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Esther Derby helps create great work places where people can do their best work and make products their customers value. Not so very long ago, she made her living writing code. She's co-author of Behind Closed Doors Secrets of Great Management and Agile Retrospectives: Making Good Teams Great. You can read more of her thoughts on management, organization, teams, and agile methods at www.estherderby.com Esther is a DZone MVB and is not an employee of DZone and has posted 73 posts at DZone. You can read more from them at their website. View Full User Profile

Lessons in Self Organizing Social Systems

04.05.2013
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Last week, I had a chance to reflect on eleven years of the Retrospective Facilitators Gathering.

A bit of background on RFG: I started the Gathering in 2002 with Diana Larsen and Norm Kerth.  Each year, the different set of volunteers organize the Gathering.  Continuity comes from linking the immediate past organizer, the current year organizer, and the next year organizer as part of the organizing group.  Most years that’s worked reasonably well.

We’ve used light weight planning and a market place for sessions from the start. But over the years, I and other organizers learned more about self-organizing systems.  We lightened our planning even more. We planed the parts that need planning– the venue, and supplies, for example. Those aspects that don’t need close planning emerge organically.  But what emerges depends on setting the initial conditions, and attending to containers, differences and exchanges.

Based on a decade of experiments and experience, some considerations for setting the conditions for self-organizing social systems.

1. Initial conditions shape interactions for the life of the group.  Small actions can have a big effect, particularly those that amplify the sorts of differences that create division.

2. When structures and espoused values contradict each other, people sense the incongruity–and respond, often in incongruent ways.

3. The more people in implied (“organizers”) leadership positions take responsibility for the decisions and welfare of the group, the less responsibility the group will take for their own decisions and welfare.

As you think about the teams and groups that you work with, how do these factors show up?  How might you apply them now?

Published at DZone with permission of Esther Derby , author and DZone MVB.

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