Emergent Strategy: Shaping Change, Changing Worlds

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It is imperative to regenerate our curiosity, our genuine interest in different opinions, and in people we don't know yet--can we see them as part of ourselves, and maintain curiosity, especially when we want to constrict and critique?" (115) Jenny lee: "the role of organizers in an ecosystem is to be earthworms, processing and aerating soil, making fertile ground out of the nutrients of sunlight, water, and everything that dies, to nurture the next cycle of life. In this paradigm there is no failure. Everything we attempt, everything we do, is either growing up as it’s roofs go deeper, or it���s decomposing, leaving its lessons in the soil for the next attempt." Building community is to the collective as spiritual practice is to the individual”- sign in Grace lee Boggs house Therefore, if shaping is not working, it may be useful to use a combined approach to target both thoughts and behaviors. References In movement work, I have been facilitating groups to shift from a culture of strategic planning to one of strategic intentions--what are our intentions, informed by our vision?" (70)

Are you interested in how you can support teams whose task and skill profiles are changing to become fit for the future? You love office structures: hierarchy, meetings, planning, brainstorming, agendas, post-it notes, reports. You just wish you could apply this type of management to Good Things. Typically, change management should be implemented whenever an organisation plans to implement a change that will interrupt or alter day-to-day operations. Some examples of this include the following:If the decision to use punishment as a reinforcer is made, then it should be a specific punishment in adjunct with a target aberrant behavior. It should be noted that research has shown that a combination of cognitive and behavioral strategies tends to have the most impact on behavior, as attitudes and behavior are intrinsically linked. i love the idea that "what we do on the small scale matters on the big scale." love obviously brown's love of octavia butler's "shaping change/god" concept. love "what we put our attention on grows." i love "all organizing is science fiction" (brown and Walidah Imarisha, editors of Octavia's Brood) and "science fiction simply as a way to practice the future together" (19). love the idea of coevolution and mutual transformation. When an organisation hires a change management expert or team to help with their change initiative, certain models or tools may be used to guide the chance process. I wanted to love this so badly, but I was painfully disappointed. This book is chaotic. Not in a good way, but in a braindump-without-structure-way. It makes reading the book a slow struggle and it gives such a horrible overview of what it's actually about. I believe you can finish this book and still not totally get what emergent strategy is. Whether an organisation is committed to updating current practices, implementing new technologies, or transforming its culture, it must define clear goals ahead of time. This allows leadership and other employees to clearly understand the organisation's vision and new trajectory, which can help with a smoother change experience.

Here's the deal, though - almost everything that was either cogent or resonated with me in this book could be slotted in the "inspiration" category. Quotes and sentiments that I can draw upon when I need a little boost to keep working for change. But that isn't what this book sets out to do. This book promises "emergent strategies", and there just isn't much in the way of strategy. There sure is a veritable army of loose metaphors and slippery definitions, though. If you initiate, accompany, or enable change in any way, you will find a wealth of impulses and ideas for shaping and accompanying change in this book. Subsequently, reinforce the next step in behavior that is closer to the target behavior (this will mean no longer reinforcing the previous behavior). She’s a pleasure activist. Among other things. The M.O. of Emergent strategy is trust, presence, pleasure.

Emergent Strategy

Uprisings and resistance and mass movement require a tolerance of messiness, a tolerance of many , many paths being walked on at once." The book is a big, fast-moving syllabus of best practices, beauty, jokes and hope. Recommended for idealists and organizers. Science fiction, particularly visionary fiction, is where I go when I need the medicine of possibility applied to the trauma of human behavior." (37)

A change to the organisation. Needless to say, any high-level changes to an organisation are naturally bound to affect every member of the enterprise, from high-ranking executives to new hires. Below, we’ll discuss the most common types of organisational change. For this reason, it allows for the assessment of its effectiveness for a child, and if it is initially proving to be unsuccessful, it can be modified to suit the child’s needs ​4​. Part call to action, part self-help book, part memoir, part transformative justice toolkit, Emergent Strategy is as intersectional in its genre and dimensions as it is in its politics. And these overlapping qualities embrace the concept of "emergence" at the heart of its narrative. Here is an example of the use of positive reinforcement. If a child receives praise for cleaning up their toys, they are more likely to repeat that behavior in the future. The encouraging words are the positive reinforcer in this case.

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A change to an employee’s role. Individuals derive a sense of purpose and fulfillment from the ability to use their strengths in the workplace day in and day out. When an employee’s role is set to change, however, and they must acquire new skills and gain familiarity with new responsibilities, it can be jarring.