Tuesday, January 19, 2010

The Seven Relationships of an Integral Business

The Seven Relationships of an Integral Business
by Kristoffer Nelson

Introduction

With the complexity of our world today and the volatility of our current market, it’s now more important than ever for consultants and businesses to have a big picture perspective. The 7 relationships of an integral business provides this perspective.

In the blog post It’s Time for the Bottom Line to Get Bigger I discussed the five major bottom line values of an integral business. This is a transcend-and-include hierarchical model from profits-only, to people-planet-profits, to profits-people-planet-principles-progress. This hierarchical line of development for business once realized creates sustainability, long-term success, and greater impact. This, though, is one measure of an integral business. To have a fuller picture, we must consider the Seven Relationships of an integral business.

The penta bottom line is a path of evolutionary growth that looks something like this:


With this view of evolutionary growth, an integral perspective allows for a whole picture recognizing that reality, life, business and all human disciplines exist in several distinct perspectives. If these perspectives are reduced key elements of consideration are lost. The crux of integral theory is the four quadrants, which represent the perspective of the individual interior (subjectivity, thoughts, feelings, worldview, development), individual exterior (actions, objectivity, objects), the collective interior (intersubjectivity, culture, shared value), and the collective exterior (systems, society). Coupled with the evolutionary line of business value, from a singular bottom line to a penta bottom line, we begin to get a more clear picture of what makes a sustainable, profitable and impacting business with great meaning and value.

The last key consideration in an integral perspective is time: past and future. I like to view all of these pieces as relationships. When I analyze a business or an individual, I look at their relationship with each of these elements noting their degree of awareness and action creating a healthy or unhealthy relationship.

In a business system, these seven relationships each hold and create value and profit. Instead of a hammer seeking a nail, we need a big toolbox to build a profitable and sustainable business.

The Seven Relationships of an Integral Business

Quadrants:

Individual interior: Development, Worldview, Awareness

Individual exterior: Actions, Roles, Assessment, Customers

Collective interior: Culture

Collective exterior: Systems, Organization Structure, Market

Time:

Past: Data Analysis, Retrospectives

Future: Strategy, Projections

Development:

Value consideration: The Penta Bottom Line


Individual Interior:

This considers individual motivation, perspective, development, and worldview, all which create an individual’s actions making effective and efficient employees, skillful managers, and game-change leaders. Most coaching and development processes focus on individual interior development to improve exterior action and interaction.

Individual Exterior:

The individual exterior perspective views the actions and objective measures of individuals as they engage in their specific role in business. This also considers all of the individual roles (and the people in these roles) that make up a business, and their impact of the business as a whole. The individual exterior also considers a business’ customers.

Collective Interior:

This considers the collective culture created and sustained by each individual of the organization, and is typically steeped from the top down. Though, new and emergent organization models like Holacracy http://www.holacracy.org/ (Collective Exterior) are changing this.

Collective Exterior:

The collective exterior is the key perspective of organization structure, the work environment, and interacting systems (finance, human resources, teams, IT, etc.). This also considers the greater regional, national and world market (depending on the reach of the organization).

Past:

Resting on analysis the perspective of the past includes data analysis (sales, performance, budget, etc.), and specific industry history, and business history as a whole.

Future:

Strategy and projections light the way into the unknown, taking valuable information from the past.

Value Consideration:

A huge leap from traditional business’ singular value consideration of profit-only, the penta bottom line creates a bigger and necessary consideration of value.

Conclusion

A complex world requires complex perspectives. Take time to consider each of these relationships in your life and business. Which are healthy? Which are unhealthy? Have any been reduced or unconsidered? Opening up to a larger bigger and adding more tools to your tool box will build a more profitable and more sustainable business.

Kristoffer Nelson | Krama Consulting & Development, Inc. | kramaconsulting.com

Monday, December 28, 2009

Dissonance and Innovation: The Careful Art of Disagreement

There is a lot of focus in businesses and organizations on creating and maintaining “healthy” teams. Healthy in this sense generally means the team efficiently completes its tasks and meets or exceeds its’ goals while everyone gets along. Individuals that challenge the process, question assumptions, or disagree with popular ideas are generally thought of as problems that need solving.

As a consultant working from the outside of organizations I have the pleasure of viewing things from a larger picture, a less entangled place. I’m not in the system so I can see the value of those challenging the system (which is my job as a consultant).

Typically when I work on organization development projects teasing out deep vision, building strategy from the wisdom of the masses, while developing teams and leaders, I often work to support the wisdom of descent. In my and many others experience, indeed overarching in development theory and practice, the wisdom, innovation, and refinement (ultimately: greater success) that dissonance brings is invaluable.

Considering this, it’s interesting that while running a project this fall I became very frustrated with a member on my team for ironically doing what I typically support and praise: questions and challenge. As the project continued and I continued working with this person I noticed a myriad of feelings and thoughts towards team dissonance and challenge.

Sometimes I appreciated it greatly, for his insights we helpful in refining the process and practice we were building. Other times, when his ideas didn’t seem to add value, I successfully (and sometimes unsuccessfully) redirected the disagreement with ease, gained consensus and moved forward. Other times I felt completely frustrated with the disagreement and wanted to say what I never thought I would as a manager, “because I said so and I’m in charge.”

Through the experience I thought a lot about my assumptions around dissonance, disagreement, challenge, and the skillful act of “perturbing the system,” as we say in the development world. It is true that disagreement is essential to any healthy system or relationship (note Lincoln’s Team of Rivals); however, all challenge and no agreement causes the system to fall apart and the process breaks down.

Dissonance, disagreement and challenge, in an organizational context requires great skill and awareness. If the individual is unconscious of the impact and is unskillful in their action, things fall apart fast. Considering my experience on this project, the amount of times this individual’s disagreements caused refinement compared to the times when his disagreements caused breakdown were unbalanced and frustrating for me and the rest of the team – the conversation most often ended in standstill.

A few essential things are necessary for healthy, strategic dissent: a well developed, emotionally aware leader that appreciates the fruit of challenge, a well developed team steeped in refined communication practice, and a well developed dissenter. It takes great awareness in the leader, team, and dissenter to know when the balance between dissonance and resonance tips too far towards dissonance.

As much as I appreciated the refinement that the dissenter in my team created, and the personal challenge and learning of managing this person, I ultimately choose not to bring him on forward on another phase of the project – it was simply too much challenge: dissonance to breakdown.

Each moment is different, each team is different, and each leader and manager is different. It takes great skill and awareness to know where the line rests and moves beyond dissonance towards breakdown and momentary failure. The line between essential challenge leading to innovation and breakdown is very thin.

An essential practice for every team and leader is to engage in challenging conversations and practice skillful moments of dissent. One simple question I like to ask after proposing a new practice or idea to a team I am managing is “who disagrees and what can we do better here?” Practices like these and many others opens the system allowing the disagreement to become a conscious and valued part of the conversation ensuring greater innovation and success for everyone.

Kris Nelson | Krama Consulting & Development, Inc. | kramaconsulting.com

Telecourse: Becoming Change - January 20th

Telecourse: Becoming Change - Essential Awareness and Capacities for Our Changing World
January 20th - February 24
Complimentary Initial Call January 20th

with Kris Nelson

Ever feel like you can do better? Do you find yourself in the same action and thinking patterns? Are you on the edge of change and growth but unable to move forward? Do you feel you're being pulled towards something new but are unsure what's next? Are you ready to again step forward into a more conscious, effective, and actionable life?

The world needs your service, vision and hope, and you need the capacities and awareness to offer.

If you have recently found yourself:

  • inspired to create change and support others,
  • moving through job and career transition and want a new direction,
  • seeing a new potential but are unsure how to create it,
  • tired of helplessness and are looking for a new empowered conversation,
  • interested in shifting the way you feel about our current culture and economy,
  • seeking new solutions with hope and vision,
Then Becoming Change - Awareness and Capacities for our Changing World was created for you!

Becoming Change is a course designed to empower effective transition. Through a month and a half, 6 conference calls, and 2 coaching sessions you will be guided through a process of transformation. Stepping into new perspectives, strategies, and a community of support you will create the life that you desire and the world needs.

Through your participation in this course you will get:
  • tools to alleviate stress, fear, confusion, and anxiety.
  • practices to create a clear picture and open to a broad view.
  • empowering experiences of vision and purpose.
  • methods to stop knee-jerk reactions and make powerful choices.
  • practical processes and support for creating and implementing strategy.
  • a community of support and guided, hands-on help.

Join us for a complimentary introductory session on January 20th at 5:00 PM PT (8:00 PM ET). Start your journey of transition, vision, and purpose, and experience an interactive conversation with Kris. You will be given practical tools, a course experience, followed by a question and answer session.

To register please email Kris at kris@kramaconsulting.com

Course Outline:

January 20th, Week One: Complimentary Introduction

January 21st - 26th: Orientation and Intention Coaching Session with Kris

January 27th, Week Two: Becoming Change

February 3rd, Week Three: Transition

February 10th, Week Four: Vision

February 17th, Week Five: Strategy

February 24th, Week Six: Being the Change

February 25th+ Continued Support Coaching Session with Kris


Detailed Information:

Investment: $295 (credit cards accepted)

To register now contact Kris at kris@kramaconsulting.com or call 310.779.8587

Kristoffer Nelson | Krama Consulting & Development, Inc. | kramaconsulting.com

Telecourse: Integral Strategic Planning - January 13

Telecourse: Integral Strategic Planning
January 13, 2010, 5:00 PM PT - 6:15 PM PT

Integral Strategic Planning is essential for both individuals and leaders that are committed to achieving their very best and the best in their respective organizations in 2010.

Integral Strategic Planning is an integrated process of creating dynamic change and reaching defined goals for both individuals and organizations. This process considers the goals and intentions of the future and establishes a clear, measured and simple path towards achievement, with considered regard for the complexities of our world today.

In this 75-minute course, you will:
  • Learn to perceive the present from the future
  • Gain tools for perceiving the future from the present
  • Discover how to listen to what the future wants
  • Create strategic stepping stones that incorporate the complexities of our current time
  • Refine your capacity to anticipate resistance and challenge, and plan to avoid these challenges
To register please email Kris at kris@kramaconsulting.com

Kris Nelson | Krama Consulting & Development, Inc. | kramaconsulting.com

Monday, November 30, 2009

Integral Leadership Review Article: It's Time for the Bottom Line to Get Bigger

Check out my latest article in the Integral Leadership Review:

As I’ve discussed recently in my blog Integral Business, the future of sustainable, profitable and socially responsible companies rest well beyond what is now commonly referred to as “triple bottom line” organizations. Indeed an evolutionary step, achieving a triple bottom line status is a great challenge that inspires great merit—it’s a huge accomplishment. And, we need more.

There is a lot of talk in the business world, especially the post-modern business world of value and vision, about the triple bottom line: profit, people and planet, which I think is a great start towards building businesses that are sustainable in the long-term and meaningfully impacting in the short term.

For more...

Friday, October 2, 2009

Mapping the World and the Future

The Inside and Outside (Integral Business III)

Most organizations these days focus the direction of attention and the measurement of value in one direction: outward towards creating profit for shareholders. Profit is good and creating revenue for people that invest in the company is good. However, a much more careful, considerate direction (multidirection) of attention is required for a busy to be an integral organization, and in my opinion adaptable and thus sustainable in the long term. Equal attention to the inside and outside of the organization is essential.

When I talk about the inside of an organization I am talking about:
  • Culture
  • Organization Norms and Practices
  • Management and Leadership
  • Process
  • Organization Structure
  • Strategic Organization Development
  • Development of Individuals
  • Lines of Communication
  • Cultural Brand, Vision, Mission, & Values (the soul of an organization)
When I talk about the outside of an organization I am talking about:
  • The Product(s) or Service(s)
  • Customers (and everything that is necessary to reach them)
  • Stakeholders
  • Shareholders
  • Revenue & Profit
  • Competition
Most organizations in my experience focus solely on the outside. The rare case of introspection arises when something on the outside is being challenged by something on the inside or when something on the outside is not going well.

An integral business needs to have a multi-attentive-awareness focusing equally on the inside and the outside for the sake of both equally. The inside and outside are symbiotic - they can't really get along well without the other. Sadly, attention is oriented to the outside while the inside is left to sweep the basement. In rich and abundant markets, this is generally okay. Enough capital is pumping through the organization to keep things alive and in many circumstances successful. But when things don't go well, when markets crash, if the interior isn't healthy the pressure and weight of the outside collapses the inside.

The transition to an equal view is not hard. It starts with a few simple questions: do we pay as much attention to the interior of our company as the exterior? Do we have the same rigorous measurements, considerations, and watchers aimed towards the inside as much as the outside? Is there a strategic plan of interior development? Is value and success measured equally by the amount of market share and profit as the flow of communication, quality of leadership and the feel of the culture?

Creating balanced attention is an essential step for creating an integral business, and it starts where it ends: by turning inside.