category archive: Strategic Leadership

Book Review: Communities of the Future Could Flourish amid Technological Change. Here’s How.

Media headlines devote an increasing amount of attention to how governments and large corporations can plan for the future. We know change is coming: in climate, in demography, in the availability of natural resources, in the structure of economies.

Yet little attention—until now— has been given those who must live the effects of those changes: the community leaders and their constituents who battle floods and heat, deal with aging neighbors and their needs, find ways to educate children who were born digital, and not least match the newly jobless to new work, in a shifting economy that is likely to be further disrupted by automation in coming years.

Rick Smyre and Neil Richardson propose a new vision for the future of local communities

Rick Smyre and Neil Richardson propose a new vision for the future of local communities

In their new book, Preparing for a World that Doesn’t Exist—Yet: Framing a Second Enlightenment for Communities of the Future, Rick Smyre and Neil Richardson address that lacuna. They fill it with worthy insights for community leaders who want to think and plan now for a world being overturned by technology and its effects. The authors are persuasive in their reminder that since communities are where change is implemented and felt, it is in communities where a transformation in leadership and planning must take place. As they point out, reforms do not actually change systems, only transformations do.

A New World Requires a New Language

The book is not an easy read. It is overflowing with neologisms: Master Capacity builder, the Creative Molecular Economy, and Polycentric Democracy are just a few of many terms the authors use to describe their new concepts. But stick with them, and a method behind this lexical riot begins to come clear.

If we are in fact at the edge of a wholly new world, visible to us only through the weakest of signals on the horizon, we will need a new language to describe it. Smyre and Richardson call this a‘different kind of different’ understanding. The authors describe this new world through a set of discrete principles that repeatedly stress how we will shortly live in environments that are interconnected, interdependent and in which non-linear effects unfold.

What this means is that we need a new community strategic narrative: a way of talking about and living in communities in a way that we are not used to. Everyday life in a thriving future community may feel at its best like a constantly unfolding set of connections, opportunities and solutions. This is a far cry from a daily routine that, if it is routine, satisfies us with its orderliness and lack of surprise. We will all need to learn anew how to live in this kind of future. What Smyre and Richardson propose is that we can learn, and that our community leaders can help us to do so.

An Exhilarating Vision, A New Story for Local Communities

Preparing for a World that Doesn’t Exist Yet is ultimately exhilarating — it swings from provocative abstractions to concrete recommendations and ideas, including worksheets, to address communities’ educational, governance, economic and healthcare needs in the emergent future.

Take, for example,the future economic framework they envision.

The “Creative Molecular Economy,” as distinct from the industrial and knowledge economies before it, will be characterized by a constant state of disruption (thus it is ‘creative’) and by individual entrepreneurs who will co-create “products, service and ideas” through “interlocking networks” (thus, molecular).

After working through this idea, the authors turn to the concrete ways that communities can plan for and leverage this state of affairs. Does a community need, for example, concept papers to begin thinking about how to get more start-up capital for entrepreneurs in the door? Could a Futures Economy Council in the local chamber of commerce seed a network of future-minded citizens? What about pilot programs and events that begin to introduce citizens to this new economic structure? Yes, yes and yes, of course.

In these narrative swerves, Smyre and Richardson have created a book seems to resemble the future they envision: It overflows with connections and interconnections, big ideas and micro-plans, leaps and deep observations. The book isn’t linear, so you don’t have to read it in order to appreciate the authors’ vision of future communities that embrace technological change, while helping all of their citizens realize their best potential.

You can buy the book on Amazon here.

**Disclaimer. I know the authors and am mentioned in the book’s preface.

Posted in: Books & Films, Decision making, Innovation, Politics and Policy, Strategic Leadership Tags: , , , , , , , , , ,

If You Want to Generate Strategies for Future Success, Start with Narratives and Metaphors

Terms like metaphor, myth, story and narrative are not necessarily the first that come to mind when considering how to develop a future-facing national strategy. But they should be. This point was made in brilliant ways by the participants at the Atlantic Council’s second annual Global Strategy Forum in Washington DC earlier this week.

Metaphors Shape how We Understand Reality

Our collective understanding of reality is shaped in profound ways by metaphors. A metaphor is a statement suggesting that something with which we are unfamiliar is like something with which we are familiar. New technologies often produce new metaphors for how we understand society writ large. The idea of the “networked organization,” for example, grows out of a comparison with computer networks. Being able to generate metaphors about the future can help strategists pave the way to creating the systems or processes that will be required for success in it.

I had the honor of sharing the opening session stage with DARPA Director Dr. Arathi Prabhakar and Rhodes College political scientist Jennifer Sciubba and our moderator Toffler Associates CEO Deborah Westphal to discuss Strategic Foresight.

Arathi talked about DARPA’s investments in artificial intelligence, Jennifer explored some of our myths about global demography, and I addressed our need for anticipatory metaphors (beginning at 44:21).

When Conditions Change, so Must Our Strategic Narratives

Despite our 3 different topics, we all stressed that changes in our global condition means that we must think in new ways about how to be successful. As the conditions of the industrial age fade away, so will our ability to define success in the terms of that era.

When global trends portend dramatic change, as ours do now, we must assess how we think about success, and rewrite the stories and myths that guide us in our quest to compete successfully. A hundred years ago, technological conditions privileged size—big tanks, and sizable armies could take territory and resources. Our guiding principle for success became: lets get big and control large spaces.

The rise of computer networks changed our social metaphors. We think in terms of networks now: social networks, networking, and everything from human bodies to neighborhoods as networks. We didn’t simply discover that all of these phenomena are arranged as networks, we applied a guiding metaphor to discover ways in which they are like networks.

My question is: what’s next? What will be the guiding metaphor of 25 years from now? The organization that can begin to frame an anticipatory metaphor-the future of our own imaginations- is preparing itself conceptually for the future. After that, structures, processes and systems will follow.

And while our conversation at the Atlantic Council was about the American role in the world, the basic takeaways for how to generate strong strategy apply to organizations everywhere.

To see the entire day’s sessions, go: here.

 

Posted in: Conferences, Decision making, Innovation, National Security, Strategic Communication, Strategic Leadership, War and Violent Conflict Tags: , , , , , , , , , , , , ,

Creating an Innovative Workforce in a Large Bureaucracy: Lessons from the U.S. Air Force

Strategic Narratives for innovationIn 1963, Air Force pilots were awarded NASA’s Project Mercury astronauts the Collier Trophy by President Kennedy for their pioneering work in spaceflight. Today, the Air Force seeks to innovate anew

The idea that bureaucracy inhibits innovation is far from new: Political scientists in the early 1960s were already making the charge that, “There is a growing feeling that modern organizations and particularly the large, bureaucratic business and government organizations, need to increase their capacity to innovate” (Victor Thompson, Administrative Science Quarterly, June 1965).

Fifty years later, this ‘feeling’ continues to grow, often in bureaucracies that have also grown in the interim. The US Air Force is one such institution. Yet, there are creative ways to advance, as my opportunity to spend a day earlier this month with the Air Force Chief of Staff and an advisory group of my peers made abundantly clear. A diverse group of us were gathered-technology entrepreneurs, corporate CEOs, government executives, futurists and Air Force officials—to share ideas and offer our recommendations.

Although we talked extensively about practical fixes that could begin to create new pockets of innovation across the Air Force, we all agreed that ultimately the United States government as a whole will need a new way of thinking about innovation and failure. This new strategic narrative will tell a story about the US government as innovative, respectful of necessary failures, and open to true diversity of thought.

The Challenges to Innovation Facing Large Bureaucracies are Formidable
The challenges opposing innovation are formidable.

Like other large bureaucracies, the Air Force has:

  • A globally distributed workforce-in this case it is over 300,000
  • Mission critical areas in which failure is not an option
  • Decision-making that lies beyond its ability to control: Congress and the White House have a strong say in how the Air Force allocates its resources and defines incentives for performance
  • A deeply embedded structure for performance and advancement
  • A budget that is static and set by others

The lack of control over much of their own destiny, coupled with a stringently defined mission, makes it difficult to incentivize innovation. As the Air Force officials explained to us, the Service can best reward new problem solving approaches only at the tactical level, over which it has authority. Strategic innovation is more complicated.

Yet, doing nothing is not an option, in the view of the Air Force. The need to innovate is pressing. While the United States Air Force once had a clear advantage among other nations, global power shifts and the democratization of technology have made it much simpler for states and non-state actors to advance. Like other elements of the United States government, there is palpable concern these days that without establishing the conditions for innovation, the United States will fall behind, with consequences that have not yet been contemplated by national leaders.

When Mission Failure is Not an Option, Incentivizing Failure as Part of Innovation is also Difficult

One of the key recommendations for organizations seeking to innovate is to permit, even encourage failure. At the Pentagon, we discussed corporate leaders in the technology sphere who encourage failure, knowing that it is a necessary part of successful innovation.

Yet unlike a private corporation, the Air Force must explain itself to Congress, which does not look kindly on resources or programs are anything but highly successful. Neither the mindset nor the way in which budgets and programs are evaluated currently support useful failure. Other government agency or corporate managers seeking to drive innovation from below may recognize this problem as well.

How to Introduce a Culture of Innovation

The ideas that my colleagues and I came up with over the course of an afternoon, although designed to serve the Air Fove, may hold value for the leaders of similarly large, bureaucratic or networked organizations.

  • Public private collaborations are essential to accelerate innovation. Opportunities to work on a project with colleagues from other institutions could be a reward for innovation as well
  • Develop an expectation that a certain amount of failure is not only tolerable, but productive. Identifying a threshold of expected failure (20%, for example) can be a useful metric to show that innovative ideas are being developed and tried. This kind of mindset can be introduced to those who hold the purse strings, like Congress.
  • Create rewards and incentives that are not financial when the budget is fixed. Millennials (and even non-millennials!) may appreciate a shorter workweek or the opportunity to work on projects of their choosing more than money.
  • Ensure better teamwork by “translating” different fields to one another. In order to accelerate productive collaborative work, interdisciplinary team members need to understand the values, norms and vocabularies of their colleagues. This kind of understanding can be encouraged organically by embedding team members with their counterparts, so they can absorb how others talk and work. It can also be productive to surface this need and hold workshops or other guided discussions in which teammates explicitly translate their work to others.
  • Develop teams in which diversity of thought is encouraged and nurtured. In many cases, external signs of diversity (race, ethnicity, gender) are markers of diversity of thought because different people experience the world differently, but sometimes there are no external markers. Seek people who think and create differently from one another, and encourage the conditions in which those differences are valued.

These are practical steps by which a large bureaucracy can begin to establish a collective narrative of innovation that resonates throughout the organization.

If you would like to discuss developing an innovation narrative in your organization, I’d be pleased to hear from you at [email protected]

Posted in: Decision making, Innovation, National Security, Strategic Communication, Strategic Leadership, Workforce strategy Tags: , , , , , , , ,

Craft Your Past in Order to Shape your Future: the Power of Legacy Stories in Strategic Communications

History belongs to the victors, it is said. But victors also arise because they have asserted interpretive control over their own history. Unlike most inheritances, the narrative that we inherit about who we are and what we are like is one that we have the ability to shape.

Powerful communicators understand that they have a meaningful degree of control over the way they interpret their legacy.

Legacy narratives are the stories that we have inherited that tell us who we are and our place in the world. No one is born without one — we are all born into something, a context, a country, into wealth or poverty, into a family that feels it once was great and has now fallen, or one that feels it is on the ascendent.

Institutions function the same way. The individuals who make them up enter them or lead them learn those narratives when they arrive on the scene. In fact, one of the ways that we become attached to institutions is by absorbing and championing their legacy identities. Companies, schools and universities, and national governments work hard to instill a sense of their legacy in their stakeholders.

When the conditions for success change, the legacy story may no longer be effective

Library of Congress Family

You can interpret your legacy-the story into which you were born-in ways that productively guide your future story.

Legacy stories serve as a touchpoint that helps us explain our current conditions and why we are successful (or failures).

When conditions change, however, the story may suddenly lose its explanatory power, pushing other institutional practices out of alignment.

Case Study: Structural Changes can displace a strong sense of legacy

In in the mid-2000s, I began work at a Fortune 500 company that had just gone from employee-owned to publicly owned. The shift from an employee owned company was a topic of big discussion. Some people had gotten wealthy in the shift, others not so much, but the more salient story was about the disappearance of a shared identity when employee ownership disappeared. People’s sense of who they were had disappeared.

The narrative that people had shared for many years about the firm was that it was a place where independent ideas and attitudes were valued, and where great ideas could find a home. This identity was wrapped up in employee ownership. And when that disappeared so did many people’s sense of loyalty and identification with the firm. In the ensuing years, while I was there, the transition was rocky. We went through several CEOs and multiple internal organization changes.

With greater attention to the symbolic narrative around employee ownership, the firm’s leadership could probably have smoothed that transition considerably. They could have communicated more effectively to employees how important values like independence of thought among employees would continue to be valued.

Case Study: Strong legacies can inhibit necessary changes

A strong sense of legacy can make it very difficult to initiate necessary changes. I saw this firsthand as the CEO of a global membership organization. It was fifty years old, was bleeding members and badly needed to change its ways and modernize. But it had a very powerful legacy story about ‘how things were done’ and ‘who we are’ that was maintained both internally by employees and externally through many of its members. They had helped to build the organization.

This legacy became a barrier, and it became my job to stitch the organization’s existing story to its potential future in a new way. I was fortunate to have advisors around me who helped me to communicate with those who were most afraid of change with more grace than I might have otherwise, and with respect for the important legacy of the organization.

Take Control of Your Legacy Story

The distinct quality of legacy stories is that they can seem static and unchangeable. You know that a legacy story is in operation when someone tells you “that is just the way we are” or that “this is how we have always done things.” The value of the legacy seems to grow as time goes on.

Legacy stories are like magnets that attract and repel— eventually everything that happens can seem to be either because of the central story or in spite of it. They get heavier. They get harder to move. They get harder to change. The story itself takes on the power of immovable fact.

But it doesn’t have to be this way.

Legacies are rewritten successfully when organizations or members of them start telling the story differently. This may be a grassroots effort or a conscious decision on the part of leaders.

A Quick Note about Ethics

One small but important note about ethics and integrity. Making up pasts out of whole cloth or lying about the past is not the route to lasting power and not what I am talking about here. Ethics and strength go hand-in-hand. People know when legacy stories are being stretched or when they are being told without integrity or respect for their basic facts. Within that ethical band, though, we have room to create from the ingredients of our inherited stories, those that will guide our intentions and communicate our values going forward.

What is Your Legacy Story? Is it Hurting or Helping your Ambitions?
Do you have a legacy story that is holding you or your organization back? Here are a few questions to ask to help clarify:

  • What are our legacy stories?
  • How do we use our legacy story? Do we use it to perpetuate the status quo or to mobilize change?
  • What are the forgotten parts of our legacy? Are any of those usefully revived in order for us to reinvent ourselves?
  • Are there values or activities that we are interested in pursuing in the future? How can we link our legacy to new initiatives in ways that fortify and support our new directions, and that help explain to outsiders what we are doing?
  • What are the key moments or events that seem to illuminate the theme of the legacy story? Are there other moments, or events or even representative figures who should be brought in in order to begin shifting the story?
  • Legacy stories are often told in legacy syntax, using habitual turns of phrase. What happens if you retell the story in a different way and what does it illuminate?

If you have comments about legacy stories or questions, I’d welcome hearing from you. You can reach me at [email protected] or via the contact form here.

Posted in: Intercultural Communication, Marketing & Branding, Strategic Communication, Strategic Leadership, Uncategorized Tags: ,

Let’s Celebrate the 2nd Anniversary of “A National Strategic Narrative”

This has been a tough spring for national cohesion in the United States. Automatic federal spending cuts called sequestration kicked in after Congress failed to agree on how to manage the federal budget. The Senate voted down a bill that would expand background checks for gun purchasers, despite strong support around the country. And bombings at the Boston Marathon committed by young men hovering between foreign identity and American citizenship confused any clear idea of American identity.

This makes it a good time to mark the two year anniversary of A National Strategic Narrative, published in April 2011 by aNational Strategic Narrativeuthors Captain Wayne Porter, USN and Col Mark Mykleby, USMC under the pseudonym Mr. Y.

The document grabbed the attention of politicians and pundits here in the United States, and foreign ministers in Europe and the Middle East. Perhaps most important, it garnered attention from everyday citizens for proposing a reinvigorated American identity and role in the world. Continue reading

Posted in: Books & Films, Decision making, Intercultural Communication, International Politics, National Security, Politics and Policy, Strategic Communication, Strategic Leadership Tags: , , , , , , , , , , ,

Post-Boston: A More Effective Battle of Ideas (Part II)

Boston MarathonReprinted from The Globalist, April 24, 2013

Instead of getting sucked into heat-of-the-moment reactions to Boston, let’s base our responses on a more stable paradigm of contemporary global terrorism. To fight a battle of ideas successfully, one must first show what one is going up against. Amy Zalman makes the case that there are three distinct trends in terrorism — Hybrid, Multi-motivational and Narrative Terrorism.

This paradigm is evolving, but several trends are coming into view and are likely to deepen in the future:

  • Hybrid terrorism:

In traditional categorization of terrorists, there are “lone wolves” who are unconnected to any organized group and those who are members of organizations.

Today, a hybrid type appears to be evolving: someone who works without full organizational support or direction, but who is not working in total isolation from others. Continue reading

Posted in: Crisis Management, Intercultural Communication, International Politics, News and Journalism, Political Analysis, Politics and Policy, Strategic Leadership, War and Violent Conflict Tags: , , , , , , , , ,

Resilience Narratives Key to Resilient Systems

The 2013 World Economic Forum Conference that began today in Davos is dedicated this year to resilient dynamism. As Arianna Huffington noted earlier in the day, the key concept that gives rise to the need for resilience is our global interconnectedness. Quoting Rockefeller Foundation President Judith Rodin, she cites five attributes that resilient systems characteristically share:

  • Spare capacity
  • Flexibility — the ability to change, evolve, and adapt in the face of disaster.
  • Limited or “safe” failure, which prevents failures from rippling across systems.
  • Rapid rebound — the capacity to reestablish function and avoid long-term disruptions.
  • Constant learning, with robust feedback loops.

Huffington adds a sixth, “the will to want to be resilient.”

To that list, I feel we must add a seventh requirement for the present and future, Resilience Narratives: stories that will help disparate and potentially adversarial players see themselves as active participants in collaborative futures. Continue reading

Posted in: Conferences, Crisis Management, Decision making, Intercultural Communication, International Politics, Politics and Policy, Strategic Communication, Strategic Leadership Tags: , , , , , , , , , ,

A Presidential Campaign, but No Presidential or National Narrative

A presidential campaign is an exercise in storytelling. Each candidate is always seeking to tell the most compelling story of the nation, one that both reflects who we think we are and projects into the future the kind of nation we’d like to be. The very occasion of campaign, with its promise of renewal, should be a strong backdrop for the symbols, themes, images and practices that tie past and future of a nation together.

This year, both Romney and Obama have struggled to find their foothold in a narrative that works. As the near tie in popularity makes clear, neither has a mandate, and neither has told a story with a powerful sense of forward momentum. Continue reading

Posted in: Narrative forms, Political Analysis, Politics and Policy, Strategic Leadership Tags: , , , , , , ,

How Power Works in the 21st Century

We live in stories. That is, we are always in the process of trying to make sense of what is happening to us and around us. That process drives us – to vote, to go into the street and fight for a nation, to make changes in how we consume, or to do none of the above.

Political leadership that understands that stories, perceptions, values, ideas, culture are present wherever there is human activity have a powerful tool for understanding what drives both change and apathy.

There is no name more firmly associated with linking political power and values and ideas than that of Joseph Nye. He coined the term soft power, which is power that stems from the intangible sources such as “institutions, ideas, values, culture …” as he explains in The Future of Power.

Earlier this week, The Globalist published my article, How Power Really Works in the 21st Century: Beyond Soft, Hard and Smart. In it, I explain how, in a networked, information driven age, the power of symbols and ideas is always an important part of the strategic landscape. Nye’s insight that culture, ideas, perceptions, stories has been deeply assimilated into strategic thinking—a great tribute to him. But the insight has outgrown the categories that once described them. Continue reading

Posted in: Crisis Management, Decision making, International Politics, National Security, Political Analysis, Politics and Policy, Public Diplomacy, Strategic Leadership, War and Violent Conflict Tags: , , , , , , , , ,

Numbers as Narratives: Review of World Economics Website

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In popular imagination, narratives and numbers are opposites; the nebulous and imaginative versus the precise and factual. In public policy, narratives our political leaders often rest on numbers in the form of statistics, indices, averages, probabilities. Numbers are so compact, so easily legible, that it is easy to forget they are themselves stories: shorthand renderings of someone’s point of view about which facts are important and how to interpret them.

The World Economics website promises to put an end to any such complacency. The site, whose editor Brian Sturgess I met recently in Baku, has compiled a small mountain of counterintuitive and thought provoking challenges to clichéd uses of numbers to narrate what’s happening in the world.

Among a few of the site’s provocations: Continue reading

Posted in: Decision making, International Politics, Narrative forms, National Security, Politics and Policy, Strategic Leadership Tags: , , ,