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To book Fritjof Capra for a speaking engagement, please contact

                        Regina Gingell
                        Regina@reginagingell.com
                        Rginfo900@gmail.com
                        Tel: +44 1428 654 892

Over the past twenty years, Dr. Capra has given numerous management seminars for top executives in Europe, North and South America, and Japan. Management consulting groups, business schools, and corporations who have hosted these seminars include:

 

Banff Centre for Management
Banff, Alberta, Canada

Kellner-Rogers and Wheatley
Sundance, UT, USA

Amana-Key
Sao Paulo, Brazil

Japanese Management Association
Tokyo, Japan

Complexity and Management Center
University of Hertfordshire, UK

Banbrytarna
Stockholm, Sweden

Institute for Environment and Systems Analysis
Amsterdam, The Netherlands

Beratergruppe Neuwaldegg
Vienna, Austria

Gottlieb Duttweiler Institut
Zurich, Switzerland

Graduate School for Economics
and Social Sciences
St. Gallen, Switzerland

Pegasus Communications
Waltham, MA, USA

Wilson Learning Center
Scottsdale, AZ, USA

Social Venture Network
San Francisco, CA, USA

Esprit
San Francisco, CA, USA

Patagonia
Ventura, CA, USA

Aveda
Minneapolis, MN, USA

 

Executive summary:

Life and Leadership: A Systems Approach

Management Seminars by Fritjof Capra

One of the foremost signs of present-day society is the presence of massively complex systems that increasingly permeate almost every aspect of our lives. The amazement we feel in contemplating the wonders of industrial and informational technologies is tinged by a sense of uneasiness, if not outright discomfort. Though these complex systems continue to be hailed for their increasing sophistication, there is a growing recognition that they have brought with them a business and organizational environment that is almost unrecognizable from the perspective of traditional management theory and practice.

Moreover, it is becoming increasingly apparent that our complex industrial systems, both organizational and technological, are the main driving force of global environmental destruction, and thus the main threat to the long-term survival of humanity. To build a sustainable society for our children and future generations — the great challenge of our time — we need to fundamentally redesign many of our technologies and social institutions so as to bridge the wide gap between human design and the ecologically sustainable systems of nature. This means that organizations need to undergo fundamental changes, both in order to adapt to the new business environment and to become ecologically sustainable.

Although we hear about many successful attempts to transform organizations, the overall track record is very poor. In recent surveys, CEOs reported again and again that their organizational change efforts did not yield the promised results. Instead of managing new organizations, they ended up managing the unwanted side effects of their efforts. At first glance, this situation seems paradoxical. When observe our natural environment, we see continuous change, adaptation, and creativity; yet our business organizations seem to be incapable of dealing with change.

In his seminars, Fritjof Capra presents an approach to organizational change that is inspired by recent scientific breakthroughs, which have led to a new understanding of living systems. He suggests that, to transform organizations, we first need to understand the natural change processes that are embedded in all living systems. Once we have that understanding, we can design processes of organizational change accordingly and create human organizations that mirror life's adaptability, diversity, and creativity.

The understanding of human organizations in terms of complex living systems is likely to lead to new insights into the nature of complexity, and thus to help us deal with the complexities of today's business environment. Moreover, it will help us design business organizations that are ecologically sustainable, since the principles of organization of ecosystems, which are the basis of sustainability, are identical to the principles of organization of all living systems.

There is an additional reason why the systemic understanding of life is of paramount importance in the management of today's business organizations. Over the last few decades we have seen the emergence of a new economy that is shaped decisively by information and communication technologies. In this new economy, the processing of information and creation of knowledge are the main sources of productivity. Thus "knowledge management," "intellectual capital," and "organizational learning" have become important new concepts in management theory. Applying the systems view of life to organizational learning enables us to clarify the conditions under which learning and knowledge creation take place and to derive important guidelines for the management of today's knowledge-oriented organizations.

In summary, the new understanding of life implies the following four lessons for the management of human organizations.

Lesson #1
A living social system is a self-generating network of communications. The aliveness of an organization resides in its informal networks, or communities of practice. Bringing life into human organizations means empowering their communities of practice.

Lesson #2
You can never direct a social system; you can only disturb it. A living network chooses which disturbances to notice and how to respond. A message will get through to people in a community of practice when it is meaningful to them.

Lesson #3
The creativity and adaptability of life expresses itself through the spontaneous emergence of novelty at critical points of instability. Every human organization contains both designed and emergent structures. The challenge is to find the right balance between the creativity of emergence and the stability of design.

Lesson #4
In addition to holding a clear vision, leadership involves facilitating the emergence of novelty by building and nurturing networks of communications; creating a learning culture in which questioning is encouraged and innovation is rewarded; creating a climate of trust and mutual support; and recognizing viable novelty when it emerges, while allowing the freedom to make mistakes.