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How can you maintain your community’s social innovative potential over the long term to devise new approaches to intractable social-ecological problems, adapt to changing conditions, and scale innovations to catalyze systems change? Leadership practices that foster capacity to generate fundamental social innovation were identified by highly experienced designers and facilitators of learning networks during a dialogue series on how to maintain lively, generative innovation communities held from 2018 to 2020. In their own words, I offer their advice on how to choose an appropriate suite of innovations through co-work that both probes the system for opportunities for change and pursues harder-to-achieve leverage points for change by building on short-term innovation. I also offer their insights into how to engage your community member’s innovative potential over time and how to generate useful rapid feedback to stay aligned with your goals using measures that enhance your community’s capacity to self-assess. This can both hold the organization accountable and build capacity for self-governance. In my commentary, I suggest how this practical wisdom concretely applies ideas about systems change to the challenges of organizational leadership.
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Jumpstart Virtuous Cycles Within Social Innovation Communities
Strong leadership is crucial to fostering social innovation, and yet successful social innovation organizations are often those in which leaders do not play a dominant role. This is made possible by leadership practices that activate a community’s self-organizing and self-guiding potential. In this paper I share some of these effective practices, which were identified by highly experienced designers and facilitators of learning networks during a dialogue series on how to maintain lively, generative innovation communities held from 2018 to 2020. I provide advice from the netweavers in their own words, along with my commentary on how to create this potential by initiating and maintaining virtuous cycles of exchange and reciprocity, where group members could “pay it forward” without directly expecting something back every time. Many of these leadership practices are simple actions that are common sense practices in our personal lives but often absent in the workplace, such as creating a welcoming environment, assessing what people wanted to give and receive, being the first to give your members something valuable, calling attention to their successes, and underscoring the value that you provide them every time you interact. One powerful way to foster reciprocity that they emphasized was to organize semi-autonomous small-team activities, or co-work. While co-work can and should accomplish useful outcomes, its greatest value may be in how it maintains necessary coherence and coordination while contributing to building ownership and autonomy that supports an organization’s capacity for self-governance.
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- Award ID(s):
- 1524832
- PAR ID:
- 10302967
- Date Published:
- Journal Name:
- Social innovations journal
- Volume:
- 5
- ISSN:
- 2692-2053
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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