The Fractal Wheel of Design Thinking
Organizations are like plants and forests- they all share initial growth, conservation, release and reorganization.
The growth of plants requires having good seeds, good soil and balanced nutrients all within an inviting environment.
Assuming the environment and the seeds needs are met, the challenge is for having balanced nutrients. This is well-explained in what is known as the Liebig’s barrel representing the theory of constraints. It is the shortest stave in the barrel that is the prime limiting one in determining the capacity of the wheel.
This barrel and in spite of its importance isn’t sufficient because the missing element of nutrition may be interacting with other parts or all of the other elements and its shortage will cascade to the other elements.
The Soil Mineral Wheel was first introduced by D. Mulder to reflect on the importance of the interactions between minerals in the soil. Arrows aimed away from each other show mutual mineral interference and antagonism. These interactions show antagonism in which the presence of one element decreases the presence of part or all other elements. In contrast, Arrows aimed at each other show mineral synergy. the stimulation relationship is wherein the presence of one element leads to the increasing availability of few or all other elements.
The interactions among these elements are complex- a nutrient interacting simultaneously with more than one nutrient. This may induce deficiencies, toxicities, modified growth responses, and/or modified nutrient composition. The wheel shows visually the interactions and the resulting complexity.
Other factors adding to such complexity are the insurance of the quality of planted seeds and the need for a healthy climate to support the germination and subsequent growth of the plant.
The Organizational Mineral Wheel
Organizations grow like plants grow from the seeds that we plant in their soil. The farmers are responsible for guaranteeing that only good seeds are selected and who share the responsibility for taking care of the resulting crop.
Now, if we have good farmers and good seeds, friendly environment what would be the critical factors for the successful growth of the germination and growth of the plants? What are the types of interactions among them and whether they are antagonism, stimulation or buffered as if the interactions didn’t change anything?
Literature search revealed many different opinions on the main minerals (factors) that should be on the circumference of the wheel. Some references suggested seven factors including: clarity, certainty, commitment, strategy, structure, systems and skills. The image below represents superimposing the soil wheel atop the Liebig’s Barrel.
Overlaying Liebig’s Barrel atop the Soil Mineral Wheel
In our VUCA world (standing for Volatility, Uncertainty, Complexity and Ambiguity) the above model is questionable. Bridgespan finds that truly effective organizations exhibit strengths in five key interrelated areas: leadership, decision-making and structure, people, work processes and systems, and culture.
Key Elements of Effective Organizations: Bridgespan’s Organization Wheel
Culture represents in my view the soil for plants. Culture is the emerging property of the way people in an organization interact.
The Challenges to construct the Organization Mineral Wheel
In many views trust is seen as a key mineral component that has to be present in the “soil of an organization”.
What adds to this complexity is that trust itself is an emerging property of interactions. Let me explain by example. I combined two approaches in one image to explain my point
The right part of the image explains the feedback effect. If we place trust on the circumference of the Organizational Mineral Wheel then we are placing a dynamic property that changes with time. So, what trust and at what level are we talking about? Trust maybe a fractal-like and the more we dig into it, the more we shall discover.
This isn’t the only issue. The other issue is trust might reverse direction by blinding us to the need to trust with verification. Trust grows fast eventually and then we need to tame it with verification. Same is with excessive love, reliance on talents and other aspects of social behaviors
The growth of organizations depends on the support of their leaders. If leaders exercise empathy so that the employees will produce more this may happen for a while with a reinforcing loop emerging (the image below Part 1).
This works fine, but for a while, because the employee shall get burnout and her/his productivity drops.This will create a negative downward loop. The less productive the employee is, the more dissatisfied the leader shall be. The negative loop emerged after sometime and wasn’t present at the beginning or was unnoticeable being ineffective. Such time gaps between the loops makes the predictability of their outcome difficult indeed (Part 2 in the image below).
Back Loops Are Natural
The above discussion extends to all facets of life, If you love a girl excessively you shall eventually lose her. This is because the more love you have, the more jealous and controlling you become.
We have limited capacity to grow. Capacity determines the diameter of the Organization Mineral Wheel, We are limited by this capacity. When we reach our the limit of an organization’s capacity what would happen? A balancing and countering loop shall emerge.
All throughout history societies have undergone fractal social cycle. I discussed this before;. The image below shows the cycle and its phases, Ideas cause exponential growth to grow and then a counter balancing loop emerges to atbilize the. Again, eventually a stabilizing feedback loop shall emerge leading to the next release phase. This is followed by reorganization of the society into new structures.
The social cycle is very similar to the Panarchy even though the two carry different names for the four phases. They are both made of Growth, Conservation, Release and Reorganization. They look different because of the different names we give to each phase.
It is all about self-reinforcing loop at the beginning in all of them til lat a later time a balancing loop emerges.
Because of rapid growth conservation emerged
Because conservation emerged release emerged
Because release emerge self-organization emerged
And the loop starts again
The growth of plants, the growth of societies and the growth of organization have very similar loops. These cycles keep repeating at lesser and lesser times to form fractals .
The Fractal Growth of the Logistic Equation
The logistic equation is subject to the same reasoning that applies to Panarchy and social cycles for it also undergoes the same phases. These are growth of population, conservation, release and re-organization.
If we just look at the bifurcation diagram of the logistic equation you shall see what I mean.
Conclusion
In deign thinking we need to cater for the front and backward loops, or the reinforcing and stabilizing groups. It shall be interesting to form the “Organization Mineral Soil wheel” and place the controlling factors and their interactions on the circumference of this wheel like we do for minerals on the Wheel of Minerals. This visual presentation may help group think in identifying the needed minerals and to decode the possible interactions among them so that may enable us to take “Dynamic Decisions”. I mean decision that adapt with time and to cope with the adaptations of the organizations over their life spans.
I dedicate this post to Gary-Gregoire Coquillo, MSc.- with whom I had recently enjoyed few very informative exchanges of comments. Few exchanges, but they impacted my thinking resulting the penning this post.
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التعليقات
Ali Anani
منذ 3 سنوات #33
Franci\ud83d\udc1dEugenia Hoffman, beBee Brand Ambassador You are right. My daughter because of the lockdown can't go to one particular restaurant to enjoy her favorite meal. Now,she cooks it at home. She searched the web for the recipe and how to cook her meal. Now, she is happy she is learning how to cook. Congrats on your achievements on WordPress. You shall get more successes.
Ali Anani
منذ 3 سنوات #32
Ali Anani
منذ 3 سنوات #31
Richard Foster
منذ 3 سنوات #30
Ali Anani
منذ 3 سنوات #29
Harvey Lloyd When you hold yourself and refrain from getting carried away you stay in the balance region. This is what you did. Unfortunately, many people stretch too far the rubber band. This results in the chaos we see today. The fear of corona is a living example. Exaggeration caused the problems that we started to surface out.
Ali Anani
منذ 3 سنوات #28
Harvey Lloyd It is the mathematics of the exponential growth my friend that are inflamed by the feedback of interactive relationships that cause the system to move far away from their balance (as my two diagrams show). For example, success and happiness reinforce each other and suddenly the system gets far from balance. When this happens and a system passes its no-return-point it has two choices. Either it rearranges its structure into a new balance or it becomes self-destroying and that is the end. This is exactly the reason I referred in the green curve in the post to the logistic map by using the population growth simulation. When we fall prey to the predator success. This is to allow for the feedback effect and the power law to explain what happens.
Harvey Lloyd
منذ 3 سنوات #27
As a parent we get to see this tension first hand and its very personal. We watch our children deal with everyday tension in values, needs, wants, hopes and actual outcomes. It is not so much the outcome being perfect that brings happiness for me. It is knowing a seed i planted many years ago is being harvested in wisdom. A seed of win-win working itself out in youth is not always pretty. But is that seed that holds the tension of choices in a valuable place. Most of this tension is within family and extends to the community they participate. The value of win-win has now been passed down from parent to child and the child is displaying it in community. This is merely one value i hold in tension and has served me well. But we do get to see at a very personal level the tension created in parenting, being harvested in the world.
Harvey Lloyd
منذ 3 سنوات #26
I understand complexity of the human at a fundamental level. My total lack of understanding is in the tension discussed. Holding things in tension means outside forces are placing a rubber-band around our own thoughts. This is a natural phenomena within the human paradigm. Not every human thinks alike. My misunderstanding is the belief that the rubber band can be made to go away. Mainly how success or failure is measured against the tension-less seed verses the tensions naturally concurring in the human performance. We plant seeds in humans and then we expect corn every time. When we get beans we don't see the tension of competing values, we see a bad seed. Certainly we have bad seeds, but not every bean is a bad seed. You may even find out you needed some beans. Thanks for your kind words it is a subject i am interested in, but my side of that equation is unwinding complexity for success. How to bring people into the realm of understanding the fundamentals of human behavior and beans are fine along the journey to success.
Ali Anani
منذ 3 سنوات #25
Harvey Lloyd I don't know why complexity science isn't a topic that you write about. Your previous comments on my other post about relationships and here in your writing "They must balance the factors you show SCARF. This must be balanced within the individual within the group, within the community. Managing this tension is always the key to ones self preservation" you prove your deep understanding of this topic. Here in the quote you scale up from the individual to the group up to the community. This is a fractal and is a core element of complexity science.
Harvey Lloyd
منذ 3 سنوات #24
Yes. When we look at a seed it holds nothing in tension. The soil, nutrients and other factors either exist or they don't. The seed performs as expected or it doesn't. Humans do hold things in tension. They must balance the factors you show SCARF. This must be balanced within the individual within the group, within the community. Managing this tension is always the key to ones self preservation. Managing the competing tensions in our own hearts is always a complex issue.
Ali Anani
منذ 3 سنوات #23
Harvey Lloyd Yes, because tasks vary but almost invariable the vision stays as is. Relating issues to variable is like somebody is asking me to go to a place when I am moving- say, driving my car and away already from the new assignment. There must be somebody else nearer to serve the task. However; the vision is the crystal that remains intact.
Harvey Lloyd
منذ 3 سنوات #22
This type of analyses always amazes me. I am certain that if you went to each company where the survey was performed, you would find a vision statement of some value level. Every task is and should be aligned with that vision. This is the unifying of the fields of many seeds. Tasks are easy to see and measure. The light is on the light is off. The true test of solidarity is when each person within a task can sight the reason the task is important. This only comes from a team that the vision is a part of everyday operations. One of the key vision statements we have in our organization is 1-Degree. This statement says that with each student, each day our tasks are attempting to alter the students course by one degree. We are not fixing, changing or doing tasks. Our system is gauged on the fact the student is engaging differently because yesterday the course was changed by one degree. This vision is more important than the task. We can select from many different tasks to accomplish a goal. Add many personality types to the mix and start measuring task, disaster. Asking each personality does the task meet the one degree vision, then each personality will choose from their own stable of ideas the best task. Measure the vision not the task.
Ali Anani
منذ 3 سنوات #21
Harvey Lloyd Exactly and your comment reflects what the SCARF Model says about employees' aspirations. SCARF stands for Status, Certainty, Autonomy, Relatedness, Fairness. You are referring to relatedness in your comment. Yes, if the employee wants to do that we may help them even to leave and work somewhere else to feel relaxed.
Ali Anani
منذ 3 سنوات #20
Harvey Lloyd Very subtle comment. What you ended it with is my wisdom for the day "Forcing the bean to become corn will never end in self organizing systems, without direct leadership engagement at every decision. No synergy.:. What makes things worse is miscommunication for various reasons that the employee would say that my understanding was to produce beans and not corns. I read a survey in which director generals of many companies were asked to define the prime tasks of their deputies. The same question was addressed to the deputies to outline their main tasks as they were understood from their director generals. The consistency was less than 50%
Harvey Lloyd
منذ 3 سنوات #19
https://www.pinterest.com/pin/119838040059511118/ I think your seed analogy goes well with the suggestion. Corn, beans and other food plants all have different requirements for optimum growth and production. So goes personalities. We should stereotype folks because of personalities, but the idea should help us be better nutrients to each other. I find it interesting that we attempt to understand nature and harness the unique values we find. For some reason in humans we attempt to make everyone into corn seeds. Leadership is about determining the seed type and helping that person harvest their natural seeds. You may not need carrot seeds but helping that person determine they are great carrots can propel their future, even at a different company that needs carrots.
Ali Anani
منذ 3 سنوات #18
Harvey Lloyd Your concise comment in which you write "Seeing another's values acting out in small things shows us their ability to apply these in large things". You remind me of a story that I experienced. I was onboard an industrial establishment. In a meeting we discussed the selection of a new employee for a senior position. His CV and recommendations were outstanding. Ll the members of the board approved his nomination except I. I was doubtful that a man born of clay would have 100% integrity. So, I asked for the list of references. I phoned one of them who I knew well. I asked him over the phone what he thought of the candidate and he surprised me with the perfect image he communicated. Upon insisting on him to tell me any weak trait he knew of, he replied that it was his honesty being dishonest sometimes. I verified the info and it proved to be true. I refused o sign his appointment. Still he was selected to ruin the company and to find that he stole huge sums of money. Yes, small things are quite telling if we see their butterfly effect.
Harvey Lloyd
منذ 3 سنوات #17
Ali Anani
منذ 3 سنوات #16
Harvey Lloyd I wish people would see trust as you elegantly defines it here. The story of the director shaking hands in honor of a promise he gave is spot on. I wonder my friend what you think of the suggested personality traits wheel. You are the one to say if it is feasible or not. Your comments always shake up my head in admiration and in thinking beyond them.
Harvey Lloyd
منذ 3 سنوات #15
Harvey Lloyd
منذ 3 سنوات #14
Ali Anani
منذ 3 سنوات #13
Jerry Fletcher I thank you for your interest. I look forward to your next comment. Please enjoy your coffee. I drink Turkish coffee mostly with little froth on top.
Jerry Fletcher
منذ 3 سنوات #12
Ali Anani
منذ 3 سنوات #11
Dear Debasish Majumder Thank you for the positive words you bestow on me. However; I am a little bit disappointed. This post has drained my energy in writing it. The reaction so far and after ten hours pf publishing it is far below my expectations. I believe this is one reason you don't publish as frequently as you used to. No matter what I shall continue sharing my thoughts. AT least there are still readers of your quality.
Ali Anani
منذ 3 سنوات #10
Dear Debasish Majumder People react to the media.If the media covers the fungus (which is currently a local thorny issue) then you would see much higher levels of engagement. This is a sad fact of life. Big companies, as you mentioned, make huge profits and it serves them to keep things as they are. It is greed. As regarding social distancing it is the most effective measure right now. In Jordan and for the last four days not a single case of infection were reported. However; the social costs and the financial costs are negatively impacting the economy. To be honest, I hope that this virus was not even intentionally manufactured.
Debasish Majumder
منذ 3 سنوات #9
Debasish Majumder
منذ 3 سنوات #8
Ali Anani
منذ 3 سنوات #7
CityVP Manjit I expect the unexpected comments from you. This is a paradox, but I have been accustomed to it. The seeds of your comment might be imported from thousand of miles away, but they have homogenized well in the field of my heart. You wrote "The lesson for companies is that we don't want to cultivate the worst kind of trust - which is blind trust" You focused on the trust factor, which I highlighted in a detailed section of the post. Yes, I warned from blind trust and its repercussions. I agree with you completely. I wonder if you are in the flow state to write a post adding more to your valuable comment. I am longing for it. Rightly you wrote "as will the great diversity of leadership seeds if we keep making economic decisions that are counter to nature". This is precisely why I tend to use based-nature metaphors. Not all foreign seed are of good quality and not all exporters of seeds are authentic. This is our responsibility to verify. With great respect to you, these are my initial elaborations.
Ali Anani
منذ 3 سنوات #6
CityVP Manjit
منذ 3 سنوات #5
Ali Anani
منذ 3 سنوات #4
Zacharias \ud83d\udc1d Voulgaris Your comment inspired me with an idea that I"export" to Harvey Lloyd. You were surprised that elements elements are present on the wheel. How about generating the "Personality Traits Wheel" and they interactions. There are sixteen of them. I believe this wheel would help us to see visually the interactions among personalities and the neutral, symbiotic and antagonistic relation among them. As Harvey is the Man who knows a lot about personality traits it shall be interesting to know about his impressions on this idea.
Ali Anani
منذ 3 سنوات #3
Zacharias \ud83d\udc1d Voulgaris This post has exhausted my energy and in it I tried to sum up many concepts. Your two observations are spot on. Yes, it is surprising that eleven elements are present,but mind do those with long staves are not as important as the short ones. However; it shows the dynamics with time. After a while, if we redraw the barrel we shall find that some elements moved from being short staves to long ones meaning they are less constraining than they were before. Yes, only one gas, but also included are the nitrogen-based compounds. That is the whole idea is to show the dynamics of complexity resulting from the feedback effects (both reinforcing and balancing loops). Your two observations are spot on.
Zacharias 🐝 Voulgaris
منذ 3 سنوات #2
Ali Anani
منذ 3 سنوات #1