A630.2.4.RB_LarsonKurt, 21st Century Enlightenment

Why do you think the talk is titled 21st Century Enlightenment?

It is an extremely fast moving talk about the return to the core principles like enlightenment, autonomy, universalism and humanism as well as other ideas that appear to have been lost in today’s technological society.

The video is so quick moving that taking notes would only serve to miss the next chapter. The only true method of capturing the message(s) are to review the video several times, attempting to key in on several differing topics at each viewing.

What does Matthew Taylor mean when he says, "to live differently, you have to think differently"?

The term enlightenment in my opinion can tend to be used in a manner denoting deity or transformation to a higher power of being… somewhat snobbish. While I have no particular aversion toward learning and utilizing ones tools acquired through enlightenment to benefit an individual or individuals. I believe what Matthew Taylor is referring to in this instance is, individuals are (or should be) free to make their own choices (including mistakes, which are simply ideas that did not work) and to learn by those mistakes. Much like our own Declaration of Independence, which solidifies our God given rights to Life, Liberty and the Pursuit of happiness. And our Constitution, particularly the Bill of Rights that together frees us from tyranny and overbearing religious and governmental intrusions, that is if one is willing to fight to keep them.

At one point in the video (4:10), Taylor argues that we need "to resist our tendencies to make right or true that which is merely familiar and wrong or false that which is only strange". What is he talking about? Can you think of an example within your company or your life that supports this point?

What Taylor is discussing is the age-old dilemma of resistance to change, or the challenges of change. As discussed in chapter two of the text Experiential Approach to Organization Development, Brown discusses that change is the name of the game in today’s management. This is due to the expansion of technology and a global environment that organizations wishing to not only survive but thrive are destine toward adapting to change and creating methods from which their approaches to change will solidify their place in the free market system. Those that do not are destining toward repeated failure including individuals and organizations that refuse to negotiate and manage a positive transformational development including individual and team effectiveness. The UAW comes to mind as one of those organizations.

As a governmental organization, my agency is charged with responsible use of the taxpayer investment and utilization of tax dollars in a wise and prudent manner. Does that always occur, no, are there ways to better manage resources, yes. Those are the reasons individuals such as myself are brought in as new blood that can review and recommend proactive changes, and to streamline operations and create more efficient methods of accomplishing the mission. Is there resistance and politics that inhibit those changes, certainly. From the eyes of the long timers, it is easier to discredit the messenger and the message than to extent the effort in trimming the waste. The problem is… folks like myself tend to move out of an organization to higher responsibilities while those that are left behind gravitate back to the old ways. At least until the funding is cut on an inefficient mission and the doors are closed.       

Taylor argues that our society should eschew elements of pop culture that degrade people and that we should spend more time looking into what develops empathetic citizens. Would this be possible?

They are not only possible, but currently in practice by factions of society that hold a high moral responsibility toward its fellow man. As the classic example, I am of course referring to the United States Military, where the individual is part of something larger than life itself and an organization whose order of the day is constant respect in an environment of teamwork, excellence and service before self. As discussed in chapter two of the text Experiential Approach to Organization Development, Brown discusses that individual effectiveness in an organization where each member is equipped with a unique set of values, beliefs and motivators that are complimentary, increasing an organizations effectiveness through a culture that can achieve organizational goals all the while satisfying the individual members needs.

The organizational values and beliefs that compliment individuals own values and beliefs are what transcend beyond the invisible boundaries of the organization, into society and serve as positive roll models and examples of the empathetic citizen.   

At the end of the video, Taylor talks about atomizing people from collaborative environments and the destructive effect on their growth. What is the implication of these comments for organizational change efforts?

As much as I have been part of teaming environments during my 24 years of military service, and now 9 in the federal workforce. I find collaboration to be an effective means to bring the brightest minds together to institute workable solutions to unmanageable problems. I have also found collaborative efforts to be a means to integrating various levels of disciplines and experience levels to formulate solutions and recommendations. I have also found collaboration to be at times an ineffective tool that is over-utilized by those who are simply in it for the ride and credit, and none of the sweat, arguments and contentious discussions that can occur during collaboration efforts.

That said, collaboration is truly the only effective method of bring together all stakeholders, industry experts, management and decision makers in todays global market and economy. It is still the individual fortitude, expertise and willingness to get the job accomplished that makes collaboration an effective organizational tool.

As stated in chapter two of the text Experiential Approach to Organization Development, Brown discusses that changing market structures, competitive conditions that are rapidly changing, brings upon organizational change efforts. Organizations in today’s global economy are forced to downsize, reengineer, flatten the overall organizational structure(s) and initiate technologies that are commiserate with global and a highly competitive market.

The organization as a system is somewhat Borg like, as a reference from the series Star Trek. However, the systems approach is not with out merit in it has an in-place internal check and balance system that is designed to accomplish an objective through an established arrangement of elements that share an interrelationship among the individual elements of an open or closed system. The basic ingredients of information, energy, and materials are vital to the overall objectives and are more important than the objectives of the system.

To sum it up… all the parts must be in concert with one another, if anything is lacking or missing, the system will prevail but in the end there may be an unintended consequence. It is during periods of unintended consequences that the individual with the knowledge, experience, and willingness to step out of the norm, and do what is necessary for the organization to succeed is what Taylor talked about atomizing people away from collaborative efforts and the destructive effect on individual growth. In essence, he is concerned that collaborative efforts are raising a society of mindless sheep.        

What can you take away from this exercise to immediately use in your career?

Basically the exercise reaffirms my commitment to the morals that were instilled in me as a child, scout and military service member. I teach these to our daughter and instill them in my place of worship, work and home. I believe in being part of a team and a contributor of a solution to a problem not simply the identifier of one.

I believe we as a nation are plagued with a rather large herd of mindless sheep, which are unwilling to do what is necessary to advance them, often playing the victim card when there was no crime, all in the name of taking the easy way out. The saying “when the going gets tough, the tough get going” is not applied in today society and the word fair should be used sparingly, as anybody who has had to “get going” will attest that there is rarely anything in life that is truly fair.

As a Father, leader and manager, I take away from this exercise is to keep on my present course although not popular at times, it is an effective direction that has never betrayed me or left me stranded. And finally, remembering the immortal words of Jeff Cooper “To ride, shoot straight and speak the truth”.