Eight principles that support a collaborative system

In an article The Philosophy Behind Our Systems by Emily and Dick Axelrod they propose that:

Systems succeed or fail, based upon the philosophy behind them.

I think that this as true of leadership, here are some of the philosophies that The Axelrod Group build into the collaborative systems they design.

• Principle 1: A compelling purpose creates interest. The organizational task you’re trying to accomplish must have depth and purpose, and this depth and purpose must be made clear to everyone.
• Principle 2: Public information and decision making creates trust. Information is valuable only when shared. Thus, all information needed for discussion must be public. This includes all of the information developed and decisions made during the change process. There cannot be information that some have and others do not.
• Principle 3: Involve the whole system to understand the whole system. When many stakeholders dialogue, they begin to understand each other and the larger system. As they learn how they fit into the larger whole, new possibilities emerge.
• Principle 4: Create a safe enough environment. Allowing employees to express fear and doubt is key to moving forward. To do so, though, requires bravery.
• Principle 5: Involve the whole person. We have a dominant learning style. Some of us are auditory learners, others are visual learners, and still others are kinesthetic learners. When we convene people, we design the process to reach everyone through his or her preferred learning style. When we use only one style, we run the risk of not reaching important contributors.
• Principle 6: Have a future orientation. Ron Lippit’s research about groups concluded that when people focus on what they want to create, they become excited and energetic. When they focus on problem solving, they become lethargic. Robert Fritz identified that when people clearly understand both the present state and the future they want to create, structural tension develops, and they move towards that preferred future.
• Principle 7: Egalitarian spirit builds trust and community. The answers are everywhere and in all of us. Egalitarian spirit means working together in a way that blurs the privileges associated with roles and titles. It does not mean denying legitimate power or authority, but rather evaluating input on the basis of its worth, not the position of the person offering it.
• Principle 8: Co-creation builds ownership and commitment. Ownership is the taking hold of an issue, solution, strategy or course of action, and making it your own. When you own something, you sustain it and see it through to the end. When we make a commitment, we promise to perform, produce, and perpetuate a course of action.

How well do these principles reflect your work environment?

Technorati Tags: Leadership, Management, Business, Collaboration, Philosophy, Participation

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Tagged as: Change, Collaboration