The Complementary Set, 34 Palmerston Square, Toronto, ON M6G 2S7, Canada, allenna_leonard@yahoo.com
The job of an organization, or an organism for that matter, is to manage its interactions so as to meet the challenges thrown up by the complexity of its environment. This requires that knowledge be obtained about itself and its environments now and in the foreseeable future. One of the most profound questions that must be addressed is whether the distinctions and assumptions that served well in the past will continue to do so. Beer’s Viable System Model is an effective tool to clarify distinctions and assumptions. It examines the five management functions that support productive operations, the seven vertical communications channels they use and monitor, the balance between these channels and the horizontal ones linking it to the present and future environment and the balance between its present and future emphasis. Once these distinctions have been surfaced, the Team Syntegrity process may be used to bring in additional stakeholders and information and dissolve them. Starting with a broad opening question, participants are invited to aim high and wide and introduce any factor they think might be important. If the mix of participants is diverse, new light can be shed on almost every distinction and assumption made in the context of the VSM exercise. Some may be confirmed, others abandoned and still others modified to take into account different perspectives on constraints and success criteria. These may be remapped onto a new VSM with different homeostats defined and different feedback loops designed to monitor them. Although the default profile of ‘the organization’ is a profit-making corporation, this path could be beneficial as well to governments, cooperatives and non-profits who are likely to have a broader range of stakeholders, who may include opposing parties, and multiple success criteria.
Keywords: Viable Systems Model, Team Syntegrity, Requisite Variety
Human beings are hard-wired to make distinctions; that is how we make sense of the world. Stafford Beer (1988) paraphrased Spencer-Brown (1969) in his thousand line poem ‘ One Person Metagame’:
" that continent distinction builds
the universe
in a plane space make a mark
the world will follow from this."
Distinctions
follow from assumptions and lead to choices about what is significant.
Many distinctions in cybernetics and systems thinking are expressed as
boundaries and thresholds. Boundaries are part of the perceptual world:
shorelines, temperatures, elevations, and the movements of the sun and
moon. Some are made meaningful by human beings and marked with
significance and sometimes ritual: seasons, life stages and initiation
into roles in the community. There are physical boundaries such as
walls, rivers and mileposts and others less physical but tangible, such
as borders between countries or communities. They carry symbolic weight
and additional distinctions having to do with identities and values: us
and them and believers and unbelievers, order and chaos... The inner
world is also informed by boundary distinctions such as that between
the conscious and the unconscious, the known and the unknown and the
background and foreground. Some boundaries can be measured with
instruments to a certain level of accuracy such as the passage of time,
the lines of longitude and latitude, mass and weight. Others are
definite by agreement, such as when qualifications are earned or a
contract is signed. Still others are compound. It is possible, for
example, to measure parts per million or billion of a pollutant, but to
disagree about safe exposure levels. Barriers are another sort of
boundary, whether they reflect limits of thought, action or of the
physical world.
Boundaries may be thresholds
- points where circumstances change such as when a doorway is entered
or a perception becomes conscious. Folkloric traditions include many
stories and rituals surrounding the crossing of boundaries and
thresholds. Individuals and social groups still cross thresholds but
rituals are few, and their significance is not always appreciated,
especially among large groups. There are thresholds when a cusp or
tipping point is reached. A scale change requires new procedures or
requires a level of complexity that is beyond the scope of current
understanding. A risk may move from manageable to unmanageable. These
are probably the most problematic because many thresholds are
discovered only when they have been crossed. Organizations and the ways
they operate are not well designed to make the distinctions that would
enable them to anticipate, recognize and deal with their thresholds and
boundaries. It can be difficult for them to distinguish between those
standard measures that reflect their recent history and changes and the
present in which events or attitudes may have utterly changed their
contexts.
Distinctions, including those
dealing with boundaries and thresholds, are conceived and expressed in
language. In a global economy it is common to interact with people who
learned different languages as children. Country or regional
differences, training and experience are reflected as differences in
perception and articulation even among people who share a common
tongue. Because each of us, in one sense, speaks our own language,
models are useful because they allow us to negotiate our meanings and
share them with others.
Models and processes
from the cybernetic tool kit can be used to make organizational
boundaries and thresholds explicit and to reconsider them in a broader
context. Beer’s Viable System Model and Team Syntegrity
process will serve as examples of tools to accomplish this.
Stafford Beer’s Viable System Model was
developed from his operational research work in the steel industry and
his studies, especially of McCulloch’s (McCulloch, (1989)
neurophysiology and Ashby’s cybernetics (Ashby, 1956).
Having determined that the neurophysiological explanation was daunting
(Beer,1981), he presented the model according to graphic
representations (Beer 1979, 1985). These graphic representations make
prodigious use of lines to denote external linkages between the
system-in-focus and its environment and internal connections within
each system-in-focus. The VSM also highlights the multiple more
comprehensive systems in which a system-in-focus is embedded at higher
levels of recursion and its relationship with other systems of lesser
comprehensiveness embedded within it. Each of these lines denotes a set
of distinctions or a boundary between one organizational function and
another or between the system and its environments. Although expressed
as single lines, most of these are really multiple. The small dots in
the lines refer to homeostats or balance points that need to be
monitored. They too are multi-factorial: see for example Chart 4 (Beer,
1985) for the treatment of a single homeostat.
The usefulness of cybernetic models is that they provide means to
address complexity, which Ashby called
‘variety’. He said "only variety can
destroy variety" , This was expressed in the title of a paper as "
Every good regulator of a system must be a model of that system."
(Conant and Ashby, 1970) The Viable System Model addresses the
necessary and sufficient conditions for an organization to be viable
— that is, capable of independent existence. It looks for
ways to amplify the variety of a system to deal with its environment
and attenuate the variety of the environment so as to deploy the
organization’s activities most effectively. It accepts
that the variety disposed by the environment is always much greater
than that available to the system.
Communications channels carry the messages needed to deal with variety,
but they are subject to their own constraints. How much information a
channel can carry and the level of accuracy of its transmissions were
the technical problems addressed by Shannon and Weaver (Shannon and
Weaver, 1949). They noted that their work did not address the semantic
problem (whether the message was understood at the other end) or the
effectiveness problem (whether the message resulted in the desired
action). A cybernetic model typically uses filters to design
communications channels so that they pick up the desired information
from the flood of available data. Negative and positive feedback loops
measure the systems’ outputs so that their inputs can be
adjusted to maintain variables within acceptable limits or encourage
desired growth.
Beer deals explicitly with
the act of crossing boundaries in his Third Principle of Organization.
It says:
Wherever the information carried on a channel capable of distinguishing a given variety crosses a boundary, it undergoes transduction; and the variety of the transducer must be at least equivalent to the variety of the channel. (Beer, 1979 p. 101)
Translation from one natural language to another is a form
of transduction, as is the expression of scientific information in a
popular form. Transduction suffers from the usual constraints
associated with the capacity of communications channels including the
technically describable ones of time, format and noise and the less
distinct ones of trust, internal distractions and unstated assumptions.
Transduction between the perspectives of different observers is also
important, although somewhat less obvious. Its variety handling
capacity includes mapping what is in or out of the picture from
multiple perspectives as well as negotiating the meaning of the
communications themselves.
Any communication
between the system and its environment and between operational and
management functions is affected to some extent by transduction, even
if it takes place within the head of a single manager trying to make
distinctions about the capacities of an operation under different
circumstances.
Beer’s Third
Principle is followed by the Fourth (p. 258):
"The operation of the first three principles must be cyclically maintained through time without hiatus or lags."
Here is another boundary — a temporal one. If the message doesn’t arrive within the window of time in which effective action is possible, variety cannot be matched.
System One operations communicate in many ways with their
environments of customers, suppliers and competitors in the course of
their making a product or providing a service. For example, the sales
person’s message travels across the boundary to the
customer and the customer answers with words or actions. The sales
person should be able understand and act upon the
customer’s response to either say thank you or adjust the
offer to come to a mutually satisfactory outcome. Knowing what the
customer values — durability, effectiveness, style, ease
of operation, sound advice — adds variety to the
communications between them; as does knowing what the customer
especially dislikes.
The boundaries between
the operation and the environment may be more or less distinct. With
various collaborations and alliances, what distinguishes inside and
outside the boundary may not be clear. Sales people and other
representatives in the field, outposts of enterprises and
cross-functional or cross-enterprise teams play boundary roles. Their
allegiances may lean towards their customers or work groups or they may
be divided. The adage ‘where you stand depends on where
you sit’ describes their position. When this is seen
positively by the larger organization, the teams or individuals are
happily claimed as our face in Somewhere. When it is not, they are said
to have ‘gone native’ and steps may be
taken to pull them back from the boundary such as rotation back to
headquarters every several years.
Similarly,
any system-in focus belongs, with stronger or weaker connections, to
more than one more comprehensive system at a higher level of recursion.
An individual belongs to a family, a workplace, a community and so on.
An organization may be part of a larger corporation but also be an
employer or a corporate citizen in a community or an entity subject to
different government regulations from the rest of the organization. In
other situations, formerly inside operations may be contracted out. The
question here is whether contractually determined standards are
sufficient to provide satisfactory service or whether there will be a
variety deficit from not sharing the same culture.
Managers of System One operations determine what is the best allocation
of time and other resources to accomplish their objectives.
‘Management’ may be self-managed peer teams
where individuals play operational roles. Knowledge and disposable
variety may be of equivalent value or evenly distributed. It may also
be supervisory, such as the management of short-term or temporary
employees who, whatever their skill level, require direction to amplify
their variety to work effectively. Interactions occur within operations
and within management at the System One level that may require
attention to the transduction of messages, such as between different
operational processes or shifts. These may be expressed a level of
recursion down as communications along the squiggly lines connecting
System One operations.
System Four, concerned
with the future, interacts within itself, comparing its model of the
organization with the potential or anticipated changes in the
environment and its resources to adapt to them. To be effective, it
must manage the transduction between R & D and marketing,
between lobbying and public relations, between scenario planning and
financial planning and among all of them together.
System Four interacts with the future environment along many lines. It
is concerned with the circumstances of projected demand for its
products or services, new developments in its field, the recruitment of
new employees, emerging changes in public opinion, regulatory matters
and future developments that will affect the landscape for everyone.
Each of these different aspects of the future communicates in its own
language according to its own priorities. Thresholds between the near
and midterm future and the midterm and long term future will differ
depending on the type of organization, the volatility of the
environment and the opportunities and threats on the horizon.
The variety of these horizontal communications channels is
balanced, more or less smoothly, with the variety disposed along the
vertical communications channels, remembering that the most significant
attenuator of variety is sheer ignorance. It is often helpful to try
out different distinctions and boundaries when nominating groups of
System One activities. They can be grouped according to several
possible answers to the basic journalist’s questions:
who, where, when, how and how much. The
‘who’ question might be answered according
to who buys, who uses, who supplies component parts or who regulates.
The where question could be answered in terms of geographical site,
jurisdiction, proximity to transport, and so on. Each choice involves
different distinctions, different boundary conditions and different
variety constraints.
Within the
environment, there are communications channels that connect the markets
and sub-environments of the different System One operations. The
operations and their boundary personnel listen to this channel for
hints about how they might work together, fill a gap in the market or
avoid a problem that has affected one of its competitors.
The System One operations communicate with one another. This
communication runs the gamut from tangible goods such as inter-process
stocks to internal payments to informal e-mail and water cooler
conversations. If a threshold is being approached, this channel may
notice it first. This is depicted in the VSM by a squiggly line.
System Two, the anti-oscillation channel, exists as a
service to smooth activities where two or more System One units share
common resources or use common protocols. It communicates with both the
operations and management of System One units and with System Three.
Its job is to handle matters about which there is already general
agreement. If System Two’s coordination activities break
down, it is evidence that the boundaries drawn by Systems One and Three
did not provide System Two with sufficient variety handling capacity
(possibly including resources) to do its job.
System Three is responsible for exercising executive management of the
System One units to achieve synergy and usually includes the managers
from the System One units.
When System One
managements communicate with one another about decisions, it is in the
context of their participation in System Three. Its function is to make
the distinctions that balance the preferences of the parts with the
well-being of the whole.
System Three
communicates with System One management along two channels. The
resource bargaining channel is a two-way channel over which
negotiations are conducted and agreements made. Most management
decisions are, or should be, made on this channel. The command channel
is a one-way, top down channel that conveys requirements and choices
that have been made between alternatives. Often, it reflects legal
requirements or decisions made at higher levels of recursion. One of
System Three’s important capabilities is being able to
distinguish and communicate the difference between these two channels.
System Three uses an audit channel, called Three Star, to
delve directly into System One operations on a specific and sporadic
basis. Its role is to mop up the variety that is not caught by other
channels. It includes the financial audit but also seeks answers to
such questions as ‘does our available space meet our
needs?’ and ‘what is our exposure to a
newly identified risk or hazard?’
System Four’s most important internal communication is
with System Three on the Three/Four homeostat. These communications
balance the needs to keep the current show on the road with the need to
adapt to the anticipated requirements of the future. Making the
distinction as to what this balance should be can be difficult,
especially for large organizations with components belonging to
different environments. Mature verses developing markets, stable verses
changing technology and short verses long term product life are some of
the differences that make a difference here.
System Five’s role is to maintain a coherent identity and
monitor the Three/Four homeostat. Culture, values, traditions, stories
and metaphors are the business of System Five. It must adapt via its
connections with Systems Three and Four so that the organizational
culture and values do not get out of synch with what it does to relate
to its environments. Systems Five, Four and Three form the management
of System One at the next higher level of recursion.
A final communications channel, called the algedonic (or pain/pleasure)
signal is an alarm channel to alert the entire organization to an
immediate threat or opportunity. While the messages of other channels
follow protocols, the alarm channel cuts through them so that the
organization can take action as a whole.
An
organization that examines itself using the VSM, whether gathered
around a flip chart or according to a more ambitious exercise, is
almost certain to identify aspects of its variety handling capacities
that can be improved. Laurie diBivort (diBivort, 1992) had an
assignment with a client where employees literally walked the lines of
the VSM. They rented a football field, laid out the VSM with lime on
the grass and put folding chairs inside the boundaries of the
environment, operations and the five management blocks. People in
System Five who wanted to know something about the future environment
walked to System Four and asked them to find out. People in System Two
who wanted to talk about a problem crossed over to System Three or to
System One’s operations or management. People in the
operation could talk to the environment, to System One’s
management or to System Two. Although most individuals in any
organization will play roles in more than one function, it is useful
for them to be conscious of what hat they are wearing and the
constraints that go along with it.
Beer
(Beer, 1994) described pathologies of the VSM. I had an opportunity to
observe this first hand when delivering a workshop with Socio-Technical
Systems Associates. We used a factory assembly exercise developed by
STS and combined it with the VSM, which was mapped out on the floor
with tape. Participants were distributed between two
‘self-managed’ operations and the
supporting management systems. Everything ran smoothly until
‘disturbances’ began to arrive from the
‘environment’: a big order, a demand for
higher quality, a health inspector… System Five promptly
moved down to System Three, bringing System Four along and then all of
them landed on the boundary of the two operations. Systems Two and
Three Star were ignored. This left no one doing the Five, Four and
Three jobs and the regulatory resources on the sidelines. This,
according to Beer, is a typical pathology when an organization panics
in the face of excess variety. It leaves the organization with the
responsiveness of a decerebrate cat — still reacting but
without the capacities of will and judgement. Since this was an
exercise, we replayed it the next morning at a slower pace and the
participants were able to work with all the systems effectively. In
actual organizations, however, a slow-motion replay isn’t
possible.
The distinctions that are drawn in
the VSM are dissolved in the Team Syntegrity process.
Beer, before inventing Team Syntegrity, (Beer, 1994) ran several
varieties of ‘agendaless’ meetings and
conferences for professional or voluntary associations. He was
concerned that reductionism had led to false boundaries between
disciplines and even sub-parts of disciplines. He had also been struck
by the fact that the most interesting portions of professional
conferences were the breaks between meetings or the discussions in the
bar at the end of the day. That is when connections were made across
boundaries and new thinking sparked.
A
Syntegration, in common with other complexity-handling group processes,
assumes that no one individual or small group has all the answers.
Rather, it assumes that there are a variety of stakeholders with
multiple perspectives who can learn from each other and come up with
recommendations that improve the variety match of the response. The
process helps them put aside the boundaries of their own perspectives
and situate them in a broader context. It also may show them where
their perspectives overlap with those of others and where they do not.
The individuals may have simple disagreements but usually it is more
complex — not opposing positions on the same continuum
but positions on different ones.
A
Syntegration is organized when there is a question people want to
explore in a democratic format. The standard number is thirty people
but versions can be run for from twelve to forty-two participants and
from two to five days. It should be a diverse group, representing all
the major stakeholders or their representatives. These individuals may
or may not all know one another or belong to the same organization. The
important thing is that they will play unique, equal and equivalent
roles in the discussions. They assemble in response to a broad opening
question. It can be something general like "What is our future?" or
more specific like "What should happen to the waterfront?". The
invitation is to start with a blank slate, rethinking assumptions,
goals and strategies and opening the possibility of creative
breakthroughs.
The process begins with
individuals being invited to try to put aside or dissolve their
distinctions and ‘refresh’ the frameworks
in which they think about the question. Their brief statements are
written on sticky notes and posted on a wall. There are no limits on
what can be posted beyond the channel capacity of legibility on a 3/5
paper. The only admonition is that motherhood statements are not
valuable, as there as little point in discussing matters everyone
agrees on. The best statements are provocative —
stimulating debate and surfacing choices, contradictions and
inconsistencies. How would our response be affected if…
"a new religion based on environmental stewardship swept the country?"
or " if the wage disparity between Asia and the West narrowed as
quickly as the education disparity has narrowed?" or "if
people’s working lives were extended to one hundred?" are
examples. Even the most far out possibilities (and these are not, as
they simply extend already observable trends)may be considered.
In the next stage, called the problem jostle, ideas from
the notes are taken to flip charts where they can be refined and
expanded by small groups of free-floating discussants. This part of the
process allows small groups to gather informally and to dissolve when
they have finished the discussion or, individually, when someone loses
interest. Some ideas are considered, then dropped because, although
they might be good ones, they are too clear to be worth discussing for
several hours or not clear enough that the any progress seems likely.
The discussion groups produce new statements that incorporate, combine
or branch off from the individual statements. If one of these
statements acquires a certain number of participant signatures
(agreeing that it is a topic they would like to see discussed) it moves
on to the next stage. The statements are reduced to twelve through a
vote, eliding of statements or a combination of the two.
The twelve topics are mapped onto an icosahedron with each individual
participant represented by a strut connecting the two nodes that are
their topic teams.
(Versions for smaller
numbers retain the role equivalency and three-dimensional mappings on
different geometric figures; versions for larger groups assign a second
participant to some struts.) The icosahedron is a regular solid
composed of twenty triangles, twelve vertices and thirty edges. It
provides a non-hierarchical structure in which every edge is an unique
and equivalent connector of two vertices. In the icosahedron,
individual participants or stakeholders are put in a structure with a
new set of boundaries.
The new boundaries
include time, topic and role. Each topic team meets three times, for
about an hour each time. Since there are twelve of them, only two can
meet at once. Within the discussion, there are three different roles.
The five team members discuss the topic. It is their responsibility to
come up with a statement at the end of each meeting that reflects the
results of their conversation. Each team also has five critics, from
next but one teams. The role of the critic is to stand one step back
and comment on the content or the process of the team. The critics are
given a period of about ten minutes for their commentary. There is a
third role — that of an observer who may attend meetings.
when not in another session, but who cannot speak. This
arrangement has the effect of breaking up stakeholder groups and
reformulating them in different configurations. Each topic is likely to
have a champion or two among its members, but will not have five of
them. This structure also makes it quite difficult for even a strong
personality to dominate.
Syntegration
provides a highly interconnected structure and a tight schedule to
allow for the maximum flexibility in the content of the discussions.
The structure pushes the limits of channel capacity so that everyone
has the opportunity to be heard without being overwhelmed by variety.
Distinctions between topics, roles and iterations keep the discussion
points from blending too early and becoming too general
Ideas do move around though. Often a point or metaphor is brought up in
one meeting and is passed onto another. At the end of the three
iterations, it is not unusual for several of the topic presentations to
revisit the same points from different perspectives. The event will
produce, in addition to the final verbal reports written statements
from each of the three meetings of each topic. In some cases, this will
be enough. In others, each team may continue or hand off their results
to be developed in more detail.
After a
Syntegration, several things have usually occurred. More than 90% of
the significant information will have been shared throughout the group.
A great deal of tacit knowledge will also have been shared, and people
will have a much richer picture of both the answers to the opening
question and of the positions of the participants who have been
discussing it. Often, bonding occurs that makes further collaboration
easier and more fruitful. This of course should be self-evident. If
people learn about one another and their areas of strength and
weakness, they will be in a better position to work together or, at
minimum, know who to call if something comes up.
If the organization or group has occasion to continue to work
together after the event, there are a number of configurations that can
be continued. The teams can meet of course, the members of the
triangular faces can meet (the three topics covered will each have two
members), or groups of six participants who represent all twelve topics
can meet in the five ‘orthogonal sets’
found in the icosahedron.
In the case where
the group or organization is familiar with the VSM, they can look at
the Syntegration results according to the VSM’s
identified recursion levels, management functions, communications
channels or important homeostats. It would be unusual indeed if their
Syntegration experience, and the contributions of other perspectives,
did not modify the assumptions and distinctions identified earlier.
Distinctions, boundaries and thresholds are an important part of approaching any system. When that system is an organization, or an infoset of people with common concerns, the VSM and Team Syntegrity, alone or in combination can provide pathways through the complexity of their situations, allowing them to walk lines that connect rather than follow tracks that wander off into nothing. Attention to these lines, and what they represent will clarify issues and concentrate attention on those thresholds which represent essential variables and viability.
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