AN INTEGRAL GATHERING – IEC2023 IN HUNGARY

Dorianne and I went to the Integral (Link) European Conference in Hungary last week. We have been involved with this group since 2018, and we both presented at the conference. While focused on the Integral Community in Europe, attendees from 5 continents were present, and many more folks joined the online portions of the event.

The theme of the Conference was “Planetary Awakening 2.0” with a focus on strategies for planetary healing and human sustainability from an integral perspective. There were more than a dozen keynote presentations and over two hundred other presentations, so I can only give a bit of what we heard, learned, and experienced. Ken Wilber, the developer of Integral Theory spoke by video. I will summarize his presentation in a later post.

Here are some highlights from 3 of the keynote speakers:

Dr. Robert Kegan (LINK) on Shadow & Light in Adult Development: Spoke primarily on the transition from Traditionalist-Blue to Modernist-Orange, from the socialized mind to the self-authoring mind.

“Self-Authoring allows us to create our own beliefs. This move (from Blue to Orange) is the most momentous in human history to date. … The shadow side of this transformation is being trapped in the traditional socialized mind. Leaving this level of consciousness meets resistance. There is a worldwide crisis of power struggles (between Blue and Orange). … There is no society without the dominant toxins which make some better than others. You internalize your culture and its toxins. … Every from of marginalization needs allies.”

“I want to be a champion of who you are and what you can become. … Hope is caught in the space between limit and possibility. … The developmental approach to the world is fundamentally hopeful.”

Dr. Mariana Bozesan (LINK) on The Future, AI, and Consciousness:

Key point: The Law of Accelerated Returns. This means that transformative change often happens much faster than expected. Rather than a straight line upward, it increases exponentially over time. Artificial Intelligence (AI) is doing this now.

The coming together of multiple technologies allows exponential growth. The smart phone could not exist without the convergence of the following technologies:

• Computer Power
• Networking Capability
• Digital Imagery
• Battery Technology
• Sensors
• Miniaturization of GPS, camera technology, dictation technology, etc.

She sees an exponentially developing presence of AI across a spectrum of human activities, requiring a strong ethical response.

Dr. GABOR MATÉ (Link): It’s All One: Awakening to Reality Within and Without

The reigning expert on trauma and its effects, Hungarian-born Maté began with a number of statements about inconsistencies in our beliefs about disease and how disease actually behaves.

“Disease is a process in the life of an individual; not a separate thing that one ‘gets.’”

“Oppressed and traumatized populations have significantly higher rates of autoimmune disease.”

“How disease runs its course has everything to do with a person’s psychology, family relationships, and social environment.”

“The more episodes of racism an American black woman experiences, the greater her risk of asthma.” – according to a recent study.

A problem is that “people identify with duty, role, and responsibility rather than with their own well-being.”

“The more emotionally stressed parents are, the more likely their children will need Adderall.”

“Niceness (as opposed to kindness) is often a repression of healthy aggression. This can lead to disease – what is termed the ‘Illness-prone personality.”

“Trauma: the disconnection from the self. A wound that was sustained. It’s not what happened to you, it’s the wound sustained. It’s not what happened to you, it’s what happened inside as a result.“

“Never compare traumas – it is individualized. Two people may get hit on the head, but only one may suffer a concussion. The concussion is the trauma.”

“An addiction is manifested in any behavior which provides pleasure or relief, but leads to negative consequences, and the person has difficulty giving it up. Addition is not a primary problem; it is an attempt to solve the primary problem.”

AN EXERCISE: Sit quietly for a few moments, then answer these questions. You can do this alone or with a person you trust.

1. Where in your life have you said yes when you wanted to say no?
2. And what did that feel like?
3. What story underlies that feeling?
4. Where did that story come from?
5. Who would you be without that story?
6. Where aren’t you saying yes in your life where you want to? (Repeat 2 through 5)

From Dr. Maté’s presentation, I thought of this: Spiritual healing is merely a recognition of the natural process of disease. It ought to be intuitive to us. There is nothing spontaneous about spontaneous remission or healing. It is a natural outcome when our deep intention is aligned with our conscious processes.

The IEC2023 Conference was, for me, a powerful and positive affirmation that there are many positive, optimistic, and spiritually attuned people on this planet. There is hope for us and there is reason to believe that we will find our way to sustainability and to thriving here on earth.

Copyright 2023 – Jim Lockard

THE GREEN LEVEL OF EXISTENCE – WHERE ORGANIZATIONS GO TO DIE (PART 1)

“Human beings are works in progress that mistakenly think they’re finished.”

~ Daniel Gilbert

 

I have frequently written in this blog about the Spiral Dynamics™ Model (LINK to Basic Info) (also info in my book – see bottom of post), a model of human development which is valuable if we are to understand the dynamics of cultural evolution of individuals, organizations, and movements in our world. As this chart shows, the Postmodernist-Green level of the model is the most complex of the 1^st Tier Levels of Existence, and it is the staging point for a leap to 2^nd Tier and Integral-Yellow.

The New Thought Movement was born, in part, as a Modernist-Orange response to the more rigid and dogmatic rules and limitations of the Traditionalist-Blue level religions regarding scientific understanding, including modern psychology, and the re-imagination of ancient mystical understandings into spiritual teachings. Blue level religions had shed much of the mystical and could not accept much of modern science, which was in conflict with interpretations of scriptures.

Recall that Blue is a level of communal, self-sacrificing values, while Orange is an individualistic level where rationalism, competition, and enterprise are valued. New Thought teachings such as the Science of Mind™ are based on the empowerment of the individual through personal spiritual practices and spiritual technologies designed to bring the mind into harmony with positive spiritual ideals. Some understanding of modern psychology is necessary for both the understanding and the practice of the philosophy. This chart gives an overview (the order is down column 1, up column 2, and down column 3) of the Spiral Dynamics levels:

According to Clare Graves (LINK), developer of the Spiral Dynamics model, it is at the intersection of 1^st Tier and 2^nd Tier, where a momentous leap in human consciousness and values occurs. Each level arises out of a combination of changes in external living conditions and the emergence of new complexity in individuals and groups. With each new level’s added complexity come new values systems. The shift from Green to Yellow crosses a particularly broad chasm of development. This is why it is called momentous, and why so few have made the leap thus far (estimates of those who are centered at 2^nd Tier levels range from 1% to 5% of the earth’s population).

New Thought began at the Orange level, but also displayed many healthy Blue values, including using a Blue organizational design (churches, ministers, etc.). People flocked to New Thought speeches, services, classes, and rallies because it offered a new look at personal empowerment, and a re-look at spiritual healing. It thrived through the early and mid-20^th Century largely because it provided opportunities for spiritual growth that were attractive to the many centered at Orange who were no longer feeling a connection to their Blue faith traditions. Yet it was not so different as to be unrecognizable to them.

But by the 1990’s the Green Level of Existence was a visible presence in New Thought. This was a return to the communal values, but at a more complex level than at Blue. Those centered at Green were capable of complex thought and had egalitarian values; their in-group is all of humanity, not just their tribe or faith tradition. They also valued feelings – even over outcome at times. They rejected Orange values such as competition, status-seeking, and money. As my good friend, Jon Freeman has written:

“The (Postmodernist-)GREEN stage of development is magnificent. It led us into the exploration of who we are, individually and collectively. It birthed psychology, anthropology and sociology. It began the dissolution of paralyzing Traditionalist-BLUE structures and countered the excessively materialistic (both financial and scientific) emphasis of the (Modernist-)ORANGE mind-set. It taught us about diversity, inclusion and consensus. It cares about the environment and challenges materialist blind spots. GREEN is co-operative, team-oriented and accepting and reawakens the human bonding that has been reduced in varying ways by all of the stages since PURPLE. During the ORANGE stage, alienation and loneliness become key human themes and twentieth century novels are filled with them; GREEN redresses this imbalance. It’s the Gravesian pendulum between ‘I and We’ in full swing.”

~ Jon Freeman

As the numbers of Green-centered New Thoughters grew, a shift began to appear in how the philosophies were taught. Perhaps the best description of this shift is to say that the teachings became “less head-centered and more heart-centered.” Where Orange focused on the rational use of spiritual laws, with Green, feelings and emotions move to the top of the list as to how one experiences their lives and how those experiences are evaluated. No longer does one look to an authority figure to validate their experience; no longer is what the spiritual leader says accepted at face value; no longer is an aloof authoritarian leadership style acceptable.

As a result, New Thought became a kinder faith tradition in many ways. There has been an eager (if imperfect) embrace of diversity and inclusion in our organizations and local spiritual communities. Green’s abilities to see the bigger picture helped us to link things together that were formerly seen as unconnected (example: the re-unification of the two branches of Religious Science into Centers for Spiritual Living). Heart-centered practices became more prevalent and connecting to one’s feelings became an emphasized part of New Thought.

Spiritual leaders began to embrace technologies like Visioning (LINK) and various forms of small group ministries, which represent a more collective approach to deep spiritual practice than was generally seen in Orange-centered communities. Also there has been a turn toward the world around us via outreach programs and greater involvement in spiritually motivated social action. These new and positive developments have come from the emergence of Postmodernist-Green in New Thought. Those centered at Green want deeper connections; they want to feel that what they are doing has meaning, and that all voices are being heard and honored in the process.

But there are other sides to Postmodernist-Green – a dark side of unhealthy values, and, as the gateway to 2^nd Tier, it is where organizations go it die.

In Part 2 of the series, I will explore some of the growing pains of our evolution into, and perhaps, beyond the Postmodern-Green Level of Existence. For now, let me leave you with this quote from Pierre Teilhard de Chardin (LINK), the great Jesuit philosopher and archaeologist:

“Material creation no longer stretches between man and God like a fog or a barrier. It develops like an elevating, enriching ambience; and it is important not to try to escape from this or release oneself from it, but to accept its reality and make our way through it. Rightly speaking, there are no sacred or profane things, no pure or impure: there is only a good direction and a bad direction – the direction of ascent, or amplifying unity, of greatest spiritual effort; and the direction of descent, of constricting egoism, or materializing enjoyment. If they are followed in the direction which leads upwards all creatures are luminous; if grasped in the direction which leads downwards, they lose their radiance and become we might almost say diabolical. According to the skill with which we set our sails to their breeze, it will either capsize our vessel or send it leaping ahead.”

~ Pierre Teilhard de Chardin, Toward the Future

 

Copyright 2017 – Jim Lockard

 

 

Here is where you can get my book

CREATING THE BELOVED COMMUNITY:

A Handbook for Spiritual Leadership,

in paperback or Kindle editions –

(LINK TO AMAZON.COM)

(LINK TO AMAZON.CA – Canada)

And at DEVORSS.COM

CHANGE PART 2: WHERE ARE ALL THE EDGEWALKERS?

“I can’t understand why people are frightened of new ideas.

I’m frightened of the old ones.”

~ John Cage

When I think about resistance to change in New Thought organizations, communities, and individuals, I am often surprised to find that I am surprised. After all, why should we be different that everyone else? Aren’t most people resistant to change?

And then I think, but don’t most people come into New Thought because they want to make some change in themselves, in their lives? Or maybe they want to find ways to help to make the world a better place? Unless you were born into the teaching, you were probably drawn in looking for something to help change what wasn’t working ideally, right? So wouldn’t that mean that those of us in New Thought would be at least somewhat more likely to be generally open to change than the average population? Maybe?

After exhaustive personal research, my findings are just that – maybe.

Judi Neal, PhD

I do workshops and coach on the Edgewalkers™ Model (LINK) developed by Judi Neal, PhD, which shows that there are five basic “orientations” to change and each of us will naturally develop and operate from one or more of these as an unconscious preference.

While Spiral Dynamics™ offers much value in understanding the evolutionary nature of change, the Edgewalkers Model provides insight into our innate orientations to change. Both models are, therefore, of great value.

The Edgewalkers Model orientations include:

       1.Edgewalkers:

• Walks Between Worlds
• Intuitive
• Seeks Change
• Comfortable in Transition
• Unpredictable

     2.Flamekeepers:

• Keeps vision and values alive
• Preserves the past
• Is open to change
• Reliable but will surprise You

3. Hearthtenders:

• Focus is on the Day-to-Day Work
• Lives in the Present
• Family and Tradition
• Reliable/Predictable

4. Placeholders:

• Sees Boundaries, Not Possibilities
• Focus is on the Past
• Prefers Stability
• Doing over Dreaming

5. Guardians:

• Looks for Potential Problems
• Foreboding
• Fearful
• Sees the Worst Outcome
• Past-oriented/Closed to Change

 

These orientations are present in every organization to one degree or another. As with other kinds of orientations, any group may be more or less appealing to someone based, at least in part, on their natural orientation to change. For example, a spiritual community that is very conservative and where little change happens may have few, if any Edgewalkers, because there is little or no energy in support of change. Conversely, a Silicon Valley start-up company may be composed of nothing but Edgewalkers initially, and will later need to add some of the other orientations to support a more ongoing process of being in business.

All of the orientations are neutral – neither in inherently good nor bad – but can best be evaluated by how the orientation, and therefore the person who has it, relates to any given group or situation.

The orientations of the Edgewalkers Model give us some insight into why change is more difficult for some than others, but it does not fully explain why change is not more readily forthcoming in New Thought adherents, their communities and organizations. Remember, most of us came into New Thought seeking to change our lives if not our world. Given that, why don’t we seek change at every level more readily than we do?

Why are some like Edgewalkers:

“. . . They swap cities. Invest in projects with no guarantee. Are interested in people who are opposite of them. Resign without having another job in sight. Accept an invitation to do what they never did. Are prepared to change their favorite color or favorite dish. They start from zero countless times. They are not frightened by getting old. They climb on stage, shear their hair, do crazy things for love; purchase one-way tickets.”

~ Author Unknown

And others are more like Placeholders or Guardians? Maybe it has something to do with this:

“Every positive change – every jump to a higher level of energy and awareness – involves a rite of passage. Each time to ascend to a higher rung on the ladder of personal evolution, we must go through a period of discomfort, of initiation. I have never found an exception.”

~ Dan Millman

Often, it is simply about finding your own comfort zone in relationship to change. Those with an Edgewalker orientation tend to be most comfortable in the chaos of the change process and become easily bored when there is nothing new happening. Hearthtenders, Placeholders, and Guardians will tend to be most comfortable when there is a sense of homeostasis – when routine is the order of the day and things are more predictable.

“To think creatively is to walk at the edge of chaos.”

~ Robert Grudin

Another issue is that Edgewalkers, by their very nature (they are always coming up with new ideas and finding new things to try) can generate resentment in those with different orientations who are trying to keep an organization operating. Edgewalkers have to be cultivated and supported, even if everything that they suggest does not get implemented. It is easy to make them feel so uncomfortable that they leave.

One of our largest challenges today is that the world around us – the cultural world, in almost every respect, is not in homeostasis, but rather, it is in a period of rapid cultural evolutionary change that is apparently speeding up with each passing year. This means, among other things, that those whose natural orientation is focused in the present or past only are going to find themselves falling farther and farther behind the curve of evolutionary development. In the context of New Thought spiritual communities this will often look like those in leadership wondering why attendance and revenues are falling; why the remaining congregation is aging; why what used to be the most popular classes are not filling up; why younger people are not in the seats on Sundays or in classes; why zoning regulations are making it more difficult to find space for centers; and so on. These challenges require new and different thinking, as well as a greater openness to change.

In fact, it is increasingly essential that organizations not only embrace change, but that they integrate continual innovation as a core value. For many, especially those centered in the orientations that tend to look to the past or who cherish day-to-day routine and sameness, this is a major challenge.

“What is necessary to change a person is to change his awareness of himself.”

~ Abraham Maslow

It is time to have some serious conversations about change, about innovation, and about the developing role of New Thought in a rapidly changing world.

“For us to remain relevant and contemporary we will have to slay some sacred cows.”

~ Edward Viljoen

In the next post, we will explore some specifics about the dynamics of personal and organizational change in New Thought. As always, your comments are welcome.

I offer Edgewalkers Workshops and I am a certified coach on the Edgewalkers Model. Contact me if you would like more information.

Copyright 2016 – Jim Lockard

THAT’S NOT FUNNY! – ORANGE AND GREEN IN NEW THOUGHT – Part 3

In Parts 1 & 2 (LINK) of this series, I explored the dynamics of the two main vMEME Levels of Existence present in most New Thought spiritual communities – modernist-Orange and postmodernist-Green, with a not to traditionalist-Blue as an increasingly minor factor, but one whose healthy traits we want to keep alive as we evolve. These Levels of Existence (or vMEMEs or Value Systems) are more important than age or gender in determining how people will connect (or not) in community.

The question is how to create a vibrant sacred community when these different vMEMEs, are present – how to encourage more diversity along the spiral in our spiritual communities. The first step is to develop an evolutionary lens, a term coined (as far as I know) by the amazing Barbara Marx Hubbard (LINK), which means that one develops the capacity to view culture in an evolutionary manner.

Our friend Bruce Sanguin (LINK) can be helpful here:

“It’s a recognition that reality as we know it is being animated by an evolutionary current. This is true on the cosmological large-scale structure of the universe. It’s true biologically. But it’s true on a human level, too. The great mystery is living and wanting to transcend itself through us toward greater expressions of beauty, truth and goodness. And so evolutionary spirituality says that, for lack of a better word, God is implicate, intrinsic to that evolutionary push.” ~ Rev. Bruce Sanguin

The “evolutionary current” of which he speaks is that which is identified in Spiral Dynamics™ – the cultural evolution toward greater mental complexity and the attendant evolution of value systems in individuals and groups of all sizes. How a spiritual community responds to this overall cultural evolution is critical to shaping its future. The world around all of us is evolving because the world within all of us is evolving. When we fail to grasp that the “speeding up” of the world around us is both the effect of and the cause of something new emerging within us, we are developing an evolutionary lens.

“The shift is a series of precise mini-shifts in every one of the social systems functioning simultaneously.” ~ Barbara Marx Hubbard

To know Spiral Dynamics is to add to your ability to empathize with others – both at your own level(s) of the spiral and those at different levels, either ones that you have already experienced, or ones that may lie ahead for you. It is empathy that calls us to greater spiritual realization, to deeper practice and, ultimately, to the development of spiritual communities which are diverse across the spiral.

“You have to do the work to develop real empathy. There’s a cost to evolving: if you want your soul to cross the line, there’s no way around emotional work. Face that deep pain, and you gain tremendous compassion for yourself. You feel compassion for those who have hurt you because they were hurt themselves. To really make yourself available to consciously create a new future, you have to do that work.” ~ Rev. Bruce Sanguin

In order to have different levels of the spiral present – in order for people to see that they are indeed welcomed and valued – a space of invitation must be created by the leadership of the spiritual community. That space of invitation begins with a deep introspection by each individual into his or her own sense of self and place, into how truly welcoming and affirming he or she is, and then together, into how to co-create spiritual community with an evolutionary lens.

Here, Rev. Sanguin writes to the issue of activating a greater sense of social action within a spiritual community – just one example of how an area of focus can be approached in an evolutionary sense.

“There’s a neglect of spiritual practices that prepare the soul for engagement with social issues from a place of love. I love the people in congregations. But it’s hard to get real in the culture of church. Maybe it just takes more courage than most of us have. And I haven’t given up on the church as such, to the degree that the church is a community of people interested in living and being in community from a place of soul and therefore embracing the unconventional wisdom of Jesus. I’m all for church as that kind of spiritual community.”

~ Rev. Bruce Sanguin

The presence of the main vMEMEs – Blue, Orange, and Green – in a spiritual community may at first look like the cause of conflict and separation. But what is more likely the case is that they are each seeking their own version of community within the larger spiritual community umbrella. Without an awareness of cultural evolution and how it presents itself, leadership may simply try to insist on everyone seeing the world through the vMEMEtic lens of the leaders themselves. Those outside of that value system will likely leave, or stay and see themselves as in a clash with “the establishment.” Neither of these outcomes is ideal.

You cannot invite the other into community if you have not paved the way for a diversity along the spiral – valuing the strict ethics and love of tradition of those at Blue, the individualism and self-focus of those at Orange, and the egalitarian and feelings-oriented nature of Green – in a way that promotes inner harmony and exploration of the varying levels.

So:

1. Study the Models – SPIRAL DYNAMICS, EDGEWAKER (LINK), THEORY U
2. Incorporate them first into leadership meetings/gatherings
3. Speak to the “Culture of Invitation” in talks and classes.
4. Foster the creation of small groups to focus on spirituality at each level of the spiral that is present. For example, a prosperity investing group might attract those at Orange or moving to Orange and an emotional healing group those at Green or who are moving to Green.
5. Pay attention to the conversations – note the vMEMEs present and speak to them. Encourage lively discussions – let people be in conflict that is civil – even if voices are raised, it can lead to resolution of differences.
6. Be careful about setting rules for conduct at meetings, classes, etc. Ensure that they are “spiral neutral.” The tendency is to protect the vMEME sensitivities of the one making the rules.
7. Do all of this from the perspective of developing your own evolutionary lens and helping those around you to develop this essential tool for our unfolding world.
8. And remember:

 

Copyright 2016 – Jim Lockard

THAT’S NOT FUNNY! – ORANGE AND GREEN IN NEW THOUGHT – Part 2

How many Buddhists does it take to screw in a light bulb?

Of course, the answer is “One and not one.”

But the question is – is that joke funny?

 

If you are operating from the modernist-Orange Level of Existence (vMEME) in the Spiral Dynamics™ Model, the answer is probably yes. If you are operating from the postmodernist-Green Level of Existence, it gets more complicated.

Green is a very complex and a very feelings-oriented Level of Existence. When you are centered at Green, you find that you are very egalitarian and, therefore, concerned that people’s feelings not be hurt. You want everyone to be seen as equal and to be honored for who and what they are. So jokes can create a minefield of trouble. Better to err on not offending someone. Who knows, there may be a Buddhist somewhere who might find the joke offensive – better safe and loving than sorry.

From the emergence of the Green level, we get a value system which attempts to design the culture so that people are honored and not offended or upset. This can be in conflict with those centered in Orange, where individualism, competitiveness, and status are important. In Orange gatherings, insults may be frequent, often in the guise of humor, and jokes at the expense of others are common – just watch some sitcoms on TV.

This is one example of how the two adjacent vMEMEs on the spiral known as Orange and Green can be in conflict. Those centered at Orange* can be free-wheeling and can offend people and groups of people with a “get over it,” or a “don’t take things so seriously” attitude. Of course, these folks may be “thin-skinned” themselves and not like to be the targets of jokes or insults.

Those centered at Green, on the other hand, will tend to be sensitive and  want to keep such behavior in check – in advance – so we get a type of political correctness in our spiritual communities that may not have been there before. Those centered in Green, will of course tend to agree with these restrictions; those at other levels may chafe under them.

GREEN AND ORANGE ON GIVING:

Our ideal standard for giving harkens back to the days when most who attended church were centered in or heavily influenced by the traditionalist-Blue vMEME, meaning that they gave what was expected across the board – because that was the rule. People centered at Blue follow the rules. It is a communal level with a deep respect for authority and tradition.

Orange is individualistic, rational (mostly), and entrepreneurial. Those centered in this vMEME will give generously if they see some benefit to themselves from their giving. They may want recognition (as in a Pillars of the Church Program or having a facility or room named for them), or they may have a specific reason to volunteer, such as to get closer to the minister(s) or to meet more people, or maybe to be able to stay out of the Sunday service if there is a position that will allow that. Orange will most likely have a good source of income and will spend to get some benefit.

Green, like Blue, is communal. But unlike Blue is egalitarian rather than authoritarian. Green will tend to have a high rejection of Orange values**. Those at Green will give lovingly of what they have, which usually is time more than money. Many at Green have left the “rat race” of corporate life and are in more non-traditional occupations with lower compensation. And while they may have more time to be in service, their schedules are often in flux, meaning that they are not regularly available to volunteer, take classes, etc.

Green will want any program that recognizes individuals for giving levels to be stopped so that those who give less will not feel bad. When those at Green move into leadership, they will need to process information, want everyone involved, and have lots of conversation before making decisions. They may seek to have the spiritual community divest itself of investments that are not socially conscious, and have environmental programs in place – and healthy snacks for the kids! All of this is fine – it goes with the territory. But it may lead to some conflict.

As a spiritual community begins to have a good segment of people at these two vMEMEs, leadership must evolve. The authoritarian leader preferred by those at Blue or the strong, decisive leader preferred by those at Orange must evolve into the egalitarian, feelings-centered, non-hierarchical leader favored by Green, but he or she still be able to be seen as a leader by those at Blue and Orange. No problem, right?

Yes, problem.

Balancing the different vMEMEs or values systems, takes a great deal of intention, attention, and emotional/social intelligence. Leaders will need to learn to process information, dialog in groups, and ensure that every voice is heard, while meeting Orange’s expectation for quick, decisive action. Each group must be communicated with differently – but that can be done in the same letter or sermon.

In Part 3, I will discuss some ways for that communication to be developed and delivered.

 

*To be “centered” at a Level of Existence does not mean that one operates solely from the value system of that level, there will also be influences from other levels, but the “center of gravity” level will tend to predominate.

**Those at each level of the 1^st Tier of the spiral will tend to have a higher rejection of the value system that they most recently departed – Blue for Red; Orange for Blue, Green for Orange, etc.

Copyright 2016 – Jim Lockard

THAT’S NOT FUNNY! – ORANGE AND GREEN IN NEW THOUGHT – Part 1

As I have written about in a number of previous posts (LINK), the postmodern-Green Level of Existence in the Spiral Dynamics™ Model represents the predominant “center of gravity” in many individuals and spiritual communities in the New Thought Movement. I am presenting an online class on the Spiral Dynamics™ Model beginning on March 7 if you are interested (LINK).

Thanks to Said Dawlabani for the image.

 

The postmodern-Green level of existence has some wonderful characteristics. It is communal and self-sacrificing in nature; very complex; egalitarian and anti-hierarchical; ecologically and socially sensitive; puts feelings before outcomes, and will police language to ensure political correctness; seeks consensus; is collaborative. Leaders should serve the whole, be modest, and ensure that all voices are heard. Growth is not valued if it will diminish intimacy and emotional connections among the membership.

Green thinking has led us to seeing things as systems, such as the ecology of the earth; and in holistic ways, such as moving beyond mind-body to whole-human medicine. Green seeks harmony and recognizes that there are deep underlying connections linking systems, and, ultimately, all things.

Other terms for those thinking at the Green level are Cultural Creatives (LINK) and postmodernists (although postmodern has a number of definitions). The place on the spiral is not defined by age, as many Millennials are centered at Green in their late teens and early twenties. Within many New Thought communities, there are a lot of people whose thinking is centered at the Green Level. In fact, it is likely the most common level from the Spiral Dynamics™ Model present in New Thought communities.

The other level with a high degree of presence in New Thought is modernist-Orange. That individualistic level is about scientific rationalism, individualism, and entrepreneurship; it is more about how to benefit self than how to help others; the world is rational and non-linear thinking is out of touch with reality; it is achievement-oriented, the winners get the perks; materialistic and status-conscious; leaders should show strength, make decisions, move forward; growth in members and income is very important.

Many New Thought communities are primarily a mix of those centered at Orange or Green, or who are in transition between those two levels. This means that they constitute the primary value systems present in these communities. The inherent conflicts between these systems have a lot to do with the experience of participating in the ministries where they predominate.

Orange values lead to a desire for material wealth, status, and a rational lens through which to see the world. Orange will have a high reject of traditionalist-Blue values, the level immediately preceding Orange, and the magical-mythical God of Blue. Orange thinking values strong leadership, quick decisions, being recognized for giving, the use of the latest technology, and tends to see spiritual community as a business.

Green values lead to a desire for close community, intimacy, the expression of feelings (heart-centered), egalitarian community, and a return to a love of ritual. Green will have a high reject of many Orange values, and is open to a return to aspects of the magical-mythical God from a more complex lens. Green thinking values leadership that is sensitive, politically correct, egalitarian, and process-oriented (every voice must be heard); likes to give privately, without showing off; uses technology if it facilitates greater connection, and tends to see spiritual community as family.

The idea of political correctness (meaning that you should avoid statements or jokes that may offend others) arises in Green out of a strong value to honor all people and to ensure that negative feelings are avoided as much as possible.

 “It is far more interesting and productive to discuss something about which different views are held.” ~ C.G. Jung, 1955

You might wonder how these two values systems can be contained in a single spiritual community. In fact, they rarely are – not because they cannot get along, but because so many spiritual leaders are not versed in Spiral Dynamics and other cultural evolutionary models. Many do not realize the nature of the dynamics of the spiral, so those who do not match the predominant value system in a community, including the spiritual leader, will often opt to depart, because there is little or no effort made to speak to them and include their values in the community dynamic.

In Part 2, I will explore ways to consciously create diversity in spiritual community from a cultural evolution standpoint.

 

Copyright 2016 – Jim Lockard

SPIRAL DYNAMICS WORKSHOP IN OAKLAND, CA

An announcement:

I will be conducting an INTRODUCTION TO SPIRAL DYNAMICS™ WORKSHOP in Oakland, CA on Saturday, January 16th from 9:30 am to 4:30 pm. Anyone in the Bay Area who is interested in attending can visit the link to the workshop (LINK) to register.

The all-day workshop will provide a thorough introduction to the Spiral Dynamics Model with a focus on using it in spiritual community and spiritual leadership.

We will explore the model developed by Clare Graves and further developed by Don Beck and Chris Cowan.

WHO SHOULD ATTEND?

• Anyone who wants more effective communication with leaders, volunteers, congregants and family.
• People in the caring professions who seek to understand the values of those they care for so as to give more effective service and care giving.
• Anyone interested in issues of culture and diversity in the workplace or in spiritual community.
• Clergy and other leaders in faith communities.
• Anyone in sales or marketing, or in any business or organization that needs to reach the public effectively.
• Anyone who finds themselves in conflicts or disputes that elude resolution.

Not in the Bay Area? This presentation will not be live-streamed, however, I will be doing an online class introducing Spiral Dynamics in March of this year – watch this space for information. Also, I will be doing at least one live seminar in Southern California in February which will be announced soon.

Once again, here is the link to the Oakland workshop (LINK), which will be held at the Oakland Center for Spiritual Living at 5000 Clarewood Drive, Oakland, CA 94618  Phone: 510.547.1979

P.S. I will also be speaking at the Center for Spiritual Living Santa Rosa on 1/10 (LINK) and doing an afternoon workshop on Spiritual Edgewalkers there; and on 1/17, I will be speaking at the Center for Spiritual Living Fremont (LINK) – you can find info at the links.

 

A LOOK AT 2ND TIER ORGANIZATIONS

Jon Freeman

This entry will be a bit different, as it is refers to a very recent article in Integral Leadership Review by Jon Freeman, a U.K.-based Spiral Dynamics consultant. The article is a response to issues covered in the book REINVENTING ORGANIZATIONS (LINK), by Frederic Laloux.

That book, which I highly recommend, explores a number of examples of 2nd Tier organizations. Jon Freeman’s excellent article takes a look at that concept from a Spiral Dynamics perspective and provides a good understanding of some of the history and dynamics of the development of SD and the connections with Ken Wilber’s Integral Model. You will note that in the book and the article, Yellow and Teal are used to refer to the same level of existence.

Here is a link to Jon’s article (LINK TO ARTICLE).

Go ahead and read it. It is a bit long, but I’ll wait for you here.

The article is excellent, right? Long, too, but that’s easily forgiven.

I wanted to explore a couple of things more deeply.

Jon Freeman writes: “The concept of “Teal” (Yellow) comes from a theory of developmental stages, in which it is the seventh in a sequence that took humanity from its first hunter-gatherers (Beige) through tribes (Purple) , (Red) warlord bands, Towns and cities (Blue), to a technological-industrial economy (Orange) and the human-oriented response of modern social democracies (Green).  The roots of that sequence are in the work of Prof. Clare W. Graves and they arise from many years of deep research into how people think, how they define their priorities, and how these evolve as their life conditions evolve.  Graves also developed some related insights into the neurobiological changes that accompany the early stages of development.  He called it a bio-psycho-social model, and the “bio” piece is not often mentioned.”

Here we get a sense of the overview of the model and its origin. The illustration shows the differences in the color labels between the Integral stages and the Spiral Dynamics levels. While there are reasons for each, it has led to some confusion.

Later on, Freeman writes: “The GREEN stage of development is magnificent.  It led us into the exploration of who we are, individually and collectively.  It birthed psychology, anthropology and sociology.  It began the dissolution of paralyzing BLUE / AMBER structures and countered the excessively materialistic (both financial and scientific) emphasis of the ORANGE mind-set.  It taught us about diversity, inclusion and consensus.  It cares about the environment and challenges materialist blind spots.  GREEN is co-operative, team-oriented and accepting and reawakens the human bonding that has been reduced in varying ways by all of the stages since PURPLE.  During the ORANGE stage, alienation and loneliness become key human themes and twentieth century novels are filled with them; GREEN redresses this imbalance.  It’s the Gravesian pendulum between ‘I and We’ in full swing.”

Here, Freeman gives us some insight into the Green (postmodern) level which is of great value to those of us in New Thought. This level, one so prevalent in New Thought spiritual communities, is both very complex and very humanistic. We are well-served as a human community by the development at this level of existence.

However: “GREEN loses sight of the ORANGE strengths that built a world that can support more people in higher material standards and greater connectivity and mutual awareness than ever before.  GREEN, as discussed, dislikes hierarchy and its emphasis on consensus can make in unable to embrace structure.  It can also be confused about what consensus is, thinking that ‘our way’ is ‘everybody’s way,’ and while tolerant of race and gender difference be intolerant of diversity of opinion both within a group and beyond.  In all of these challenges it may put emotions and feelings first.  It may be so concerned to love the sinner that it fails to deal with the sin.  It may put people so far above organization that the organization itself loses viability.   The pendulum can swing too far.”

Here, some limitations of Green are cited as well. In New Thought we see the effects of both the strengths and the weaknesses of the Green vMEME. Out of the organizational struggle that often accompanies Green, we often hear (including on this blog) that there is a need for 2nd Tier leadership to emerge. But do we really know what that is?

Again from Freeman: “If we are not careful, TEAL (Yellow) can look, in presentation, like an advanced form of GREEN and it is essential that we grasp the distinctive quality of YELLOW.  YELLOW is functional and pragmatic.  It does not cease to care about feelings but it will not lose sight of the needs of the whole by denigrating other aspects of existence. . . . the essential aspect of YELLOW: it is systemic and demands the structural awareness that we previously developed during the BLUE / AMBER stage.  It demands the material underpinning that was the strength of the ORANGE stage.  It sees the need for individuality to be expanded as part of our collective expansion, not suppressed in a search for equality.  It understands how to embrace the equality of human value without making anybody less than they can be.”

What is often lost in the understanding of the Spiral Dynamics model is the “transcend and include” concept – that each unfolding vMEME or level includes the qualities of the previous levels AND transcends them; that is, it brings something new to the mix but does not lose what was there before. 2nd Tier‘s Yellow vMEME not only does this, but being 2nd Tier, it does it from a foundation that is freed from the fear inherent in 1st Tier vMEMEs. Yellow recognizes the value of the 1st Tier levels, and encourages healthy expressions across the spiral.

Sometimes, Yellow (integral) can look like Orange (Modernist) to those centered at Green (postmodernist). This is problematic, because the pathway to 2nd Tier goes through Green. Emerging Yellow leadership must know how to express in a way that does not turn off those at Green, or those anywhere else on the spiral. Fortunately, the model shows us that 2nd Tier intrinsically values the entire spiral, so there is no “reject process” of the level that one has just departed, as there is in 1st Tier.

Another point to be made here, one that Freeman refers to in his article, is the differentiation that occurs as 2nd Tier emerges. No two organizations (or people) will operate in the same way at that level. This is a critical point – there will be few, if any, models to follow. How New Thought organizations and communities approach these issues will be the key to the future of New Thought in the world.

It is very likely that the New Thought organizations will see significant transformations across the spectrum of expression in the next decade. Some centers and churches will close, others will disaffiliate, and still others will demand new kinds of support from the organizations – all of this happening in an environment of rapid change. New models of ministry will emerge (they already are) and require that the organizations be flexible and supportive. Technology will continue its rapid pace of development and patterns of human life – work, play, spirituality – will continue to evolve.

It is already too late to “get ahead of the curve” on these issues. At best, New Thought can try to “catch up and keep up” with a faster world. Time to get moving.

As always, your comments are appreciated.

Copyright 2015 – Jim Lockard.

THERE IS A GLOBAL TRANSFORMATION MOVEMENT HAPPENING. IS NEW THOUGHT READY TO BE INVOLVED?

In an article entitled “Five Insights about Global Transformation from the Kosmos Study, Connecting for Change,” in Kosmos Journal (LINK), the issue of the existence of a loosely organized movement focusing on global transformation is addressed. The article is based on an ongoing study of this movement (LINK to LONGER ARTICLE) – there is ample information is in the longer article to give you insight into the whole process.

My question: Is New Thought an element of this Global Transformation Movement?

I thought that this might be a good lens through which to view the current state of New Thought in the world.

From the articles:

Five Insights from the Study:

1. The Global Transformation Movement is self-organizing.

The ‘movement’ belongs to no one person, group, or belief system. It is a story in process, based not on pre-existing design, but rather as a product of dynamic self-organization. It is a story of people working together to address the world’s most profound challenges.

2. The Global Transformation Movement is a values-driven ‘movement of movements’.

Climate Justice, Peacebuilding and Human Rights are seen as interrelated and inseparable movements in the quest for positive global change. Access to food, energy and water, as obvious examples, are universal rights that are at the center of many conflicts, yet are also providing new opportunities for cooperation and sharing.

3. The Global Transformation Movement uses alternative forms of learning.

From online courses to deep-nature workshops, respondents tend to seek and create their own customized learning experiences, choosing hands-on and place-based education over traditional classrooms.

4. The Global Transformation Movement emphasizes improvisation.

Borrowing from the world of music and dance, improvisation is a collaborative and spontaneous process that allows new kinds of order to emerge. Groups engaged in transformational work are increasingly ordered by improvisational principles.

5. The Global Transformation Movement is spiritual

Ideas about collective consciousness, interbeing and Oneness connect many of the thinkers in our study. The related concept of ‘global citizenship’ emerges as a way of self-identifying that reflects cooperation with and belonging to the world. End of quote from article.

These are the five major insights from the Kosmos Journal Study. Does New Thought belong in this conversation? Let’s see how New Thought can show up in each one of the insights. You might note that there are three levels (at least) of New Thought organization: local communities; organizations (CSL, Unity); and aggregate organizations (AGNT, INTA). All will be referenced below. Also, it seems pretty clear from a cultural evolutionary standpoint, that much of what is happening in the movement studied by Kosmos Journal can be seen as 2nd Tier functioning. That is a challenge for current New Thought organizations, who are  operating from 1st Tier levels of organizational leadership & functioning, with the beginnings of a desire to explore and move toward 2nd Tier (this writer’s opinion). So let’s look at the insights (there are more complete descriptions here (LINK); and then look at each in terms of where New Thought is or can be in relation to them.

1. The Global Transformation Movement is self-organizing.

When you read the article about the study, you will note that what is described is a very complex level of integration of various stakeholders and providers creating a web, or meshworks in Spiral Dynamics™ terms. Here is a descriptive quote from the article: “Small communities of practice help shape public policy on the local level and may include civic groups, economic cooperatives, art collectives, spiritual centers and more. Social media platforms and online communities provide a means to connect, scale, teach best practice, strengthen relationships, and share events in real-time such as political actions and performances.”  This clearly speaks about civic engagement at a level that few New Thought Communities are currently experiencing. So the Global Transformation Movement, as described here, is deeply engaged at the civic level appropriate to the issue or issues involved. This will require an additional level of understanding (of how such meshworks operate and where to locate them) and engagement than most New Thought communities are used to. I would have to say that we are potentially capable of engaging at this level, and the Association of Global New Thought (AGNT) (LINK) has made a few inroads here, but collectively we are not currently doing a lot and there is no framework within the major New Thought organizations to fully enable these functions at this time.

(Note that CSL has begun a relationship with other organizations, including The Fellowship of Affirming Ministries (LINK), to create partnerships in sharing the idea of “A World that Works for Everyone.” This effort is still in its infancy but shows great potential to develop and expand.)

2. The Global Transformation Movement is a values-driven ‘movement of movements’.

Once again, with regard to this insight, New Thought is, you might say, on the cusp, of being ready to activate. Here is a salient quote from the article “Personal transformation practices like meditation and consciousness-raising, often lead to the formation of small, strong, intentional communities of practice which find expression through initiatives such as the Local Living Economy and Transition Town movements, spiritual and civic organizations, and more. The Commons, Biodiversity, and Sacred Ecology movements are also frequent mentions.”

New Thought certainly has the personal transformational practices as a core element of our communities. Whether they have led to the formation of larger communities of practice as described above, is another matter. Certainly, some of our clergy and practitioners have engaged in interfaith activities, but again, if I were to say that the engagement in personal transformational practices with those outside of our own communities was widespread, I think that I would be making an inaccurate statement. And again, there is no real framework within the major New Thought organizations to enable these functions at this time.

3. The Global Transformation Movement uses alternative forms of learning.

Going beyond the classroom is a growing strength of New Thought. Both the major organizations and many individual communities offer online courses of various types. Within Centers for Spiritual Living (CSL) there is at least one focus ministry that focuses on deep nature learning. A relevant quote from the article: “There is a sensed need to unlearn and discard old assumptions, regain indigenous wisdom, and ‘relearn’ practical skills such as agriculture and permaculture, building, crafting, and arts. Others seek to build leadership skills, deepen spiritual practices, and gain expertise on specific issues.”  In this area – alternative forms of learning – New Thought is much closer to being in sync with the Global Transformation Movement, in this case lacking only clear coordination at the organizational level, and even across organizations. This latter function might be filled by (AGNT).

4. The Global Transformation Movement emphasizes improvisation.

The concept of improvisation implies that an organization or group of organizations have reached a level of development that values exploration highly. This means that they have actualized their core principles strongly enough to allow greater risk in the discovery process. From the article: “Thus, improvisation is an emergent process, and one expressed abundantly in nature—in the natural ways that systems connect, change, and reassemble to create powerful new forms and ideas. It is precisely at the margins, or ‘edge of chaos’—where there is just enough order to recognize a pattern, yet sufficient openness to allow new ideas to take shape—that the most powerful initiatives and practices are emerging.”

New Thought organizations are beginning to reach out and work with other groups. This is a relatively recent development. There are some local communities that have done this for some time, but they do not constitute a majority by any means. For improvisation to become an accepted way of operating in cooperation with other groups or organizations, there would have to be a shift within the New Thought organizations toward a more complex level of leadership – toward and into 2nd Tier.

“A strategy with a 2^nd Tier vision needs leaders and managers able to authentically operate at 2nd Tier themselves, together with employees willing to share the same vision, in order to implement it. And there in lies the biggest challenge. Reaching the 2^nd Tier stage of human development is no mean feat. We’re talking about a radical shift in perspective as a result of a momentous leap in consciousness. The challenge here is that the jump to such a complex stage of consciousness can take up to 5 years to stabilize. I would wager there are very few among us who can claim to have that kind of time and patience in business today.” ~ Tom Bruno-Magdich (LINK)

So regarding this insight, New Thought has not reached the level of organizational development that would allow for a significant acceptance of improvisation as an organizational practice, either internally or externally. And again, there is no real framework within the major New Thought organizations to enable these functions at this time.

5. The Global Transformation Movement is spiritual

Ah – this is in New Thought’s central core – spirituality. “Rather than viewing the Self as an isolated participant apart from Nature, the study reaffirms there is a growing belief that humans are an integral part of Nature’s intelligent design. Beneath the political, ideological, and cultural divisions at the root of so many problems here on our planet, there is common purpose—to thrive. Separateness is a fading story. Beneath all our differences a sense of unity is emerging.”

Here, New Thought shines, bringing a mature view of spirituality to the world. The study actually focused more on “The central Buddhist tenet of interbeing or interconnectedness.” However, New Thought has no qualms with those concepts, just a different way to language them. Where there may be some issues within the New Thought community is more about whether (and how) we should engage with the larger community, be it spiritual, secular, or civic in nature. New Thought brings a lot to the party here – a western orientation to Oneness and to the power of the mind.

Through the lens of this dynamic – a Global Transformation Movement – we can see where New Thought stands at the moment in regard to engaging with the larger globally-focued communities who are operating in a leading edge manner. I do not think that we are there yet, but that should not stop us from engaging and learning as we go. Some of the organizations in this movement will be present at the Parliament of World Religions this month in Salt Lake City. Perhaps some new alliances can be forged at that event.

I have been saying for years (and I know that I am far from the only one) that it is time that we in New Thought turned outward to more fully engage with a world that is so hungry for a spirituality that they can use to create better lives. We have been so insular, so concerned that we would not be accepted by the world at large, that we have stayed almost entirely inwardly focused. There is now a palpable desire – a spiritual urge if you will – from within, to open ourselves up to the world, to engage without being attached to whether or not we are immediately accepted. To do our work from our spiritual perspective and let the results speak for themselves.

However, there is a need for preparation. We have to develop organizational practices that go beyond what we have, which sees outer engagement as a small slice of who we are. We have to change ways of thinking and patterns of behavior that served us well in the past, but which are incapable of inspiring and leading us to the levels of engagement that are required in the future. New Thought is poised at the brink of a new, transcendent future and has the opportunity to join the Global Transformation Movement as a key element going forward. We are not there yet.

IS THE CHURCH MODEL GOING AWAY? PART 5 – A WAY FORWARD FOR NEW THOUGHT SPIRITUALITY

This will be our fifth and final installment in this series – Is the Church Model Going Away? It will not, however, be the final word on New Thought Leadership. I appreciate the comments and the readership and sharing of this blog that has happened so far.

I do want to clarify an issue with the Spiral Dynamics™Model first. While the model does have Levels of Existence, also called vMEME’s (value MEME’s), or identified with colors Blue, Orange, Green, etc., they can more accurately be thought of as stages. They represent stages of human thought that emerge in an evolutionary sense in response to changes in Living Conditions. As the world around us grows more complex, the human mind is challenged to become more complex in response. So the levels or stages are temporary for the most part, and are part of the dynamics of the model as it unfolds. Each stage is appropriate for the living conditions that exist at the time, so one is not inherently better than another.

In this installment, my focus will be on what is going on in New Thought denominations and communities relative to the dynamics we have been discussing up until now in this series. There is a wide range of cultural and individual dynamics in the movement, therefore, there is a range of expression relating to the church model.

These differences range from location to culture and are too varied and complex to go into here. An example would be that the church model may be slower to change in the American South than in coastal cities in the Northeast and West. About the only trend that is almost universal is that youth, the Millennials, are staying away in large numbers almost everywhere and in almost all settings. There are new models of ministry emerging, such as The Launching Pad Ministries (LINK), a residential ministry for young adults which has emerged in Centers for Spiritual Living (LINK) under the guidance of Rev. Linda Reppond to name one such model.

There has also been some very unofficial talk of creating The Landing Pad as a residential ministry for seniors. New Thought is graying! (LINK TO HARV BISHOPS BLOG)

How do we co-create a future that includes viable spiritual community for a wide variety of people?

As Dr. Roger Teel of MileHi Church in Lakewood, Colorado (LINK) once said in a spiritual leadership presentation: “We have to hospice the things that are ready to die and midwife the things that are being born.” For some of us, that will mean taking the Sunday Church Model off of life-support and letting it fade away. We are, of course, reluctant to do that without knowing what will replace it.

New Thought is at a crossroads. The movement, if it continues on its current trajectory, will age itself out of existence, just as Christian Science has been doing for several decades – closing churches, including The Mother Church in Boston, and reading rooms. There is a tendency in the movement for many of us to refuse to look at these trends and to simply affirm that if we just get our consciousness right and keep affirming the truth, there will be a huge shift and our communities (or mine anyway) will thrive.

Ernest Holmes spoke of evolution in a couple of quotes that I share here:

“Others will arise who will know more than we do; they won’t be better or worse, they will be different and know more than we do. Evolution is forward.” ~ Ernest Holmes, Sermon By The Sea-Asilomar, Saturday, August 15, 1959 (LINK)

“The spiral of life is upward. Evolution carries us forward, not backward. Eternal and progressive expansion is its law and there are no breaks in its continuity. It seems to me that our evolution is the result of an unfolding consciousness of that which already is, and needs but to be realized to become a fact of everyday life.” ~ Ernest Holmes, The Science of Mind (LINK)

Here Dr. Holmes speaks to a theme that he shared multiple times during his time on this plane – his would not be the final word. Human consciousness would continue to evolve and we should see this process as a part of life. We do not change reality with our thoughts – we change our relationship to reality. We in New Thought have great teachings that are made to help us master change; at the same time, we often develop mindsets that are almost impervious to change. Declaring that the church model is not in a state of significant, even total transformation is not going to change the reality that it is.

Also, many in New Thought tend to be centered at the postmodernist-Green stage of the spiral in Spiral Dynamics. This is a beautiful stage to occupy. It is highly complex, communal, loving, supportive and egalitarian – and it is fear-based, just as all 1^st Tier stages are. The Green stage is a place where it is often very difficult to do organization well. There is a reluctance to make decisions until every possibility has been thoroughly considered and every voice heard on the matter. There is a value system which holds that no one should feel bad – ever, so it is hard to correct behavior that may deviate from best practices. In fact, feelings often override success “let’s not move to the new building, several people are upset about leaving the old one.” There is a feeling that hierarchy is negative, so leaders do not get anything like automatic respect for their position. While all of these values have a positive side as well – Green is the state where we are reminded of the value of diversity, of listening without agenda, and of inclusiveness in decision-making – it can be problematic to do business effeciently.

A thriving organization operating at a modernist-Orange level can come undone when there is a shift into a postmodernist-Green dominated culture. There is not enough money any more, people have left the community, and there is a lot more crying – which can be a wonderful cathartic thing! But as far as the traditional Blue-Orange organizational structure goes, it becomes very difficult. This is, of course, becaue something new is emerging. It is just unclear how the transition through the Green stage will affect organizations as we know them in the longer term.

I say this not to be flippant, but these are characteristics of the Green stage or level. Oh, and those at Green do not like the fact that Spiral Dynamics has stages – they do not like to label people.

Again – what do we do?

Here is my prescription for moving forward at an organizational level – that may mean the larger organization, like Unity (LINK) or Centers for Spiritual Living (CSL), or at the local community level of the church or center or other ministry form. We do not know all that is emerging relative to this issue, so there is no clear target to move toward. But there is a way forward that is more likely than not to help us to notice emerging patterns and to nurture those that look promising.

1. Learn the Model. A person in leadership in a spiritual community or organization today needs to have an awareness of cultural evolutionary models. The development of what Barbara Marx Hubbard has called the evolutionary lens is an absolutely critical aspect of the new leadership. If you learn only one model, make it Spiral Dynamics. Learn it very, very well. Without this knowledge, you are missing a vital piece of the puzzle in understanding the realities of culture today. It is like missing a vital piece of the tool kit needed for leadership. When we do not know the model and how the dynamics work – remember, it’s about the dynamics, not the levels; the levels emerge when living conditions You can have people at multiple levels in your community (and communities at multiple levels in your organization), IF you are expressing values that match what they are looking for in a spiritual community. If you only express the values of your own level, which will likely be the case if you do not know the model and how it works, you will tend to drive away those at other levels than your own. Leadership involves a wide acceptance of value systems with the recognition that all of them have appropriate places in the overall community. Learn to seek out 2nd Tier solutions and to identify them when they emerge. I also recommend using Gary Simmons’ Integral Ministry Model and its various components. You can contact Gary via his blog (LINK). There are other models out there as well, but the place to begin in Spiral Dynamics.

2. Pay Attention. Leaders at all levels need to pay attention to what is going on, not only in their own community or organization, but in the larger arenas of life. Notice trends that are affecting the world around you – the rise of technology, the fading of the Monday to Friday work week, the rise of the new economy – are all examples. As I have pointed out in earlier posts in this series, the church model is clearly in a state of transition in North America, and we seem to be following a trend already experienced in Europe – attendance is dwindling. That is the overall trend, but there are dozens of micro-trends as well. There are also cultural shifts that are identified through an understanding of models like Spiral Dynamics™ that show that these trends are often evolutionary in nature, meaning that they are inevitable at the macro level in their overall direction, while there is ample room for adjustment at the micro level. Modern leaders need to be more visionary today than in the past. What used to be stable is now often fluid. What used to work in a reliable way is no longer reliably working. The skillset to lead a spiritual community is changing and the rate of that change is picking up speed. Have you noticed? If so, what have you done to bring your skills up to date? If not, have you realized that you are missing something?

3. Have the Conversations – Locally. Spiritual leaders today need to be in conversation about the changes that are occurring all around them, including the ones within their own community’s dynamics. How are values shifting in your local community? These conversations need to include as many people as possible – including, perhaps especially, people beyond your own regular circle of advisors. This might begin within your own church or community by opening opportunities to talk about the evolving nature of the community. Most communities will have at least a few of what I call, evolutionary souls, who will gravitate to such conversations. They can then form an inner circle and a sounding board for the leader(s) to speak with. Then have a larger circle of conversations with others in the community here and there to see what they are seeing, feeling, and longing for. Then there are your colleagues beyond your own community – neighboring spiritual communities of the same or other denominations, or colleagues with whom you have relationships. Call them, go to lunch, have tea, get together and talk about the appearances and dynamics of change. Talk about the accompanying frustrations, the loneliness and the A-ha moments that you experience. See what they are doing that is and isn’t working. See what they are reading, viewing online, and sharing with their boards and internal leaders. Build your evolutionary lens.

4. Have the Conversations – Globally. These conversations need to happen at the organizational level – in the offices, the board rooms, at the training centers, at conferences and conventions and ministers’ retreats. They need to be both organized and spontaneous, with means of preserving and sharing the wisdom that emerges. In short, it needs to be at or near the top of the agenda of every spiritual organization – where are we headed and how are we choosing to be as we head there? What are our community visions for our future? What are we going to do about deciding how we change? What should we be teaching our future ministers and lay leaders now about the possible futures that they will face?

5. Take Action Based on the Conversations. Follow though in setting goals and moving along toward the directions that emerge. Be willing to change as the unexpected happens. See the whole process as a learning experience – there are no experts in where spiritual community is heading because no one has been there yet. The days of experts have passed. In fact, it is entirely possible that the future is a continual series of changes, alterations, new directions, and temporary landing points that are soon abandoned. Everything is a pilot project. Transition and transformation are the new normal – are you ready?

6. Repeat All of the Above on an ongoing basis.

Carter Phipps, in his wonderful book EVOLUTIONARIES, Unlocking the Spiritual and Cultural Potentials of Science’s Greatest Idea (LINK), wrote that Evolution is MOVING! Think of the evolutionary process as fluid, flowing forward in time, with new things emerging and moving into the mainstream. We are all in this dynamic flow together. The answers have either emerged and are waiting for us to notice, or have yet to emerge. My hunch is that there will be multiple models for spiritual community in the future, some looking a lot like the existing church model, and some looking totally different. Let’s master it, develop the evolutionary lens, and take the great New Thought Teachings into the future that we are co-creating together.

Evolution – We’re Not Done.

Copyright Jim Lockard 2015.