Complexity and Management Conference 10-12th June 2016 – booking now open

‘What Mead is proposing is a different way of thinking about everyday social interaction, not as observers of experience but rather as participants in experience, the nature of which is self-organising sense-making. He is drawing attention to what we are doing every day in all our actions and arguing that we have developed the habit of ignoring it. How could this be possible? How could we become so blind to something so obvious? Mead’s argument is quite simply that we have developed the habit of regarding the present as something apart from the future and the past. It has become a habit of thought for us to think ourselves as also being apart from our experience as the present movement of time.’ (Griffin, 2002: 179).

The quotation above is taken from Doug Griffin’s book The Emergence of Leadership: Linking Self-Organization and Ethics which was published in 2002, and it points to the focus of this year’s Complexity and Management Conference 2016. As many of you will know, sadly Doug died on 17th December 2015 and we will be celebrating his contribution to the development of the perspective of complex responsive processes and the vibrant life of the Doctor of Management programme at this year’s conference. It was exactly to this area of inquiry, taking everyday complex experience seriously, that Doug was most committed, and the conference is another way of marking and honouring his work.

In this year’s event guest speakers will set out how paying attention to the everyday complexity of experience has made a difference to the work of their particular institution or area of research. The speakers are:

Henry Larsen, Professor of Participatory Innovation at Southern Denmark University, graduate of the DMan programme, ex- member of the Da Capo theatre company. His research interest is in exploring spontaneity and improvisation in the everyday processes of relating.

Professor Karen Norman of Kingston University and doctoral supervisor on the Doctor of Management programme. Karen was formally Chief Nursing Officer in Gibraltar and Director of Nursing for Brighton and Sussex University Hospitals NHS Trust (BSUH).

Mark Renshaw Deputy Chief of Patient Safety at Brighton and Sussex University Hospitals NHS Trust, Mark facilitated a range of quality improvement and patient safety initiatives and co – led the BSUH falls reduction programme – an initiative that started after a patient died after falling in hospital. This work has reduced the incidence of patient falls by 48%  over five years.

Pernille Thorup – Pernille is on the senior management team of COK (Center for Offentlig Kompetenceudvikling), which is the strategic partner in public sector development for KL (Kommunernes Landsforening), the organization of Danish Municipalities. She has recently undertaken a three year strategy process within the company, drawing on insights from the complexity sciences, which has now involved COK’s clients.

We expect the usual richness and diversity of discussion at the conference.

The conference booking page is now live and can be found at: http://tinyurl.com/hougy85 and as usual there is a discount for early-bird bookings.

Look forward to seeing you there.

Complexity and Management Conference 2016 – 10-12th June: Hertfordshire Business School

Complexity and Management Conference 2016 – 10-12th June: Hertfordshire Business School

Taking complexity seriously – what difference does it make in organisations? 

Venue: Roffey Park Management Centre

A familiar question from many managers who respond to our presentations on the relevance of insights from the complexity sciences to people organizing, is to ask what their practical application could possibly be. If they consider step-wise prescriptions for success to be ‘concrete’, or are looking for tools and techniques, then the injunction to take every day experience seriously may sound quite ephemeral. If the focus in strategic management is on the ‘big picture’ and wholesale change, then the recommendation to pay attention to how the ‘whole’ emerges in everyday interaction sounds very surprising. However, with some managers what we describe strikes a chord.

Additionally, the overwhelming majority of 60-plus graduates of the Doctor of Management programme have found the experience of paying attention to their practice with others transformative, both for themselves and for the organisations in which they work. Every year participants in the annual Complexity and Management conference, who come from a variety of organisational backgrounds, bring many examples of how taking the everyday complexity of organizational life seriously makes a difference to expanding possibilities for action. This experience is matched by an increased focus in the scholarly literature on everyday processes of organizing.

In this year’s conference we will discuss the complexity of practice and the difference it makes to pay attention to what we are all doing together to get things done.

Our key note speakers are:

Session 1

Henry Larsen, Professor of Participatory Innovation at Southern Denmark University, graduate of the DMan programme, ex- member of the Da Capo theatre company. His research interest is in exploring spontaneity and improvisation in the everyday processes of relating.

Professor Karen Norman of Kingston University and doctoral supervisor on the Doctor of Management programme. Karen was formally Chief Nursing Officer in Gibraltar and Director of Nursing for Brighton and Sussex University Hospitals NHS Trust (BSUH). She is also a graduate of the DMan programme and continues to take an interest in drawing on insights from complexity theory to inform clinical practice aimed at improving the experience of health care for patients.

Mark Renshaw Deputy Chief of Patient Safety at Brighton and Sussex University Hospitals NHS Trust, Mark facilitated a range of quality improvement and patient safety initiatives and co – led the BSUH falls reduction programme – an initiative that started after a patient died after falling in hospital. This work has reduced the incidence of patient falls by 48%  over five years.  His role has allowed him to explore his interest in complex systems and how behavioural change in clinical practice emerges out of group dynamics and professional ‘habitus.’

Henry, Karen and Mark will talk about their collaborative research project on reducing patient falls.

Session 2

Pernille Thorup – Pernille is on the senior management team of COK (Center for Offentlig Kompetenceudvikling), which is the strategic partner in public sector development for KL (Kommunernes Landsforening), the organization of Danish Municipalities. She has recently undertaken a three year strategy process within the company, drawing on insights from the complexity sciences, which has now involved COK’s clients. The changes in her own organisation and the discussion this has provoked in Denmark more widely, will form the subject of her talk.

A booking page on the university website will be uploaded in the New Year.

 

Complex responsive processes in Denmark

The following post is written by Karina Solsø Iversen, who is a senior consultant at Attractor in Denmark and a student on the Doctor of Management programme at the University of Hertfordshire.

Danish book on complex responsive processes48298a4459ca41cea19879115e574244-plusclubmaxi

It is a Friday night at7.30. The sun is shining outside in the beautiful garden of Roffey Park Institute which is the location for the quarterly residentials on the doctorate program (DMan) of the complexity and management research group. I sit in the lounge together with my new colleagues whom I have just met a few hours ago. This is my first residential. One of my new colleagues, Mick asks me: What are you doing as a professional? Happy that someone is interested in getting to know me I reply that I work as a consultant. He asks me what I do then. I tell him that I am a process consultant working with organizational development. He looks at me in a mischievous way and asks me once again the exact same question – what do I do then? Somewhat irritated and a bit insecure about what is going on, feeling like I am taking part in a test, I reply that I facilitate conversations between people coming from different departments, professions or hierarchies in order for them to create solutions together. Mick smiles and asks me once again what I then actually do …

A few months ago, my DMan colleague Pernille Thorup and I published a Danish introductory book on complex responsive processes. In Danish it is called: Leadership in Complexity. An introduction to Ralph Stacey’s theory about organization and leadership. Continue reading

Against Common Sense: managing amid the paradoxes of everyday organisational life

The following is the text of a talk given by Chris Mowles at the University of Hertfordshire on Friday Feb 13th as part of the MBA Masterclass series.

In this talk I try to cover four things:

I address why I think there is a problem with much contemporary management theory and explain why I think it is necessary to argue against what is taken to be common sense in management.Unknown

I introduce paradox and explain its roots in philosophy and point to how it manifests itself in the complexity sciences, as an alternative to some of the simplified assumptions and dualisms in much contemporary management theory.

I give some examples of how paradox manifests itself in everyday organisational life.

And finally I suggest some implications for managers for taking paradox seriously for what they might find themselves doing at work.

Why against common sense?

I am using the title of this talk, against common sense, to make a general critique of what we might think of as the majority literature on management, but also to highlight the meaning of the word paradox, from the Greek para doxa, or against what people ordinarily hold to be true. In using the term ‘majority literature’, I am not trying to suggest that all management literature suggests the same thing, or that all business schools teach the subject uncritically (this is certainly not the case at the University of Hertfordshire and on the MBA, for example). There is a flourishing substantial minority critical tradition in management theory.

But overwhelmingly, orthodox management journals and books assume that managers are in control, can predict and design organisational futures and organisational culture, can purpose transformation and innovation. Even when the majority literature identifies contradiction or paradox as a phenomenon, it argues that managers can control this too, often suggesting that paradox can be ‘unleashed’ for the creative good of the organisation, or can be brought into dynamic balance.[i] Continue reading

Complexity and Management Conference 5-7th June 2015

Conference theme: Exploring our experience of everyday politics in organisations

How do we negotiate degrees of freedom with each other in what we can increasingly experience as regimes of disciplinary power in organisational life? How do grand schemes for whole-organisation transformation play out in every day relationships between people?

This conference will invite participants to discuss and reflect upon the every day politics of getting things done together, noticing the negotiations, compromises and improvisations which are necessary to take the next step.

Between now and then we will be posting further reflections on the topic on this the Complexity and Management blog.

The key note speakers this year are  Svend Brinkmann,  who is Professor in general psychology and qualitative methods as well as Co-director of the Center for Qualitative Studies, and Professor Patricia Shaw, co-founder of the Doctor of Management programme at UH and currently working at Schumacher College. Here is Svend’s profile page at Aalborg university http://personprofil.aau.dk/117579?lang=en and here is Patricia Shaw’s at Schumacher College: http://www.schumachercollege.org.uk/teachers/patricia-shaw .

The conference will be informal and highly participative, as in previous years. The conference fee includes accommodation and food and will be held at Roffey Park Institute in the UK: http://www.roffeypark.com

The booking page on the university website will be set up in the New Year.

A more detailed agenda will follow, but the conference begins with a drinks reception @7pm on Friday 5th June and ends after lunch Sunday 7th June 2015.

Participants wishing to set up a particular themed discussion in a working group during the conference should contact Chris Mowles: c.mowles@herts.ac.uk

Predictability and Organisations

Yesterday, I was struck by an article in the Business Section of the Sunday Times with this heading: Directors told to predict future under new code. That I should be struck by such a heading is, of course, hardly surprising since I have been publishing books and papers for the last 24 years arguing that it is impossible to predict the outcomes of the actions  people undertake in organisations. Indeed, the paradox of predictable unpredictability of human actions is central to the theory of complex responsive processes. The fundamental reason for this paradox is that that we are interdependent individuals, not autonomous individuals. This means that every choice any one of us makes, any intention any one of us forms and every action any one of us undertakes cannot produce some direct outcome all on its own because everyone around us, indeed many at some distance from us, are also choosing, intending and acting so that what happens is the consequence of the interplay of all our choices, intentions and actions. The models of the complexity sciences also display the unpredictability of outcomes because nonlinear relationship can escalate tiny changes to produce completely unpredictable long term outcomes. Indeed, some of the models, for example, those of far-from-equilibrium thermodynamics, lead to the conclusion that the universe is fundamentally unpredictable. And, in fact, our own experience confirms these conclusions about unpredictability.

 

In view of all of this it is amazing how prominent leaders in the organisational world carry any giving out predictions which, of course, are never realised. Take for example the Governor of the Bank of England. A year ago now, Mark Carney took up his post as Governor of the Bank of England after some years as Governor of the Bank of Canada. The first really headline-grabbing action he took was to provide what he called ‘forward guidance’ to the financial markets. He would only raise interest rates if the unemployment rate fell below 7% and he said that this would not happen before 2016. The market did not believe him and began to price in an interest rate increase in 2015. Only a few months later it became clear that unemployment was falling much faster than expected and would probably reach that target by the end of 2013. So the Governor hastily abandoned this target and proposed to use a number of indicators of economic ‘slack’. Just as well because the unemployment rate in May this year fell to 6.6%. What is interesting is how, after it became crystal clear that neither he nor anyone else could predict any economic indicator, he rushed from one failed prediction to others just as likely to fail. He does not seem to have reached the sensible conclusion, which is to abandon all of these useless attempts to predict. Then in his most recent speech he let slip that the interest rate rise could well come in a few months’ time. Why do senior people keep making claims for the future which experience would tell them are futile?

 

Now back to the newspaper article which tells a similar story. The Financial Reporting Council (FRC) commissioned the Liberal Democrat peer and former chairman of the insurer Aviva, Lord Sharman, to lead an expert panel to revamp the going concern test for organisations since the current test had failed to pick up the vulnerability of the banks in 2008. After months of deliberation and a number of rounds of consultation they produced their recommendation of a new corporate governance code for one last round of consultation. They will recommend that Directors be required to tell investors how long they think their company will remain viable: they must declare that their companies are viable for the foreseeable future and the foreseeable future has to exceed 12 months. So a group of eminent people spend months, and no doubt a lot of money, to come up with a recommendation which simplistically assumes that the future is predictable when in our experience it clearly is not. Even more interesting is the response of investors and trade bodies. For example, John Moulton, the veteran venture capitalist who runs Better Capital, said: ‘It is madness. No company will be able to come up with the right answer’. The panel says they will consider this point. So the great and the good continue to formulate policies on the basis of some very dodgy assumptions, which they never reflect upon, while those they are trying to protect make clear their knowledge that such protection is impossible. It looks like some who make a great deal of money do not operate on outdated assumptions.

 

Why are we so caught in a way of thinking that denies our experience? I think it is because the great and the good constitute a ‘thought collective’ in the terms of Ludwik Flek. In a previous blog I talked about Flek’s conclusion that we all belong to some thought collective and each of these collectives is characterised by a thought style. To question such a thought style is to risk exclusion from the thought collective. And it is not just policy makers and leaders of large organisations who are trapped in a ‘thought collective’. Some of the most effectively policed thought collectives are to found in academia where journals control what can be published and business schools continue to teach students all kinds of misleading ideas about predictability and the use of tools and techniques.

Reflexive OD

Previous blogs have outlined key features of the theory of complex responsive processes of relating between members of organisations as a way of making more sense of what we actually do in our everyday lives in those organisations. This theory makes a number of claims.

The first is that change across whole organisations is not caused by grand designs rolled down a hierarchy. Rather changes in the patterns of relationship between a whole population of people, which is what an organisation is, emerge across that population in the interplay of many, many local interactions.

A further claim is that all local interactions in all organisations and economies in all countries reflect the same fundamental processes. First, local interactions are always conversational in nature – societies and organizations are ongoing conversation which is always reflecting the generalized other, the habitus, the game, the social background, the culture. Organisational change then means change in the patterning of conversation arising in local interaction. Secondly this social activity of gesture and response always reflects power figuration which, together with ideologies, are the basis of the inevitable dynamic of inclusion and exclusion. In other words, organisational life is processes of ordinary everyday politics in which we are always making ideologically based choices and decisions. Taking all of these processes together we can see how organisational life is both competitive and cooperative, both conflictual and consensual. The inevitable conflict will always be a reflection of the fact that as agents in organisational life we are always different to each other and at the same time we are the same as each other.

No matter what our role in an organisations is, whether leader, manager or staff member, we are all participating in all the process described above.  This must also apply to the role of OD consultant. As OD consultants we enter into the conversational life of an organisation and we take up power positions which may well threaten the pattern of power relations for some, or we may find ourselves reinforcing current power relations, leading us to sustain stability while proclaiming that we are change agents. We inevitably find ourselves included in some groupings and excluded from others and our ways of participating are inevitably reflections of the particular ideologies we believe in. The invitation from the theory of complex responsive processes to OD practitioners is to refocus attention from an exclusive concern with tools and techniques to a focus which pays much more attention to the actual processes that people, including OD practitioners, are engaged in.

Since the theory of complex responsive processes is offering an explanation of what we are already doing it is not prescriptive and so does not yield much in the way of tools and techniques of OD practice. It does not deal with what we should be doing as OD practitioners but offers instead a refocusing of attention in reflecting upon and thinking about what we are actually doing together now rather than focusing attention on idealised futures and so called tools and techniques, the success of which is assumed rather than supported by evidence.  Instead, I am assuming, also without anything like scientific evidence, that this refocusing of attention will yield greater understanding of what is going on and that this greater understanding will be expressed in changes of practice. Such changes cannot be predicted in advance nor is there any guarantee that the changes will yield any improvement. I believe, however, that on the whole it must be better to approach organisational life in a more rather than a less thoughtful way. So the ‘prescription’ that emerges from the theory of complex responsive processes is the invitation to take a more reflexive position in thinking about what we are doing and the practical judgment we must rely on in conditions of uncertainty.

By reflexivity I mean processes that amount to more than reflection. We may think of this reflexivity-in-action as the principle ‘technique’ for developing practical judgement.

To reflect means to think deeply about a subject and some synonyms are to ponder, ruminate, contemplate, or speculate. Reflection is the intellectual and emotional exercise of the mind to reason, give careful consideration to something, make inferences, decisions, and find solutions. Reflection can be directed at one’s own experience, as in introspection, which is the activity of reflecting on one’s own thoughts and feelings and forming beliefs about one’s own mental states. What, then, does it mean to practice reflexivity? A reflexive pronoun is the object in a sentence indicating that the object is the same as the subject in that sentence. The subject and the object are then not separate but are simultaneously present. For example I might say that ‘I was washing myself’ so that the reflexive pronoun ‘myself’ bends back to the ‘I’. This reflexivity should not be understood as introspection since reflexivity involves much more than introspection and the form of reflexivity that I want to point to in this chapter needs to be distinguished from both reflection and from introspection. Reflexivity points to the impossibility of standing outside of our experience and observing it, simply because it is we who are participating in and creating the experience, always with others. Reflexivity is the activity of noticing and thinking about the nature of our involvement in our participation with each other as we do something together. So, I am using a notion of reflexivity which can only be social. Since we are interdependent individuals, reflexivity must involve thinking about how we and others involved with us are interacting and this will involve noticing and thinking about our history together and more widely about the history of the wider communities we are part of.

The ability to take a reflexive stance is the basis of practical judgment, which is an understanding of group interaction – the expert manager is one who has developed the ability to notice more aspects of group dynamics than others do and a greater ability to make sense of those aspects. What is called for, then, is the practice of narrative forms of inquiry because it is in the detail of the narrative that we find ourselves participating in that we can express the themes emerging in our experience, as well as the details of context, that enable us to form judgments on what is going on and what we might do as the next step. The ‘technique’ of narrative inquiry involves leaders, managers and members of an organization exploring together the history of the situation they find themselves in, trying to identify how they have together created this situation.  Here ‘technique’ requires self-discipline on the part of all in engaging in a mode of inquiry that cannot be ‘controlled’. The ‘technique’ involves scrapping the bullet points and turning instead to narratives that provoke further reflection. What I am proposing, therefore, is that the capacity for practical judgment in organisations can be sustained and developed by the ‘technique’ of reflexive inquiry into the narrative of what we are doing together in ambiguous and uncertain situations. For leaders and managers, in practical terms, this means consciously creating opportunities for groups of colleagues and others to engage in the kind of inquiry that I have been describing. I would call this reflexive OD practice.

An OD practitioner who is an expert at working in reflexive ways may assist clients to greater awareness of their roles in the organization. Consultants who work in a reflexive way with groups of leaders and managers may help to widen and deepen communication in a group and so produce greater meaning. This activity cannot be reduced to rules and procedures. The work in the development of more fluid and complex conversation involves curbing the widespread pattern in organizations where leaders and managers focus on the future and move immediately to planning and solving problems.  This can be done by exploring narratives of what those in the group have done in the past in order to develop some insight into what they have been doing and why they have been doing it in a particular way. Such conversation grounds group members in the present as they make sense of the past in the present and opens up more varied and grounded ways of taking account of the future in the present. A reflexive form focuses on narrative. It is very helpful for leaders and managers to write short narratives of troubling events they are currently experiencing and then inquire into these narratives in the group. Such activities develop thinking and lead to greater insight into what is going on.