Aug 14, 2024

Aug 14, 2024h in Cognition & Communications, Collaboration Strategies, Graphic Facilitation, Innovation, Leadership, Leading Change, Mental Models, Organization Development, Process Theory, Social Change, Strategic Planning, Transformational Leadership, Visualizing by

David Sibbet agreed to respond to the questions that were asked in the chat during the Strategic Visioning: Origins and Theory zoom call held August 8, 2024. Here is what he thought would be worth sharing.

sv-originstalktitleResponses to the Strategic Visioning Origins Chat Questions

David Sibbet agreed to respond to the questions that were asked in the chat during the Strategic Visioning: Origins and Theory call held August 8, 2024. Here is what he thought would be worth sharing.

 (Washington, DC): This is a big question, but I’m going to ask anyway: I work with lawyers, doctors, law enforcement, engineers, and similar groups— I’m curious how these sorts of frameworks/diagrams land with them, and how you manage any visceral reactions you might receive in response?

I answered this question in part during the session, advising that people hold the SV model lightly, and appreciate its value as a framework—more like a window of distinctions—and use it for common language as people customize their own pathway through the process. I also stress that the different Graphic Guides® function like rooms in a house of conversations and are intentionally making room for all points of view.

But the various professions you mentioned do have biases in terms of how they work with information. Lawyers are trained in text and argument. Discussion and debate are certainly possible within an SV approach, but the visuals might not be so appealing. Doctors are steeped in evidence-based medicine, but many do accept intuitive knowing as part of the work. You could relate to them by stressing the four flows and consciously respecting all levels of understanding. Law enforcement has a bias toward rules and laws, as do engineers. However, the latter are accustomed to visual presentation of ideas and the orderliness of the SV process generally appeals to them. I’ve never had a problem working in high-tech with engineers. They love the visual approach. Karen’s response is relevant here:

(Germany): I think with any group, there will be resistance, questions, skepticism to any models/diagrams. Encouraging curiosity, asking questions, openness, acknowledgment has been helpful for me in using the model🙂

 (Templeton, CA, USA): I am fascinated to learn that there is meaning behind the vertical access of the figure-8 diagram in addition to the horizontal time access

Models and frameworks that stress horizontal linearity easily fall into the trap of working only one or two of the four flows. Having both past and future dimensions and also distinguishing all four levels of constraint is like the different between 2D and 3D imagery.

 (Ashburn, VA, USA):   💯 “dialogue over docs (lots of hearts and thumbs up).

 (Washington, DC): How does this model differ from Weisbord’s approach that addresses the past, present and future in his “future search” approach.

I acknowledged Marv’s application of visualization as supported by his awareness of The Grove’s work. The frame is a bit different in emphasizing finding common ground in both analysis of current realities and future scenarios. But Future Search does come back to action planning after the visioning, like the SV process. Future Search also sees the talk about context as being in the present. While in common it seems that looking at external trends and “like abouts” and “sorrys” are present, anything a person can identify and describe in language is actually already “past.” This kind of distinction is not necessary to have a good sharing about the context and SPOT.

 (Colorado Springs, USA): Are there any lessons learned from the emergence of the internet that might apply to the emergence of AI?

I thought about this after the session and several things came up.

  1. Having a new territory of possibilities opening as it did with the Internet and now with AI results in a “land rush” of new entrants, a lot of over-promising, and speculators wanting to make as much of it as possible during the beginning surges. It is interesting to ask yourself, who is selling shovels and trousers to the new settlers?
  2. Both are hugely disrupting the communication practices in organizations. There are many who say that organizations are shaped by decisions about how to communicate. During this disruption many who were competent in the old ways will be devalued.
  3. Both provide opportunities for process consultants who can help people navigate the new territory.
  4. Both involve a period in which new patterns and standards are forming and unclear.

I think there is one rather large difference. The Internet initially spotlighted the potential of groups of people networking and sharing in more effective ways. Phenomena like The Well inspired a lot of hope. Large companies used computer conferencing to sharing solutions in new ways. Remote work was supported. Eventually the internet became a backbone for the Internet of Objects, but that wasn’t part of the dominant narrative.

AI’s dominant image, on the other hand, centers on the awesome capabilities of machine learning, LLMs, and the like. There isn’t an overt emphasis yet on its role in human networking, except questions about how the algorithmic biases might make it even harder for marginal ways of thinking and expressing things to be shared. There are of course people imagining networks of AI-augmented assistants working at advanced levels of capability, but by and large the conversation is not about an evolution in social capability. 

 (Charlottesville VA): I am interested in the relationship between these models and the Team Performance Model. As a Coach for 20 years and exec before that, getting leaders and people to DO this is key 😉

Frameworks do emphasize different things. The Team Performance Model emphasizes the “turn” to a committed direction, because the difference between teaming and working in groups is the level of interdependence and coming together at stage four. The emphasis in SV is on cycles of conversation, because the way north star and other kinds of visions work is through inspiration and engagement. Both, however, assume the need for the four flows of human process to work together, and alignment in both systems is assumed to be stronger when they do. It is possible to move through the Team Performance Model with the same cycling pattern as SV. In process theory, the first four stages are a trial-and-error process, until the pattern of combination is determined. Teams sometimes start with a problem, work back to clarifying about it, then examine the trust and purpose levels to understand where the difficultly lies. Jen’s response is relevant here:

 (Richmond, VA USA): Last month I did a combo TPM/Strategic Visioning workshop (4 days) and it was AMAZING!  Have never had the chance to do both together.  Having the TPM to harness the work to (and I use “the work” broadly b/c it wasn’t just the work product but the dialogue/their behaviors/etc.) was so compelling as “model as map”… using the TPM to map against the strategic visioning.  And I compiled their wall maps in a Playbook, because they were so anchored to those visuals (esp. the History Map and the Bold Steps map). And I’m happy to share my design if anyone is interested. Hit me up here or on LinkedIn.  I’m sure it could be improved!          

I have done Strategic Visioning with groups to great success. I’m curious about how to best tee up the process 12-18 months later, referencing activities from the past workshop but honoring what has changed (people and projects) in the time since?

Reviewing the original big charts is very effective. A good second best is 11”x17” printed versions, which on reading are almost the same size to the eye as the chart in the meeting room. A third is to drop chart photos into a slide deck with additional narrative. Celebrate the evolution of thinking at the same time.

 (Germany): I am interested in learning more about the Team performance model. I introduced recently in group brainstorm of where the team is, but leaders were wondering how they can apply more on day-to-day basis with their teams. The Graphic History guide was great in helping to align everyone on history of team and release emotions and energy🙂

The most comprehensive written treatment of working with Graphic Histories is in our Team Leader Guide 2.0, available at www.grovetools-inc.com. My book, Visual Teams: Graphic Tools for Commitment, Innovation and High Performance, is also loaded with information. You can also go to The Grove’s website and see the video from the last TP Origins Call.

 (UK): We know all groups are different – what are the key factors that support a group with setting up for success?

  1. Trusted leaders supporting the process.
  2. Clarity about the purpose of the process—understanding which crossroad issues need to be addressed with alignment.
  3. Clarity about who will be involved and why. If success is understood to mean the whole system knows where it is heading, then having a robust stakeholder process will be necessary.
  4. Clarity about how the information generated will be shared and stored. Transparency really helps.
  5. Understanding about who the process decision makers are. Having a process design team that reflects key constituents turns out to be very helpful in being successful and sharing the process design in a visually accessible roadmap.
  6. Consistency of pacing to sustain momentum.

 (Charlotte, NC USA): What do you notice about changes in narratives and dialogues for both people and the organization as the strategic visioning process unfolds?  What are the key principles and approaches do you employ to help people evolve during the process?

I shared about a recent client that was facing a deeply polarized set of units within the organization. Our approach was to encourage people to respect that it takes time, to encourage a history-telling process that was non-judgmental and inclusive of all points of view, and trust that the system would begin to flow and soften as people listened to each other. The narrative will evolve by itself as more and more voices are considered. We also notice that engaging people around their metaphors of organization in the context of vision mapping is a very good way to get people to loosen up from an old narrative that is too narrow and that focuses on ways of working that don’t really match the situation.

 (Templeton, CA, USA): Have you had the opportunity to work in an augmented reality or virtual reality space? 🙂

I spent a good part of 2006–7 building out a replica of The Grove in Second Life (search for The Grove). It still exists, and a group of us have been meeting in a second island called Third Life since them. I’m not doing formal planning in this environment but do use it for show and tell. The panorama of a meeting room that I shared in the presentation was a screen shot taken from The Grove HG in Second Life. Another perspective is below—it is a 3D environment. Recently our associate Brian Tarallo introduced me to Meta’s AR system. He is quite convinced collaborative design is possible with these systems.

gardenroomchartssl

Erik’s response in chat is relevant: He said:  Among other things, I was the customer of The Grove’s during Covid, and we did an entire strategic visioning process to create a new college within a university.  Everything was done on Zoom.

In a way the highly developed graphic environments in Mural and Miro represent a kind of “virtual reality” although the term isn’t usually used to describe these virtual canvasses.

  (VA):   Are you saying that in this process and approach the “Visioning” is equivalent to, or results in, a strategy as is being differentiated from strategic planning ala Martin and Rumelt?

I’m not deeply familiar with these two, but a cursory review of Rumelt’s approach suggests it is very similar to Rob Eskridge’s Growth Management Process. A lay definition of strategy is that it is a story about how to realize your vision and goals. To this extent cause analysis and problem solving become very helpful in moving forward. Grove clients often translate their strategic visioning work into formal strategies with goals and plans.

(she, her): Related. What does a high-quality north star look like?

I don’t think there is one answer to this question. To be a North Star (which is a metaphor, of course), it needs to be seen and understood clearly enough by the people articulating it and be constant enough that it provides directional guidance. For some organizations it is a statement that has gained complete alignment. For others it is an image with key agreed-upon vision themes. The main thing is to work until everyone involved says “That’s it!” The Grove’s north start statement is “Realizing Visionary Futures.” We both help people connect to their visions and follow through helping them realize them on the ground. Our bias is toward those clients who are working to create a thriving, sustainable future.

 (Hamburg, Germany): Organizations and consultancies tend to make many “mistakes” compared to this model, and then I in my work end up with requests for Vision Maps, where I sense that many things are not done or clear. But at that point they had already spent 50 to 250k on their process. How can we turn it around with the use of SV?

It is tempting to have illustrators create pictures of visions that don’t really have system-wide alignment and understanding behind them. One would hope that leadership would be receptive to a conversation about what it will really take to implement the vision, and about the value of engaging stakeholders in the kinds of conversations SV supports.

 (Baltimore Maryland):So, to clarify, (regarding your story about a graphic history) that the groups post in groups of cohorts based on when they joined the organization?

People post on the history individually. The “cohorts” I mentioned was simply a term I was using for a group of people that joined at the same time.” They don’t report as a group. I ask individuals from the group to describe what it was like at that time, and maybe invite a second person to add, then jump to a group that came later.

 (Baltimore Maryland): (Re the SPOT Matrix) I have always had challenges getting the participants from problems to opportunities—need suggestions to motivate the thinking.

I do what I did in the presentation which is ask people to do a thought experiment and think of a problem or weakness in their organization. I then ask if they can do this without having an idea that things could be different or better. I then wonder aloud if those ideas about how things could be better might be opportunities? I also explain that a good opportunity is a real choice you could make that builds on a strength or solves a problem. Someone always comes up with one.

 (Charlottesville VA): Curious if you have leveraged Appreciative Enquiry and their SOAR approach – it is more positive/future focused which seems like it would fit nicely… … but threats and problems are replaced with Aspiration and Results…

The SOAR model seems to be reflect SPOT analysis with its focus on Visioning and Goal setting (i.e. “Results”). I am persuaded that positive reinforcement of what’s working is the direct route to effective change. I’ve also been influence by the “Positive Deviance” approach of Jerry Sternum, who found that in any system there is always a subsystem that does things differently. If you can find those elements that support your vision and reinforce them, the system will begin to change. There is less resistance because the “deviance” is already in the system. I also think that my spin on Problems being “Disguised Opportunities” is an appreciate-inquiry stance. So in this sense I “soar”

 (Ashburn, VA, USA): “Systems change based on creative tension and creative tension is the difference between the top-line and bottom-line situation.” Who said this again?? Missed it.

The source of this idea is Robert Fritz, who was included in Peter Senge’s Fifth Discipline.

 (Templeton, CA, USA): I imagine an opportunity for the leader to share his/her positionality prior to playing the role of choosing what makes it to the board. By positionality I mean, who they are, what prominent stories are, and therefore what biases, may or may not inform their choices. This provides more transparency, and I would imagine would encourage a democratic relationship in this context. I wonder if others have experience with doing this as part of the SVP?

By the time a group is doing the Five Bold Steps and converging on a shared vision and bold steps, everyone has heard the leader (or leaders) express their points of view in many ways. Part of the skill of facilitating is making sure this happens—during the Context Mapping, SPOT Matrix and Cover Story work. As you will find if you download the SV Process Overview (on The Grove website under Resources), there are several additional activities that can be included to make sure everyone’s thinking is out on the table. When I suggested the leaders were critical to convergence and what gets added to the Five Bold Steps template, I didn’t mean to suggest that the leader “decides.” However, voicing their positions can be influential. Most of the time the process is consensual, and I would keep a close eye on how much true resonance with everyone any suggestion has. If I don’t see that resonance, then I will invite more suggestions and work.

 (Charlotte, NC, USA) Some may say this is a matter of semantics, yet I do see it trips people up. How do you differentiate the concepts of Vision and Mission?  and add to that Purpose?

Organizations will use these words differently, so there is no standard that is assuredly workable except to find out what the local meanings are. As a rule of thumb, I think of “Purpose” and
“Mission” as the organization’s reason for being. Some would say the “Mission” is the North Star. Other would say the “Vision” is the North Star and the mission is the nearer term “objective.” Yes, it is semantics. It is very important that whoever will be communicating the vision has clear understanding of how these terms are defined.

Erik adds: One way to look at this is to look at the vision as an aspirational statement as to how to fulfill the mission. Missions are concrete, and not aspirational.

Deb also had a post about this: Some clients like the simplicity of vision being WHERE we are headed, mission being WHAT we do to get there and values being HOW, or the behaviors we use to do the mission to head toward the vision.

: It seems that this process supports the positive aspects of evolving in a VUCA world—i.e. Vision Understanding Certainty and Adaptability.

Very nice, although as much as people hope for certainty, I’m not sure that element is attainable. One of the reasons for creating a process roadmap for an SV process is to provide certainty about when different meetings will be held and on what platforms. Getting certainty where you can helps for sure.

 (Portland, OR): Do you find you need to go into the theory with the visionary leader in the planning process to get them on board? I imagine some are more interested in the theory than others, but that it is important in getting their deep understanding and support of the process.

We usually explain the Four Flows perspective as common language for designing any process. If they are interested in the underlying theory, we might get into it, but it rarely goes to that level. Consultants learning the process, on the other hand, are often interested.

 (Louisville, KY): How permanent is the North Star Vision for an organization?  As you repeat an SV process with a client (say, 5 years later) does the North Star Vision and Vision themes stay the same? Or do you “start all over”?

Clients often have a central theme that persists and may be incorporated in a motto or central headline in a vision. But the shared vision themes that often surround such a central focus do change along with the changing environment and its attendant challenges. Five years is a long time.

Jul 27, 2022

Jul 27, 2022h in Cognition & Communications, Inspiration, Leadership, Transformational Leadership, Uncategorized by

As the sun rose over the south shoulder of Mt. Shasta on the fourth morning of my vision quest solo, I found myself doing the “Standing Like a Mountain” pose. The theme of constancy in the face of change emerged as a big takeaway from days of reflection and I would like to share some of that thinking. Shasta felt almost like a partner on this quest, as my purpose circle looked directly across a large meadow and up to the peak. 

mtshastadrawing

On the last night of the three-day solo, the questers were invited to stay up all night imagining our deaths and praying for a vision. I was sitting up in my sleeping bag in the purpose circle. The milky way arced overhead, bright and immense, with Cygnus the swan flying south along its path. The big dipper and north star stayed constant as the night sky revolved around it. I knew of course the Earth was doing the revolving. Bear came in my imaginal mind.

In the middle of the night one of my spirit guides took me on a journey to talk to an ancient olive tree in Gethsemane, Jerusalem. It is part of a grove where Jesus was arrested while praying. I was able to visit it in January of 2020 right before the beginning of the pandemic with Gisela, my partner. Being raised as a Christian by my minister father, the experience was important. 

 “What do you have to tell me?” I asked the old tree in my inner mind. “I want to tell you about the importance of constancy. “ it replied. “It is my roots and trunk, here year after year, that allows the branches, leaves and olives to remain vital and productive.” “How did you get here?” I asked. “I was seeded long ago, and my seed contained the urge to grow, the longing to reach up toward the sun.”

 I remembered then the large fir that had been at the foot of my day camp. It was the largest of a group of three that made a little sanctuary of shade. Its rugged bark was covered with yellow moss. Dead lower branches snagged out rising to a rich canopy of needles and buds. The squirrels and birds came all day long.  The last afternoon there I looked up and appreciated that the basis of this magnificent tree was a trunk that didn’t move much, then or over the years. It too was constant.

 Can I be like these trees or this mountain in these times, I wondered? What are my constancies? And they came to me quite clearly there in the middle of the night:

1.     Be open to guidance from spirit

2.     Be reciprocal in all my relationships. When I receive contribute back.

3.     Keep the big picture in mind. Remember the whole while working on parts.

4.     Care for myself and others. Stay open to feelings. Can I feel you feeling me? Can I breathe in pain and breath out compassion.

5.     Be in service and support the commons.

I’ve come to think that in times like these that are so ambiguous and fragmented, that having leaders who can be reliable, stabilizing influences is important.  That kind of stability needs to come from within, from the embodied, lived values of a person. Supporting visionary leaders in finding this kind of core strength is the kind of work that is calling to me now. The five things I listed her have been with me a long time, and seem to be getting stronger. 

In past quests I’ve had visions of what I needed to do. This quest was a vision of how I need to be. My memory of the olive, the fir, and the mountain will be my reminder.

Mar 15, 2021

Mar 15, 2021h in Cognition & Communications, Collaboration Strategies, Community Building, Contribution to the Field, Graphic Facilitation, Leading Change, Mental Models, Organization Development, Social Change, Transformational Leadership by

In his book American Soul, philosopher Jacob Needleman wrote, “The art form of the future is the group. The intelligence and benevolence we need can only come from the group, from associations of men and women seeking to struggle against the impulses of illusion, egoism and fear.” This quote animated Alan Briskin’s exploration of the headwaters of this idea at the first Leading as Sacred Practice (LASP) gathering in 2016 at Holger Scholz’s Beuerhof Retreat Farm in the Vulkan Eifle region of Germany. To support the dialogue that resulted, we co-created this graphic of thought leaders we knew resonated with this idea.

groupasartform

The four of us guiding Leading as Sacred Practice (Gisela Wendling, Alan, Holger and I) had begun calling ourselves a facilitation “Ensemble.” We shared a deep interest in collaboration and supporting a mindset that values the whole human being— spiritual, emotional, mental, and physical— AND avoiding religiosity, ideology, and blind faith.

This first retreat sparked a shift in our work, and ignited a path of co-discovery. We have been meeting and working as an ensemble ever since through two more gatherings in 2017 at IONs Earthrise Retreat Center in Petaluma, and then in 2018 back at the Beuerhof.

We decided to take a gap year in 2019, and then for 2020 planned a larger conference. But COVID appeared and we delayed again. The pandemic pushed us to create a virtual version to continue the work, and the publishing of some of our findings so far in our LASP eBook. (We are giving this away for free in the description of our series of six LASP Online Exchanges starting April 23). Our learning focuses on six “ways” we have found to lead as sacred practice.

What is an Ensemble?

I was describing our ensemble experience to a close friend, Joe Ruffato, a musician and member of a Medicine Community that I am also a member of. I could explain the “ensemble idea” easily since the medicine community is very collaborative and Joe understands what this means musically. An ensemble is a group of musicians who play together. What is not embodied in the formal definition is the meaning that is understood by professional musicians. Joe told me a story that made the point.

“When I produced my first CD I worked with three professional musicians who brought piano, base, and drums to my guitar playing and singing of my songs. We worked through several studio sessions and produced a draft version. I then had a chance to talk to our producer about it and asked him what he thought. ‘Do you really want to know,” the man replied. ‘Yes,’ I said. “He then told me that I was over strumming and doing some other things that didn’t completely balance, “ Joe said. “I came away and put the CD on hold. So I practiced and then after some months came back with a completely up-leveled performance.”

Joe went on to describe what he learned from the three musicians he had worked with. They all were very skilled in what they did, and all shared a sensitivity to the “ensemble” level of play. “They never filled the space to the detriment of the other musical voices,” Joe said. “I realized that’s what it means to be a pro.”

And I realized in Joe’s story this is what is means to be a good ensemble—to never fill the space in a way that works to detriment of another player. This means honoring the rotation of the spotlight in jazz. It means not over playing. It means listening to the whole.

Ensemble as An Artform for the Future

Having spent my adult life facilitating group process, I realized that the Ensemble idea we have used to guide our Leading as Sacred Practice work, might also be a form that could be replicated and even celebrated professionally in other group work settings.

More and more it seems that one of the shifts that we need to make as we come out of shelter-at-home and move into other escalating global issues like global warming, is to open to more imaginative “we” forms of working together. No single person is expert enough to respond to the systemic challenges we face. No solo player can lead the transformation changes necessary to work with them. Collaborative networks, action learning teams, and yes “ensembles” are needed to allow pooling of knowledge and learning as we move forward.

Groups can be the art form of the future.

Join us for the Leading as Sacred Practice Online Exchange Series. April 23, 2021, and experience one.

Jan 04, 2021

Jan 04, 2021h in Cognition & Communications, Collaboration Strategies, Global Learning, Inspiration, Leadership, Leading Change, Mental Models, Personal Transformation, Process Theory, Social Change, Sustainability, Systems Theory, Transformational Leadership by

 

ri-mists

Photo by Alan Briskin

“Earth’s creatures are on the brink of a sixth mass extinction, comparable to the one that wiped out the dinosaurs. That’s the conclusion of a new study (by paleobiologist Anthony Barnosky of the University of California, Berkeley), which calculates that three-quarters of today’s animal species could vanish within 300 years.” From Science Magazine: Ann Gibbons, 2011.

At the beginning of this year the sixth extinction came to me in a dream. I was at a gathering of about 15-20 colleagues in a conference center that included many other people. We were getting to know each other with introductions. After some swirling around eating and getting set up so we could talk it was my turn. I stood up and found myself saying “I am a professional facilitator and am currently focused on the sixth extinction. I want to help bring forward the new ways of thinking and behaving that will be required to survive it.” I remember feeling surprised in my dream at what I was saying, but continued. “You will get to know me as someone who both draws and listens, guiding people to visually design processes that allow them to change, adapt and think more ecologically.”

At this point a young man rose up and said, “I was at an institute recently where someone was doing that, and the charts zig-zagged all over the wall. It felt like a breakdown.”

“That is often what happens when people look closely at their own thinking and information,” I said. I should be flummoxed I thought, but I felt calm and grounded. “It is this breakdown that allows them to break through.”

The group applauded! I was surprised and my heart was racing. I sat and turned to a young man sitting beside me and said, “this is the first time I’ve ever introduced myself this way!” I remember I was feeling both startled and strangely alive and excited. And then I woke up. I knew I needed to pay attention to this dream.

It was 7:05 Sunday, the last day of a long holiday break that my partner and I described as our “digital vacation”—no Zoom, email or social media. Because of the pandemic, and a steadily worsening number of cases along with the news that a more viral version was already spreading in California, we cancelled a trip to a local hot spring where we hoped to have some renewal time, and instead stayed home. The renewal idea carried over and we treated our home as a retreat center.

There I had time to link this dream to some earlier faint signals.

Tracking Back Through Journals

At a GLEN Community Winter Solstice Gathering call before our holiday week started, Karen Wilhelm Buckley, a colleague, read a poem I’d written at a Summer Solstice gathering of colleagues in 2004. I had no memory of it. So, I went back to journal number #134 and there it was. (Journaling is one of my reflective practices). The poem was about the group and our process, but the journal had some other very important entries that were connected to my dream.

I realized that 2004 was the year I turned 60. This was a real milestone at the time, and I had planned several “rites of passages” for myself to mark the change. It began with a week with my first wife Susan (now deceased) to visit the half dozen vision quest sites I’d experienced on the East side of the Sierras (where I grew up).

Later in the summer I had then planned for and gone on a new vision quest on Mt. Shasta with my teacher, Chayim Barton, and a small group. I was rocked to see here I had written about one of the most significant visions of my life up to that point. I think now that it was the headwater of my dream.

Facing the Beast: Prior to the Shasta quest, I’d been being “worked” by an upset feeling about the dominance of “extractive” industries that pay no attention to biology, local communities, or the hidden costs of their work. “Why don’t you work on it here,” Chayim suggested as he counseled me before heading out on a three-day solo water fast. He invited me, in my solo time, to build a monument to this “beast” as I called it, reflect on it, and practice Tong-Lin (a Tibetan practice where you take in pain and breath out compassion), and then take the “beast” apart as a conclusion. I took this suggestion and on the second day of fasting created a monument. Here is my journal drawing with the associations labeled.thebeast2004I don’t need to describe my full process here but can easily remember how powerful it felt. Building it took many hours. So did disassembling it. It was easily 8 feet long. What deeply disturbed me was my grasping experientially the extent of the systemically embedded exploitation mindset. But more disturbing was trying to imagine what could stand up to it—represented by the little wand with a feather. After hours of circling and meditating and just sitting and writing about this experience, I ended up writing some of my core values on the wand—things like the golden rule, my Bodhicitta vow to serve the awakening of all sentient beings, and staying tuned to the light, and the source of vitality I find in embracing and respecting all life. But I hardly felt resolved about this.

Stepping up to RE-AMP

Later that year in December, I was asked to facilitate a new environmental organization called RE-AMP in the upper Midwest. The name stands for the Renewable Energy Alignment Mapping Project, initially a group of 25 environmental non-profits and 12 foundations, who, discouraged by results to date, wanted to work collaboratively to support the growth of renewable energy. They concluded that they had to work on four fronts in a systemic way.

  1. Reduce the impact of coal pollution from the 70 plants in the eight-state region
  2. Stop the construction of new coal plants (34 were in the pipeline)
  3. Increase energy conservation
  4. Increase renewable production.

The consultant who had helped create a causal-loop system diagram of why renewables were not taking off had concluded that these factors were all inter-related and needed to be dealt with in parallel. They needed a facilitator to help create the strategies of the four working groups.

At the meeting where the consultant, Scott Spann, handed off the project to me, he presented his system analysis in a series of complex slides, moving from a 175 factor causal loop diagram he had vetted with many experts, to a 16 factor overview diagram (Shown here) to his conclusion there were four leverage points.

re-ampsystemsmap

At the end of his presentation, he turned to the RE-AMP steering committee and, and speaking very deliberately, said – “Just remember, this is a MINDLESS BEAST.”

I can still feel the goosebumps. Oh my. Here I was standing in front of it again. The small stream of intention started on my vision quest was suddenly here, embodied, and real!

I and my company, The Grove Consultants International, spent four years working with RE-AMP with the agreed-on goal of cleaning up global warming pollutants in the eight-state region by 80% by 2050. The goal was not considered practical. But everyone involved believed anything less wouldn’t matter.

  • RE-AMP did stop the coal plants.
  • It didn’t get far on cleaning up old coal.
  • It did stimulate energy conservation in the region.
  • It encountered roadblocks regarding developing wind energy.

And it expanded to more than 150 participating organizations and over two dozen foundations “thinking systemically and acting collaboratively.” It is one of the most successful environmental collaboratives in the country and still it is not enough. The full story is for another time. Reflecting back, I realized it was my strongest experience so far of being moved by a vision without knowing the outcome. Would my sixth extinction dream might have this same arc of enactment. It feels HUGE! But then so does is this new “beast.”

A Calling?

I wondered why had my reflective “vacation” over the holidays had started with this retrospective. By accident? It was not “planned.” What guided that impulse? What was my psyche through my dream trying to tell me about what I should be doing with my work?

I remembered as I reflected that for several years now when asked about my core motivation—my life purpose— I’ve found myself saying that it is to “help midwife the coming ecological paradigm.” I perceive that we are in a shift that historians will eventually compare to the Copernican revolution—moving from engineering oriented/materialistic thinking to a more biologic, open systems approach, which will include but transcend the old paradigm, as new ones do. I also suspect that the shift will take years or centuries, as all such shifts have taken historically, and while already emerging in many places is hardly dominant.  “We will live into this new way of thinking and relating, or we won’t,” I can remember saying in various workshops. To evoke a birthing metaphor, I feel that these last few years, with global warming directly impacting my home state of California in the form of volatile weather and fierce firestorms, that the baby of this new paradigm is crowning. It needs help.

And then I remembered that two weeks later I was clobbered by an interview article in the Sun Magazine with Eileen Crist about her new book, The Abundant Earth: Toward an Ecological Civilization. She is an associate professor at Virginia Tech in the Department of Science, Technology and Society and has written extensively about biodiversity and the mass extinctions taking place. I have been reading about this for years. But Crist’s reflections on how much more serious the extinction process is than the pandemic got through this time. “It takes 5-10 million years to recover the same levels of biodiversity” she wrote.

I know that reading information doesn’t really change me. But having a full, integrated systemic embodiment of the understanding at a feeling does (like the vision quest experience) and I was having that feeling reading this interview. I suspect it is because the pandemic is no longer an abstraction. I feel the losses deeply. Perhaps it ignited the same feeling about the extinction. I ordered Crist’s book, and for several days was talking about how big an impact this article had. I didn’t think at the time think that it was a breadcrumb of what I’m to do in 2021 going forward.

I now ask myself, “What kind of scaffolding in writing and image could possibly help us all face this ‘problem’ of the sixth extinction?” I put “problem” in quotes to signify that the real problem isn’t the biological problem of a die-off of 50% of the world’s species in this century, as hard as that will be to cope with. The “problem” is that the vast majority of people on this planet, at least in the Western world, don’t have the perceptual or thinking tools, or motivation to even imagine a different way of living that is actually ecologically sustainable. This lack could accelerate the extinction as a result, and for sure ensure that anger and mistrust will accompany the change. Crist argues that what we don’t have this time is time. It’s happening now.

I’m not sure yet what I can do personally. Will I be part of the acceleration?

Taking a Stand

I notice as I write that I keep thinking about Gretta Thunberg, the young Swedish girl who has ignited a youth revolution in response to the climate crisis. Did she know what she was doing? I don’t think so. She simply had the courage to speak her feelings and do so in a public forum, and open to a movement, a collaboration that would far transcend her.

If she can, why can’t I? Why can’t we? I don’t believe that knowing how to respond to the sixth extinction is required to stand up to it, and in it, with full awareness and readiness to ask fundamental questions and learn what we need to learn to change, any more than I knew what standing in front of the beast on Mt. Shasta would mean. I do know that context matters, and as complexity theorists have discovered, a small change in the context of a dynamic system can affect huge change.

So, I begin my new year sharing this dream. We are in a time of enormous turbulence. Will we be ones who stand up? Can we actually feel this happening with as much depth as we are feeling the losses from the pandemic?

I hope my sharing strikes a responsive chord. I intend to explore these ideas further through our Global Learning & Exchange Network. You are invited to join our inquiry there if you like. I and many committed colleagues will be there.

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