Seven Circles of Organizational Systems
Recently a colleague and I were facilitating a change process with the leadership cabinet of a very large associational organization. We invited them to name systems within the organization that furthered or held them back from realizing their vision and mission.
We tried metaphors: Systems are like the human body’s respiratory, cardiovascular, nervous, muscular, skeletal, etc.
We tried examples: Financial, formal and informal communication, organizational charts, policies, and practices of hiring and onboarding, etc.
We must understand formal and informal organizational systems, especially during intense change.
One of my favorite models for understanding organizational systems is the Six Circle Model developed by Margaret Wheatley and Dalmau Consulting. The National Equity Project adapted this as the Seven Circle Model to support us in engaging in equity and anti-oppressive commitments.
In both models, we see organizational Structures, Patterns, and Processes placed above the middle green line. Additionally, we see Relationships, Identity, and Information below the middle green line. All six occur in all organizations at all times. In North America, we typically pay close attention to the top three circles to the detriment of the bottom three. The goal is to focus on and nurture all six circles because they are always at play.
National Equity Project created a seventh circle of human experience that surrounds the original six, noting what is often missed: Systems of Advantage, Equity & Social Justice, and Systemic Oppression.
Image By Nation Equity Project
Learning-focused organizations examine, value, and nurture all six organizational components.
Equity and liberation focused organizations name, nurture and cultivate health in all seven circles.
How do you see these seven circles evidenced in your organization? Are you nurturing the components below the green line or those inside the seventh circle?
Leaders and learners I wish you energy along the journey.
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