- a fundamental shift occurs when the first
tier Green vMeme gives way to the so-called
second tier Yellow vMeme
the shift being due to Green's inability to provide useful
responses to the increasingly complex lifeconditions of its users
- Having access to all these ways of
leading is a great advantage
-
under stress conditions, a culture can revert back to
an earlier stage of evolution, especially a stage
- The response to stress may go through an initial phase in which people reach into their ‘better’ humanity and respond from an 'other' oriented, altruistic way of thinking. However, as the stress conditions persist (for example, during famines), these memes give way to increasingly self oriented ways of thinking and/or the expression of the core vMemes becomes increasingly distressed and unhealthy
- welldischarged people are much better able to keep thinking in
stress conditions than people who are carrying emotional loads
-
Resilience in the face of shock
- develop resilience against shock in the first place
- develop increased capacities to recover rapidly from shock
- develop good skills for counseling/mentoring your friends, family and communities in capacities for resilience and recovery
- RC
- By healing ourselves and then transferring the knowledge of how to do this we can work towards the goal of healing the whole spiral
- Goal ecosocial regeneration
-
Guerilla leading (WebAims)
- If not you, who? If not now, When
- consider taking the lead, now
-
Spiral Dynamics
-
Blue
- Absolutistic thinking
- Pyramid structure
- Autocratic leadership
- It is humankind's duty to work willingly for, and without critique of, the one true way
- People must be shown their duty and coerced to do it by punishment for failing to keep to it
- We are all cogs in a system, fulfilling roles that we are destined to, someone else knows better than we do
- Higher authorities rule by right, compliance with authority is essential although when fear and repression are engaged to ensure compliance they are to be used only according to the proper rules and codes of conduct
- We owe the system complete loyalty as it provides for our wellbeing
-
Orange
- Multiplistic thinking
- Bridges structure
- Meritocratic leadership
- People are motivated by opportunities to achieve and acquire material rewards
- Competition improves productivity and fosters growth through opposition
- The triedandtrue is best although it can always be improved upon
- Workers want to get ahead and to have more influence over others
- Hereandnow success is evidence of rewards to come in the future
-
Green
- Relativistic thinking
- Circles structure
- Leaderless leadership
- People want to be in harmonious groups, accepted by their peers as friends
- Sharing and participating lead to better results than competing
- Emotions need attention, but hard feelings and conflict should be avoided
- All members of an organization should have their say and be included
- The organization is responsible for the community's well being
-
Yellow
- Systemic thinking
- Flexible structure
- Leaderful leadership
-
People enjoy doing the work which fits who they are naturally
- Who they are is dynamic
- people who create enterprises inside of larger organizations making use of the larger organization's resources
- Organizations are recognized as transitory states and change/transformation processes are embedded in the organizational culture
- Learning and understanding motivate people, not payoffs or punishments
- People have widely overlapping competencies and capacities with some extraordinary differences too people enjoy a mix of doing work AND visioning, organizing and coordination work