1. Finding the Fix that Fits: Human Systems Dynamics at Work April 16, 2008
Seeing and Influencing (continued)
Shaping Possibilities
Glenda H. Eoyang, Ph.D.
© Human Systems Dynamics Institute. 1
April 2008

2. Finding the Fix that Fits
Introduction: The Fix that Fits October 3, 2007
Session 1: Self-Organizing November 28, 2007
Session 2: Fingerprints of Chaos December 19, 2007
Session 3: Adaptive Action January 9, 2008
Session 4: Mental Model Gymnastics February 20, 2008
Session 5. Seeing and Influencing March 5, 2008
Session 6: Shaping Possibilities April 16, 2008

3. Your Next Assignment (if you choose to accept it)
Consider a current sticky issue for you.
Define the relevant containers, differences, and exchanges.
Decide how you might want the pattern to change.
Pick one action to shift one of the conditions.
Take the action.
Be prepared to report.

4. Your Guide . . . Glenda Eoyang
Glenda H. Eoyang, Ph.D.
The CDE Model helps me understand the dynamics of human systems around me.
BUT, my habits, assumptions, and prior expectations keep me stuck in the old way of action.
A short list of questions helps me identify my options for action.

5. Today we will
Complete our discussion about the CDE Model for the conditions for self-organizing.
Explore seven simple questions that help leaders cope with unpredictable change.
Close this webinar series and look to the future.

6. Change Is Changing
Static
Dynamic
Dynamical

7. Complex Adaptive System (CAS) Self-Organizing System
A collection of individual agents, who have the freedom to act in unpredictable ways, and whose actions are interconnected such that they produce system-wide patterns.
Examples: termite colonies, stock markets, the Internet, gardens, human beings, groups of people
HSD Applied

8. Self-Organizing Systems Complex Adaptive Systems (CAS)
System-wide Patterns
Agents
HSD Applied

9. What do we mean by “patterns”?
Similarities, differences, and relationships that have meaning across space and/or time
Examples:
Responses to questions
Language of participants
Disciplinary identities
Distinctions within and among teams

10. CDE Model Conditions for Self-Organizing
Containers
Hold the system together until patterns form.

11. CDE Model Conditions for Self-Organizing
Container examples:
Physical spaces
Goals
Visionary leaders
Personal affinities
Identities
Jargons
Traditions
Memberships
Meeting times and places
And . . .

12. How do you shift containers in your practice?
Shift the Containers
More organized . . .
Fewer
Stronger
Smaller
More unorganized . . .
More
Weaker
Larger
How do you shift containers in your practice?

13. CDE Model Conditions for Self-Organizing
Containers
Differences
Establish the pattern and build tensions to motivate change.

14. CDE Model Conditions for Self-Organizing
Containers
Difference examples
Power
Gender
Experience
Culture
Ethnicity
Location
Discipline
Pay scale
Seniority
And . . .

15. Shift the Differences More organized . . . More unorganized . . .
Fewer
Clearer
Smaller
More unorganized . . .
More
Fuzzier
Larger
How do you shift differences in your practice?

16. CDE Model Conditions for Self-Organizing
Containers
Differences
Exchanges
Connect agents together within the container and across differences.

17. CDE Model Conditions for Self-Organizing
Containers
Differences
Exchange examples:
Money
Respect
Talk s
Phone calls
Touch
Non-verbal
And . . .

18. Shift the Exchanges More organized . . . More unorganized . . .
Tighter
More unorganized . . .
Looser
How do you shift exchanges in your practice?

19. CDE Model Conditions for Self-Organizing
Container
Difference
Exchange
What are the conditions?
How could you shift them to change the pattern?

20. Facilitating Organization Change
One: Connections
What connections help us adapt?
How can we build stronger connections?

21. Facilitating Organization Change
Two: Emerging Goals
What are our current goals?
How do we know when those goals need to change?

22. Facilitating Organization Change
Three: Uncertainty
How do we cope with uncertainty?
How can we cope better?

23. Facilitating Organization Change
Four: Exploit differences
What differences make a difference to us and our clients?
How can we make the most of those differences?

24. Facilitating Organization Change
Five: Find common ground
What is our common ground?
What do we share?

25. Facilitating Organization Change
Define success as “fit”
What does “fit” mean to our partners?
How can we improve our fit?

26. Facilitating Organization Change
Set conditions for self-organizing
What conditions do we set for self-organizing?
Can we do it better?
Container
Difference
Exchange

27. Finding the Fix that Fits
Introduction: The Fix that Fits October 3, 2007
Session 1: Self-Organizing November 28, 2007
Session 2: Fingerprints of Chaos Dec 19, 2007
Session 3: Adaptive Action January 9, 2008
Session 4: Mental Model Gymnastics February 20
Session 5. Seeing and Influencing March 5, 2008
Session 6: Shaping Possibilities April 16, 2008

28. Today we have
Completed our discussion about the CDE Model for the conditions for self-organizing.
Explored seven simple questions that help leaders cope with unpredictable change.
Closed this webinar series and looked to the future.

29. Resources Websites Classes from HSD Institute Books
Classes from HSD Institute
HSD Professional certification
Leadership
Peace
HSD Group
Books
Coping with Chaos: Seven Simple Tools (Eoyang)
Facilitating Organization Change (Olson & Eoyang)
Voices from the Field (Eoyang, ed.)
Webinar Series June to November 2008

30. HSD in Action means that you can See patterns as they emerge
THANKS!
HSD in Action means that you can
See patterns as they emerge
AND
Find the fix that fits