Evolutionary Organisations - Nonviolent Communication...• You can be skilled (or not) in dozens of different ways:affect regulation, cognition, language, music, spiritual, kinaesthetic,

Evolutionary OrganisationsBringing the

OrganisationalMachine to Life

Terrence Bishop

Based on the bookReinventing Organizations

by Frederic Laloux

Who is Terrence Bishop?• Self-taught businessman,

traveller, rich, then not, 3failed marriages, then not,student of life, publicspeaker, writer and lover,evolutionary advocate.

• My Purpose – to serveevolution, or the emergenceof more freedom, love andbeauty in the world.Because I can.

Today, a guy excited about the possibility ofa vibrant future for CNVC and the global

community of non-violent language specialists.

6/09/2015 Evolutionary Business - T errence Bishop 2

What do I want?

• To bequeath to future generations a world inwhich they can be physically healthy.

• To live in a world that is awake enough to notfeed me poisons as food or medicine, or denymy freedom of thought or expression.

• To reveal and nourish freedom, love andbeauty in my world.

• Today: to share a vision of the powerfulpotential of an embrace by CNVC and RO.


What Problem?


Change is Happening

• New Consciousness is Already Emerging*• New ways of seeing, sensing and responding to

dynamic environments– Changing markets, regulatory environments, staff

demands, consumer demands, executive needs• New values, new business models, new language• Case studies reveal solid patterns of change

– New organisational structures– Supported by new business processes– Inspiring new forms of work and livelihood


Is the ‘New Consciousness’ Real?

• Evolutionary emergence is the one constant• The way we are is not how we once were• In the future, modern ways will be seen as primitive


About Developmental Models

• All models can be used as tools or weapons, dependingon the intent of the practitioner– Tools that enable discernment and skilful action.– Weapons used to judge and justify oppression.

• Some models seek to justify violence, some seek toend it by understanding it then choosing to not do it– “to understand everything is to forgive everything”*

• Without a model, without understanding or a vaguesense of how cause and effect flow, we are lost.

• Like choosing words to convey an idea, choose modelsthat serve your efforts to fulfil your purpose.


Ken Wilber’s Integral Model

• Does not claim to be ‘the truth’, or that moreis better, or that things should be a certainway

• A collection of observations on the nature ofour human experience that seem to be truefor everyone who has a look for themselves

• In my life, the most useful of all tools in myquest to know myself and serve my world.


Integral Essentials• You have an inner world and an outer one, and you are both alone and in

relationship with your world… 4 aspects of existence, 4 domains of truth, 4ways to see.

• Everything evolves – matter (from hot gas to bio-ready planets), life (from plants tocomplex animals), mind (from toddler to sage), relationships (from needy to loving),societies (tribal to technological).

• You have at least 3 major sates you transition between – waking, dreamingand deep sleep. Other states include happy, sad, day dreaming, busy,withdrawn, supportive, etc.

• You can be skilled (or not) in dozens of different ways: affect regulation, cognition,language, music, spiritual, kinaesthetic, values, aesthetic (art and beauty), etc.

• You have preferences that orient you to choose as you do – e.g. right now, youchoose what you perceive based on what you value from your experience

• Integral theory does not argue better or worse, right or wrong, and anintegral lens on life does suggest that freedom and love are morepleasurable than bondage and fear. I agree. I choose that.



RED ORGANIZATIONSStreet gangsMafiasMercenary armies

Like a Wolf Pack:Living in a dangerous worldGroup control through fear

Toughest as leader6/09/2015 Evolutionary Business - T errence Bishop 11

Unhealthy Red:Domination hierarchies

Bullying and manipulationChronically fearful

RED BREAKTHROUGHS1. Invention of leadership2. Enables group focus

Red Benefits:Large task achievementSurvival through bonding


AMBER ORGANIZATIONSCatholic churchArmiesGovernment agenciesPublic school systems

Like an Army:Rigid rulesImpersonal rolesLeadership by appointment


AMBER BREAKTHROUGHS1. Formal hierarchies2. Replicable processes

Amber benefits:Enables large organisationsPersistent goals through time

Unhealthy Amber:Abuse of power

Workers as ‘slaves’Difficult to adapt and change


ORANGE ORGANIZATIONSMultinational organisations- McDonalds, Coke, ToyotaAirlines, large miningGlobal Money and Banking

Like a Machine:Assembly of defined, discreet functionsPredictable and controllableLeadership based on effectiveness


ORANGE BREAKTHROUGHS1. Innovation2. Accountability3. Meritocracy

Healthy orange includesand upgrades amber

rules, roles and leadership

Orange Benefits:TechnologyAugmented sensesExtended capabilities

Unhealthy Orange:Humans as machines

Progress maniaArrogance of success


Notice…

• With each new worldview, the way everythingis done differently

• Each new emergence involves rethinking everyaspect of our ‘way of doing things’…– beliefs about why and what we are doing– purpose, language, metaphors, myths– organisational model, task and process structures– goals and success measurement


GREEN ORGANIZATIONSStarbucksSouthwest AirlinesZappos.com (*)Ben & Jerry’s

Like a Family:Relationships matterMinimal hierarchyHappiness for everyone


GREEN BREAKTHROUGHS1. Values-driven culture2. Empowerment3. Stakeholder model

Green Benefits:Inclusive and holisticSensitive and empathic


Unhealthy Green:• Against all forms of hierarchy.• Deconstructs leadership.• Vulnerable to values gridlock.

Healthy green includesand upgrades orangeinnovation, leadership

and systems skills

The green worldview ischallenged to reconcile

innovation and leadershipwith the need to be

inclusive and sensitive


Green Polarities

Constructive Emergence• Challenges dominator

systems and hierarchies.• Includes individual views in

group processes.• Uses praise to support

growth.• Skilled in taking diverse

perspectives to argue forwhat is best.

Extreme Expression• Rejects all leadership.• Rebels against all systems.• Lets personal agenda

disrupt group processes.• Defensive against criticism.• Prone to bullying when

confronted by perceivedobstruction to what is best.


What’s next?

• Study by Frederic Laloux• Case studies involving 30 organizations

– From a few hundred to several thousand staff– Engineering, retail, health care, mental health,

schools, media, food processing, e-commerce, +– Short and long value chains

• Reveals new organizational model that offersmajor breakthroughs in efficiency, staff andclient satisfaction and market performance


TEAL ORGANIZATIONSBuurtzorgMorning StarPatagonia+++

Evolutionary


TEAL-EVOLUTIONARYBuurtzorgMorningstarPatagonia

Like a Living System:Evolutionary growthInternally governed adaptation to changeSense and respond relationship with environment


TEAL BREAKTHROUGHS1. Evolutionary Purpose2. Self Responsibility3. Wholeness

Evolutionary

All 3 combine to remove the needto use subtle violence

to bring order to group endeavours


Teal Breakthroughs

Evolutionary PurposeSelf Management

Wholeness

InnovationAccountability

Meritocracy

Enables group focusInvention of leadership

Values-driven cultureEmpowermentStakeholder model

Replicable processesFormal hierarchies


Unfolding Patterns

red amber orange green teal

structure fluid,personalitybased

rigidpyramid

pyramidwithtunnels

empoweredpyramid

living system

leadership fear rules hero servant inspiration

decisions top-downimpulsive

top-down(rulebased)

top-down(impactbased)

consensus adviceprocess

promotions boss’darling

credentials bestachiever

mostrespected

holds bestspace

compensation by decree salary incentives team bonus selfdetermined

transformation back toroots

diagnosis,design,remedy

culture shift re-viewpurpose andprocesses

Perspectives from Philippe Bailleur


TEAL BREAKTHROUGHS1. Evolutionary Purpose2. Self Management3. Wholeness

Teal Benefits:Self-responsive to threats and opportunitiesEnables creative potential of all workersEliminates executive decision overloadStreamlines processes to improve productivity



Evolutionary Business

• Inner Rightness• Life as a Journey• Building on strengths• Dealing gracefully with adversity• Wisdom beyond rationality• Striving for Wholeness

– others, life, nature

Taming the Fears of the Ego

By Katherine Woods, Meeting Magic


Subtle Violence

• Non-consensual denial of the freedom to decide foryourself what you will think, believe or do next.

• Widespread, ingrained use of subtle violence inworkplaces, schools, families, intimate relationships,family court, on TV, in games, movies, marketing,social services, etc.

• So common as to be hard to see.

the sickness of our culture is the epidemic of subtle violence


Subtle Violence Epidemic• Forcefulness and manipulation are the accepted subtle

weapons in the war of competing human fears…– Forcefulness –imposing a view of ‘the truth’, demanding

certain patterns of behaviour, bullying, domineering -threat of punishment.

– Manipulation – coercion, half-truths, non-disclosure,rumours, negativity, refusal to agree clearly to anything –threat of withdrawal.

• Where a context includes a spoken or unspoken threat(of punishment or withdrawal) for non-compliance to arule you did not agree to, language becomes aninstrument of subtle violence.

• NVC is the tonic the world needs to treat the subtleviolence that is currently engulfing us.


EVOLUTIONARY ESSENTIALSWhat is Teal and How to Evolve


Part 218 October, 2015

Evolutionary Purpose

Why the organization existsWhy am I involved?• Assumptions about what matters• Hierarchy of purpose and function

(not of power or people)

Essence of Focus and Commitment

Supporting practices:RecruitmentEmpty chair meeting practice


Evolutionary Purpose

Patagonia's Mission Statement (actual)Build the best product, cause no unnecessary harm, use business to inspireand implement solutions to the environmental crisis.

The Imaginary Institute for Studies into the Use of Language as anInstrument of Subtle Violence

To serve the evolution of our species through the development, trainingand use of non-violent language forms in all contexts, including theworkplace, schools, intimate relationships, families and communities.

We intend to be a provider of meaningful support to those wanting toevolve their own consciousness and language to no longer practise orsupport subtle violence.

All Purpose eventually becomes a variation on serving others to openinto more freedom, love and/or health.


Evolutionary ProcessesStrategy

Product managementand innovation

Targets

Performance Management

Meetings

Competition

Profit and market share

Planning and BudgetsMarketing

Change management

On BoardingRecruitment


Self Management

• Everyone is powerful– no-one is the boss of anyone else– and the CEO is still the visionary

• Highly structured without hierarchies– e.g. human cell, morning traffic, forest– daily blogs, forums, transparency

Essence of Distributed Intelligence

Supporting practices:advice process for decision makingdeep listening for conflict resolutionpeer recruitment and evaluation


Decision Making• Hierarchical vs. Consensus vs. Both• Transcend and Include: Advice Process

– seek advice from people with expertise– seek advice from those impacted by decision

• Not everyone is equal in all matters– fluid hierarchies of recognition, influence and skill– protocols for discerning domains of influence

• Live with the consequences of your decisions– self and peer reviewed– transparency and harvesting


Remuneration

• Everyone decides their own pay level– valued by usefulness of perspectives

and willingness and skill in sharing– hybrid package of salary and incentives

• Advice process feedback from local committee• Everyone knows everyone’s package

– transparency removes salary as a stressor


Inner Self Management

• personal transformation required…– finding your role in the creation of every outcome– self evaluating behaviour in every context– self measurement of contribution and flow– awareness of changing emotional states– acknowledging to others of mistakes– identifying the ways others made success possible


Self Management ProcessesDecision Making

Project managementPerformance management

Staff functions

Compensation and incentivesJob titles and job descriptions

Dismissal

Crisis managementMeetings

Conflict management


Wholeness

• More than just the driven, rational achiever• Space for play, intuition and vulnerability• Honesty about strengths and weaknesses

Supporting practices:• Ground rules for safe space

– Emotional realities, mental perspectives, spiritual views• Office or factory building design and decor• On-boarding process• Meeting practices

Essence of Creative Engagement


Reinventing WholenessStorytelling

Compensation and Incentives

Recruitment

Working Hours

Meetings

Job titles and job descriptions

Conflict Resolution

Feedback and EvaluationsSafe Space

Office Spaces

On Boarding Dismissal processes


Wholeness Coming Home

• personal transformation required– know that when you are navigating without fear,

your success is assured – there is always enough.– receive graciously all events and changes as

invitations to learn – nothing is by accident.– welcome the influence of others in the co-creation

of your shared future.– be unafraid to explore, to experiment and to fail.– know that you know for sure only one thing.


Teal Light

• Seek wholeness that includes personal gain– new way of seeing creates new way of being

• absence of subtle manipulation or bullying• confident in abundance vs. fearful of scarcity• focused and playful, open and unafraid

– less serious, less dramatic, more purposeful– values rational, emotional & intuitive domains– evolutionary purpose drives words & deeds– willing to be surprised, to learn and be humble


Teal Shadow

• Healthy ego over-inflates to narcissism– insistent about ‘how it should be’– devalues views of others– complex defences against critique and regret

• …can lead to the Master Manipulator– uses ‘skilful means’ in service of self– can justify or reframe almost any ethical challenge– uses drama to destabilise then influence systems


Case Studiesco. name market span staff

AES global energy company global 40,000

Buurtzorg in-home aged care support Holland 8,000

ESBZ secondary school Germany 500

Morning Star America’s largest supplier ofprocessed tomato products

US 2,400

Patagonia clothing company US 1,350

BSO/Origin IT consulting global 10,000

Sun Hydraulics valves and manifolds global 900

Sounds True media company US 90

RHD non profit social services US 4,000


Case Study - Buurtzorg

• Dutch in-home aged care service provider• 0-80% market share in 7 years• 8,000 staff and < 30 in head office• Reduced costs,

better health outcomes• Happier nurses,

clients and society


Case Study Patterns• Clear common purpose

– Personally relevant to everyone in the organisation• Self-management

– Commitment to learning and to being responsive– Respect for the decisions of others– Freedom balanced with obligation to the collective

• Mental-emotional safety– Absence of subtle violence in processes and flows– Building trust through transparency

• Ongoing conversations about how the principles apply inreal-world contexts


How to Get There?• Commit to teal principles

– Find a teal consultant local to CNVC HQ– Build a thumbnail plan to announce and begin

• Energize the Change– Frequent internal communication– Engage internal coaches– Establish evolutionary purpose forum/blog

• Harvest your Evolutionary Purpose– Invite into words what has always been true– Wholehearted agreement confirms desire to participate– Protocols for deconstruction and review


Going Deeper…• Explore existing assumptions

– Prediction, control, power, processes– Explore how existing systems (or the absence of systems)

nourish or degrade core values• Explore through dialogue…

– Personal transformation to sovereignty and wholeness– Changes to business systems and processes– Train on how to experiment and decide

• Implement advice process• Explore ‘sense and respond’ approach

– Invitation to share opportunities and harvest rewards


Everyday Processes

• Rituals processes –practices designed to evokea way of seeing that serves teal principles– Remembering Purpose – why are we here?– Listening into Deep Presence with others– Exploring vs. instructing – mutual development– Watching for State Changes in self and other– Starting with Thank You … “It’s all good!”– Practise of welcoming problems


Transformational Hooks

• Remember your shared evolutionary purpose– bring your passion to all you do at work.– commitment to manifesting the shared vision.– develop a natural clarity on priorities.– develop a natural trust in colleagues.– develop a naturally contagious enthusiasm.



• Remember to keep communicating…– evidence of an emerging worldview is the

presence of conversations about it.– evidence it is stabilising is the harvesting of the

descriptions of new task and interpersonalprocesses to support old functions.

– if an evolutionary approach is agreed upon, keepthe conversations flowing towards clarity on howto embody wholeness and sovereignty in theprocesses you use to fulfil your purpose.



• Remember to listen with the ears of the heart– sensitive to the context of shared purpose.– hears and embraces both reason and feeling,

structure and free flow of the creative.– accepting and yet discerning, open yet alert– natural integrative intelligence that is the seat of

creativity.



• Remember that context creates meaning– watch for meaning displacement across contexts– open to new and more constructive meaning in

the present context

• Welcome the Return to the Seed of Purpose– tool to bring fear or vested interest into view– be willing to name bullying or manipulation when

they occur in ways that lead back to purpose


CNVC POSITIONINGNVC and it’s potential role in the evolutionary movement


NVC and Evolutionary Teal

• The essence of teal is the absence of subtle violence inthe language that defines the work context.

• The essence of NVC is a description and practise of astructure of language that is inherently non-violent.

• Every participant in a teal workplace will have theirown form of NVC.

• NVC for the corporate profit-driven context can bepromoted as the oil that lubricates a transition into amore profitable and resilient teal way of working.


Where to from here?

• decide your purpose• www.reinventingorganizations.com

– resource rich research– connect to a teal community– find teal consultants

• build the impulse to transition to teal throughcontemplation and conversation

• let go, open up and evolve – the change hasalready begun


http://www.reinventingorganizations.com/

Markers of TealIn your workplace now…• autonomous by nature, creative by design• working understanding of how life works in a given

group context• can respond meaningfully in real time to

unexpected events in a group• welcomes ‘bad’ news as an opportunity to improve• can include everyone in a decision and still make it• can be direct when needed• able to juggle budgets and deadlines with the

creative chaos of great outcomes

Teal expressions in a healthy teal space…• sees more, comments less• offers fewer instructions, asks more questions• less assertiveness, more mutability• less critical, more supportive• less rules, stronger core values• less dramatic, more innovative• fewer games, more directness• seeing more, suffering less• less serious, and quick to laugh

as a MANAGER...• transparent with all information• inclusive of the wholeness of others• still the hero, but as the facilitator of a nourishing context• less removed from the realities of workplace action• quiet facilitator that is not obvious unless you know to look

training to see what was once invisible• worldviews, layers and stages• beliefs and personality, love and fear• the balance of freedom and responsibility• innocence, beauty and courage in the face of the fear of old

beliefs

Study and build new processes for business and life flow• perceiving the objects of purpose, freedom and wholeness• review decision making and project planning• hiring, performance management and team HR• remuneration and career planning• contemplate the core purpose in every decision context• often 'holding space' for the group to shine, attentive in every

interaction to the agreed-upon purpose of why we are here


Thank You!www.evolutionary.life

[email protected]@evolutionary.life

Healthy Body, Clear Mind, Happy Heart

(under construction)

http://www.evolutionary.life/

mailto:[email protected]

mailto:[email protected]

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Evolutionary Organisations - Nonviolent Communication...• You can be skilled (or not) in dozens of different ways:affect regulation, cognition, language, music, spiritual, kinaesthetic,