In every stage of my life, amidst the clutter and noise; the busyness and status anxiety; the rules and the ideologically driven pronouncements, I’ve wondered about what was most important. And then came the integrity question: under scrutiny does my actual living match what I say is valuable?

The harder I tried to write a book about what I was learning, and I tinkered away at it for many years, the more uncomfortable I became with the presumption that my reflections on my own living would be transferable and applicable for others. It seemed to me that the peculiarities of our individual experiences and identities make ‘self development’ material a loose net that only catches people who are already similar to ourselves. So I stopped trying and made peace with the reality that my ideas wouldn’t have a broad audience.

And then I realised that I was actually the main audience for the content. What I was trying to do was to capture some ideas that had formed and been really useful over the years. This recognition liberated me to go back and reframe what I had done as a personal manifesto.

There is an intro and 16 short chapters. Over the next little while I’ll post some of it. If I am the primary audience, why am I posting it? This blog has always been a journal; packaging my observations and experiences into reflective little thought bubbles has been therapeutic for me. Looking back through the hundreds of posts is like looking through an old photo album. This little book is no different, so while I needed to write it for me in this season of life, I’m happy for others to engage the ideas if helpful.

What are the dimensions of a life well lived? What kind of life am I living? What choices can I make to insure against future regret? I’ll post the intro next week.

This osprey lived near our place on the Sunshine Coast.

Vocational communities are characterised by self-management (see previous post). Most people assume this is about empowerment. But as Frederic Laloux explains in Reinventing Organisations (p137), self-management is much more than that. If employees need to be empowered, it is because power is concentrated at the top of the organisation. Empowerment is the process by which those who hold power, delegate its use to those lower down in the organisation. Self-management happens when decision-making rights are distributed and held by everyone.

Make no mistake, empowerment is a great improvement on the authoritarian hierarchies of most organisations. Empowerment is the healthy processes whereby people have the capacity to give input and shape the decisions that affect their work. But the authentic self-management of vocational communities is something entirely different.

Allowing anyone in the organisation to make any decision sounds completely ridiculous from within the conventional organisational paradigm. Surely it is unworkable in practice. When Dennis Bakke was CEO of AES, a global power company with 40,000 employees, anyone could make any decision including: what they did, the salary they took, investment decisions … The mechanism used for decision-making was called the Advice System. In essence, it was mandatory to seek advice for any decision that affected others. Obviously the bigger the decision, the wider the consultation. The nature of the decision dictated the kind of expert advice sought. Importantly though, no one, not even the CEO could veto a decision.

Bakke recalls the story of Shazad Qasim a recently hired financial analyst who sought advice from him about relocating to Pakistan to expand AES’ work into that region. Bakke was sceptical given the market research the company had already conducted which had concluded AES would fail in Pakistan. However, Qasim designed a role for himself and (with extensive advice seeking with Bakke and the board) decided to invest $200M in a new power plant. Clearly this is an extreme case, but I share it to illustrate that this approach is not “Mickey Mouse”. It unleashes innovation unimaginable in conventional hierarchies.

Extraordinary injustices still exists in our society but most are widely acknowledged. In the workplace however, it is still considered, not only normal but necessary to limit the influence of voices. Self-management is not about unleashing foolishness; it is about a profound acknowledgement that extraordinary intelligence and competence is untapped in conventional organisations because of the restrictions the power hierarchy imposes on people’s ownership of the outcomes and their capacity to implement their best ideas.

It need not be so, but it will take some courageous leadership effort to change it. The future belongs to vocational communities.

I get frustrated with myself sometimes when I shrink from advocating passionately for contentious issues. People I respect write fiercely provocative essays, attend rallies or pepper their social media streams with political, religious or social ideologies. And I hold back. My defence is usually, ‘It’s not that simple’, or ‘Of course you’d say X because you’ve never seriously seen the world from the perspective of people who experienced Y.’

When I was a Uni student I sat listening to a talk by a Dr Ian John. I wrote about that talk, the first time I’d come across the idea of a paradigm in this post four years ago. More recently, I came across this quote by Clay Johnson, American technologist and political campaigner.

“Who wants to hear the truth when you can hear that you are right.”

Over the years I’ve come to see that we tend to believe the things that ‘significant others’ in our lives believe. Or, in other words, we identify with a community and adopt the belief system of that community. Of course we tell ourselves we have thought rationally about our beliefs, but we usually read apologetic material from people we already believe are ‘right’.

Twice in the last month I’ve flicked through a newspaper and been genuinely shocked by the editorial pieces on climate change. Recently a full page article was mockingly pointing out that the ‘climate was refusing to rise’. If you read the Herald Sun that day, then chances are you might not have watched the ABC News the night before, during which an item discussed the records showing that 2015 had been the hottest year ever recorded. Hmmm.

In a business context we are typically pretty poor at debate too. I think it is because we hold our views too close to our professional identities. Somehow, being persuaded by a better argument is a sign of weakness. Unfortunately, what often happens is the strongest personality wins. In his excellent little books Death by Meeting and The Advantage, Patrick Lencioni goes as far as to say that unless there is conflict and debate in meetings where important issues are on the table, they are a waste of time.

So, seeking out alternative views, although uncomfortable, will strengthen our thinking incredibly. If an important issue is gaining momentum I believe it is an important role of thought leaders to appreciate alternative views. For example, if you find yourself agreeing with the increasingly mainstream arguments for euthanasia, then do what I did and seek out a robust alternative perspective. (Karen Hitchcock’s piece in the Monthly makes a strong case against the prevailing wisdom.)

There is nothing wrong with identifying with a community and telling each other stories that affirm our worldview. In fact, it a great thing, belonging and shared meaning. There is something unhealthy though, about so filtering our mental diet that we believe that everyone who believes something different is either stupid or evil. If you want to seriously understand the dynamics of why smart people end up being divided on important issues, I highly recommend Jonathon Haidt’s The Righteous Mind. If you haven’t got the time or headspace for that, and you think euthanasia is a no brainer and anyone who thinks otherwise belongs in the past, then just read Hitchcock (above).

I am still learning on this, but increasingly I find myself asking, not whether a particular view is right or wrong, but rather, ‘what are the values that either consciously or unconsciously lead to that perspective?’ Or, put another way, focus less on ‘what I think is right’, and more on ‘why I think what I think, and why others think what they think.’

If we believe what we believe because of our experience, then it follows that the only way to know whether our beliefs hold up to even our own scrutiny, is to expose ourselves to alternative perspectives and experiences – let them go. If our convictions come back to us we will hold them very differently than if we’d never let them go in the first place.