ZenPundit
Monday, October 15, 2007
BUILDING AN INNOVATIVE-INTERSECTIONAL IDEA SOCIETY -PART II.
In Part I. , we looked at John Kao's call for a more innovative America and Howard Gardner's analysis of the mindsets that would be required for creative, innovative endeavors. In Part II. we continue with the analysis of Frans Johansson in The Medici Effect .
Blogfriend Steve DeAngelis of ERMB has referenced The Medici Effect many times in the past two years; in his initial post on Johansson's work, Steve gave a superb summary of the Medici Effect concept:
"In his very interesting book The Medici Effect: Breakthrough Insights at the Intersection of Ideas, Concepts, and Cultures, Frans Johansson talks about the value of creating a space in which people from diverse fields of expertise can get together to exchange ideas. The Medici's, of course, were a wealthy and powerful Italian family who played an important role in the Renaissance. The family's wealth permitted it to support artists, philosophers, theologians, and scientists, whose combined intellect helped burst the historical pall known as the Dark Ages"
Johansson's thesis is that breakthrough innovation is generated most frequently at "the intersection" where two or more different domains meet rather than by predictable, linear, improvements within one field (" directional innovation"). Intersectional opportunities are increasing, Johansson argues due to increased migration, trends toward scientific consilience and ready access to the improved computational tools of the information revolution.
In The Medici Effect, Johansson tackles both cognitive tools as well as social environment that facilitate innovative thinking and productivity. Like Edward DeBono's lateral thinking exercises, Johansson encourages conscious and methodical attempts to find novel, intersectional, combinations of concepts; he points to cultivating an autotelic mindset; reversing one's premises to smash through "associative barriers"; using multiperspectivalism ( agreeing here with Howard Gardner); and defusing the social factors that inhibit organizations from effectively brainstorming. These are all solid suggestions, though most have been made elsewhere as well.
More attention is paid in The Medici Effect to the social environment that is interactive with the innovator in helping to create a climate conducive to synthesis and the generation of insight. moreover, Johansson identifies the creation of a dynamic and stimulating "community"as a critical factor for sustaining an innovation:
"Garfield offer's two reason for Magic's [ a sword & sorcery card game that was a cult hit] success: a prolonged and exciting learning phase and an expanding community of players. Examined closely, you will see that he is talking about the intersection of games and collectibles"
Gaming is itself, a very powerful tool for teaching adaptive thinking skills and for driving the assembly of a " value network" that can be turned toward productive purposes. Indeed, Johannson spends a great deal of time discussing the potential of these networks to function as a two-edged sword in regard to innovation. Moreover, the social and financial organization clustered around the innovator can be determinative in the success of the innovation in a way that is wholly counterintuitive, according to Johansson. Excess support brings restrictions in the form of vested interests from old value networks, stigmatizing failures that are a necessary part of the learning curve and blunting internal motivation with the distracting prospect of extrinsic reward. There is cognitive strength in " staying hungry" and needing to stretch resources with value-added thought ( see Don Vandergriff's Raising the Bar).
What Is To Be Done?:
Looking elsewhere, like The Smithsonian Magazine's "37 under 36 Young Innovators" we see many mining Johansson's intersections or using Gardner's Synthesizing and Creative Minds but these bright folks are social outliers. What we need is re-engineering of institutional cultures and structures, particularly that of our educational system to balance the development of analytical prowess with generative, creative, synthesisizing, capacities. John Hagel recently had a post at Edge Perspectives with a number of sage suggestions for driving innovation:
"Diversity. As Scott Page and others have persuasively suggested, new insight and learning tends to increase with cognitive diversity. This principle highlights the importance of designing institutional arrangements that extend well beyond a single institution, with particular attention to the opportunity to connect to diverse pools of expertise and experience. Diversity can often be enhanced by connecting into spikes – geographic concentrations of talent – and by targeting “brokers” within social networks, creating a multiplier effect in terms of the number of participants that are potentially accessible.
Relationships. It is not enough to have cognitive diversity. By itself, cognitive diversity often breeds misunderstanding and mistrust, seriously limiting the opportunity for people and institutions to learn from each other. Long-term trust based relationships, on the other hand, make it easier to engage in productive friction – the clash of diverse perspectives in ways that produces deep new insight and learning. The challenge is that these kinds of relationships often take a long time to develop and are hard to scale. Innovative institutional arrangements can help to accelerate and scale the formation of these kinds of relationships.
Modularity. When activities are tightly specified and hard-wired together, the opportunities for experimentation and tinkering are very limited. Segmenting people and activities into discrete modules with well-defined interfaces can help to create much more space and opportunity for distributed innovation and learning."
Read the rest here.
In practical terms, what does this mean for schools, corporations, universities and governments ? In my view, "hard-wired" hierarchy with rigid requirements, stiff penalties and centralized decision-making is going to have to be relegated to niches in the future rather than being the dominant form of organization that it is today. Hierarchy, with it's mania for control and accountability, remains useful for transactional delivery systems upon which reputations depend, logistical flows upon which production processes depend and security procedures upon which safety may depend. That being said, hierarchy will have to yield to more lateral, more collegial, more networked, more ecologically oriented models of connectivity where the generation of new ideas represents the lifeblood of an organization.
Hierarchy is Newtonian; Free Scale and Modular Networks are Darwinian. An innovation nation is, by definition, adaptive.
ADDENDUM:
Sir Ken Robinson " Do Schools Kill Creativity?"
In Part I. , we looked at John Kao's call for a more innovative America and Howard Gardner's analysis of the mindsets that would be required for creative, innovative endeavors. In Part II. we continue with the analysis of Frans Johansson in The Medici Effect .
Blogfriend Steve DeAngelis of ERMB has referenced The Medici Effect many times in the past two years; in his initial post on Johansson's work, Steve gave a superb summary of the Medici Effect concept:
"In his very interesting book The Medici Effect: Breakthrough Insights at the Intersection of Ideas, Concepts, and Cultures, Frans Johansson talks about the value of creating a space in which people from diverse fields of expertise can get together to exchange ideas. The Medici's, of course, were a wealthy and powerful Italian family who played an important role in the Renaissance. The family's wealth permitted it to support artists, philosophers, theologians, and scientists, whose combined intellect helped burst the historical pall known as the Dark Ages"
Johansson's thesis is that breakthrough innovation is generated most frequently at "the intersection" where two or more different domains meet rather than by predictable, linear, improvements within one field (" directional innovation"). Intersectional opportunities are increasing, Johansson argues due to increased migration, trends toward scientific consilience and ready access to the improved computational tools of the information revolution.
In The Medici Effect, Johansson tackles both cognitive tools as well as social environment that facilitate innovative thinking and productivity. Like Edward DeBono's lateral thinking exercises, Johansson encourages conscious and methodical attempts to find novel, intersectional, combinations of concepts; he points to cultivating an autotelic mindset; reversing one's premises to smash through "associative barriers"; using multiperspectivalism ( agreeing here with Howard Gardner); and defusing the social factors that inhibit organizations from effectively brainstorming. These are all solid suggestions, though most have been made elsewhere as well.
More attention is paid in The Medici Effect to the social environment that is interactive with the innovator in helping to create a climate conducive to synthesis and the generation of insight. moreover, Johansson identifies the creation of a dynamic and stimulating "community"as a critical factor for sustaining an innovation:
"Garfield offer's two reason for Magic's [ a sword & sorcery card game that was a cult hit] success: a prolonged and exciting learning phase and an expanding community of players. Examined closely, you will see that he is talking about the intersection of games and collectibles"
Gaming is itself, a very powerful tool for teaching adaptive thinking skills and for driving the assembly of a " value network" that can be turned toward productive purposes. Indeed, Johannson spends a great deal of time discussing the potential of these networks to function as a two-edged sword in regard to innovation. Moreover, the social and financial organization clustered around the innovator can be determinative in the success of the innovation in a way that is wholly counterintuitive, according to Johansson. Excess support brings restrictions in the form of vested interests from old value networks, stigmatizing failures that are a necessary part of the learning curve and blunting internal motivation with the distracting prospect of extrinsic reward. There is cognitive strength in " staying hungry" and needing to stretch resources with value-added thought ( see Don Vandergriff's Raising the Bar).
What Is To Be Done?:
Looking elsewhere, like The Smithsonian Magazine's "37 under 36 Young Innovators" we see many mining Johansson's intersections or using Gardner's Synthesizing and Creative Minds but these bright folks are social outliers. What we need is re-engineering of institutional cultures and structures, particularly that of our educational system to balance the development of analytical prowess with generative, creative, synthesisizing, capacities. John Hagel recently had a post at Edge Perspectives with a number of sage suggestions for driving innovation:
"Diversity. As Scott Page and others have persuasively suggested, new insight and learning tends to increase with cognitive diversity. This principle highlights the importance of designing institutional arrangements that extend well beyond a single institution, with particular attention to the opportunity to connect to diverse pools of expertise and experience. Diversity can often be enhanced by connecting into spikes – geographic concentrations of talent – and by targeting “brokers” within social networks, creating a multiplier effect in terms of the number of participants that are potentially accessible.
Relationships. It is not enough to have cognitive diversity. By itself, cognitive diversity often breeds misunderstanding and mistrust, seriously limiting the opportunity for people and institutions to learn from each other. Long-term trust based relationships, on the other hand, make it easier to engage in productive friction – the clash of diverse perspectives in ways that produces deep new insight and learning. The challenge is that these kinds of relationships often take a long time to develop and are hard to scale. Innovative institutional arrangements can help to accelerate and scale the formation of these kinds of relationships.
Modularity. When activities are tightly specified and hard-wired together, the opportunities for experimentation and tinkering are very limited. Segmenting people and activities into discrete modules with well-defined interfaces can help to create much more space and opportunity for distributed innovation and learning."
Read the rest here.
In practical terms, what does this mean for schools, corporations, universities and governments ? In my view, "hard-wired" hierarchy with rigid requirements, stiff penalties and centralized decision-making is going to have to be relegated to niches in the future rather than being the dominant form of organization that it is today. Hierarchy, with it's mania for control and accountability, remains useful for transactional delivery systems upon which reputations depend, logistical flows upon which production processes depend and security procedures upon which safety may depend. That being said, hierarchy will have to yield to more lateral, more collegial, more networked, more ecologically oriented models of connectivity where the generation of new ideas represents the lifeblood of an organization.
Hierarchy is Newtonian; Free Scale and Modular Networks are Darwinian. An innovation nation is, by definition, adaptive.
ADDENDUM:
Sir Ken Robinson " Do Schools Kill Creativity?"
Labels: creativity, culture, education, futurism, hierarchy, horizontal thinking, howard gardner, ideas, innovation, insight, intellectuals, metacognition, network theory, networks, synthesis
¶ 8:05 PM 2 comments
Tuesday, July 03, 2007
BRIEF MUSINGS
I'm preparing to leave town on another trip and find myself overstretched in terms of time but I have to note that Kent's Imperative had some intriguing posts up ( hat tip to Michael Tanji) , about which I'd like to offer a few comments:
"Life at Google from an outside perspective"
Aside from seeing how uber-techies live and making me nostalgic about past years of reading defector-dissident Soviet bloc lit, I'd like to highlight this passage regarding a KI suggestion to the IC for personnel reform:
"A chance for line level workers to do the kind of intel they want to do (versus the latest crisis they have been thrown into), at least part of the time? Or to contribute to the literature of intelligence? (Modeled along Google’s 20% time.)"
My unqualified guess is that this would increase the productivity and prescience of the IC by roughly the same proportion that expanding private farming helped the Chinese economy under Deng Xiaoping. People typically generate their most valuable insights about those subjects which they are both curious as well as passionate - i.e. earlier in the learning curve than the status of graybeard authority ( once you think you know everything, you tend to stop learning).
The bar to doing this is not a manpower shortage but a middle-management fear of subordinate autonomy. Forcing a talented subordinate to do irrelevant busywork confirms a manager's authority and power. Autonomous subordinates who do self-directed productive work tend to confirm the irrelevance of middle-management. Few managers have the psychological wherewithal to be adept facilitators, mentors or coaches of gifted employees as an efficient "management" outlook is an inimical perspective to generating creativity and sustaining " unproductive" exploration.
"Regional versus functional issue accounts"
From a historian's perspective, a cool post ( perhaps less interesting to others). Some historiography, lots of methodology. Money quote/conclusion:
"As for our opinions on the great divide between the two kinds of houses, we find ourselves veterans of uniquely transnational issues, having been subject to every manner of surge and task force and working group and crisis cell, in the most unusual of niches. We prefer to see small, aggressive, ad-hoc structures comprised of both analysts and operators from a wide range of issues and regional desks with interests and equities in the same target which overlaps their accounts. Only then, by throwing everything against the wall in a structure short lived enough to avoid its own bureaucracy, and disconnected enough to be (at least partially) immune from the day to day politics within a given agency or office, have we found the kind of answers we sought regarding the great questions of process.
We strongly believe such radically unstable and short lived environments are most effective because they are the very manifestation of Schumpeter’s process of creative destruction. It is certainly no way to create a sinecure, nor even to build a long term career path – but it is the best way we have found to generate new and innovative approaches and answers to hard target problems, and to the problems others have not yet begun to identify let alone address."
Hear, Hear! Very strong agreement in a John Arqilla-esque vein.
It will happen but not until after several more disasters force that kind of transformation or an unusually bold and subtle visionary implements it on the quiet. There is far too much bureaucratic inertia because the vested interests prefer paralysis in which they hold the reins to successful action where they become recognized for the marginalized support staff they really are.
In my turn, if any KI gents happen upon this post, I suggest they look here. From this acorn of an idea, an oak will grow. Mark my words.
I'm preparing to leave town on another trip and find myself overstretched in terms of time but I have to note that Kent's Imperative had some intriguing posts up ( hat tip to Michael Tanji) , about which I'd like to offer a few comments:
"Life at Google from an outside perspective"
Aside from seeing how uber-techies live and making me nostalgic about past years of reading defector-dissident Soviet bloc lit, I'd like to highlight this passage regarding a KI suggestion to the IC for personnel reform:
"A chance for line level workers to do the kind of intel they want to do (versus the latest crisis they have been thrown into), at least part of the time? Or to contribute to the literature of intelligence? (Modeled along Google’s 20% time.)"
My unqualified guess is that this would increase the productivity and prescience of the IC by roughly the same proportion that expanding private farming helped the Chinese economy under Deng Xiaoping. People typically generate their most valuable insights about those subjects which they are both curious as well as passionate - i.e. earlier in the learning curve than the status of graybeard authority ( once you think you know everything, you tend to stop learning).
The bar to doing this is not a manpower shortage but a middle-management fear of subordinate autonomy. Forcing a talented subordinate to do irrelevant busywork confirms a manager's authority and power. Autonomous subordinates who do self-directed productive work tend to confirm the irrelevance of middle-management. Few managers have the psychological wherewithal to be adept facilitators, mentors or coaches of gifted employees as an efficient "management" outlook is an inimical perspective to generating creativity and sustaining " unproductive" exploration.
"Regional versus functional issue accounts"
From a historian's perspective, a cool post ( perhaps less interesting to others). Some historiography, lots of methodology. Money quote/conclusion:
"As for our opinions on the great divide between the two kinds of houses, we find ourselves veterans of uniquely transnational issues, having been subject to every manner of surge and task force and working group and crisis cell, in the most unusual of niches. We prefer to see small, aggressive, ad-hoc structures comprised of both analysts and operators from a wide range of issues and regional desks with interests and equities in the same target which overlaps their accounts. Only then, by throwing everything against the wall in a structure short lived enough to avoid its own bureaucracy, and disconnected enough to be (at least partially) immune from the day to day politics within a given agency or office, have we found the kind of answers we sought regarding the great questions of process.
We strongly believe such radically unstable and short lived environments are most effective because they are the very manifestation of Schumpeter’s process of creative destruction. It is certainly no way to create a sinecure, nor even to build a long term career path – but it is the best way we have found to generate new and innovative approaches and answers to hard target problems, and to the problems others have not yet begun to identify let alone address."
Hear, Hear! Very strong agreement in a John Arqilla-esque vein.
It will happen but not until after several more disasters force that kind of transformation or an unusually bold and subtle visionary implements it on the quiet. There is far too much bureaucratic inertia because the vested interests prefer paralysis in which they hold the reins to successful action where they become recognized for the marginalized support staff they really are.
In my turn, if any KI gents happen upon this post, I suggest they look here. From this acorn of an idea, an oak will grow. Mark my words.
Labels: analytic, CIA, haft of the spear, IC, ideas, innovation, insight, intelligence, kent's imperative, networks, social networks, synthesis, tanji, theory, visualization
¶ 8:25 PM 3 comments
Tuesday, January 30, 2007
PRESENT AT THE CREATION: E.O. WILSON IN SEED
The father of sociobiology and prophet of consilience, E.O. Wilson is featured in SEED.
"The Synthesizer"
".... In the late 1950s, Wilson discovered pheromones as the basis of chemical communication in ants. He identified 624 ant species in one genus and named 337 of them (19 percent of all ant species in the Western hemisphere). He established evolutionary biology as an esteemed pursuit in the late 1950s and early 1960s, a time when the discovery of the double helix and the molecular revolution it unleashed were eclipsing more traditional scientific disciplines. His work with Robert MacArthur on island biogeography is a seminal text in ecology. He's been recognized internationally for contributions to science and the humanities and has received numerous awards including the National Medal of Science and Japan's International Prize for Biology. He's won two Pulitzers. And if Rachel Carson is the mother of the modern-day environmental movement, Edward O. Wilson is quite arguably its father. Indeed, those who know him call this work his mission. "
Read the rest here.
The father of sociobiology and prophet of consilience, E.O. Wilson is featured in SEED.
"The Synthesizer"
".... In the late 1950s, Wilson discovered pheromones as the basis of chemical communication in ants. He identified 624 ant species in one genus and named 337 of them (19 percent of all ant species in the Western hemisphere). He established evolutionary biology as an esteemed pursuit in the late 1950s and early 1960s, a time when the discovery of the double helix and the molecular revolution it unleashed were eclipsing more traditional scientific disciplines. His work with Robert MacArthur on island biogeography is a seminal text in ecology. He's been recognized internationally for contributions to science and the humanities and has received numerous awards including the National Medal of Science and Japan's International Prize for Biology. He's won two Pulitzers. And if Rachel Carson is the mother of the modern-day environmental movement, Edward O. Wilson is quite arguably its father. Indeed, those who know him call this work his mission. "
Read the rest here.
Labels: consilience, e.o.wilson, science, seed, sociobiology, synthesis
¶ 9:20 PM 0 comments
