Positive Impact Blog

Thought provoking insights for change makers


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Anybody can contribute to the mindset shift that is needed to create a positive impact!

We know that it takes an enlightened leader to reposition an organization to provide also value for society and the planet. And we also know that there aren’t enough such leaders. However, latest research shows that there is hope: any engaged employee can increase their changemaker potential by inviting external stakeholders to traditionally internal decisions-making meetings. The current digital meetings are a great bridge for this. Learn here more about the magic of external stakeholders in triggering the organizational mindset shift towards creating positive value.

What lesson does COVID-19 crisis have for business?

Covid has shown us how important it is for organizations to become resilient. There is one guaranteed way to increase your resilience, and that is by orienting yourself to the burning challenges that society and the world face today. Pioneering organizations do this by matching their core competencies with these challenges in order to develop new business models and revenue streams for their business. This requires you to create value, no longer just for your shareholder, or even stakeholders, but to think beyond the existing markets and clients to think broader. The question becomes: How can you as an organization with all the competencies, resources, and capacities you have contribute to solving societal and environmental challenges that are out there?

How do leading positive impact organizations accomplish this?

The pioneers show that in order to transform from a traditional organization to a positive impact organization, there are two predictors of success:

  1. an enlightened leader, meaning somebody who gets the benefits of contributing value to society beyond just looking for creating value for your business, and
  2. an organization that is capable to work outside of its business boundaries, as effectively as internally. I call this the co-creative organization. In addition to managing your business internally, you need to learn how to be co-creative outside, and not just the CEO, but actually many people in your organization.

So that’s why I talk about two mindset shifts: 1) one of the leader who needs to shift somehow the purpose of the organization to want to create more value than just for shareholders. And 2) the mindset shift of the organization where suddenly a sufficient number of employees in the organization learn how to work creatively outside of their boundaries and make sense for their own organization out of it. This external fluency is an entirely new expertise that typically doesn’t get developed in business schools.

But there aren’t enough such leaders, are there?

Indeed, there are unfortunately there aren’t enough leaders. But our research offers great hope. Since it takes two things, the leader, and a co-creative organization, I have some ways to make sure that your organization can become co-creative. Even if you don’t have an enlightened leader, at least you now have one of the two success factors. And we have seen that process of becoming co creative co creative becomes a mindset shift trigger for the CEO. By engaging in the practices to become co-creative, there is a transformation. Even with the leader so you may have initially a leader who doesn’t get it.

Are you saying anybody can bring about change?

Indeed, we are calling them intrapreneurs or change-makers. It could be the head of sustainability, the head of strategy, head of innovation, who says: «Hey, we’re going to bring in such new practices».  In addition, there is a younger generation, an amazing amount of changemakers that are already kind of intrapreneurs that are ready to bring in a lot of energy, new thinking and dynamism, to be the changemakers that can bring in that that can work on that co-creation part.

But what would such a change agent do?

There is a method for turning a traditional organization into a co-creative one. There is a specific way to bring in external stakeholders. I call them Collaboratory events. The change agent invites constructive external stakeholders and together with them the company participants develop a solution to a problem that is out there. In that one-day workshop, particularly if you have the CEO present, our research shows that something happens with people. Exposure to different thinking, arguments, ideas, perspectives opens your mind. And sometimes, the little opening that happens triggers a mindset shift. A mindset shift is nothing else than an expansion of mind. The key to the organizational mindset shift is all about creating triggering incidents where participants minds expands. There are specific proven processes for this. My book «Five Superpowers for Co-creators» is all about it.

So what do you suggest for changemakers out there?

If you have an appetite for helping your organization to identify what are the positive opportunities in there and get together with the innovators and the strategists in your business together, what you need to do is to find a professional facilitator, ideally somebody trained with the SDGXCHANGE methodology, and organize a multi-stakeholder meeting. You pick a day, invite some external stakeholders and a diverse range of your work colleagues – new and long-time serving your organization, all ages, genders, backgrounds and skills. And together with a skilled facilitator, the group has a conversation about what could be the positive role or contribution of your business to address these issues out there. This is what it would mean to put yourself on the «offense» team.

Take-away message

Even if you work in an organization that currently isn’t focused on creating a positive impact for society and the world, and your leader doesn’t necessarily get the importance of such an orientation, there is something you can do: find ways to bring in external stakeholders to your next meeting you have in your department. Any meeting that benefits from a broader perspective and new ideas will be perfect for this. With this simple act, you will start broadening the mindset of your colleagues and help position your organization for a mindset shift. Be surprised with how the positive benefits start to spread in your organization.

If you need help in how to go about this, feel free to reach out to me katrin@katrinmuff.com.


Personal readiness for change

Have you ever wondered why you feel so open to change yet believe that others resist it?  Most likely, many of us assume that we never resist change.  Yet I believe that we are often blind to our own defenses against it. As the year ends and a new one begins, I find myself in a contemplative mood! I wonder about my own blind spots. Last month Katrin Muff discussed the importance of learning to listen to herself – her body & intuition- in her own personal journey of change. She talked about the need to free herself from the restrictions that held her in place rather than enabling her to grow and change. This month I will discuss my own change challenges and what I am learning from the journey.

Simplicity-SelfReflection

Personal readiness for change is not an either/or proposition – either we are ready, or we are not. Readiness occurs in stages. The first stage is to become aware that we need to change. Many of us may secretly (or perhaps openly in some cases) see ourselves as infallible. We might take pride in our past successes and believe that they resulted from our own impeccable knowledge, skill and perhaps personality. Since what we have done in the past has worked for us, or so we think, we don’t question the path we have taken until we hit a roadblock, or we realize that the path we are on isn’t really taking us where we want to go.

I recall like it was yesterday a conversation that I had with a friend many years ago when I was faced with a difficult personal challenge involving the breakdown of a significant relationship.  I described to my friend how I was trying to understand the other person’s point of view and was doing my best to accommodate to avoid losing the relationship altogether.  My friend looked me in the eye and said, “Why don’t you try something different this time.”  These words were so simple yet very powerful.

Upon more discussion with my friend coupled with a heavy dose of self-reflection, I realized that I had been following a script that had guided my behavior under similar circumstances for a long time. This script included something like the following: my role in life was to preserve the feelings of others by listening to them, understanding them and adapting my behavior to meet their needs to the best of my ability. While I wasn’t completely aware of this script, I believed, with some evidence, that I was very good at maintaining relationships. Up to this point, I had not considered the full impact of my behaviors nor had I contemplated that I might find a better way of handling interpersonal challenges.

When my friend told me to “consider doing things differently this time,” I entertained the possibility that alternate, and perhaps superior paths might be available to me.

I began to question my assumptions about my role in relationships and to take a deeper look at what I had given up and how I had shortchanged others by following this script.  I recalled the resentment that I often experienced as I sublimated my own needs to avoid conflict or to preserve the status quo in my relationships. And interestingly, these relationships often disintegrated over time anyway. Perhaps this was because others sensed my resentment. Or maybe my behavior ensured that my relationships were superficial and thus not very rewarding since I did not share my feelings and needs with the other.  Or possibly the relationships fell by the wayside over time because of my own fatigue and anger from always accommodating.  I began to see that my behaviors could be viewed as a sign of my own self-righteousness and could be experienced as demeaning to others.  I realized that I needed to change.

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Once we recognize the need for personal change, we can begin to contemplate what it means for us. However, we may still be ambivalent and, therefore not yet prepared to act. We can get stuck in this stage. While we may become aware of our own personal limitations and how our behaviors block change, we may still lack the motivation to act differently. As I thought about “doing something different this time,” I grew anxious and afraid.  I began to ask myself whether changing my accommodating behavior was too risky.  Over time, and with help, I was able to understand better where the anxiety was coming from and how it kept me from changing and growing.  I also began to realize what I was missing in relationships because of my own self-limiting behavior.  Slowly I became more open to change. And I did “do something different this time.” I will always be grateful for this simple advice that led to my growth.

While I understand the need for it, I have found that changing is difficult.  The old scripts are deeply embedded. And I still question whether the risks are worth the rewards.  Nevertheless, I have come to terms with change as a process rather than an event. Personal change requires deep self-awareness, courage, and perseverance.  Change and growth will never be easy.  Yet, I believe that my life can become more purposeful and my relationships more mutually satisfying as I allow my script to change. My own New Year’s resolution is to continue down the path of personal change. I believe that my relationships, and indeed my life, will be richer as a result of my continuing with this journey.

Happy New Year to all.  And may 2019 bring each of us the humility to seek self-awareness and the courage to grow.


Stop making sense!

A special message to the 100 change makers of the Diploma of Sustainable Business of Business School Lausanne and the University of St Gallen IWÖ at the occasion of the first Alumni event in Zurich on April 28-29, 2018. #DASTeamRocks

By Katrin Muff, Co-Director of the Program

 

The early adapters are onboard and solid best practice examples are emerging. We have accomplished much in the past decade on bringing business and its leaders onboard to embrace the challenge to create a sustainable and just world, and to make it their business.

The Rio+20 Conference in July 2012 can be seen as a tipping point for the early adapters in business. More than 5’000 top executives gathered to envision how to scale their efforts towards sustainable development. Failing governments in the previous decade had led to shift the hope to business. With its innovation power and easy access to funding, business became the prime driver for a world “where 9 billion people live well on one planet”, as expressed by one of the business conveners, the World Business Council for Sustainable Development, founded 20 years earlier around the first Earth Summit in Rio in 1992.

What might be the tipping point so that the large crowd of followers will jump on the bandwagon? That is the one billion dollar question we have to address today. And for this, we – the convinced – need to change our attitude and our tone. Our voices were important to wake up, or shake up, the business community. And those who could hear us, did. But now, our voices need to reach those who weren’t buying into our arguments and who still remain skeptical or maybe also preoccupied by other significant other mega trends that shape the world.

The climate debate in the United States has clearly illustrated to what degree it is pointless to try and change somebody’s mind by providing seemingly convincing facts. The strong bi-partisan polarity experienced in the United States as a result of the election of the current President further confirms to what degree the only result of a well-considered argument is a counter-argument. We are challenged to let go of the polarity perspective of “I am right” and “you are wrong”. If anything, such attitudes – which both sides hold – simply amplify the gap to be bridged.

In some ways, we – the converted and convinced – need to acknowledge that we unintentionally do onto those we are trying to convert what we blame them to do to us. To ignore and reject a given point of view as invalid or worse ridiculous. Ever attempt we make to say “listen to this and you will finally understand” is an opportunity lost to create a true dialogue by first establishing a common ground. A common ground that includes both points of view, and doesn’t presume one is righter than the other. Only once we have established this common ground can we then engage in a dialogue where together both parties take the immense risk of exploring new grounds together. The risk is huge as it involves that we may end up in a place that is not the same from where we started, requiring us to enlarge our existing understanding and integrate further perspectives. Hence, broadening our worldview.

Integral theory call this neutral, higher or detached, space an “integrated state”. Such a state implies the ability to hold both one’s own and somebody else’s perspective with equal appreciation and respect. And this is no small challenge and not for the weak hearted. Try it at home or try it at work and you will see, how quickly you will step down from that “integrated state” back into the polarity of arguing that the way you see the world is right.

I challenge you, dear fellow converted change maker, to practice this new muscle in your mind and in your heart: adopt this higher neutral state more and more often, and every time a bit longer and with a bit more ease. It is the single best thing you can do if you want to create a positive impact in this world and contribute towards a better world. I know that you can do it, you have that capacity already built in, you simply need to remember it and train it again. I think that the deteriorating state of the world has thrown us into a polarity state where we could do no better than “knowing better” and preaching, pointing fingers, raising hands, highlighting, raising awareness and alerting others. They heard us, those we could reach we have reached. Now, we need to develop new pathways together with those preoccupied with other priorities on their radar to collaborate towards solutions that make greater sense to more people and institutions and that embrace more perspectives. By including opposing thoughts and ideas, better ideas and solutions will emerge. Collaborative processes have long demonstrated that – now let’s go the extra mind and embrace a new mindset, that of the integrator.

 

 

Picture credit: https://innovationleadershipforum.org/our-wisdom/mindset-shift/


Costa Rica is now running completely on renewable energy

Have you heard the news? Costa Rica has managed to shift to 100% renewable energy! And they are not alone – more and more countries are following suit, and I hope you are part of a community and a country that is also moving in this direction. Is there anything you can do to fasten the pace?

My friend Jan Arend, who I stayed with just recently, just took his family and home off the grid – he was so excited to share how much energy he is feeding into the grid and the many places he found he can save energy. Hats off!!

http://qz.com/367985/costa-rica-is-now-running-completely-on-renewable-energy/?utm_source=huffingtonpost.com&utm_medium=referral&utm_campaign=pubexchange


We are a part of something BIG. Can you feel it?

I am so pleased to share the trailer for the film “Planetary” with you which was released on EARTH DAY — 22 APRIL 2015. Here is what the film promises: “We are in the midst of a global crisis of perspective. We have forgotten the undeniable truth that everything is connected. PLANETARY is a provocative and breathtaking wakeup call, a cross continental, cinematic journey, that explores our cosmic origins as a species.”

More info: http://weareplanetary.com/ / PLANETARY COLLECTIVE

Rent the film today!

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San Francisco Becomes The First City to Ban Sale of Plastic Bottles | Global Flare

I am so pleased to read this! How soon will other cities follow? How we as citizens support this? What can you do in your local community? http://globalflare.com/san-francisco-becomes-the-first-city-to-ban-sale-of-plastic-bottles/

At BSL, we have made plastic bottles redundant by offering all students a BSL bottle.

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2014: watershed moments in sustainability | Guardian Sustainable Business | The Guardian

2014 is a year with some important progress highlights towards a sustainable world, including the now public secretly negotiated US-China 2025 CO2 emissions reduction deal, and more. Here all the details:

http://www.theguardian.com/sustainable-business/gallery/2014/dec/29/2014-watershed-moments-in-sustainability?CMP=new_1194

The Guardians predicts 2015 to be the year of “the beginning of the end of climate sceptics”… Let’s hope for more great news ahead!!


Check out “Years of living dangerously” by James Cameron et al who takes climate change mainstream in the US

Climate change and its impact is now going TV mainstream with a new showtime series in the US (the only country standing that claims that climate change is not real) by producer James Cameron including actors Matt Damon, Harrison Ford, Arnold Schwarzenegger like we have never seen them before – they go out in the world as reporters to understand what is going on. Check out “YEARS of LIVING DANGEROUSLY Trailer”:  http://vimeo.com/78162825


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An insightful review of 2012

I thought of sharing this blog article with you – it is the most important analysis of our current situation I’ve seen in 2013 so far and gives an insightful review of the 2012 year:

http://paulgilding.com/cockatoo-chronicles/victoryathand.html

 


Corporation 2020 – a movement to change the way that corporations operate

I encourage you to read a fantastically well written blog post on – Corporation 2020 by Dr. Madelon Evers