The Future is Digital and Regenerative
Syntropy: “Entropy involves the tendency of energy towards dissipation, the famous second law of thermodynamics, also known as the law of thermal death or disorder. On the contrary, syntropy implies the tendency to concentrate and absorb energy, the increase in temperatures, differentiation, complexity, the formation of structures and organizations.” Reference: Sintropy.io
Buckminster Fuller developed a definition in relation to “whole systems” as “A tendency towards order and symmetrical combinations, designs of ever more advantageous and orderly patterns. Evolutionary cooperation. Anti-entropy” .
What got us here today, won’t get us there tomorrow…
“Within an incredibly short time and space, the Internet is becoming dramatically mobile, social, video and artificially intelligent — encompassing everyone and everything, becoming ubiquitous as water, air or electricity. In this context, it is crucial to embrace yet to humanise and transcend technology; to hone in on what makes us truly human rather than a ‘better machine’: things such as imagination and intuition, creativity, problem-solving, complex understanding, improvisation, emotions and plasticity. We must therefore let go of the ‘machine-work’ — and most its traditional metrics, KPIs and success measurements — to truly reinvent what our jobs, work and ‘professional services’ can mean in the future.” Gerd Leonhard
Deep technologies are developing fast while our understanding of human potential is not evolving at the same pace as we race towards exponential change.
As blockchain, smart contracts, robotics, artificial intelligence, machine learning, FinTech, VR/AR, nanotechnology, genetic engineering and the IoT revolutionize our world, we need to revolutionize our human practices to co-evolve with the digital transformation towards a future of sustained vitality.
Current mainstream leadership and organizational development models are based on the paradigms of the first industrial revolution that started in the 1800: humans as machines and cogs in an efficient, scaleable extractive economy. This paradigm has expanded into 21st century goals to more efficiently manage human motivations and behavior to increase their productivity with machines and autonomous algorithms.
Legacy leadership and organizational practices were created for a mechanistic, silo’d world: centralized, controlled from the top, layered with many (sometimes) conflicting and 20th century philosophies and ideas about human psychology, motivation and potential. In the VUCA world these are frequently expensive and difficult to implement, and often require dependency on a few experts who come with industrial strengths best practice accreditations, making it almost impossible to be agile, creative, scale or change.
Merely focusing in disrupting people practices using new technology such as cognitive systems and decentralized technologies, will simply extend, accelerate and embed industrial operating systems, obsolete paradigms and extractive practices that currently harm other life forms in our quest for efficiency, productivity and resources. We are uber-style machine-morphisized and dehumanized, attempting to keep up with networks of self-learning code.
This will re-create the problems that brought us here- just much faster and more efficiently — imprinting their continuum further into the future.
Despite the promise of singularity, it could prevent humans from realizing their potential to co-create a more positive and hope inspiring future.
We need to rewrite the technologies of human development if we want a future that is not just digital, but also regenerative.
We have a great opportunity to restore the “essence” in leadership and talent development. We can empower life-centered futurists developing adaptive new forms of planet centered, distributed leadership models and organizations designed for regenerative enterprise and cultures.
#blockchainleadership #leadership-web3.0 . #hackHR
