The concept of “community transformation” is very differnt from traditional community development. The idea of a Master Capacity Builder complements the traditional idea of a leader. The fast pace of change requires a new approach to how institutions will need to be organized and facilitated—and there is so much more to be considered as we move through the tunnel of historical transformation that will be ongoing until we reach the destination of our next society, a society we call the Organic, Connected Society.
As a result of the challenges we face and the distinctly different approaches that are needed to prepare for this different type of society and economy that is emerging, there are many questions: some with new answers, others whose answers are still to come.
With this in mind, the following reflects different types of questions that have been asked over the past two decades as people and organizations struggle to understand what is emerging and what will need to be created in local communities to be aligned with a society that will face exponential change, diverse connetions and parallel processes and increased complexity.
1) What is the difference between reformational change and transformational change?
Most leaders in local communities use their tradtional knowledge and base of experience to make existing ideas and methods more efficient and improved. This is what we call “reforming” change because it is based on the traditional. Transformational change challenges the traditional underlying assumption of those key undergirding principles that have existed and been used for many years.
For example, education still focuses on existing knowledge and rational analysis to prepare for the future. That was ok in a time of slow change when old ideas were still applicable and could be enhanced through “continuous improvenment.” In the future, there will be no standard testing or classrooms as the individualized technology will allow one to learn from any place at any time. Content of knowledge will not serve its own value, but will be used to understand how to ask appropriate questions and how to connect totally disparate ideas in a dance of transformational thinking and action
2) What are the four stages of transformation?
The four stages of transformation are a) resistance, b) hmmm?, c) aha! and d) of course. There is no way to short-cut the process of individual, organizational and community transformation, although “master capaacity builders” understand how to create parallel processes, futures projects and interlocking networks that will speed up the processs.
3) What are the four phases of knowledge?
The four phases of knowledge are a) we don’t know that we don’t know (too much expanding knowledge for anyone to absorb), b) we don’t know that we know (its all around us but our traditional filter doesn’t see new ideas and processes as having value), c) we know we don’t know (when one becomes open to new ideas without defending old ways of thinking and doing), and d) we know we know, and need to know more (when connections among diverse people, processes and ideas begin to connect in real time).
4) What are the three stages of a new idea?
The three stages of a new idea are a) ridicule, b) frustration and anger, and c) acceptance and the desire to explore more of new thinking.
5) What is a T-Bar Chart and how can it be best utilized?
A T-Bar Chart serves three purposes: a) to offer different ways of comparing what exists with what is emerging, b) to develop the capacity to shift thinking from “either/or” to “and/both” terms, and c) effectively facilitated, to help others learn to think systemically and design parallel processes to seed capacities for community transformation.