[permaculture] Two models for implementing change - what do you think?

Rev Dele wearenaturesfriends at gmail.com
Fri Mar 23 11:54:09 EDT 2012


to Toby----AMEN

On Fri, Mar 23, 2012 at 11:38 AM, Toby Hemenway <toby at patternliteracy.com>wrote:

> The two lists are talking about very different phenomena, as Liane points
> out, and so they can't be compared--apples and oranges. The first is a
> description, based on case studies, of how people respond to trauma. Only
> the second list is a manual for implementing change. One is pull (dealing
> with an outcome), the other is push (creating an outcome). Critical
> thinking, please!
>
> The useful piece for me is that a designer could use the first list to
> create a pattern-literate process for helping implement change. We know
> that people respond to unwelcome facts or requests initially with denial,
> so how does a change maker work with that and design a process that honors
> the denial phase, rather than trying to overwhelm it, and help people move
> rapidly to acceptance? And so on.
>
> I don't like the "create urgency" tactic, personally. It smacks of Fox
> News-style manipulation, and the whole list gives me the sense it was
> designed as a way for people who feel disempowered to get their agenda past
> other people who feel disempowered (which is the case in most corporate
> culture). If change is truly warranted, all you should need to do is alert
> people properly to the situation and it will create its own sense of
> urgency. An ethical change-maker only creates change where it's needed, not
> just because they want to shove people in a particular direction.
>
> Toby
> http://patternliteracy.com
>
>
> On Mar 22, 2012, at 6:17 PM, Cory Brennan wrote:
>
> > I hear you. I still don't think it should end at acceptance. Getting on
> with one's life and back into creation of it is very important, once one
> has accepted that someone is gone. I agree that it's an appropriate model
> for Transition, as we move from the death of a culture many of us have
> grown very comfortable with (in this country, not permaculturists), to the
> birth of something that is hopefully far better, but scary and unknown to
> many people.
> >
> >
> > ________________________________
> > From: Liane Salgado <gamberster at gmail.com>
> > To: permaculture <permaculture at lists.ibiblio.org>
> > Sent: Thursday, March 22, 2012 3:43 PM
> > Subject: Re: [permaculture] Two models for implementing change - what do
> you think?
> >
> > The first model was created as a way of dealing with death and dying, so
> it
> > ends with acceptance. I do think in the case of Transition, the first
> model
> > describes the stages of just accepting reality! Then, we try to create
> > change that will affect that reality.
> >
> > On Thu, Mar 22, 2012 at 3:04 PM, Cory Brennan <cory8570 at yahoo.com>
> wrote:
> >
> >> The first model shouldn't stop at acceptance - that is only the
> beginning
> >> of the journey. But maybe you mean it to lead into the second model? I'm
> >> not sure if the order is correct in that one; would have to test it or
> >> think about examples more - how it might be like that, or not be like
> that.
> >> I see it as a cyclical movement, not linear, in any case. And since
> >> corporate culture is not sustainable, I would remove the word corporate.
> >> Not excluding it, but just not limiting to that. We need to create
> change
> >> across the boards.
> >>
> >>
> >> ________________________________
> >>   From: Carl DuPoldt <cdupoldt at yahoo.com>
> >> To: permaculture at lists.ibiblio.org
> >> Sent: Thursday, March 22, 2012 2:52 PM
> >> Subject: [permaculture] Two models for implementing change - what do you
> >> think?
> >>
> >>
> >> Two models for implementing change:
> >> http://www.change-management-coach.com/kubler-ross.html
> >> five stages include
> >> denial
> >> anger
> >> bargaining
> >> depression
> >> acceptance
> >> --------------------------
> >> http://www.mindtools.com/pages/article/newPPM_82.htm
> >> eight stages include
> >> create urgency
> >> form a powerful coalition
> >> create a vision
> >> communicate the vision
> >> remove obstacles
> >> create short-term wins
> >> build on the change
> >> anchor the change in the corporate culture
> >> _______________________________________________
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> >> permaculture at lists.ibiblio.org
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> >> http://lists.ibiblio.org/mailman/listinfo/permaculture
> >> message archives:  http://lists.ibiblio.org/pipermail/permaculture/
> >> Google message archive search:
> >> site: lists.ibiblio.org/pipermail/permaculture [searchstring]
> >> Avant Geared  http://www.avantgeared.com
> >> _______________________________________________
> >> permaculture mailing list
> >> permaculture at lists.ibiblio.org
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> >> http://lists.ibiblio.org/mailman/listinfo/permaculture
> >> message archives:  http://lists.ibiblio.org/pipermail/permaculture/
> >> Google message archive search:
> >> site: lists.ibiblio.org/pipermail/permaculture [searchstring]
> >> Avant Geared  http://www.avantgeared.com
> >>
> >
> >
> >
> > --
> > "Days are long, years are short."
> > Gretchen Rubin
> >
> > Liane Salgado
> > Energy Modeling
> > GIS and Technical Writing
> > Permaculture Design
> > Chapel Hill, NC
> >
> > http://www.designbuilderusa.com/
> >
> > www.transitioncch.org
> > _______________________________________________
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> > Avant Geared  http://www.avantgeared.com
> > _______________________________________________
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> > Avant Geared  http://www.avantgeared.com
>
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