethics, environmental limits) to inform its strategy and practice. It can feel lonely. But you are not alone! There are thousands of sustainability change makers just like you in other organisations. What do your peers think and feel about this journey you are making apart, together? This survey gives a glimpse of how they see themselves, and the challenges they face. (Or, of how you see yourselves, since I expect some readers of this blog took part in the survey. Thanks!)
(Greener Management International has published the full article and you can read it here. There are other fascinating pieces in the same edition, including a couple on labeling / certification, and on organisational change strategies.)
Here are some of the headlines.
The people who took part in the survey are working for change towards sustainability either as (part of) their job or through some recognised network of champions. But they do not see this as 'just a job'. Over 95% of them agreed with these two statements about why they do this work.
I want to do work which is in line with my values and interests.
It is my contribution to a wider change in society which I think needs to happen.
So how are they doing: are their organisations changing? People used the Dunphy scale to show where their organisation was when they joined it and where they think it is now. They do indeed think that their organisations are changing, and mostly in the right direction! There has been a clear shift towards the right of Dunphy’s spectrum, and those respondents who have been in their organisation for longer have seen it move further, in line with what you'd hope and expect.
What's the perspective of these change agents, on how much change is needed? I asked:
To respond adequately to the challenge of sustainable development, how much change is needed?
These people think that radical, far-reaching change is needed in society as a whole, and substantial change is needed in their own organisations.
So the priority - where their skills and talents are most needed - is in the wider system. Are they happy that their own organisations seem to be on track? Not really.
Around 73% of organisational change agents for SD agreed or strongly agreed that they are dissatisfied with the pace and scale of change in their organisation. These people agreed strongly that the pace or scale (and sometimes both) were dissatisfying:
I feel and I see that changes are coming in many parts of my organisation but this process is far too slow.
My organisation has a culture which is generally slow to change—it is large, bureaucratic and hierarchical.
They shared some fascinating perspectives on what it feels like to be a change agent in these circumstances.
A lovely dilemma: we know that change needs to be democratic, and based on others understanding the ‘whys’, to avoid trying another oppressive regime. Experience seems to indicate that this requires patience, but patience in the faith that our mere acts now, however small, may lead to an exponential explosion in the ‘right’ activities, just in time . .. I now try to hold this tension very lightly and not let it distract me from what I’m doing day to day, in the moment. But I can’t pretend to be that successful at it . . .
With a perspective that this is a ‘human community’ not a machine! And that dissatisfaction needs to motivate (not frustration/anger etc.) and shape through positivity (not blind optimism or out-of-touchness) . . . And a personal sense of niche—what’s in my gift, power, influence etc. . . .
We already know that our change agents see their work as 'more than just a job'.
How can climate change be just a job! I paraphrase Attenborough whose quote looms over my desk: ‘how could I look my child in the eye and say I knew what was happening to the world and did nothing’?
It is fantastic to feel passionate about my job. Having worked in this area, I now cannot see myself going back to a general management job even if that harms my promotion prospects.
It has to be a passion and something you believe in 100 per cent otherwise you can’t do the job properly, although I’ve had to learn to use the passion in presenting in a way that doesn’t scare the life out of people—in this country we still have a long, long journey.
You need to be really engaged in doing this and believe in it, if you are not the obstacles will be destructive for you personally and will demotivate you.
Does this 'life mission' attitude cause problems for them at work? Actually, only a minority said that it had (17% with their boss, 25% with colleagues). People said things like:
My boss is very ‘realistic’. He’s not big on challenging the current system etc. He has described his purpose as to be a ‘wet blanket’ on a lot of my ideas! At first I found this demotivating, but now I’ve tried to take the view that if I can persuade him of something, I can probably convince the rest of my organisation.
There is a danger that some may see some activities as a crusade, and so are not comfortable with this. Fortunately these people don’t fit the corporate vision and we can refer them back to the business case with the support of our top management. We recognise, reward and extol exemplar performance.
The responses are fairly evenly matched, with slightly more people satisfied with the difference they are making, but still a large minority disatisfied.
Reflections from some respondents showed a rather grudging or partial sense of satisfaction:
‘Enough of a difference’—well no, but no point in beating myself up and trading on guilt/fear—do that for too long (somewhat disagree).
I would like to make more of a difference, but feel that I’m doing what I can. More support from senior business managers would have much more of a positive impact than they realise. And not just financial support, actually understanding sustainable development and making positive contributions to it (somewhat disagree).
Some respondents expressed a sophisticated appreciation of the emergent and messy nature of system level change.
I think the struggle is needing to be seen to have an answer to a ‘wicked’ question. This need for ‘expertise’ and ‘answers’ may be better served by admitting we don’t know and then working together on potential solutions.
This understanding of change as emergent and systemic is not always easy to explain to colleagues and it may be hard to justify or have a sense of progress when working within this frame.
The change will be continuing, as sustainability is not an end state but a continual journey of improvement against ever increasing public perceptions of what is expected. This is a hard sell within an organisation!
I tend to work with people who have a common view that we are a catalyst for systemic change and our role is to convene and enable others to take innovative action towards that . . . this view is not shared by everyone in the organisation and this is where the tension comes in and the need to translate our work.
We are stuck in a world where mechanistic, linear approaches are foisted onto complex, systemic problems. This is where the tension lies for those involved in bridging this.
Fortunately, our change agents are not daunted by these tensions: they accept them as something which goes with the territory. Keep on keeping on, please!
This blog is based on "What's it like from the inside? The Challenges of Being an Organisational Change Agent for Sustainability" by Penny Walker, published in Greener Management International 57, May 2012.
There's a fascinating account of the results of a much more in-depth piece of research by Christopher Wright, Daniel Nyberg and David Grant of the University of Sydney. They interviewed thirty six people who were "were either in designated positions in major Australian and global corporations as sustainability managers, or were working as external consultants advising about environmental sustainability", which is a similar set of professionals as in my survey. They distilled (or discerned) three distinct but related 'identities' : green change agent, rational manager and committed activist. They also found five narrative 'genres': achievement, transformation, epiphany, sacrifice and adversity. Well worth a close read, especially if you are a 'hippy on the third floor'.
We’re in a hole and we’re not making headway on the huge challenges that face us as a species and as a society. Our so-called leaders shy away from action which isn’t incremental and easy. We’re caught in a web of interlocking dependencies shoring up the status quo. And meanwhile environmental limits are being breached every way we turn. Why doesn’t somebody DO SOMETHING?
But hang on, what if we are the people we’ve been waiting for?
We, too, can be tempered radicals, positive deviants or social intrapreneurs – different labels for essentially the same ambiguous role: change makers on the inside of our organisation or community, wherever this may be.
This antidote to ‘great man’ leadership is explored in two books: The Positive Deviant (Parkin) helps you prepare and plan, Leadership for Sustainability (Marshall et al) is an edited collection of tales from fellow travellers, shared with a degree of honesty and openness which is unexpected outside the safety of a coaching conversation.
Both books rightly assert that leadership can come from anywhere. The leader may be the boss, but leadership is something any of us can practice. And that’s lucky, because we need whole systems to change, not just individual organisations. And systems don’t have a boss. Leadership is necessarily distributed throughout the system, even if some people have more power than others.
Parkin’s positive deviant is someone who does the right thing
“despite being surrounded by the wrong institutions, the wrong processes and stubbornly uncooperative people”.
They work to change the rules of the game. Rather than waiting for stepping stones to appear they chuck in rocks, building a path for others as they go.
Effective leadership comes from surprising places within hierarchical structures, and can arise in situations where there isn’t any formal organisation at all. This makes the positive deviant quite close to the tempered radical, yet Meyerson's work is a surprising omission from Parkin's index and bibliography.
Marshall et al see leadership
“as much [in] the vigilante consumer demanding to know where products have come from as [in] the chief executive promoting environmentally aware corporate practices.”
So none of us is off the hook.
If we are all in a position to show leadership, which qualities do we need to hone, to help us be really good at it?
Parkin is clear that we need to be ethical and effective.
Ethical
As Cooper points out in one of the chapters of Leadership for Sustainability, the scale of the transformation implied by how bad things are now means that doing things right is not enough: we need to do the right things.
It is not enough to show leadership merely in the service of your own organisation or community. With sustainability leadership the canvas is all humanity and the whole planet (All Life On Earth including Us, as Parkin puts it). Regular readers of this blog, and participants on the Post-graduate Certificate in Sustainable Business will know that this is one of the distinctions I make between 'any old organisational change' and 'organisational change for sustainable development'. See the slide 22 in the slide show here for more on this and other tensions for sustainability change makers.
To do this, the Positive Deviant has a ‘good enough’ understanding of a range of core sustainability information and concepts, and Parkin summarises a familiar set of priority subjects. Less familiar are the snippets of sustainability literacy from classical antiquity which liven things up a bit: Cleopatra’s use of orange peel as a contraceptive and Plato’s observations of local climatic changes caused by overenthusiastic logging.
If you already know this big picture sustainability stuff, you may feel you can safely skip Parkin’s first, third and fourth section. Not so fast. I read these on the day DCLG published its risible presumption in favour of sustainable development. DCLG’s failure to mention environmental limits and the equating of sustainable development with sustainable building is a caution: perhaps people who might be expected to have a good understanding of sustainability should read this section, whether they think they need it or not!
Effective
We need to understand the kinds of problems we’re facing. Parkin offers use Grint’s useful sense-making triad to understand different kinds of problems which need different approaches:
The problems of unsustainability are very largely wicked (e.g. breaking environmental limits), and some are critical (e.g. extreme weather events).
Complex, uncertain and intractable situations require experimentation and agility, according to Marshall et al. Parkin echoes this:
“By definition, we’ve not done sustainable development before ... so we are all learning as we go.”
Marshall et al go further:
“we doubt if change for sustainability can often be brought about by directed, intentional action, deliberately followed through.”
Superficial change may result, but not systemic transformation. So leadership demands that we embrace uncertainty and release control. This is pretty much what I'm trying to articulate here, so you'd expect me to agree. I do.
Parkin is dismissive of understandings of leadership in the context of chaos or distributed systems. She may be right that it is a perverse choice to lead in this way if you are within an organisation which functions well in a predictable external context. But as we have seen, leadership is most urgently required in situations which are much less simple than this, where there isn’t an obvious person with a mandate to be 'the leader'. Dispersed leadership is a more accurate description of reality and a more practical theory in these situations. There are some well-thought of organisational consultants and theorists worth reading on this. For example Chris Rodgers and Richard Seel have both influenced my thinking. AMED's Organisations&People journal regularly carries great articles if you want to explore this side of things.
From the installation of secret water-saving hippos in Cabinet Office (Goulden in Leadership for Sustainability) to John Bird setting up the Big Issue or Wangari Maathai founding of the "deliciously subversive" Green Belt Movement (some of Parkin’s choices as Positive Deviant role models), the reader can’t help but be personally challenged: how do I compare, in my leadership? Am I ethical? Am I effective?
How can we make ourselves more effective as leaders, where-ever we find ourselves? How can we help others to show leadership?
These questions bring us to the educational and personal development aspect of these books.
Education and training
Leadership for Sustainability is a collection of personal stories gleaned from people who have been through the MSc in Responsibility and Business Practice at the University of Bath’s School of Management (succeeded by Ashridge Business School’s MSc in Sustainability and Responsibility and the MA in Leadership for Sustainability at Lancaster University School of Management). Parkin designed Forum for the Future’s Masters in Leadership for Sustainable Development. So you can expect that both books have something to say about how we educate our future leaders.
Parkin dissects the ways business schools have betrayed their students and the organisations they go on to lead. Unquestioningly sticking to a narrow focus of value, not understanding the finite nature of the world we live in, and avoiding a critique of the purpose of business and economy, by and large they continue to produce future leaders with little or no appreciation of the crash they are contributing to.
Marshall and her colleagues have shown leadership in this field, using a Trojan horse approach by setting up their MSc in the heart of a traditional business school, and seeding other courses. Positive deviance in practice!
Personal development
Formal training aside, we can all improve our sustainability leadership skills.
Parkin argues that as well as having a ‘good enough’ level of sustainability literacy, Positive Deviants need to practice four habits of thought. These are:
Action research
Of those four habits of thought, reflection is the one closest to the heart of Marshall’s Leadership for Sustainability approach.
Marshall, Coleman and Reason are committed to an action research approach, seeing it as
“an orientation towards research and practice in which engagement, curiosity and questioning are brought to bear on significant issues in the service of a better world.”
In her chapter, Downey reminds us of the ‘simple instruction at the heart’ of action research
“take action about something you care about, and learn from it.”
Marshall et al tell us that action research was central to the structure and tutoring on their MSc. I have to confess to being unclear about the distinctions between action inquiry, action research and action learning. Answers in the comments section, please!
Marshall et al’s action learning chapters are useful to anyone involved in helping develop others as managers, coaches, consultants, teachers, trainers and so on – required reading, in fact, for those wrong-headed business schools which Parkin criticises so vehemently.
The power of the action research approach shines through in the collection of twenty-nine stories, which made this book – despite the somewhat heavy going of the theoretical chapters – the most compelling sustainability book I’ve read in a long time. People have taken action about things they care about, and they have learnt from it.
Their stories demonstrate that we encourage people to show leadership in part by allowing them to be humble and to experiment, not by pretending that only the perfect can show leadership. The stories do not trumpet an approach or sell us a technique. They are travellers’ tales for people who’ll see themselves in the narrative, and be inspired and comforted by it.
Does this kind of leader sound like you yet? It could be – anyone can show leadership. But perhaps you’re sceptical or looking for a reason why it can’t be you? It sounds like a lot of hard work and there’s no guarantee of success.
Marshall and her colleagues on the MSc course have evidently created a safe space for people to reflect about their doubts and uncertainties as well as their hopes and insights. Chapters including this kind of personal testimony from people like Gater, Bent and Karp are intriguing, dramatic and engaging.
Karp’s story about food procurement shows difference between action learning approach and leader as hero – she’s as open about the set-backs as the successes.
I instantly recognised Bent’s description of holding professional optimism with personal pessimism, and many people I know have had that same conversation: wondering where their bolt-hole will be, to escape the impacts of runaway climate change.
Gater’s story in a brilliantly honest account of his work within a mainstream financial institution, moving a certain distance and then coming up against a seemingly insurmountable systemic challenge. In a model of authentic story-telling, he describes tensions I have heard so many organisational change agents express. He talks about visiting his colleagues ‘in their world’ and inviting them to visit him in his. At the end of his story, the two worlds remain unreconciled,
“but it was okay – I had done what I could do as well as I believe I could have done it, and that had to be enough.”
Both books start from the premise that we can’t wait for others to show leadership – we need to show leadership from where we are.
But we know that’s hard: Downey reminds us that
“…those who protect the status quo get rewarded for the inaction that slows down change, while disturbers-of-the-peace who send warning signals are disparaged, demoted or dismissed.”
But for her that’s not an excuse to hang back:
“we are not too small, and there is no small act. Either way we shape what happens.”
Transparency alert: Penny Walker is an Associate of Forum for Future, of which Sara Parkin is a Founder Director. Penny has also been a visiting speaker on the MSc in Responsibility and Business Practice run by Judi Marshall, Gill Coleman and Peter Reason, as well as being a tutor on what might be seen as a competitor course, the Postgraduate Certificate in Sustainable Business run by the Cambridge Programme for Sustainability Leadership in conjunction with Forum for the Future.
A shorter version of this review was first published in Defra's SDScene, here.
Back in March 2011, I enjoyed working with the IEMA to facilitate a workshop for environmental professionals, ably supported by Debbie Warrener. The workshop was organised to give some of the UK's most long-serving and successful internal environmental specialists a chance to share experiences of leadership around sustainable business practice, and collaboratively sketch out the skills environmental professionals need if they are to shift their organisations strategically towards sustainability. There were no presentations - it was a collaborative venture where everyone in the room had wisdom and expertise to contribute.
During the workshop they created a mind map of key skills. This was done very rapidly, following several rounds of discussing challenges successfully met and skills used in doing so.
I came across my notes of this mind map in the nether reaches of my filing pile just now, and it struck me as one of those things which you could work away at for a long time and not improve much.
So here it is.
I was really pleased to see how much was to do with interpersonal skills, influence, collaboration and mainstream management and leadership skills. We have heaps of fantastically technically expert environmentalists working in organisations. Too often they are marginalised and lacking in power or influence. They can find themselves shaking their heads sadly at the decisions made by the people with power, who don't see the unsustainability of their actions or can't see how to change. Combining technical excellence with the savvy of the change-maker is essential.
IEMA have since developed a skills framework at a number of levels which draws on this work, and other research and engagement they have done with their members. You can see it here and read more about how people are reacting to it here.
And there's another framework mentioned in this earlier blog post and the article it links to.
In November 2011, IEMA's magazine published this, looking at the skills and aptitudes needed by some very senior sustainability people in UK businesses, and includes personal stories from a number.
I was lucky enough to be sent a copy of Peggy Holman's new book, Engaging Emergence. Many readers will know Peggy as one of the authors of The Change Handbook, along with Tom Devane and Steven Cady. I read it in bursts, and every chapter has something comforting and challenging in it. Peggy asks
"What if tensions inspired curiosity? What if we knew how to express our anger, fear, or grief so that it contributed to something better?"
There's so much anger, fear and grief in conversations about ecosystem collapse. I'd love it if that negative emotion could be composted into the fertile soil where new things grow. There are positive reframings of disturbance and disruption.
I relished the permission she gives to let go of the things which bore or scare us, but which we do out of a misplaced sense of duty, and to embrace the aspects of the system which we are really interested in:
"Take responsibility for what you love as an act of service."
I am developing some training on collaboration at the moment, and this exhortation to hold what's important to you, whilst also deeply hearing what's important to other people will become a theme, I'm sure.
An interesting footnote on why I was sent a copy: Peggy wrote the book as a blog, and invited anyone who wanted to post comments. Because I interacted with this, I was offered a copy. Fascinating peer review process and marketing wheeze rolled up together. The blog (now inactive) is here and the list of all those who helped out is here.
A while back, that unstoppable author on CSR Wayne Visser invited me to write an entry on change management for the updated 2010 edition of his A-Z of Corporate Social Responsibility. What a great opportunity! Not having a very clear picture of the readership, I began by justifying the inclusion of the topic.
Some businesses are very good at CSR. Others find it a struggle or are only just beginning. If you want to improve an organisation, then you want to change it. Sometimes the scale of improvement which environmental champions or others want to see is quite large. So far-reaching organisational change may be desired.
What do we know about how organisations change, and how organisational change can be managed - or catalysed and steered?
The article goes on to contrast ideas about planned organisational change with perspectives which see change as an emergent phenomenon. It also looks at what changes, when an organisation changes, drawing on Schein's three levels of culture.
And as you'd expect, there are signposts to some practical advice.
If I'm asked to do an update for a future edition, what changes should I make to the article?
You can buy a copy here (NB Amazon don't seem to be able to distinguish this 2010 edition from the previous edition).
I've also posted a slide show which develops some of these thoughts, which you can reach via this blog entry.
There's a typical pattern for sustainability change agents: enthusiastic spotting of an opportunity to change (a solution) followed by a flurry of activity and then the obstables begin to show themselves. Then it can go two ways:
reflecting on the 'stuckness', exploring it and finding a way beyond it,
giving up.
Actually, you need to see the obstacles clearly to be able to deal with them, but that doesn't stop people feeling downhearted if they'd set out imagining no obstacles at all!
I find it reassuring when a bit of theory (or framework, model, checklist) explains that the low points are predictable, expected and indeed part of the journey.
And theories can also help us make sense of a complex reality, find the patterns in chaos, see "what's really going on here" and understand our unconscious assumptions. If we bring them to conscious attention, we can make choices about doing things differently. Our assumptions might be about organisations (what they are, how they work, what's amenable to change), or people (how to interact respectfully whilst intending things to change) or sustainability (what might the journey look like, how you know you're going in the right direction).
And like the man said, there's nothing so practical as a good theory. (The man in question being Kurt Lewin, social psychologist, of the unfreeze-change-refreeze model.)
So I've assembled some bits of theory which I find particularly useful and popped them in a slide show here:
Organisational change theory 2011 generic
View more presentations from PennyWalker
There should be some notes pages with more explanation and references, but I haven't managed to get Slide Share to show these yet. So here's a pdf with the notes. This is a presentation I give at the fabulous Postgraduate Certificate in Sustainable Business course, developed and run by CPSL and Forum for the Future.
So theories are all very well, but what might it mean for your situation? I love to help people work out what their next steps might be, and a good way of doing this has proved to be the one-day Change Management for Sustainable Development workshop I developed and run with the IEMA.
We've got one in London on May 25th. So why not come along and we can help each other use some practical theories to make more progress? You can book here.
When the new editor of the environmentalist, Paul Suff, asked me to write a kind of 'how to' article on understanding what sustainability means to an organisation, it took me some time to figure out how to make it fit into a two-page article. I'm pleased with the overall framework, and the questions which it seems to all boil down to:
“Ask yourself what sustainability means for your organisation, because finding the answer is one of the biggest contributions you can make to building a sustainable future.
When you ask what sustainability means for your organisation, you are effectively asking: “what’s the best thing we can do?” and “what’s the best way we can do it?”. These questions get to the heart of the organisation’s purpose and activities, daring us to reinvent them for the world of tomorrow, where the purpose responds perfectly to the environmental and social context and is delivered with the best possible impacts. You will find the answers in conversations with other people: colleagues, critics and stakeholders”
See what you think: access a pdf of the article here.
This is the first edition of the environmentalist under its new editorship, and you can access the whole mag for a limited time here.
It's the time of year for clearing out the cupboards and taking all the cushions off the sofa to sweep out the composting satsuma peel. So I've been through my email inbox dealing with things. And there - among the discarded invitations to really interesting meetings and unanswered requests for advice on things I just didn't know enough about to reply rapidly - was a jewel, waiting to be rediscovered. I get Michael Neill's weekly coaching newsletter, ever since I went on a two-day coaching magic course which he ran in conjunction with Kaizen Training. Each Monday morning week there's an anecdote or exercise and they help me understand better how to coach, consult to clients or facilitate groups. Of course there are also notifications of the courses he's running or books you can buy, but it's easy to ignore that stuff if you're not in the market for it. (From time to time I get a bit exasperated with the recurring theme of money, earnings, finances and feeling rich. That's not why I'm interested in coaching. I ignore those bits too.)
The jewel was one of Michael's conceptual frameworks. I'd kept it in my inbox so that I'd remember to blog about it at some point. That point is now.
It's the Four Quadrants of Creation, and it's a way of understanding what might be getting in the way of you achieving or creating something.
I think this is a great framework to have in a coaching toolkit, and I wonder if it can also be used with a team - for example a transition group, or a sustainability team within a larger organisation, or a consultant team reflecting on a particular 'stuckness' with a client?
Michael says:
Think of something you have thus far failed to achieve or create...
Now answer this question:
Is it because you couldn't, you didn't really want to, or both?
He goes on to talk about the twin importance of commitment and competence.
"Commitment is your "want to" - the amount of desire and willingness you bring to your project or creation. Competence is your "how to" - the amount of skill and capability you are currently able to harness."
Sorry about the poor image quality - it's better in the original.
You can probably see straight away how this can be used in a coaching situation: the coachee can consider where their espoused goal is in this matrix, and whether it's insufficient competence or weak commitment which is holding them back.
One of my coaching clients has been using a metaphor of baking a cake, for achieving a particular goal. At the moment, something is getting in the way of moving forward, and it is as if the cake batter is being stirred endlessly. It could be that more stirring is what's needed - when the mix is ready for the oven, it will be obvious. Or perhaps there is a reluctance to let go of the comfortable and known act of stirring, and take the irreversible step of putting the potential cake into the test of the fiery furnace.
Only the client can know this, but the framework can help them to discover 'what is' and work with that.
Could this framework be used to help a team reflect on its progress towards a goal? There would need to be a high degree of trust in the group for it to be used successfully: who wants to tell a colleague about their own lack of competence, or question another person's commitment to a team goal? A prior agreement not to use self-disclosed low levels of competence or commitment against each other later would be needed. Self-disclosure would need to go before reflection on the team as a whole.
In some situations, it would be very helpful to have a framework for understanding what competence is needed for the task. For example, this framework is about sustainability leadership. A structure like a spectrum, with attitudes to the goal marked on it, may also help to give permission to people to be honest about their level of commitment. The horizontal dimension from the 'who can help me' matrix is a possible tool to use for this, if some additional options are added in between the extremes.
Dotting along the scale would form a whole-group picture of where people stand, which can then be used to focus discussion on the team's commitment and what would increase it (or what alternative goal would elicit high commitment).
The matrix could also be used as part of prioritising a team's work - something which will surely be more fraught as cuts make themselves felt in the public sector here in the UK.
Some goals enthuse and inspire us, generating remarkable levels of passion and energy and bringing out the best in us. Others feel more like burdens or accusations, staring at us sulkily from the teetering pile of unread journals or the magic inbox which can apparently hold an infinite number of low priority emails.
Peggy Holman, in Engaging Emergence (fantastic book which I keep recommending to people and will blog about properly one day), talks about "taking responsibility for what you love as an act of service". If you move towards the things which you really care about, you are providing your best gift to the overall endeavour. You don't have to do it all, and you don't have to do the things you think you should do - just the things you love to do. This strategic selfishness is echoed in Michael Neill's thoughts about commitment:
"...check to see if this really is your project or if it's someone else's dream placed in your hands. If you decide to fully own it, notice any thoughts about why you can't or shouldn't really allow yourself to want this for yourself. Authentic desire doesn't need to be created - simply uncovered, one limiting belief at a time, and given space to breathe and to grow."
Every day in every way I'm getting better and better. But how would we know? My latest 'engaging people' column looks at different ways of assessing sustainability leaders: our strengths and our areas to build on. First published in 'the environmentalist' , IEMA's magazine.
You may also be interested in this survey, which explores your experiences of being a "sustainable development change agent" trying to transform an organisation. The survey is part of my research for a forthcoming chapter in a book on organisational change and sustainability, due to be published by Greenleaf in 2011.
NB the survey is now closed.
Some interesting thoughts on leadership, from Future Savvy and The Futures Company. What are the essential and evolving aspects of leadership, in our changing world?
I have posted a survey for organisational change agents, as part of my research for a forthcoming chapter in a book on organisational change and sustainability, published by Greenleaf in 2012. Please note that the survey is now closed. The paper can also be accessed here.
If you want to dive into the detail, here is a pdf of the full responses.
Thanks for collaborating!
Penny
We got together with friends to go for a walk last Saturday: an urban jaunt of six miles or so, starting from our homes in N16 (North London). We picked up the Capital Ring walk at the Castle Climbing Centre, stopping off to have a quick look at the thriving fruit and vegetable garden round the back. Part of this site is run by Growing Communities as part of its Patchwork Farm, and supplies salad to local organic eaterie the Fat Cat Cafe on Stoke Newington Church Street. On past the reservoirs and we followed the canal round to Finsbury Park, where local Transition Town group were holding some sort of event. We stop for a bit of cake (no tea, sadly) and soak up the optimistic face of local resilience.
On to the Parkland Walk. This is a disused railway line which has become a much-loved and well-used path for cyclists, walkers and runners.
This is where we met the Kübler-Ross change curve, restyled as an artwork helping Parkland Walk passers-by move "From ignorance to bliss... confronting the psychology of Peak Oil".
I've been impressed at how useful this model is in helping us to understand our reactions to climate change since being introduced to it in this context by David Ballard some years ago.
The artwork had the different stages at intervals along the path, each marked by a word and ceramic faces hanging down around it. Enjoy this selection.
Our little party responded to this conversation piece. It was a chance to explain Peak Oil, and discuss its likely consequences. We also pondered the different ways you might "accept" climate change.
I was reminded once again about how much of my work at the moment is about adapting to climate change (for example, facilitating stakeholder workshops about managed realignment at Medmerry and a separate stakeholder engagement process of UK's first Climate Change Risk Assessment).
It was a chance to discuss terminal illness and debate the validity of the change curve. And we also wondered about the ceramic faces - which of them embodied the stages most convincingly?
Distilling practical experience and really helpful theory, the 2006 Change Management for Sustainable Development practitioner is my modest contribution to helping sustainability professionals harness the insights from organisational development, change mangement and behaviour change. It also features blank spaces for you to make your own notes, so it's as much like a conversation as I could make a paper-based book. And there are downloadable worksheets on IEMA's website, it you want to run workshop sessions using some of the exercises.
I'm delighted that people have found it helpful, and that - for example - it's been drawn on in subsequent IEMA practitioner guides like this one on climate change.
One of the things we do at the one-day Change Management training workshop is to look through a decision tree (aka flow chart) to see which approach to change might be most effective, given the starting point of each person on the course. Questions to ask yourself include:
The flow diagram is explained in this article, first published in the environmentalist.
The next workshop is on 20th July in Leeds - why not book to join us?
