Ron and I thoroughly enjoyed this read. A good deepening as we plan an anti-pesticide campaign, the political system and the nodes, and the fallacy of 'scaling'. We have seen that people are ready for change, do not want toxic food and farming anymore. The system has to be enough numbers or voices telling the state agencies and lawmakers to change the rules and stop enabling the systemic conflicts of interest. We are finding a lot of people waiting for our leadership and we have to learn as we go, not wait for our evolution.
It’s been my experience in business that leaders want to ‘roll’ programs and processes out to achieve maximum economies of scale. One stop shopping, copy-pasting the same one-size-fits-all thing. Sure, I understand in global companies, they want one consistent technology platform for example, but we often neglect the distinct aspects of the different cultures, regions and people in that process. So everyone gets sheep-dipped in the same program regardless of their unique situation or state. I’ve been in organizations where every manager had to have Situational Leadership training. That was it. A fragmented, piecemeal approach at scale. ... So thanks so very much for explaining the pitfalls and a better way- a Development approach based on unique Living Systems !
Ron and I thoroughly enjoyed this read. A good deepening as we plan an anti-pesticide campaign, the political system and the nodes, and the fallacy of 'scaling'. We have seen that people are ready for change, do not want toxic food and farming anymore. The system has to be enough numbers or voices telling the state agencies and lawmakers to change the rules and stop enabling the systemic conflicts of interest. We are finding a lot of people waiting for our leadership and we have to learn as we go, not wait for our evolution.
It’s been my experience in business that leaders want to ‘roll’ programs and processes out to achieve maximum economies of scale. One stop shopping, copy-pasting the same one-size-fits-all thing. Sure, I understand in global companies, they want one consistent technology platform for example, but we often neglect the distinct aspects of the different cultures, regions and people in that process. So everyone gets sheep-dipped in the same program regardless of their unique situation or state. I’ve been in organizations where every manager had to have Situational Leadership training. That was it. A fragmented, piecemeal approach at scale. ... So thanks so very much for explaining the pitfalls and a better way- a Development approach based on unique Living Systems !
First hand experience is the best teacher. If we reflect which is you tendency I have noticed.