Where conversations spark ideas, that become new projects, which grow into world changing ventures.
sandymaxey (@sandymaxey) tweeted at 6:25 AM on Sun, Sep 17, 2017:
“Uber didn’t come out of nowhere, it came out of a culture and networks. We need to build the alternative.” – Nathan Schneider
“Toxic leaders aren’t just a bunch of bad apples in a barrel that need to be tossed out. They are employing a social strategy that works for them, given the institutional structure of the U.S. Army … The current institutional structure breeds toxic leaders … The only solution to this problem is a change in the institutional social environment.” – David Sloan Wilson
The humans we become at work
Think about how much of our lifetimes we spend at ‘work’, how this culture shapes us — our sense of self, how to relate to others, what is possible in the world.
Cooperatives were developed to address inequality, poor working conditions, create democracy and fairness. But without creating a strong cultural foundation of collaboration and humanism, they can get eaten by the predominant ‘dog-eat-dog’ work culture.
Imagine, if instead, the social environment in our organisations bred a different kind of culture? One where co-generation trumped individual genius, where you could safely assume that everyone else was thinking and acting in the interest of the whole, ..
Sounds pretty utopian huh? But it’s what a group of us have been prototyping for the past six years in New Zealand and around the world. This experiment is called Enspiral.
We started off as a freelancers collective dedicated to working together to more easily win highly-paid work so that we could spend the rest of our time working on stuff that really matters. We defined core values of collaboration, autonomy, transparency, diversity, entrepreneurialism, non-hierarchy.
As our numbers swelled, so did the complexity of our endeavour. Instead of being one company, we were over a dozen — linked by a central foundation. There are currently over 200 people in our organisation, all of which have open access to participate in our decision-making and financial management.
To cope with this complexity, we developed tools like Loomio for collaborative decision-making and Cobudget for participatory budgeting. Other groups became interested in operating like us and adopted our tools, structure and processes. But a strange thing happened. They still often didn’t collaborate well. There was something missing. In 2015 I was given the job of finding out what that was… It was the enabling culture that they lacked.
“Enspiral believes solutions to humanity’s biggest challenges demand a new way of relating to each other” – Enspiral member
Through these practices and cultivation of a collaborative mindset, we each became different humans — re-cultured if you like. Work became a practice-ground to become the kinds of people that we need to become to create deep solidarity, dismantle inequality and toxic power dynamics. In essence, together we developed the human abilities required to make the paradigm shift the world is crying out for :
- Systems literacy (embracing the complexity of reality)
- Non-naive trust (assuming that your collaborators want to build you up)
- Flexibility and response-ability (adapting in dynamic realities and constant change)
- Collective intelligence through inter-subjectivity (letting go of the construct of objective truth)
- Surrendering control (actually the group is smarter than you are)
- Deep empathy and ability to use emotions in service of what we were creating together (yes you can bring your feelings here)
- Naming and navigating power dynamics (no there is no such thing as a flat power structure)
- Dancing between autonomy and collaboration (self-leadership and shared leadership)
- Lifelong learning (continual experiments and prototyping, insatiable reading)
Virtual and physical network of companies and professionals working together to create a thriving society.
perhaps an even deeper nother way
via fb share by michel.. enspiral as ie on love made visible site: