What Is An Emergent Organization? An emergent organization is an organization which co-creates the conditions where; emergent trends, patterns and determinates become apparent, are influenced more fluidly and naturally, and where change itself is viewed and experienced as a normal, continuous, emergent, real-time process. Rather than continually planning change, organizations and people just live it. 2
Planned Change, Event Change, and Emergent Change The dance may change but the song stays the same. A changes to B Planned change (e.g.; many change management models ) is mostly a step-wise linear model in which the organization has to fit into, or a special event (e.g.; Dialogic OD ) that occurs once in a while to fix something, to change something, or to improve something (culture, an issue, a business process, an organizational area of concern). while the world has moved to F. The organization does not change it corrects to another static position. Most change management programs or efforts seem to be always behind the eight ball (reactive) where change management becomes another here we go again project, and is merely added to the list of to dos. This is 20th Century thinking. 3
Emergent Change Emergent change is the shaping of continuous forms by internal and external influencing patterns and determinates. That which emerges may be further shaped into further continually evolving patterns. Emergent change is universal, infinite, and the essence of creation. (Patrick A. Trottier, 1995) 4
Emergent Change What about Strategic and Operational Planning? Even with strategic and operational planning there are hurdles, challenges, strategies and opportunities that emerge and shift as situations emerge and shift. How one designs their organization makes a big difference in working with planned and emergent change 5
Why Are Emergent Organizations Able To Be Created Now? Answer: The technical capabilities, influencing conditions and drivers now exist - where they did not exist before: A. Disruptors In Technology a revolution; quantum computing, predictive analytics, algorithmic self-learning and decision-making support, artificial intelligence, big data, cloud computing, pattern display interface, etc. B. New thinking, perspectives influenced by new technologies, new norms, diversity, market, world trends / patterns, new generations, etc. C. Increasing complexity and rate of change in the world, and in the worlds of organizations and business environments. 6
It is a Brave New World driven by novel technology and the integration of different theories and disciplines to deal with chaos, complexity and rates of change Out of chaos emerges patterns and form. COMPLEXITY Out of complexity emerges simplicity through patterns and form. Out of form emerges purpose. On Emergent Change - Patterns, Patrick Trottier, 2012) 7
What is Emergent Organizational Development and Change (EODC). EODC can be simply understood as co-creating the conditions within an organization so change becomes apparent and influenced more fluidly, naturally and is viewed and experienced as a normal, continuous, real-time process. Rather than continually planning change, organizations and people just live it. Thus, EODC develops Emergent Organizations. 8
The EODC Platform: FOCUS: Re-Framing Business and Organizational Perspectives Integrated, Open Information Streams Self-Forming Agents Integrated Integrated Business Business Systems Systems and Processes and Processes People Meaningful Dialogue Purpose / Principles Intentions A Living Vision A Living Culture Emergent Change Regenerated Re-Framing Business Business Model Model(s) Renewed Organizational Re-Framing Organizational Alignment Focus Novel Forms of Organizational Design 9
The EODC Platform: FOCUS: How do you use internal and external information to understand patterns, trends, and to enhance emergent thinking, strategies and decision-making everywhere? How do you link your organization together through information streams to manifest collaboration, self-forming agents, desired culture and value-driven networks? How do you achieve functional integration for effectiveness, efficiency and to create value streams everywhere? Integrated, Open Information Streams Self-Forming Agents Integrated Business Systems and Processes Re-Framing Business and Organizational Perspectives People Meaningful Dialogue Purpose / Principles Intentions A Living Vision A Living Culture Emergent Change How you see yourself, your business and your organization is what you will create. (Trottier, 1994) Re-Framing Business Model Re-Framimg Organizational Focus What key business and organizational elements need to be included and revitalized in your business model(s)? What novel organizational forms will manifest your business model(s), strategic focus, cultural fit and collaborative relations? Novel Forms of Organizational Design How do you achieve Strategic / Operational alignment and cultural fit. 10
The EODC Platform - Detailed 11
EODC : Moving hierarchical, siloed organizations toward interconnected, functionally integrated, collaborative, value-driven network forms. Natural, collaborative, value-driven, interconnected networks of self-forming agents. Traditional / Current Across / Traditional 21 st Century Integrated Self-forming Networks 12
An Example of an Emergent Organization OPEN INTEGRATED SYSTEMS Cloud Computing Algorithms / Predictive Analytics / AI Augmented Reality - Virtual Reality Social Media FUNCTIONAL INFORMATION FEEDBACK LOOPS DATA PROCESSING Information Integration Trends - Patterns Influencers - Disruptors Internal / External Analytics and Pattern Display Interfaces Example: A Social Media Pattern Display Interface For Brand Identity and Pattern Density Design We Are A Value-Driven Network 13
Pattern Thinking (vs. linear thinking) Pattern Thinking supports human information processing to understand emerging trends and patterns that influence emergent change and effective decision-making. Think of the picture above as a gif showing moving weather patterns over time like you see on the news. (sorry, but a pdf does not show moving gifs.) How many words, numbers would it take to describe this moving weather pattern.. A million? 1000 pages of words and data? How long to understand such, if at all? The human brain naturally functions in holographic patterns. This is why EODC focuses on pattern interface displays, human information processing, and integrated information streams for 21 st Century organizations 14
EODC - Some value brought to an organization Re-framing organizational and business perspectives. Natural adaptation and fluidity to complexity and rapid change. A revitalized business model. Strategic / Operational alignment. Cultural fit. Energized and collaborative relationships a can do attitude. Innovation through diversity. Functionally integrated business systems and processes. Open, integrated Information streams and systems interconnecting the organization and its environments. Predictive trending, patterns into effective decision-making and self-forming agents leadership emerges and is everywhere. Profitable strategies and business growth - more profit, less headaches. 15
Words of wisdom, and an understanding of my journey into emergent change in the last 20 years Patrick A. Trottier
Summary The EODC Platform co-creates a shift from a hierarchical, mostly static organization into an integrated, collaborative, network organization that is continually emerging and forming with the changes, complexities, opportunities and challenges of its internal and external environments. The EODC Platform co-creates Emergent Organization.
About Patrick Trottier https://goo.gl/kr6pvy
For more information and contact: Emergent Organizations : An Introduction To Emergent Organizational Development And Change (EODC) : https://globaltransforming.wordpress.com/ The Platform: https://goo.gl/7jioo4 As well as topics such as; A Living Culture, A Living Vision Emergent Organizational Development (EOD), Culture As A Core Business Strategy, The Practice Of Strategic and Generative Dialogue, Approaches to Consultation: The Four Basic Models, Beauty (Cultural Congruency) and the Beast (The Culture Gap), Creating Readiness For Desired Change and Development, Emergent Change vs. Planned Change, Rethinking Resistance and more Patrick Trottier and Associates 19