Author: Walter

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Adequacy

This is a word used in psychodrama circles. Used to describe roles. They can be

  • absent
  • embryonic – is a word used on occasions
  • underdeveloped
  • overdeveloped
  • conflicted

or

  • adequate

Adequacy is in the psychodrama domain is the pinnacle of performance – there is nothing more needed. It is not faint praise, as if a schoolteacher looking at an essay using the word might use it to mean. I’ll pass it but only barely.

The word is also used in the definition of spontaneity.

“An adequate response to a new situation.”

~

I am reflecting on this word that I have come to appreciate. I like the humble tone. The implicit belief that adequacy is enough. Adequacy echoes the idea in other modalities of “good enough”. The delight of “adequate” is that there is no more required. Adequacy is fitting, nothing more is needed now.

But what is adequate in a new situation? Crying, running, fighting… who arbitrates these things?

Theory does not make sense on its own. Psychodrama theory requires a psychodrama context. Roles occur on a stage, one of the five instruments: Stage, director, auxiliary egos, protagonist and audience.

In such a context there is a warm-up, an enactment and sharing.

The enactment and protagonist emerge from the group. In an enactment there is never one role. The purpose of the endeavour is already defined and explicit. A warm-up may include a purpose and a yearning. Obstacles will be in the consciousness of the group. Adequacy is part of an outcome created collectively, and shared by the group. Adequacy is measured by applause, boos and hisses, laughter and tears.

And of course there will be new discoveries and new developments. After all the situation we have just seen on the stage is now an old one, demanding a new response. And the next time we meet what was adequate last time may be just a step towards the new.

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Outcomes in Small Group Process

My recent post: Can we Survive? is a draft for an item in a psychodrama publication. In that post I link Wisdom Councils and – Creative Insight Councils to the Sociometric methods of J.L. Moreno. The main idea is that there is a lager community and the small group resonates with the larger group in isomoprhic harmony, and can thus give back compelling insights and wisdom.

In this post I want to add a related idea.

From Dynamic Facilitation and the Wisdom Council theory I have got it clear that a small group can achieve something in addition to personal therapy for its members, and assist an organisation or community in developing its life, and in its decision making.

Jim Rough calls it “option creating”, I am not yet sure exactly what he means by this but it is not just a list of possibilities or wild ideas from a brainstorming session. The breakthrough in a group happens when there is an insight into a real option – something the whole group would like to see happen.

Such breakthroughs are possible over the longer time frame of a group, of diverse members, meeting for several days and sharing at a deep level. Traditional meetings can’t achieve this depth.

For a group to be of use to a larger community there needs to be a thorough warm-up before the event as to the purpose and context. While in psychodrama we are aware of the importance of the frame, I have not experienced a group in that tradition that has the focus of leading to outcomes for the whole community. In our organisations we tend to make decision in meetings, and while there is plenty of interaction and depth work, it is not specifically an clearly focussed on future actions. There may be specialist sub-committees, or work groups, but they tend to be by the people with special positions an ongoing positions within the organisation.

Imagine randomly selected diverse small group – from an organisation or community – doing depth work groups with the task of one or two of the following topics:

What is our strategic plan?
What is our vision?
Principles for the Constitution.
Who should be a member?

The group would present its findings to all members of the community or larger organisation and its governing in one a4 document, and 20 minute audio file at a special hui for the occasion.

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Emergence

This is an important idea.  The whole idea of how change works in human affairs is a science that is developing fast and urgently needed.

Not out yet but on Amazon for pre-order.



The outline – very full – of the book on Emergence by Peggy Holman is on this site. 

Book Outline « Engaging Emergence: Turning Upheaval into Opportunity:

This book offers a theory and practice for working with upheaval and uncertainty. It connects what scientists are learning about emergent complexity with experiences change practitioners have from engaging organizations and communities in addressing their needs. This intersection could be called “applied emergence”.

Also by this Author: The Change Handbook.  Amazon)

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Harnessing Crowds

Harnessing Crowds: Mapping the Genome of Collective Intelligence

A pdf – research on Creative intelligence – “genetic” framework.

One of the important lessons learned in this work is that there are many ways to classify examples of collective intelligence. The framework presented here is certainly not the only one that could be useful. Other frameworks that emphasize different factors could be useful for different purposes. The primary claim made about this framework is that it is useful for understanding the relationships between different kinds of collective intelligence and for generating ideas about new possibilities.

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