Category Archives: Learning

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From the Gig Economy to the Guild Economy

Category:Collaboration,Community,Connections,Creation Spaces,Flow,Institutional Innovation,Learning,Opportunity,Trust,Workgroups

More and more people are talking about the future of work. In those conversations, something that’s getting quite a bit of attention is the “gig economy,” where more and more work is being done by independent contractors and not by full-time employees. While that’s certainly an interesting trend, I prefer to look ahead and anticipate what’s next. In that context, I’d suggest that we’re going to evolve from a “gig economy” to a “guild economy.”

Forces at work

The growth of the gig economy is a result of many forces coming together. A core driver of the gig economy is the evolution of the scalable efficiency model that drives most of our large institutions. As I’ve written about elsewhere, the scalable efficiency model has shaped our large institutions around the world for at least the past century.

This model is driven by the belief that the key to success is to do things faster and cheaper at scale. Enormous wealth and institutional success have been the result, which is why institutional leaders are so wedded to this model.

But there’s a problem – actually, many problems. Efficiency is a diminishing returns proposition. The more efficient we become, the longer and harder we need to work to get the next increment of efficiency. Diminishing returns is a problem on its own, but it’s compounded by the fact that we live in a Big Shift world of mounting performance pressure – competition is intensifying, change is accelerating, and extreme disruptive events occur with increasing frequency.

The early growth of the gig economy

Rather than questioning the continuing value of scalable efficiency models, institutional leaders have a natural tendency to want to squeeze harder. One approach to cost-cutting that has gained increasing traction in the past several decades is the shift from full-time employees to contract labor. If the work to be done is variable, rather than constant, why pay a full-time employee when we could turn a fixed labor cost into a variable labor cost and simply hire a contract worker when a task needs to be done?

Even better, there’s an opportunity to save on labor costs because the employer doesn’t have to pay all those expensive employee benefits like health care insurance. When the work can be done remotely, the company can save even more money by finding contract workers in parts of the world where lower wages are the norm.

These are some of the reasons why gig work has grown rapidly over the past several decades. There’s also another reason which should be a bit of a red flag. I haven’t seen any statistics on this, but anecdotally I am seeing a growing number of workers leaving large institutions and striking out on their own because they are frustrated with the worker experience in large institutions. They’re driven by a desire to learn faster. They report to me that they’re developing their capabilities much more rapidly as an independent contractor than they ever could when they were stuck within one institution.

But, while there are some exceptions, most of the “gig work” being done today is done by individuals working on a transactional, project basis. They’re on their own. That’s what’s going to change.

The Big Shift and the imperative to learn faster

As I’ve already mentioned, the Big Shift is creating mounting performance pressure on all individuals and institutions. But, at the same time, the paradox is that the Big Shift is also creating exponentially expanding opportunity – we can create far more value with far less resource and far more quickly than would have been possible a few decades ago.

As we confront the paradox of the Big Shift, the imperative is to learn faster – that’s the most effective way to respond to mounting performance pressure, while at the same time addressing exponentially expanding opportunity. By learning faster, I mean creating new knowledge through action and reflection on impact achieved. Those who master the ability to learn faster will achieve much higher impact in a rapidly changing world.

But, here’s the challenge, the scalable efficiency model of our institutions is fundamentally hostile to this form of learning. It requires taking risk and improvising when the scalable efficiency model insists on tightly specifying and highly standardizing all tasks to be performed. It also insists that everyone deliver their results predictably and reliably without failure.

The impact on the gig economy

The gig economy, as it’s currently structured, also limits the potential to learn faster. Gig workers typically work as individuals and they are very transactionally driven. While gig workers can certainly learn by engaging as individuals in project work, that’s not the optimal way to learn. If we’re serious about accelerating learning and performance improvement, we need to come together in small groups (what I call “impact groups”) of 3-15 people who develop deep, trust-based relationships with each other based on a shared commitment to increasing impact.

We’re already starting to see some of that start to happen in the gig economy. Individual workers are discovering that there are others who share their passion and coming together so that they can work on projects as a group, rather than individuals.

I anticipate this is just the beginning. As gig workers begin to realize the need to accelerate their learning and performance improvement, they’re going to be driven to come together into small groups and offer their services as a group, rather than as individuals.

On the other side, institutions are going to begin to see that the real value of contract workers is the diversity of experience and expertise that they bring to the work. These contract workers can help the institution’s employees to learn faster by exposing them to different perspectives and approaches to addressing work. These institutions will begin to expand their focus beyond just cost savings and see gig workers as an opportunity to learn faster. While some of that may be accomplished in a “one-off” project with individual contractors, there will be even greater potential for learning if enduring, trust-based relationships are developed with specific gig groups over time.

The role of guilds

That sets the stage for a new way of organizing the gig economy. We’re going to begin to see impact groups forming and coming together into broader networks that will help them to learn even faster.

That’s where guilds come in. In Medieval times, guilds were a prominent way of organizing in urban areas to bring people together who were seeking to earn a living from a particular craft or trade. These guilds had many different roles, but a key one was to help their participants become better at their craft or trade. They were powerful learning organizations where participants learned through practice, rather than sitting in classrooms.

As independent workers become more aware of the imperative for accelerating learning, they will tend to affiliate into guilds that will help to connect them with others who might become part of their impact group and, more broadly, with other impact groups that share their passion for increasing impact in a particular set of activities. These guilds can help to knit together larger and larger networks of impact groups, generating something that I call “creation spaces,” to help scale and accelerate learning. For example, think of a guild that will help graphic designers to come together and learn from each other.

These guilds can play many different roles over time. One major role would be to provide the participants in their guilds with access to a variety of benefit programs like health care and life insurance that would be much more difficult to obtain as individuals. These guilds can also help to define and manage reputation systems that will help their participants to build a broader range of trust-based relationships. They can become rich environments for mutual aid among participants.

Beyond the gig economy, there’s another area that will see the re-emergence of guilds. That’s in product and service businesses that will increasingly fragment as customers demand more and more tailored products and services to serve their specific needs (see more about fragmentation trends in the economy here). The participants in these small, but very profitable, product and service businesses will see value in connecting with others in their particular domains so that they can all learn faster and create even more value with less resource. For example, think of a guild for craft chocolate companies that are serving very specific customer niches.

The potential limitations of guilds

In Medieval times, guilds had a mixed role. In part, they helped their members to learn faster together but, in another part, they often served as barriers to entry for others who wanted to practice the craft or trade. Often acting in collaboration with city governments, they would impose severe restrictions on those who could participate in a certain craft or trade. They often became very protectionist, limiting competition. (As you can see from the picture above, many of them excluded women)

The next generation of guilds needs to avoid the temptation to erect barriers. Rather than focusing on protecting existing stocks of knowledge, they need to be committed to enhancing and scaling flows of knowledge so that everyone can learn faster.

To address the opportunity to help participants to learn faster, these guilds need to find a way to move beyond fear of competition and foster the excitement that can come from addressing the exponentially expanding opportunities created by the Big Shift. Rather than embracing a scarcity mindset, these guilds need to cultivate an abundance mindset. They need to recognize that, the more people that come together, driven by a commitment to learn faster, the more opportunity there will be for value creation. It’s a very different heartset and mindset from the ones generated by the fear that is engulfing more and more of the world’s population.

The bottom line

The imperative to learn faster is going to motivate individuals to come together in very different ways. In at least one dimension, our future may represent a return to the past, when we see the re-emergence of guilds. Rather than isolated individuals driven by fear as they confront mounting performance pressures, we are likely to see people coming together, excited about the opportunity to learn faster and embrace exponentially expanding opportunity.


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Data Is the New Solar

Category:Creation Spaces,Data,Flow,Institutional Innovation,Learning,Trust

In our digital economy, we’ve become increasingly captivated by data. The new meme that many in the tech world hear is that “data is the new oil.” I cringe every time I hear that, because it uses a metaphor that significantly under-estimates the value of data on so many dimensions. I prefer to say that “data is the new solar” – let me explain.

I completely understand why many are using the phrase that “data is the new oil” – it’s been used for over a decade and has captured the imagination of many people.  The intentions of those using this phrase are good. They want to communicate the growing role of data as a source of energy as we move from an industrial economy to a digital economy. We needed energy sources like oil to power our factories and all the logistics required to move physical products to where they will ultimately be consumed. But our digital economy is fueled by data

So, what’s wrong with this metaphor? Why do I prefer the metaphor of “data is the new solar”? Where do I begin?

Scarcity versus renewable

Let’s start at the source. Oil is a natural resource that is inherently limited in supply and can be rapidly depleted. Once extracted from the ground, the remaining supply shrinks (of course, new oil can form, but that takes thousands of years).

Solar energy has limits, of course – there’s only one sun and it’s only capable of producing so much energy. But we are so far from encountering those limits that we might as well view it as an unlimited energy source. More importantly, solar energy is constantly renewing, the sun is at work every minute of the day, generating more energy.

So, if we look at data as an energy source, is it more like oil or solar? Data is constantly renewing and has the potential for infinite expansion – the supply of data is unlimited. We significantly under-estimate the power of data if we view it as a depleting energy source.

Production costs

But, there’s more. Because it is a scarce and depleting resource, the production cost of each barrel of oil that we pull out of the ground tends to go up – we have to drill deeper and go to more remote areas to keep our global economy going. In sharp contrast, the production cost of each unit of electricity produced from solar energy is declining (at an accelerating pace, as my friend Ramez Naam continually reminds us). When we look at the production cost of data, guess what? It’s declining at an accelerating pace, driven by the exponential price/performance improvement of digital technology.

Metaphors matter

Why does this matter? The metaphors we use play a big role in shaping our actions regarding the objects being described. If we view a source of value as a depleting resource with increasing costs of production, we’ll work hard to capture it and hold it for ourselves, but there are limits to the effort we’ll put into it because it’s a limited resource, after all. We tend to adopt a scarcity mindset.

If we view a source of value as essentially without limits and with rapidly diminishing costs of production, we’re much more likely to be energized to invest a lot more effort in harnessing that source of value. With an abundance mindset, we see that the rewards are unlimited and that’s very exciting.

From abundance to expanding abundance

So, if it comes to a choice between oil and solar as a metaphor to describe the role of data in the digital economy, I definitely favor viewing data as the new solar.

But even that metaphor can be limiting. Data has so much more potential than solar. Used in the right way, data has the potential to fuel ever-expanding value creation. The key is to shift our mindset from data as the fuel for existing activities and impact to data as a catalyst for learning to help us find ways to generate more and more impact with less and less effort.

Yes, that requires a profound shift in how we approach data. As I’ve written elsewhere, we’re on the cusp of a big shift in institutional models from scalable efficiency to scalable learning. In the scalable efficiency model, the role of data is to help us do what we’ve always done faster and cheaper. The focus is on efficiency.

In the scalable learning model, the focus shifts to harnessing the potential to create more and more value for stakeholders, starting with customers, and accelerating our ability to expand the value that we provide. I hasten to add here that, when I’m talking about value, I’m not narrowly talking about economic value. I’m talking about a much broader form of value in terms of addressing the needs and aspirations of the people we’re addressing – starting with customers, but also including employees, business partners, community members and, yes, shareholders as well. I remain convinced that those who adopt this broader view of value will be the ones to create rapidly expanding economic value.

Data is a key fuel for learning and therefore for expanding value creation. That’s something that not even solar can do.

Implications of expanding abundance

Here’s the thing. To unleash this expanding abundance, we’ll need to find more effective ways to come together to share the data we have. If we adopt the scarcity mindset, we’ll hoard the data we have and prevent anyone else from gaining access to it. But that limits our ability to learn from the data.

We’ll learn a lot faster if we invite a more diverse group of participants to come together to generate new insights and ideas from the data. So, the ability to generate expanding value from data hinges on our willingness and ability to come together, driven by a desire to learn how to create more value. That requires an abundance mindset.

An abundance mindset helps to build trust. If I believe that we have more than enough resources to create value for everyone, I’m much more likely to trust others. If I believe that we have scarce resources, my trust rapidly erodes – you may seem like a nice person but, at the end of the day, I want to be sure that I’m the one who can get those resources.

As I’ve written elsewhere, trust is a prerequisite for learning, especially learning in the form of creating new knowledge which requires taking risk and working with others. The more willing we are to trust each other, the faster we’re going to learn. And, if we come together in expanding learning networks (something I call creation spaces), we have the potential to unleash an exponential growth in learning by harnessing network effects.

But, is data all there is?

In focusing on data, we need to be careful about not limiting our vision. Sure, data is valuable, but it’s just the beginning. It provides us with a window to better understand the context that we all live in. But let’s not stop there.

We need go beyond the data and the context to understand the emotions and the motivations that drive us. That’s where the value ultimately lies. If we don’t understand the emotional and spiritual needs and aspirations of those we are trying to serve, we’re never going to provide the most meaningful value. As I’ve written elsewhere, we need to focus on heartset and spiritset, not just mindset.

The challenges ahead

If we’re going to unleash the full potential of data as a fuel, we need to recognize there are significant challenges ahead. Our institutions will need to be fundamentally re-designed to shift them from scalable efficiency models to scalable learning models. That will require very different approaches to leadership.

It will also require us to go to the most basic question of all: what is the value that matters? We will need to broaden our horizons from short-term shareholder returns to longer-term stakeholder value that in turn will generate unprecedented longer-term economic value. There will be a lot of resistance to this change on multiple levels, but those who address and overcome these roadblocks will find that data is a more powerful fuel than anything we have ever seen before.

Bottom line

So, data is an extraordinarily powerful fuel, far more powerful than oil and even more powerful than solar. Used in the right way, it can help unleash exponentially expanding value creation. What’s the right metaphor to capture the unprecedented potential of data as a fuel for our economy and society? For the moment, let’s at least view data as the new solar.


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Learning Communities – The Journey Ahead

Category:Collaboration,Community,Connections,Creation Spaces,Learning,Narratives,Opportunity,Passion

Now, more than ever, we need to learn faster. In a rapidly changing world, learning becomes a key driver of survival, not to mention success. But it’s a very different form of learning from the one we experienced in school or in our training programs – that learning is about sharing existing knowledge. That can be helpful but, in a rapidly changing world, keep in mind that existing knowledge becomes obsolete at an accelerating rate.

In this kind of world, the most valuable form of learning is creating new knowledge through action and by working together. How do we do that? We need to find ways to come together and participate in communities – but they’re a very different form of community than the ones that most of us know today.

Communities of interest

Many of us participate in communities of interest. They take many different forms. They could be a book club that meets monthly to discuss an interesting book. They could be an online social media group that comes together around a shared interest like gardening or blockchain. They could be a group that comes together in conferences framed around particular areas of interest – anything from certain genres of music to personal growth or business domains like marketing or digital technology.

These communities can vary significantly in size, ranging from 5-10 people in a book club to thousands of people at a large conference or in a social media group.

Participants in these groups share an interest and enjoy connecting with others to discuss this interest. Sure, there’s some learning that occurs in these groups but it’s fairly random and mainly about sharing existing knowledge.

Most of these communities are not driven to learn faster together. They’re just an opportunity to enjoy time together around shared interests. I wrote about the virtual version of these communities of interest more than 20 years ago in my book, Net Gain.

What’s missing in most of these communities of interest is an experienced and motivated moderator who can help the group to learn faster together. Moderators can be powerful catalysts for conversation and can help to focus the conversation on powerful questions that can inspire participants to come up with new ideas and insights as they embark on a shared quest to venture into areas they have not explored yet.

These groups also generally don’t create opportunities to step back and reflect. Do the participants carve out time on a regular basis to step back and reflect on what they’ve learned and on what new questions are emerging from their conversations? That’s very rare, but can be hugely valuable in focusing new learning.

Communities of impact

These are very different forms of communities. Participants in these communities are driven by a desire to act together in ways that can achieve increasing impact in a particular domain. It’s not just about action for the sake of action, it’s about achieving specific forms of impact. They are relentless in measuring that impact and seeking ways to increase their impact over time. That’s what motivates them to learn – they are seeking to discover new approaches that will help them to achieve more impact with less effort and fewer resources.

The core unit in these communities of impact is a small group of people – typically 5-15 people. In some of my other writing, I have referred to these units as “cells” or “teams.” These impact groups remain small because their success hinges on forming deep, trust-based relationships with each other. The participants in these impact groups get to know each other extremely well, both in terms of their strengths and their weaknesses, as well as their motivations. As I’ll discuss in another blog post, deep trust is a key to accelerating learning when it involves creating new knowledge. If the impact group gets much beyond 15 people, those deep, trust-based relationships become more challenging to build and maintain among all the participants.

These impact groups meet on a frequent basis – usually at least weekly and potentially even daily. As they form deep, trust-based relationships with each other, they become more willing to express their vulnerabilities and ask for help from others in their group. Participants in these impact groups connect on an emotional level and not just an intellectual level. They challenge each other if they sense that participants are becoming too passive or losing the excitement that motivates them to move beyond their comfort zone and they support each other when they sense that participants are becoming frustrated or overwhelmed by the roadblocks or obstacles they are encountering.

Participants in these impact groups are often driven by a very specific form of passion. I call it the “passion of the explorer” and I’ve written widely about it, including here and here. These impact groups can be found in areas that display sustained extreme performance improvement, including extreme sports and online war games.

Communities of impact scale by finding ways to connect the small impact groups into broader networks, that I have called “creation spaces.” In these creation spaces, impact groups can interact with the broader community and learn from the initiatives and experiences of the other impact groups in the community. These impact groups can pose questions to the broader network to see if anyone has any ideas or suggestions on how to come up with high impact answers. They can observe the approaches and impact achieved by other groups and develop new insights on how to achieve even more impact. There’s an interesting balance that emerges within these communities of impact – at one level, the impact groups are competing with each other to see who can achieve even greater impact but, at another level, they are collaborating with each other because they are driven by a shared commitment to increase impact.

Unfortunately, these communities of impact are very rare in our business and personal life. If we’re really committed to creating new knowledge through action together, we need to find ways to cultivate more of these communities of impact. This usually begins by finding an area that we are passionate about and then seeking to connect with others that share this passion and a desire to achieve increasing impact in that domain.

Often participating in these communities of impact can deepen our passion.  It can be very invigorating to connect with others who share our passion and to act together in ways that deliver increasing impact. That can help us to overcome our fear and deepen our excitement about the opportunity to make a real difference in areas that are meaningful to us.

These communities of impact can emerge from local initiatives, but they can also be catalyzed by organizers who see the potential for scaling learning. One powerful organizing tool to help cultivate communities of impact is something that I call opportunity-based narratives, that I have written about here and here. These narratives are very different from stories. They frame an inspiring opportunity out in the future, but they make it clear that addressing this opportunity requires many people to come together and take action. They are a call to action and a call to learn since they make it clear that the opportunity itself, and the approaches to addressing the opportunity, are not yet fully defined.

These opportunity-based narratives can help to focus the initiatives and learning of the participants in the communities of impact. They leave a lot of room for local improvisation, but they help to cultivate a shared commitment to the kind of impact that will make a real difference in helping this opportunity to materialize.

Physical communities

So, what does this have to do with the physical communities that we all live in? Most of these communities have a long history and they have basically become communities of convenience. We live there because we were raised there or because we were drawn by an opportunity for work or because of an attraction to a particular climate, setting or lifestyle. We likely have friends there but, unless it’s a very small town or neighborhood, we certainly don’t know everyone there.

Unfortunately, for an increasing number of physical communities, we’ve lost a deep sense of connection with the community and commitment to the success of the overall community. We have become increasingly passive and/or polarized.

Here’s an idea. What if we framed an opportunity-based narrative for our physical community – what amazing things could we accomplish if we all came together and committed to increasing our impact in addressing a shared opportunity? We could transform physical communities into communities of impact, starting with small impact groups, but rapidly scaling into networks that draw together more and more members of the community.

It can be done. Forty years ago, I was drawn to a physical community – Silicon Valley. There were many factors that attracted me, but one of the most powerful ones was the sense that this was a community driven by an opportunity-based narrative. More and more people were coming to Silicon Valley from all over the world because they were drawn by the opportunity to change the world by harnessing the growing potential of digital technology. It provided a sense of connection and shared commitment to increasing impact that I’ve found deeply inspiring for a number of decades.

Bottom line

We live in a world that is rapidly changing, bringing both exponentially expanding opportunity and mounting performance pressures. Harnessing the opportunity and overcoming the pressure will require all of us to learn faster, together. We can do that through communities of impact. If we can find ways to evolve our existing communities of interest and physical communities into communities of impact, we will find ways to come together to achieve far more of our potential. Let’s get started.


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Re-Imagining the Potential of Achieving Your Potential

Category:Connections,Context,Institutional Innovation,Learning,Passion,Potential

Many of us were living in fear, even before the current pandemic hit. But it’s interesting to me that, even in times of great fear, we have a hunger for hope. That’s been brought home to me by the number of people I’ve encountered (virtually) over the past several months who have observed that this crisis is prompting them to reflect on what really matters to them. And. most interestingly, they are actively seeking to accomplish more of what really matters to them, not just hold on to what they have today.

Let’s explore where this drive to achieve more of our potential might lead us.

What potential?

As humans, we all have infinite potential – we can cultivate a vast array of potential talents and accomplish amazing things. But, as motivated and talented as we might be, we’ll never be able to cultivate all those talents. We have to focus. Which of the infinite dimensions of potential will we choose to cultivate?

Passion can help us to focus. I’ve written extensively about passion, including here and here. To be clear, I’m focused on a very specific form of passion, something that I call the “passion of the explorer.” I encountered this form of passion in my research into arenas where there is sustained extreme performance improvement – I found that participants in these arenas had this specific form of passion.

People with this form of passion have three attributes: a long-term commitment to making an increasing impact in a chosen domain, a questing disposition and a connecting disposition. People with this form of passion have chosen a domain that deeply excites them – it could be anything from manufacturing or healthcare to knitting or big wave surfing.

This commitment to a domain, and to making an increasing impact in that domain, focuses us on the potential talents and abilities that we must develop in order to make an increasing impact in that domain. In my view, it is the most powerful motivation to learn and achieve more of our potential. If we find and cultivate this passion of the explorer, we will be driven to achieve the potential required to make a continually increasing impact in the domain. We will never let up – people who have this passion often talk about being in a marathon rather than a sprint because they recognize this is a long-term effort.

It’s the subject of another post, but I believe we all have this passion within us, waiting to be discovered. Some of us see it at a very early age but, for many, we still have not found it. In part, that’s because many of us have been told to forget about passion and simply acquire the skills necessary to earn a good living. In part, it’s because most of the institutions we work for are deeply suspicious of passion – people with this form of passion are not good at following orders and they are prone to take big risks in pursuit of the impact that matters to them. We’ve simply given up looking for the passion because our institutions and society discourage it.

That’s a tragedy, because that passion is there, waiting to be discovered and unleashed. And finding that passion will help us to achieve far more of our potential than any extrinsic motivations or simply grit or determination could make possible. By finding and focusing on our passion, we’ll achieve far more of our potential than randomly trying to cultivate as many of our talents as possible.

Achieving potential through impact on others

One interesting thing about passion is that it focuses us on increasing impact. That takes most of us outside of ourselves, because the impact is in the world around us, not inside us. That’s important because, many people, when they talk about achieving more of their potential, seem to be talking about going inward and just focusing on themselves as individuals. I’ve come to believe that the best way to achieve more of our potential as individuals is to connect more effectively with others in the world around us. And passion helps us to do this.

This happens in at least two ways. First, the way we measure increasing impact in a domain usually focuses on impact on others. Let’s say we’re passionate about designing tools and equipment that can help construction workers build better buildings. That requires a deep understanding of the context confronted by construction workers and the challenges they face as they go about their work. To develop that understanding, we would need to connect deeply with a broad range of construction workers. And, it would not be a one-time connection – we would need to stay connected so that we could explore how to have increasing impact on their work over time.

This doesn’t just apply to passion about designing products or interacting directly with customers in a marketing or sales context. Think about those who are passionate about fulfillment center operations (yes, there are those who are deeply passionate about this). Those people are driven to connect with both suppliers and logistics operators to understand how they can make more of a difference in their operations.

Now, I can hear the skeptics come up with examples of passion that are very much solo activities that don’t seem to involve impact on others. Think about people who are passionate about gardening – and it’s about cultivating their own garden, not the gardens of others. Or people who are passionate about woodworking and who don’t sell or share their extraordinary wood art with others.

There are certainly some extreme examples of people who are totally inwardly focused, but I would be cautious about whether those people are really passionate or driven by an obsession. There is a difference, something that I have explored here. One key difference is that passion helps build relationships and obsession inhibits them.

In this context, passionate people who are pursuing solo activities are still seeking to make an increasing impact, but the impact they are seeking is to inspire others and enrich the lives of others. Truly passionate gardeners show their gardens to others, not because they are showing off, but because they are driven to see what really has impact on others and to learn more about how to have even greater impact over time.

So, one way that the passion of the explorer helps to connect us with others is by inspiring us to achieve increasing impact on others. This passion motivates us to connect with others to understand the impact we are having and the potential for even more impact by addressing unmet needs or aspirations.

Achieving potential through collaborating with others

But the passion of the explorer motivates us to connect on another dimension as well. As I mentioned earlier, one of the attributes of the passion of the explorer is a connecting disposition. When confronted with new challenges and opportunities, people with this passion are driven to connect with others who might be able to help them come up with even better approaches to addressing those challenges and opportunities. They realize that, no matter how smart and talented they are, they will learn a lot faster and achieve more impact if they connect with others who share their passion or simply have expertise and insight that might help them come up with new ideas. People with the passion of the explorer are connected into much broader and more diverse networks than people who have not yet found their passion of the explorer.

So, passion motivates us to achieve more of our potential and drives us to connect with others on two levels. Rather than narrowing our horizons and isolating us, the drive to achieve more of our potential provides a powerful fuel to broaden and deepen our connection with others.

The power of diverse networks

That fuel becomes even more powerful when we begin to realize the network effects that it can unleash. As we’ve all come to realize, the value of participating in networks increases exponentially as the number of participants grows. In this context, we’ll begin to see that we can accelerate our ability to achieve more of our potential as we connect with more people, especially if they are motivated by a similar passion to achieve increasing impact in a given domain.

We can achieve even more of our potential if these expanding networks have greater diversity in terms of the backgrounds, skills and perspectives of the participants. If we’re just connecting with people who are similar to us, we’ll never learn as fast as when we connect with a more diverse set of people.

Of course, diversity can lead to fragmentation and loss of focus, but what makes this diversity so powerful is when everyone shares a commitment to achieving increasing impact in a specific domain and agrees on ways to measure that impact. Then we unleash the productive friction that can be a powerful driver of learning.

The need for institutional change

As we begin to realize the power of connection in helping us to achieve far more of our potential, we’ll begin to see how our institutional environment today limits our ability to connect, rather than expanding our ability to connect. As I’ve written about in the Big Shift perspective, our institutions today are driven by scalable efficiency models that focus on protecting existing stocks of knowledge, rather than helping us to participate in a broader range of flows of knowledge.

That’s why people with the passion of the explorer are often deeply frustrated within our existing institutions. They are often pounding the table, upset about the barriers that are preventing them from connecting in ways that will help them to increase their impact. That’s also why people with the passion of the explorer are often deeply suspect within our existing institutions – they’re the discontents and the troublemakers.

The growing realization that achieving more of our potential requires broader and richer ways of connecting with others will lead those with passion to see that our existing institutions are limiting our ability to achieve more of that potential. We need to shift from institutions that are driven by scalable efficiency models to institutions that are driven by scalable learning models, as I’ve written about here. This is a key reason why those who have been drawn into the human potential movement will eventually join forces with those who are drawn into social change movements. While largely separate today, these movements will need to come together to achieve their full potential, as I’ve written about here.

Bottom line

Achieving more of our potential is not an inward looking and isolating aspiration. If we truly understand that our potential is to make more of a meaningful difference in the domains that matter to us, we will begin to see that achieving more of our potential will require us to connect much more deeply and broadly with others. If we get this right, we will unleash powerful network effects that will enable us to learn at a much faster rate than we would have ever imagined possible and that will finally enable us to achieve exponential potential.


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Leaders Learn

Category:Collaboration,Leadership,Learning

If you’re not learning,

You’re not a leader.

If you’re learning alone,

You’re not a leader.

Leaders mobilize many

To learn together.

They inspire others with awesome opportunities,

Inviting people to come together

And venture out to the edge,

Beyond their comfort zone.

Leaders pose powerful questions

And ask for help from others

To find the answers.

These questions focus,

Inspire

And challenge,

While building trust.

They urge us all to explore

Uncharted land

And expand our horizons

While driven by a shared quest.

Leaders inspire others

To lead others

In their quest for answers

That matter

Which, of course,

Will only lead to more questions

To be pursued

In a never-ending quest

For expanding opportunity

For everyone.

Don’t measure leaders

By the number of followers.

Instead measure leaders

By the number of leaders

They unleash.

Dare I say?

Leaders inspire us

To pursue our exponential potential.


  • 1

Exponential Potential

Category:Collaboration,Learning,Opportunity,Potential

We’ve all been encouraged

“Achieve your full potential”

While offered with the best of intentions,

That limits our potential.

If we achieve our full potential

Is that all there is?

There’s so much more.

What if our potential

Is exponential?

What if we find that achieving

More of our potential

Unlocks even more of our potential?

What if we find that,

By connecting with others,

We create even more potential,

For all of us

Individually and collectively?

If we unleash this potential

It will soon go exponential

Without any end in sight.

But it will only remain potential

Unless we commit to act

Together

To explore

The frontiers around us.

The sky is not the limit

And maybe the universe isn’t either.

The more we embrace our exponential potential,

The more motivated we will be

To act together

To pursue it

Regardless of the risk.

We all have a hunger

Deep inside us

To achieve more.

We need to feed

That hunger

And watch in awe

As we grow

Beyond any limits

We might have imagined.


  • 0

Connections and Context

Category:Connections,Context,Creation Spaces,Flow,Learning,Narratives,Trust

As we sit in physical isolation, what better time to reflect on what helps to nurture deep connections with others? This is a natural sequel to my earlier blog post on viral flows.

Building deep trust-based relationships

As you probably know, I’ve long been a champion of flows that will help all of us to learn faster and to achieve more of our potential. The richest flows are those that occur among people as they interact with each other and build deeper relationships.

This is because the most valuable knowledge is tacit knowledge – new knowledge that we have acquired as we act in our specific contexts and that we have a hard time articulating for ourselves, much less for anyone else. As my colleague, John Seely Brown, likes to say, tacit knowledge is very “sticky” – it doesn’t flow easily because it’s challenging to share. The most effective way of accessing tacit knowledge is by forming deep, trust-based relationships that allow us to work closely together and watch each other in action.

Context matters

So, what’s required to build these deep, trust-based relationships? Well, of course, many things, but let me start by focusing on context. People trust each other only if they believe that the other person really understands who they are. And understanding who someone is involves the ability to read their context. None of us live in complete isolation, even in these trying times. We have a rich social and economic context that shapes our emotions, beliefs and actions.

Who are the people who matter to us and why? What are the economic pressures and opportunities that can motivate us to act? What is it in our environment that inspires us or, alternatively, fills us with fear? What are we trying to improve in our environment and why? Alternatively, what obstacles or barriers are we confronting in our environment that are limiting our ability to have the impact that matters to us?

The more we can show that we understand the context of the people we’re connecting with, and what they’re trying to achieve in that context, the more likely those people will be to trust us. And here’s the catch – contexts are fractal. Each context resides within a broader context.

For example, someone’s immediate context may be their nuclear family, their home and their job. But that context is shaped by a broader context of their extended family, their neighborhood and the department they work in. And that context in turn is shaped by a broader network of relationships, the town or city that the neighborhood is located in and the institution that the department resides in. I could go on, but you get the point.

We need to make an effort to understand those broader contexts for all the people we’re connecting with so that we have a rich understanding of the many factors that may be shaping their emotions, beliefs and actions.

And it becomes even more challenging. No context is static. In a rapidly changing world, the contexts we live in are rapidly evolving. We need to try to understand the dynamics that are shaping the context of others. The most powerful way to build trust is to anticipate how someone’s context is evolving and how their needs and aspirations might evolve as a result.

Create shared context

Building deep relationships is not just about reading context. It’s also about creating new context. How do we do that?

There are many ways, but one powerful approach is to frame an inspiring opportunity and powerful questions that need to be answered in order to address the opportunity. If we can frame an opportunity that can motivate us to come together and collaborate on shared goals, we’re much more likely to trust each other than if we see ourselves as operating in separate contexts with independent goals.

This leads me into my work on opportunity-based narratives. As I’ve written before, I make an important distinction between stories and narratives, even though most people use these terms as synonyms.

For me, a story is self-contained – it has a beginning, a middle and an end. Stories are about the story teller or some other people, they’re not about you, the people in the audience. In contrast, for me, a narrative is open-ended – it focuses on an opportunity or threat out in the future. It isn’t yet clear whether the opportunity or threat will be successfully addressed. The resolution of the narrative ultimately depends on you, in the audience – your choices and actions will determine how the narrative resolves. Narratives thus represent a powerful call to action.

For reasons I’ve discussed elsewhere, I believe opportunity-based narratives are particularly powerful in a time of mounting pressure when more and more of us are experiencing the emotion of fear. They can help us to overcome that fear because we’re coming together to achieve something that is exciting and inspiring.

Opportunity-based narratives can provide a context for framing powerful questions. What are the questions that need to be answered before the opportunity can be realized? Once again, these questions are a call to action, but they’re much more.

They provide an opportunity to express vulnerability – to openly acknowledge that we don’t yet have the answers we need and that we need help. Willingness to express vulnerability builds trust and that builds much deeper relationships. These questions also provide a very tangible context for our relationships with others – we’re coming together with the goal of answering challenging questions that can provide the key to unlocking big opportunities.

Deepening and scaling connections

Here’s a challenge. Really deep relationships don’t scale. This is why I’ve become a champion of creation spaces which I’ve explored in greater depth here. The basic building block of creation spaces is a small group of 5-15 people who come together very frequently (often several times each week) and who are committed to acting in effort to achieve a shared outcome. Their interactions focus on framing the actions that can have the greatest impact and reflecting on the impact that has already been achieved in a continuing effort to accelerate impact. By coming together in this way, the participants in each small group develop deep trust-based relationships with each other.

But how do these connections scale? These small groups come together into networks that provide a way for participants to connect more broadly in their quest to scale impact. They are connecting because they are inspired by the same long-term opportunity and driven to answer the questions that stand in the way of achieving the opportunity. These networks provide a context for collaboration in the quest to address a shared opportunity.

Bottom line

Context matters for cultivating connections. But don’t just take context as a given that needs to be seen and understood. That’s just the beginning. The most powerful way to cultivate connections at scale is to shape a new shared context that can bring more and more people together and encourage them to build deeper relationships with each other. Shaping shared context can help all participants to learn at an accelerating rate and recognize that they can accomplish a lot more together than they could ever achieve on their own.


  • 3

Viral Flows

Category:Crisis,Emotions,Flow,Institutional Innovation,Learning,Narratives,Strategy

For over a decade, I’ve been writing about the Big Shift. There are many dimensions to this shift, but our current crisis highlights the role of flows. In this post, I want to explore the paradox of flows – flows can be both a source of exponential growth and a source of severe regression. We need to understand both dimensions of flows if we want to flourish.

What are flows?

Flows take many different forms. My focus has been on the flows of knowledge that feed learning by helping to create new knowledge at an accelerating pace. At their foundation, these flows involve connections across people, including serendipitous connections that weren’t anticipated. Urbanization around the world has been accelerating for decades precisely because we have an intuitive sense that we will learn faster in densely populated areas than we ever could, even with all our digital infrastructures and connectivity, in small towns or rural areas.

The flows of people, and the knowledge we all possess, including tacit knowledge, are augmented by other kinds of flows – data, goods and money. These flows have expanded globally for decades and are supporting the flows of knowledge that help us to accelerate learning. They have been a key driver of increasing global prosperity and the rapid reduction in poverty in more and more countries.

There’s a growing realization that, the more of us who participate in these flows, the faster we will all learn. The more inclusive the flows become, the more we will all prosper, as the learning goes exponential.

Systems that thrive are ones that increase the flows over time – here I have been very much influenced by the work of Adrian Bejan and his Constructal Law:  there is a universal tendency toward design in nature, in the physics of everything, to evolve configurations so that they flow more easily, to create greater access to the currents they move.

The dark side of flows

But not all flows accelerate learning. Some flows become significant barriers to learning. What do I mean?

Let me start with something that has increasingly occupied my attention. Emotions tend to spread virally. If many people are feeling a certain way, other people around them become susceptible to the same feelings.

As I’ve written elsewhere, I am struck by the spread of fear as the dominant emotion globally – and that was before the current crisis! Fear can be contagious – if everyone around me is afraid, I am more likely to become afraid as well.

Emotions tend to cascade on their own, but they spread even more rapidly when amplified by news media that tend to focus on the latest disaster or crisis. When was the last time you heard a good news story (and I’m talking about even before the current crisis)? And, let’s not even mention the spread of fake news designed to amplify fear.

Emotions differ in terms of their impact on learning, but fear is one that has great potential to inhibit learning. If I’m afraid, I shorten my time horizons, I become much more risk averse and I become much less trusting of others. I’m much more likely to block the flows that will help me to learn faster because they increase uncertainty. Instead of flows, I seek stability.

As I’ve suggested elsewhere, fear in turn can become a catalyst for other emotions that become barriers to learning – hatred, anger, stress and loneliness. These can go viral as well. When we experience these emotions, we need to look within to determine whether and how fear might be shaping these emotions. Many of us are unwilling to express fear because it’s viewed as a sign of weakness, so we manifest fear through other emotions.

Of course, there are other flows that can become barriers to learning. Viruses of all types – human and digital – can spread rapidly and block our efforts to learn faster. The more connected we are, the more vulnerable we can become to these viruses. We need to find more effective ways to anticipate the emergence of these viruses, contain their spread and limit the damage they can cause. We need to understand how destructive these viruses can be, not just in the short-term, but also in the longer-term, if we allow them to diminish the flows that support learning.

Crises as a catalyst for change – and progress

Crises can, of course, strengthen the barriers to learning and change, but historical experience also suggests that they can become catalysts for change by providing us with an opportunity to reflect on our experience and explore new approaches that can help us to achieve more. They may provide us with a greater appreciation for the flows that accelerate learning and increase our desire to strengthen the flows that accelerate learning. My hope is that our current crisis will drive us to expand the flows that accelerate learning and find ways to reduce the impact of flows that are obstacles to learning.

Let me offer one example. Over the past several decades, Western companies have increasingly outsourced activities and off-shored them in the quest to reduce costs. We have seen the growth of global supply chains.

But here’s the problem. These global supply chains are exactly what the name implies – rigid connections among a select few participants that are tightly managed to become as efficient as possible. Scalable efficiency at its best!

While very efficient in stable times, these supply chains become vulnerable to disruption when large-scale, unexpected events occur. In rapidly changing times, we need to move from supply chains to supply networks. Rather than a very limited number of suppliers in our supply chain, we need to expand our reach to encompass much larger and more diverse networks of participants so that we can become much more flexible in responding to unanticipated events.

But there’s more. Companies that move in this direction tend to take a very short-term, static view of their network. They need to access a given set of resources or services, so the focus is on how to do the best short-term transactions – buy low, sell high.

The supply networks that will thrive in the future are those that focus on how to cultivate scalable learning over time among all the participants – what kinds of long-term relationships can be built that will accelerate learning and performance improvement among all the participants? These are very different kinds of networks, but they can be very powerful in terms of harnessing network effects and increasing returns. Evolving networks in this direction can be very challenging because they will require fundamentally different business and technology architectures, but the rewards will be significant. And the current crisis could be a powerful catalyst in motivating us to move in this direction.

Broader institutional change

Moving from supply chains to supply networks is just one dimension of much larger institutional change that we will need to drive if we want to strengthen flows that accelerate learning. As I’ve written before, we are in the early stages of a Big Shift that will require profound institutional transformation. Our institutions today are driven by a model of scalable efficiency. In the quest for scalable efficiency, we have tightly specified all activities that need to be performed, highly standardized those activities and tightly integrated all those activities. In other words, we have created institutions that are highly resistant to flows.

In order to thrive in a rapidly changing world, we need to shift our institutional models from scalable efficiency to scalable learning. Scalable learning institutions focus on creating environments that will help all participants – not just those in research labs or innovation centers – to learn faster in the workplace by addressing unseen problems and opportunities to create more value. These institutions seek to expand their participation in a broader range of more diverse flows so that they can accelerate learning.

Dampening the negative effects of flows

To tap into the potential of crises to accelerate learning we’ll also need to find ways to dampen the negative effects of flows – here, I’m referring to the spread of fear as the dominant emotion. What can we do to reverse that?

Those of you who’ve been following me for a while can anticipate my answer – we need to frame inspiring, opportunity-based narratives that can help people to overcome their fear and move forward together. As some of you know, I make a significant distinction between stories and narratives which you can find here.

We very much need people who can frame these opportunity-based narratives and motivate people to take near-term action that can help them to learn faster in their quest to achieve the longer-term opportunities identified by the narratives.

Just as fear can become contagious, the emotions cultivated by opportunity-based narratives – excitement, hope and passion – can become contagious as well, helping others to overcome their fear and join forces in the quest for something inspiring. Rather than becoming barriers to learning, these emotions can become powerful accelerators of learning. People with passion flourish in flows while those without passion can be overwhelmed.

Flows and filters

Flows can become overwhelming if we don’t have a way to focus. This is another powerful role of opportunity-based narratives – they help to focus us together on inspiring opportunities. Rather than becoming overwhelmed by flows and being pulled in a thousand different directions at once, we can begin to apply filters to help us find the flows that will help us to learn faster to address the specific opportunities that have been defined.

In this context, I’ve become a strong proponent of zoom out/zoom in approaches to strategy. These approaches focus on two very different time horizons in parallel – 10-20 years and 6-12 months. On the zoom-out side, the challenge is to align around a view of the longer-term future and the opportunities that will emerge in that future. On the zoom-in side, the challenge is to align around 2-3 initiatives that can be taken in the next 6-12 months that will have the greatest impact in accelerating movement towards the longer-term opportunity.

This approach to strategy is certainly relevant to businesses that have become increasingly consumed by short-term quarterly results and responding to whatever is happening in the moment. But it can also be very valuable for all other institutions and communities and even for each of us as individuals.

This strategy is powerful on many dimensions, but on one key dimension, it helps people to overcome their fear by framing a powerful longer-term opportunity (see the connection with opportunity-based narratives?) and then focusing them on near-term action that can deliver quick impact and build confidence that the longer-term opportunity can be achieved.

Bottom line

Crises can be a catalyst for change. It is up to us whether we choose to harness this potential for change. We have an opportunity to drive change that will significantly expand and enrich the flows that can help all of us to learn faster and achieve far more of our potential. We all have an opportunity to flourish by learning faster together. Let’s find ways to make learning viral.

In this context, I cringe at the use of the word “resilience” in describing how we should respond to this crisis. As I’ve written before, most people use resilience with the intention of “bouncing back” – getting back to where we were is the goal. Why would we want to just get back to where we were? Why not view this as an opportunity to leap forward by learning from our experience and driving the change that will help all of us to get better faster?


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