The evolution of human organisation
Since they have been capable, humans have organised themselves in a top-down manner, a bit like a family tree, where there are a series of horizontal and vertical lines that grow in a pyramid shape. This model has proven to be unsustainable over time as bottom parts of the tree get large, heavy, remote or different from the top and then break off. It can be represented by a diagram:
So what is emerging is a more sustainable model. How could this be described? Lets look at the dodecahedron:
It is made up of 12 pentagons, one would think a strong and complete structure. Imagine we put a person at each node of one of the pentagons as follows.
You might say 'Oh no, not another committee!' If so then, for the moment, just think of it as a strong looking structure. And think of expanding the dodecahedron into a many faced object depicting one linked system of humans complete within the world. Now lets analyse the basic pentagon component:
In this diagram there are five spirals that represent people with unique makeups or 'mental fingerprints' meeting for whatever purpose. The large spiral would suggest it is the person with the most experience and knowledge, or, in an organisational structure sense, the manager, chairperson or steward of the meeting. This diagram was inspired from the Navahoe sand drawing in the book 'The Fifth Discipline' by Peter Senge. It looks a bit like looking down on a Teepee where a pow-wow is taking place. While it is suggested that five members of a team is ideal there may be more or less but more than one.
What is a Leader?
In the top-down model the term 'leader' is commonly taken to mean the person with authority and power over his/her 'servants'. In the workplace it is the manager, appointed usually by the 'higher' management. Managers control resources and assume authority. They do not necessarily lead.
Democracies as we know them have people voting for 'leaders' but they are actually voting for servants who may or may not show leadership.
True leaders are not appointed. True leaders lead by collaboration, by knowing or seeking consensus, by trusting and serving. Everyone can be true leaders. Look to excel in your chosen pursuit, and be part of a team, don't look to take authority over others. Seek out knowledge and world best practice then use that to create something even better!
The Endemic Nature of Top-Down Hierarchies
Top-down hierarchies are endemic to most cultures. Historically they evolved as a survival mechanism, much as is seen in animal life where the strongest survive - this could be termed 'simple natural selection'.
However in developed human groupings e.g. developed countries egalitarian principles are progressively being installed into the culture. This creates a mix of top-down and egalitarian behaviours. Factors or behaviours that have supported the top-down model are:
The dictator syndrome
The 'them and us' mentality
Oppression of communication
The denial of personal responsibility
Dignity stripping
Left v right politics
The notion of good and evil. Ethics are subject to evolution, just like everything else.
The Gift of Power Pie
Would you like some power pie?
Yes please it’s something I should try
But I can’t see or smell this piece
Just hold it - taste it, - it’s a feast!
I’ll take a piece of power pie
I don’t care, I’m not shy
I think I’ve got it (or have I not?)
Or have they taken back the lot?
Yum I think this tastes real good
Give me the last slice if you would
Oh now they want some just like me
Take them away – they’re annoying me!
The people need some they have found
But there isn’t enough to go round
Oh rubbish man – give it here
You keep that – the rest we’ll share!
When next you cook a power pie
Size it up with your minds eye
Then think with whom to share and why
And lo - the limit becomes the sky!
What is dignity stripping?
Dignity stripping is an abuse of power by means of putting people down. There are many forms of it, physical, mental or a combination of both. In the mental version the main problem is that the recipient usually has no way of countering it and in many cases they believe what the perpetrator is saying because they naively (or under coercion) accept the authority of that person. It is particularly destructive where the recipient is young, vulnerable or not understanding of what is going on.
In the book 'Somebodies and Nobodies' Robert Fuller coins the term 'Rankism'. Rankism is not well understood by many and most managers / parents / teachers/coaches practise it without realising it. A justification given is 'well I have to take control because they need me to'. Managers, teachers, parents and coaches are supposed to be facilitators not controllers.
Anyway, rankism is on the way out, just as racism, sexism and materialism is. These are significant evolutionary indicators. The rate at which changes occur is probably slower than most want. However you can not impose or force changes to peoples mental models - they only change after deep thought and personal reflection, and indeed some may never change.
There are many 'isms' associated with a rankist society that are on the way out such as ageism e.g. the removal of a compulsory retirement age.
Humans have a fundamental need to create, associate and positively contribute in their own unique way. When this need is denied to them (and moreso if they are young and still developing as individuals) the consequences can be enormous. Many people know of themselves that they are capable - but a rankist society does not give them the support or real opportunity.
Many health problems can be traced back to the denial of freedom to think and create. Low self esteem and stress are good examples.
Also children seem to be born egalitarian in nature and have an almost overwhelming desire for fairness - sadly, they learn either formally or informally that 'life isn't fair' If they are constantly confronted with unexplained instances of unfairness then dysfunction can set in. This is very obvious where there is socio-economic disparity.
This raises many questions and the solutions are not obvious but when you observe and think of the positive evolutionary processes taking place you can see that, from a systems point of view, solutions are incrementally happening. The main thing to remember is that changes within a system can only happen incrementally because of the interdependencies and connectivity within the system.
Hear Our Voices
My mum and dad they weren’t born bad
I wasn’t born bad or mad
So what is it that makes me sad
I need to know I’m just a lad
My mum and dad weren’t born stupid
So that makes me the same
Anything is possible
Just find the rules of the game
It’s not their fault can’t you see
They’re not like that deliberately
They only know what they have seen
They only know where they have been
I don’t hate you ‘cos I don’t hate me
I don’t hate them but I want to be free
I want to grow an’ I want to show
Let me be I will grow with the flow
I’m talking to you can’t you hear
I beat it up so you can’t bear
I’m tagging to you so can’t you read
Racing my car for you to take heed
I’m not bad, just a little sad
I am a seed my mum and dad
Feed me, water me, watch me grow
Talk me up and let me go
Help me grow hear what I know
Talk to me my mum and dad
Listen to me my mum and dad
Give me a break we all make mistakes
How can I know how can I show
That’s not easy don’t you know
I’ll start to talk I’ll start to walk
Out of my comfort zone
It’s seek and learn an’ I’ll take a peek
I know it will take more than a week
Don’t dictate, I’ll just imitate
Let’s meet again and don’t be late
Money makes the world go around
Leave it to them and we’ll all run aground
We will grow and know and show
Then I know the money will flow
Love me not P
P stands for past I’m not going there
I’m no loser I’m a chooser
I might shed a tear but I don’t have to fear
The race to space by the human race
Do we need another place?
Move over mate give me some space
I don’t mind what colour is your face
World of nations at my feet
In the arms of love we meet
Hear our voices we entreat
World protect our children