⛺Tent 4: Our place in a changing system

What is my role in the process of transformation?

Introduction to tent 4

Now, where to start contributing to systems change? What is our role and how can we have an impact? In order to make change happen we have to change ourselves: We have to grow our capacities to navigate all the different relationships in our lives and we have to get equipped with competencies that help us on the journey towards addressing the sustainability challenges out there in the world.

Let's take our hiking metaphor: All long hikes require you to stay aware of your context, to sense and respond and adjust your destination as you go. One example: a storm is coming & you will have to adapt your route on the spot. Where to go? Who decides?

In tent 4, you will find space to reflect on all of these questions while exploring and developing different roles and capacities that will help you make a change in society happen. PS: oikos is a place to practice those competencies & start right away ;)

Learning Goals Tent 4

❗After working through this tent, you will have..

• explored different roles in societal transformation processes,

• dived into competencies & capacities that proof helpful on the way

• a deepened understanding of your Leadership

• learned how oikos is a place to develop your competencies

💡Know

Roles in a changing system

Let us first dive into the question of where to contribute to systems change. The Berkana🎦 Two Loops Model (14:25) is a great concept to understand the different intervention points - and that you don't have to do it all yourself. We need people to collaborate at many points of the change cycle are needed.

2 Loops Model

Berkana Two Loop Model

Berkana Two Loop Model

The two loop model shows a dominant system that is working well for some, but is in decline.

And an emergent system, which is gaining influence. This is the system we have a beautiful opportunity to imagine and create.

When the dominant system reaches its peak, alternatives arise. Pockets of possibility. 'Pioneers'.

To stimulate change:

• Name the pioneers

• Connect them together

• Nourish them, with time, connection and resources

• Illuminate their work, or stories of change

When groups of pioneers form networks and communities of practice, they build relationships. Between them, they create new knowledge, ideas and practices. 'Local actions can emerge as a powerful system'.

When they share stories about this change, others have the confidence to join. The networks grow. A new system can emerge.

Within and beyond the pioneers, many roles, strengths and skillsets are actually needed to facilitate change. You can read more about these roles in organizational and societal change in the tabs above.

Organizational Change

There are different roles in the Berkana Two-Loop Model that individuals and groups can play to facilitate change and development. These roles are:

1. Leaders: Leaders are individuals who have the vision and authority to guide the organization through change. They are responsible for setting the direction and creating a sense of purpose.

2. Facilitators: Facilitators are individuals who work with groups to help them navigate through change. They use their skills to help groups communicate, collaborate, and make decisions effectively.

3. Innovators: Innovators are individuals who generate new ideas and approaches to address challenges and opportunities. They are often the first to recognize the need for change and have the creativity to develop new solutions.

4. Catalysts: Catalysts are individuals who create the conditions for change to occur. They inspire and mobilize others to take action, and they help to build momentum for change.

5. Navigators: Navigators are individuals who guide the organization through the process of change. They help to identify the necessary steps, milestones, and outcomes and ensure that the organization stays on track.

6. Stewards: Stewards are individuals who take care of the organization's resources and ensure that they are used effectively. They balance the needs of the organization with the needs of the community and the environment.

7. Advocates: Advocates are individuals who promote the organization's mission and values to stakeholders. They build support for the organization and ensure that its interests are represented.

Each role is important and plays a critical part in the success of organizational change and development. Depending on the situation and the stage of the change process, different roles may be more or less important. The key is to identify the roles that are needed and to work collaboratively to ensure that they are fulfilled.

Societal Change

The Berkana Two-Loop Model can also be applied to understand and facilitate societal change. In this context, the roles take on slightly different meanings, but the basic concepts remain the same. The roles for societal change in the Berkana Two-Loop Model are:

1. Visionaries: Visionaries are individuals who imagine and articulate a new vision for society. They inspire and mobilize others to work towards a common goal.

2. Connectors: Connectors are individuals who bring together people and resources from diverse backgrounds to collaborate towards a shared vision. They create networks of support and build bridges between different groups.

3. Innovators: Innovators are individuals who develop new ideas and approaches to address social challenges. They are creative and adaptive, and they are often the first to recognize the need for change.

4. Catalysts: Catalysts are individuals who create the conditions for change to occur. They inspire and mobilize others to take action, and they help to build momentum for change.

5. Navigators: Navigators are individuals who guide the process of change. They help to identify the necessary steps, milestones, and outcomes and ensure that progress is being made towards the shared vision.

6. Caretakers: Caretakers are individuals who take care of the well-being of people and the planet. They balance the needs of the present with the needs of the future and ensure that resources are used in a sustainable and equitable manner.

7. Advocates: Advocates are individuals who promote the values and principles that underpin the vision for change. They build support for the movement and ensure that the voices of all stakeholders are heard.

Just like in organizational change, each role is important and plays a critical part in the success of societal change. Depending on the situation and the stage of the change process, different roles may be more or less important. The key is to identify the roles that are needed and to work collaboratively to ensure that they are fulfilled.

Strengths & Skills

Each role in the Berkana Two-Loop Model requires different strengths and skills to be successful. Here are some of the key strengths and skills that are associated with each role:

1. Leaders: Leaders need to have a clear vision for the future and the ability to communicate that vision to others. They also need to be able to inspire and motivate people to work towards a common goal. Other key skills include strategic thinking, decision-making, and the ability to manage change.

2. Facilitators: Facilitators need to be skilled in group dynamics, communication, and conflict resolution. They also need to be able to create a safe and supportive environment for groups to work in. Other key skills include active listening, empathy, and the ability to build trust.

3. Innovators: Innovators need to have a creative and entrepreneurial mindset. They need to be able to think outside of the box and come up with new and innovative solutions to problems. Other key skills include problem-solving, adaptability, and the ability to take risks.

4. Catalysts: Catalysts need to have strong interpersonal skills and the ability to inspire and mobilize people. They also need to be able to create a sense of urgency and build momentum for change. Other key skills include networking, communication, and the ability to influence others.

5. Navigators: Navigators need to have a strong understanding of the change process and the ability to create a roadmap for change. They also need to be able to monitor progress and make adjustments as needed. Other key skills include project management, strategic planning, and the ability to work collaboratively.

6. Stewards: Stewards need to have a deep understanding of the organization or community they are working with. They also need to have a strong sense of ethics and the ability to balance competing interests. Other key skills include financial management, sustainability, and the ability to build relationships with stakeholders.

7. Advocates: Advocates need to be skilled in communication and the ability to build relationships with stakeholders. They also need to have a strong understanding of the issues and the ability to articulate the values and principles that underpin the vision for change. Other key skills include advocacy, public speaking, and the ability to work collaboratively.

Each role requires a unique set of strengths and skills, but there is overlap between them. Successful change agents are often able to adapt and apply their skills across different roles as needed.

The question of 📖Our Role in Creating Change (5 min) is one that has moved humanity for as long as we exist. Read the author's reflections, have a look at the poem below & observe what is coming up for yourself.

CLEARING

Do not try to save the whole world or do anything grandiose. Instead, create a clearing in the dense forest of your life and wait there patiently, until the song that is your life falls into your own cupped hands and you recognize and greet it. Only then will you know how to give yourself to this world so worthy of rescue.

by Martha Postlethwaite

What Leadership is needed? Competencies for navigating change & a complex world

Let's get equipped with competencies that can help us in stepping into the roles we explored above. Several scientific frameworks recently have focused on the question of what skills will be needed to address the sustainability challenge: 🎦sustainability skills (1:41 min). Let's explore the topic & start with another metaphor!

🚲The idea of 📖riding a bike (3 min)can help us see some of the qualities we need to navigate a complex world. How does the example resonate with you? Where in your life do you experience this, where do you want to invite more sensing & responding?

🤹Driven by the ideas of inner development for outer development, a wide field of practitioners has been developing the 🎦Inner Development Goals (5:19 min)as leverage for humanity to achieve the SDGs. Check out the 5 categories & reflect on your strengths. Where do you want to grow further?

👩‍⚖️And yet another perspective: How do we have to set up policies to influence behavioural change? >> 📖 Foundations for Behavioural Change(5:00 min)

Further reading/watching/listening

📄Learning objectives for achieving the SDGs - UNESCO

⭐Act

1. Let's include our whole bodies in this exploration and take you onto a real hike: venture out on a hike with friends. Exchange all together on the different roles you'll take before leaving. How do you navigate the journey? What else do you need to start moving? (+-2h)

2. When hiking you might cross a playground. Go ahead & use the slide. While sliding imagine you're rushing down from one loop into another. What thoughts are forming as you do so?

🧠Reflect

1. Let's slide into the reflection ;) Think of one system you are a part of. Map out developments you observe along the 2 loops. (15 min)

2. Where do you see yourself contributing to change? And why? Where on the 2 loops do you feel most comfortable / where is your heart beating faster? Reflect on your role and competencies. What are some strengths/skills/habits you have that you could connect with your Berkana role? Jump on the Miro board, grab a circle and locate it on the model where you see yourself most effective. (30 min)
3. Jump on Discord and join #tent4 to discuss about oikos' role in the change. What role in oikos are you taking to contribute?This can also be a wonderful real-time group conversation with your chapter (or similar) (10 min)

BONUS: Have you ever done some kind of strengths/personality test? If not take one, and reflect on how your strengths can drive system change. One of our recommendations would be this free 16 Personalities Test or, if you have money to spare, the CliftonStrengths Assessment.