What can we learn from experiences of transformation outside of the organizational context, that we might aid us in re-configuring our organizations to a more healthful relationship to their enviroments (and internally)? Here are some compelling reflections on radical transformation, using the example of the Christian experience of metanoia, from Carman de voer. Interesting conversation, Carman!
Hi Lisa, Your summary is superb: “every worldview generates values and a structure of living in accordance with that view.”
Senge’s Fifth Discipline seems to locate transformation (shift of mind or perception) within a crisic framework [i.e., there is an emotionally stressful event or traumatic change in a person’s life]. Transformation also appears to involve a radical re-ordering of reality. Hence, Senge’s recourse to Christian terminology, such as “repentance” [metanoia—lit. shift of mind] (p.13) with its veiled allusion to baptism.
In the adult baptismal ceremony there is “death” (falling backward into water), “burial” (disappearing under the water) and “resurrection” (emerging cleansed and renewed from the water). Senge declares, “what a shame that a man must “die” before he wakes up” (p.161). [Emphasis mine]
Transformation thus appears to include an epiphanic event that evokes seismic shifts in the tectonic plates of our assumptions. As history shows, the “Christian” worldview—espousing the death of a pre-existing order– did generate values and structures in accordance with that view, to quote you Lisa.
In keeping with your references to “perception” Senge says that transformation—‘metanoia’ (p.13) results in “cleansing the lens of perception, awakening from self-imposed distortions of reality” (p.161) It’s telling that Senge speaks about “awakening”–as if one has been asleep in a death-like state.
Scrooge’s Metanoia and Organizational Conscience
Hi Lisa,
Wikipedia describes metanoia (changing one’s mind) as “embracing thoughts beyond its present limitations or thought patterns.”
Ebenezer Scrooge’s metanoia seems to support this definition. But Scrooge’s “shift of mind” also appears to have been a group experience. Could metanoia have occurred apart from the Spirits? To illustrate, Scrooge says, “I will honour Christmas in my heart, and try to keep it all the year. I will live in the Past, the Present, and the Future. The Spirits of all Three shall strive within me. I will not shut out the lessons that they teach.”
It therefore seems unlikely that Scrooge could have transitioned from a “mechanistic” to a “systems” worldview without the Spirits. In turn, without metanoia he would not have “learned” (i.e., created a learning organization—I liken metanoia to an electric charge sent through frozen water pipes to “change” the ice to water).
The Spirits fostered commitment to the long term (shared vision), surfaced shortcomings in his worldview (mental models), helped him see the larger picture (team learning) and enabled Scrooge to see how his actions affected his world (personal mastery).
Organizational Conscience
But the Spirits also submerged Scrooge into intense scrutiny and group assessment. Perhaps the Spirits were schooling Scrooge in “double-loop learning” (i.e., teaching him that his development depended on questioning and challenging norms)? Regrettably, organizational conscience is not discussed in LO literature. Perhaps I’ve overlooked it.
Your thoughts Lisa?
P.S. I wonder how many seals I’ll see while walking the Stanley Park SeaWall today? I’m heartened by the appearance of buds–it seems that they, like me, are impatient for Spring. The ocean always inspires awe and elicits my respect–and, through its vociferous grandeur trumpets my abysmal ignorance.
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