Eighteen years ago, a dialogue was held among the world’s faith and the development community, hosted by the President of the World Bank and the Archbishop of Canterbury at Lambeth Palace. Its theme was about the “Creation of Spiritually Based Indicators for Development.” A working group of the Bahá’í Faith prepared a concept paper for this dialogue, entitled “Valuing Spirituality in Development.” [amongst them this ebbf event speaker Arthur Dahl]
The first principle in that paper was that of “Unity in Diversity” and it noted that the idea of developing spiritually based indicators for development was timely and to have spiritual values and principles seriously considered in the development arena. Now 18 years later much of the above dialogue outcome seemed to have been lost in the shovel. The paper asserted that to use spiritually based indicators, it must have its foundation in the application of universal spiritual principles.
The concept paper defines the concept of “Unity in Diversity” as a way of expressing the principle of the oneness of humanity. It further states:
“…Unity in diversity stands in contrast to uniformity. It cherishes the natural diversity of temperament and talents
#ebbfmember Henrik Mitsch was looking for ideas to co-implement at Mozilla a new organizational and leadership structure based on trust rather than on old strict reporting lines.
He came to the ebbf community, interacted on this topic with the likes of Arthur Dahl, Sjoerd Luteyn and Daniel Truran on “Levels of Trust”, on how these can be built, on the necessary processes and mindsets to implement them.
From that he came up with a “brain model” which was then presented at a Mozilla All Hands session in December.
It was remixed with other input and they arrived at the “Community Garden Metaphor”.
You can see the outcome of this Mozilla sessions in this article here.
Henrik has asked :
“I would be very happy if some of you could have a look at this and let me know your thoughts.”
Jeff Lynn will be offering the “Transformational Leadership as a tool for exploiting diversity” learnshop during ebbf’s annual conference and offers these initial thoughts on the theme of the event.
“I’m no artist but I’m guessing that a palette of just one colour would constrain one’s ability to produce great art. Even Malevich changed the colours that he used for his monochromes.
Now, by the very fact that you found this article, you probably see human diversity as a good thing in itself – mainly because you see a lack of diversity requiring exclusion – and that just isn’t just.
However, we are diverse in our experiences and thinking and we currently live in a world where profit and results are the main drivers for most organisations. Diversity will be seen as desirable by some or by others as an imposition. Either way it is usually seen as an add-on. I learnt very early on in my Business …
Kami Lamakan's reaction to letter from the ebbf board on the special spaces for dialogue we can create
After reading the letter of ebbf’s board on the kinds of spaces for open dialogue that we can create to navigate and influence these complex times, Kami Lamakan then joined the board’s invitation to an open conversation with all members. He sent this reflection on the letter and the ensuing dialogue from an unusual … space.
“The letter from the board was very thought provoking and it was wonderful to then gather people in the online conversation that the board offered. During that call I was in the middle of rural England, inside the thick walls of a converted farmhouse where my friend George lives.
The walls of the room are filled with books, family mementos and photos from his days at Eton and Oxford. The knowledge he has acquired and the experiences that dominated his nearly sixty years of life were my companion as I took part in our ebbf call hearing the wisdom of the Italian guy in Spain, the american living in the Ukraine, the Persian in Switzerland, the brit in rural Portugal, the Dutch living in Washington etc. I don’t imagine that the men that originally built that barn imagined the space would have to accommodate Zoom conference calls. I am not sure when George was …
The ebbf board recently met in Geneva, in one of its three annual physical consultations.
One of the questions on the table was how could ebbf with its global community find ways to address the complex times we are living. Turbulent transition moments that require new kinds of open dialogue, understanding and action.
We share with you some of the ideas that arose from that consultation.
You are additionally invited to a conversation with ebbf’s board on how we can act and what opportunities for dialogue we can create in our workplaces and economic systems, to contribute towards a prosperous, just and sustainable civilization – taking place this 7th of February
ebbf member Iko Congo shares views on diversity, encouraging new thinking in the run up to ebbf’s annual conference (taking place in May in Geneva) that will explore how can we and ethical business build the future going beyond diversity? Here is what Iko has to say.
“We need diversity of thought in the world to face the new challenges.” Tim Berners-Lee, founder of WorldWideWeb
In its literal definition, diversity is “a range of different things”, “a great deal of variety”.
When we look at the phenomenal world we are able to see this variety and different things in multiple ways – different coloured flowers, different sized plants, variety of animal species and completely different climates. At an initial glance, such diversity might be seen as an obstacle to organization – after all its impossible to have a penguin and a lion in the same habitat, or provide the same exact quantity of water to different species and sized trees.
I believe it is on this initial glance that diversity has at times, predominately in the past, been eschewed from organizations.
In our contemporary society, engaging in service is often seen as a pastime activity, as an add-on when one has satisfied all other needs. However, we view service as in reality an over-arching principle and as a general attitude which should be employed in every action, including in our work/professional pursuits.
In this spirit, the ebbf board offers the below thoughts.
WHAT IS YOUR OWN EXPERIENCE WITH SELFLESS SERVICE IN YOUR WORKPLACE AND/OR IN THE NEW ECONOMIC SYSTEMS WE ASPIRE TO CONTRIBUTE TO?
We share with you an example of the kinds of local ebbf events, that bring to various parts of the world the learning and exploration of new ideas through ebbf’s meaningful conversations.
This time it is the ebbf Sarajevo team who shares the learning from on of their series of local ebbf events where these five questions were covered:
. What are the differences between ethical and non-ethical businesses?
. In what ways can a company create a good reputation?
. Why is multiculturalism beneficial for an organization?
. Why is it important for people to know the purpose of an organization and their role in it?
. What are the benefits to companies for providing a service to the community?
#BuildingCapacity as a concept, action, service, discovery ... here's what we learnt with Sjoerd Luteyn
#BuildingCapacity may sound like a simple concept – but what is it? Is it actually any different from capitalising on skill development or talent management? The final pre-learning developed into a stunning interaction between participants from three continents as an exploration with Sjoerd Luteyn (who also will be at ebbf’s #BuildingCapacity International Learning Event 6-9 October Bucharest to continue deepening our dialogue on ‘Capacity Building in Organisations’).
Vahid Masrour who works for the Wikimedia Foundation led the pre-learning online event ‘Rethinking Organisations and Capacity Building with a View of Abundance’ to give a foretaste of the adventure the ebbf #BuildingCapacity International Learning Event, Bucharest 6 – 9 October is fast becoming.
Participants from Sweden, UK, Romania, Ecuador, Italy, USA enthusiastically discussed their insights of Vahid’s myth-busting accompanying presentation “From Crisis to Abundance: Exponential Organisations” in which he quickly demonstrated how people and organisations unwittingly hold themselves back from creating the adaptive and meaningful workplaces that they seek, by unwittingly maintaining a scarcity mass consciousness mindset.
It turns out, the way we use our own media spaces actually drives our views on scarcity and therefore our views on Abundance too. We have this tiny amygdala in our brain which triggers reactions to what surrounds us and to what we witness such as impulsive need to fight back, flee danger or become frozen to the spot. By our daily consumption of ‘bad news’ distributed in mainstream channels and, if we are not careful, our own social media channels we become hooked into media consumption, and unfortunately for us the viewer, we innocently keep ourselves wired into a negative feedback loop through the constant retriggering of the amygdala by consuming stories that reflect and trigger our ‘survival’ instinct states.
Fit for the 21st Century
Good news on the other hand, decouples us from the negative feedback loop and instead takes us back to the present moment, bringing us face to face with the immense possibilities standing before us in this 21st Century.
To illustrate, Vahid opened up the parameters of what becomes possible when we begin to appreciate stories of progress