Share some fragments of thought on Direction And Systems And the ways they keep us stable and sometimes also on.
The organizations are dogmatic: they have a memory through systems and processes (on the structural side) and myths, rituals and beliefs (on the social). HAS change is an act of violence against all these things.
It is not accidental: we build our organizations to persist, do not breathe with the winds of change on Wednesday afternoon. Stase, friction, difficulty in change makes us safer and can also be the deep cause of failure. In this sense, our challenge is to create systems that are dogmatic, but pragmatic, at the right time, which tell me about a social capacity to introduce ambiguity, have uncertainty and “sense of meaning” in a dynamic and continuous manner, while remaining without friction in case of need.
All of this is a question of judgment, in disputed and conflicting information spaces. We may have to be strong, but flexible and determined, but curious. Which looks a bit like “hurry up and stay motionless”.
The system and the process in themselves have no feeling, but the social context of these things does. Unsurprisingly, it is the people within the systems that make them social (while making them effective).
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