blindspot project
via michel bauwens tweet [https://x.com/mbauwens/status/1831945460518678952]:
* The Blindspot Project
https://linktr.ee/theblindspot_project
“is a collective of researchers, facilitators, coaches, therapists and artists. We design tools, practices and immersive experiences to support leaders & organisations in developing high-trust cultures to scale their impact in alignment with their values.
On a deeper level, we create online & offline collective shadow work containers to explore through mind, body & heart the creative tensions between directive & participative, top down & bottom up, centralised & decentralised, masculine & feminine … and hold this tension together to see what can emerge!”
notes/quotes from androgynous org [https://timotheebrs.medium.com/the-androgynous-organisation-2966547863d3]:
by Timothée Brès — Catalysing generative futures through collective shadow work & underground dance music. Learn more at timotheebres.com @disc0punk
Many of these blindspots actually stem from reacting against traditional structures (like hierarchy, patriarchy, capitalism…) This reaction aims at creating something radically different, yet ironically, it remains defined by the very systems it opposes..t
any re ness as cancerous distraction
No human society started from a blank page. We always progress by integrating the most valuable elements from both our past and current context. And this approach is not just sociological but also physiological.
but maybe that’s what we need.. to let go of and get out of.. sea world.. (all history ness to date falls into black science of people/whales law) to get to the energy of 8b alive people
humanity needs a leap.. to get back/to simultaneous spontaneity .. simultaneous fittingness.. everyone in sync..
perhaps blank page we need: the unconditional part of left to own devices ness
hari rat park law et al
How to shift from a reactionary stance against traditional structures to a more responsive approach? One that is able to oppose their limitations & shadows while honouring & preserving the most useful aspects ?
to me.. that would be same song.. still re ness
When there is reaction, there is a wound
yeah.. to all the re ness.. so we need to get to the healing (roots of) rather than the whac-a-mole-ing ness of triage (bandaiding symptoms)
Our perception is shaped by past experiences, which can trigger automatic “fight or flight” reactions, leading to a loss of nuance and an oversimplified, binary worldview. Recognising these reactions as indicators of underlying wounds is key for regaining a nuanced understanding and the ability to discern subtleties. Moving beyond binary thinking without loosing our capacity for clear discernment.
binary ness and the need to try/see discrimination as equity
This understanding is at the core of The Androgynous Organisation action/research project : how to take the best (and leave the rest) of both old and new organisational/leadership models ? what can emerge in this dance between these two polarities ?
rather.. need a deeper dance
infinitesimal structures approaching the limit of structureless\ness and/or vice versa .. aka: ginorm/small ness
This 2 dimensional approach is useful at first, but limited. For, more precision & impact, let’s have a look at this 4 polarities models, inspired by the work of Genia Haddon presented here by Charles Eisenstein (2007).
part\ial ness is killing us.. keeping us from us
AO Level 2 : from two to four polarities
still part\ial ness.. for (blank)’s sake
Masculine & feminine : these terms are often used to describe qualities or characteristics traditionally associated with men and women, respectively. However, in this context of leadership and organisational behavior, they transcend gender. (Though we may explore the benefits of acknowledging and honouring biological differences at a later stage).
Many different models differentiates 2 types of masculine & feminine polarities : Yin/Yang, Receptive/Active, Inner/Outer, Dark/Light, Intuitive/Logical, Flow/Structure, Emotional/Rational…
I’ll be using here the the yin/yang one.
Yin and Yang are concepts from ancient Chinese philosophy, used to describe how seemingly opposite or contrary forces may actually be complementary and interdependent in the natural world. The yin aspect represents the more receptive side and the yang, represents the more creative one.
The forgotten polarities
- Feminine Yang = CHAOS : dynamic energy, resilience, and intuition, often leading to pioneering and creative problem-solving. *The shadow aspect is impulsiveness and a disregard for established processes, risking instability and confusion within the team.
- Masculine Yin = ORDER : stability, order, grounding & presence for strong foundations and calm guidance. Shadow side can manifest as rigidity and resistance to change, potentially stifling innovation and adaptability.
*perhaps until now..now have the means to facil the seeming chaos of the unconditional part of left to own devices ness.. and we’re missing it
The traditional polarities :
- Feminine Yin = CARE : nurturing, empathy, fostering supportive environments and *team cohesion. The shadow side is over-nurturing, lack of boundaries, **decision-avoidance, and slow progress due to an over-reliance on consensus.
*ie of graeber violence in care law et al
**same song.. any form of democratic admin
- Masculine Yang = ACTION : assertiveness, decisiveness, and ambition, driving teams toward bold visions, performance and goals. The shadow side is aggressive dominance, risking alienation and a lack of empathy, potentially causing team burnout.
An androgynous organisation has the capacity to combine :
- Radical Innovation (feminine yang) : combines creative and life-serving purpose with the tribal culture’s emphasis on community and spirituality (cf tribal culture : Burning Man, Mystics, Bauhaus).
won’t get anything legit rad till get to the unconditional part of left to own devices ness .. graeber min\max law et al
- Clear Structure (masculine yin) : integrates natural hierarchy (of competence and experience), clear roles, direction, boundaries and processes with the long term stability, efficiency, and consistency found in traditional and pre-modern hierarchical organizations (cf church, army, university).
- Impact at Scale (masculine yang) : merges competitive, high-technology approaches for large-scale impact with market-driven dynamics of innovation, growth, and profitability (cf modern companies like OpenAI, SpaceX, Uber).
scale makes no diff if iterating on same song
there’s a legit use of tech (nonjudgmental exponential labeling) to facil the seeming chaos of a global detox leap/dance.. the unconditional part of left-to-own-devices ness.. for (blank)’s sake.. and we’re missing it ie: a sabbatical ish transition
- Culture of Care (feminine yin) : blends collaborative, participative and decentralized environments together while prioritizing psychological safety through regenerative & inclusive principles (NGOs, permaculture farms, traditional eco-villages).
again to the graeber violence in care law et al
The capacity to dance between the different roles & yin/yang poles in the right way and in the right context is an art..t An art that a leader or founder must master if he/she wants to unlock the androgynous capacities of his/her team & organisation.
if still specifying a between ness (ie: finite set of choices).. not free enough for the dance to dance
The 4 roles of “androgynous” (or emotionally agile) leaders :
- Shaman — Vision (feminine yang)
- King /Queen— Order (masculine yin)
- Warrior — Action (masculine yang)
- Lover — Care ( feminine yin)
The King is the ultimate archetype, the most powerful one and the synthesis of the three others. It’s also the one connected to fatherhood, an archetype that is increasingly absent or dysfunctional today (and since the second world war).
The Blindspot Project
A collective of researchers, facilitators, therapists and artists designing tools, practices and immersive experiences to develop androgynous capacities within leaders, teams and organisations. We offer intro talks, online & offline workshops & courses , reach out if you want to know more !
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be you. 