tipu ake lifecycle powerpoint overview v6 © te whaiti nui-a-toi see tipu ake a short presentation...

Tipu Ake Lifecycle Powerpoint Overview v6 © Te Whaiti Nui-a-Toi see www.tipuake.org.nz

Tipu Ake A Short Presentation

This is an animated Powerpoint show, so click this icon for slideshow view

……………..

……………..

……………..

Conditions of Use: ( see the Tipu Ake website www.tipuake.org.nz)

This presentation is provided to help volunteers spread awareness of Tipu Ake. It is freely available from Tipu Ake website download page www.tipuake.org.nzIt must be used in the form provided, without significant changes and with the footer title.

http://www.tipuake.org.nz/




Expect to be challenged!!!

We learn new things when we have the

courage to move out of our comfort zone and

question long held assumptions.

Consider the knowledge pie chartWhat we Know 1

(In our comfort zone)

What we Know we Don’t Know 1

(We go to specialists e.g. our Dr for this)

What we Don’t Know we Don’t Know 1

(Here we find the opportunities) (Innovation is about finding them)

What we Think we Know but Don’t (Here we are exposed to massive risk)

Knowledge we keep within our Club (eg BMA, IPENZ, PMI, Education )

(We need to unlearn what goes out of date)

We learn and grow when we get a diverse team together, question boundaries, network and make connections outside our experience and comfort zones !!

This happens when we are challenged by other cultures with a different world view.

What we Don’t Know that we Do Know (We rely on intuition / wisdom to find it)

BO

K

UNLEARN


Tipu AkeGrowing the Future….

The industrial age taught us to split all our organisations up into nice little isolated boxes each embracing their own linear processes.

Nature helps us relearn how to be proactive in this world of complexity where all is in an interconnected and chaotic state of balance.

In the global knowledge economy everythingis interconnected and fast changing. Constant innovation is a required for success. Project teams can no longer work in isolation from their organisation or its environment.

Today’s lesson is from deep in the Whirinaki Rainforest, Te Urewera, New Zealand.

We found that the small Maori community at Te Whaiti Nui-a-Toi had

transformed their school against all the odds. They told

us how .. gifting the world Tipu Ake


The Te Whaiti School Project lessons

0 - Grow the courage to self examine - face the real issues / enemy

1 – Share leadership - it’s much more than “The Leader / PM etc”

2 - Capture the diversity and enthusiasm of the whole team

5 – Accumulate shared wisdom and values – the assets of the group

4 – Sense what is happening around us, share and test with others

3 – Own your own processes - keep them simple and effective

N – Be driven by customer outcomes - a vision of wellbeing

This is the process level where most orgs operate

(e.g. Structure, procedures, KPIs, PM, PO etc)

The Te Whaiti Schoolseemed to add another

three levels below - actions we see much less often

in organisations

… Which gave them the ability to also add another

three levels above. - actions most organisations don’t

even understand

Focus on learning – connect into networks, tap into external energy

It seemed there was something quite different going on here. So we asked them to tell us much more about how

things happen in their world

They turned our conventional business thinking back towards nature

(biomimicry) to help us see organisations as living things not just machines.

They gave us Tipu Ake - a whole new perspective on leadership, teamwork

innovation and growth.


Sunshine – external energy

Whiro (poisons)

2. TEAMWORK (Project)

3. PROCESSES (Org)

4. SENSING (Collective)

5. WISDOM (Collective)

0. UNDERCURRENTS (Chaos)

N. WELLBEING (Global)

Pests - reactive approachfailure , forced to recycle

Kore (soil)

Ora (Wellbeing)

Manu (birds)

Papatuanuku (Earth Mother)

Tane(tree)

Opportunity/Risk

1.LEADERSHIP (Shared)

Ngarara (pests)

Pes

t Con

trol

ali

as R

isk

Man

agem

ent

Puawaitana(flowers)

Ngahua(Fruits)

Kakano(seed)

Putake(roots)

Tinana(trunk)

Birds – proactive approach. Fly down and return higher

Pua(branches)

Courage

dest

roy

ego / credit

power

rigidity

measures

values clash

smug

false assumptions

reflect listening

Focus onoutcomes

sharing

trust, support

effective

values

Facing issues

Apply Innovation

Tak

e ac

tion

Ideas germinate

Visionrecycle

rejuvinatediversify

“The Tipu Ake Lifecycle – A Leadership Model for Innovative Organisations” © 2001 Te Whaiti Nui-a-Toi www.tipuake.org.nzPoisons – greed, exploitation, violence, fear,,

Tipu Ake ki te Ora - Lifecycle A Project Leadership Model for Innovative Organisations

TAKE NOTE:

Of the pests that seem to stunt or prevent growth, the things we react to and need to get past for success.

Of the recyclers that take what is destroyed by pests and turn it back into nutrients to promote new life.

Of the poisons that stop the soil and earth supporting any form of germination.

Of the birds who are proactive. They identify new opportunities, cross- pollinate and encourage growth

Of Sunshine, the external energy source and purifier that sustains life.

DANGER: Pest Control (alias Risk

Management) can be contagious,

reactive and may soak up all our energy for little

value.

BE A SMART BIRD proactively

sense what is happening (before the event). Look beyond risk, go to

the undercurrents to find new

opportunities and grow them

WARNING: This powerful image of a single tree and its growth stages fits very comfortably into our conventional view of organisations; where we break the whole into separate little boxes, with linear “step by step processes” within each .

BUT: To understand Tipu Ake, (and our real world), we must instead think of all the

species growing in a forest; subject to all the variability of weather, the elements and the natural environment. Here many trees,

animals, birds and all other living organisms, including mankind, are all

interconnected, naturally sustaining each other through complex cyclic relationships.

SO: Lets build up a model that considers innovation, projects, leadership, teamwork,

our organisational behaviours and sustainability more in that way?

DISCARD the idea of leadership as belonging to an individual or being allocated to people at specific organsational structures

and levels

LEADERSHIP is what takes us where we want to go. It is a shared thing that anyone can pick up and run with. It floats around.

• Its first step is the courage to go down into the undercurrents churn things around then germinate and back a new idea to star it growing. • It then relies on a common vision of the wellbeing we seek.

POISONS suck energy from us, and stop the processes that germinate fresh ideas and identify new opportunities.

SUNSHINE is our counter measure to them. It represents the external energy, values, knowledge, wisdom and support we can tap into.•It includes those historical stories of past battles and heros that give us the courage to put aside our fear and try again• It includes our collaborative networks, our friends, our mentors and external observers who help us lift our perspective. They help us see and overcome the poisons what we are too close to recognise in ourselves.•It includes external information and knowledge that we can use to question our long held assumptions

PUT ASIDE all that past Organisational Capability

Maturity Model (CMM) Model thinking that took you upward step by step, concentrating on

linear processes

INSTEAD Tipu Ake is cyclic and concentrates on

behaviours. You can ( and should) be operating on any or all levels simultaneously. All you need to do is assess the relative strengths of pest and birds behaviours at each level

and take action

BEWARE: All these pest behaviours that drop us back down make the undercurrents look like a pretty nasty place

CONSIDER: Those pests could be doing us a favour, destroying those things (projects) too weak to survive and recycling their resources.

LOVE THE UNDERCURRENTS The place where energy and ideas abound and just need direction. (Chaos is not a whirlpool so learn to swim in it and enjoy learning new things within its turbulence)

Be very alert for the POISONS, that stop the germination of new ideas

It’s that insidious negativity that creeps up on you like a cancer without you even knowing it – (The drip feed

effect of pests if we don’t grow immunity to them)

Greed, exploitation, violence, anger, fear, retaliation, abuse, put downs, brainwashing.

These are the enemies within ourselves, our organisations and our teams that really take great

courage to overcome

They can turn the positivity of the undercurrents into a black hole that just sucks everything into it.



L

eve

l

Tipu Ake - A Leadership Model for Innovative Organisations – self assessment

When responding to these statements do not argue for your own opinion, but rather senses and assess the collective wisdom of your organisation (What you would hear from in the caféteria ?)

Behaviours that characterise our culture ( 0 = disagree, 1 = agree, 2 = strongly agree) .

b

i

r

d

s

p

e

s

t

s

0.1 We tend to exclude those people who challenge the established point of view and thus cause conflict

0.2 We always like to be ordered and in control with firm targets and a clearly defined path ahead of us

0.3 Our new directions mostly come from those who manage the organisation and it's funding

0.4 We face issues, often looking outside the square to question assumptions and gather in new ideas

0.5 We appreciate our peoples diversity and use all our talent and ideas to address the issues we face

0.6 We learn from our mistakes or experiences and have the courage to try new things again

0.t Undercurrent totals

Organisational self-assessment tool (Level 1 questions only – the full questionaire is in the model document at www.tipuake.org)

SCORING for both birds and pestsThis is where the question is answered( 0=disagree, 1=agree, 2=strongly agree) .


0. Love the undercurrents, surf in the turmoil of our diversity - go with the flow, grow opportunities

Team Groundrules - a Meme viewMeme (n) - a self-reproducing and contagious idea, thought structure, or other

information pattern which is propagated in ways similar to that of a gene [or a virus] . Extremophiles (natures survivors) use them too, see story on Tipu Ake website

The greatest Enemy is the one within us, conquer that and the rest are easy – grow courage

1. A kumara never calls itself sweet, that’s for the eaters to say - keep individual egos out of this

2. We leave our hats at the door - don’t let external power destroy teamwork and participation

3. Own your processes and keep them simple - make sure you are in control of them not them of you

4. Taringa whakaaro, keep your ears [and mind] open - trust your senses and intuition

5. We have no room for matapiko gatekeepers - share knowledge freely

n. When we focus on outcomes, nothing becomes a barrier - have a clear vision of why we are here

Let the sunshine into your team - connect with the external energy - in networks and old wisdom

I think I’m beginning to understand this Tipu Ake model and process, but… wasn’t it generated after the

school had largely completed its self transformation? If so, what did they

use to do what they did?

These are a people from an oral tradition, so their processes are not in

flow charts and diagrams but are defined by stories and proverbs which

they replicate and share


Its roots – The Wharenui view Preserved in Wharepakau on Murumurunga Marae, Te Whaiti (1930’s)

(Finding this after the event confimed the heritage of Tipu Ake thinking)

Undercurrents – Te Kore - nothingness and everythingness

Leadership - the seed of a new idea with the courage to turn over)

Teamwork – the roots that grow around to support the idea

Processes – the new trunk that must reach through the canopy

Sensing – Gathering in the information it needs to sustain it

Wisdom - the flowers preserving knowledge as the old die away

Wellbeing ( Ora) - the place where everything is in ballance

But wait…..It seemed all this was all so natural to the people of Te

Whaiti - as if there was something in the water

there, passed on by their ancestors over thousands of

years


Leading Programs in a Living World

Now reflect … the rainforest plants billions of seeds, each

waiting for the right conditions (opportunity) to grow.

Everything is interdependent …

So what does this tell us about growing and leading innovative programmes that involve many

projects and partners

Some premises from Margaret Wheatley and others about change in living systemsYou can’t change a living system – all you can do is disturb itWhen living things want to get stronger, they connect to more of themselves

in process

NOW

Output

inputsinputs

Sponsor

Specifies the outputs and rewards

Feed forward strategy and prioritised plans

Isolate from what seems like the chaos of the real world

Mission

The noses facing inwards team: example: a conventional “problem solving”

project team in a linear (machine like) environment

Sharinggrowing

collective

wisdom

Ora

vision

Many interdependent projects grow in the apparent chaos, ORA is a “strange attractor”

Focus on outcomes

The noses facing outwards team: example: a program team interacting with

partners in a living organisation environment

The school told us how their team was a circle attracting people to join in


A Vision - When we raise our children….

When our gardens cover the nakedness of Papatuanuku [the earth] with the peace of Rongo Marae Roa [God of Peace] and the Kumara [sweet potato] are abundant; that is Waitaha. (Social)

When we raise our children with the wairua [the spirit] to hear the plants grow and open their minds to touch the stars; that is Waitaha. (Growth – Culture)

When the waters are shaped to nurture fish, and birds are plentiful; that is Waitaha. (Envir)

When Arai Te Uru [our sharing / trading canoe] sails again and again with Kumara for the Nation; that is Waitaha. (Enterprise)

From Song of Waitaha P 133 www.waitaha.org.nz (This pre-dates the Quad Bottom Line)

Here is another bold vision for the future of our world’s childrens given to us by the Waitaha people in Song of

Waitaha Page 133www.waitaha.org.nz

Song of Waitaha, - The history of the Waitaha Nation– New Zealand’s early peoples. ISBN 0-9583378, Publisher Ngatapuwai Trust, c/o

McBrearty and Associates, PO Box 35-036, Shirley, Christchurch, NZ. ( Reprinted 2003 and again available – contact

[email protected] )

http://www.waitaha.org.nz/

http://www.waitaha.org.nz/

mailto:[email protected]


Vision and program managementWELLBEING (ORA):

Where do we want to be?

OUTCOMES: What would need to be in place there?

INDICATORS:

How will we know we are close?

PROJECTS:

How could we make it happen?

Our grandchildren will cherish Whirinaki Forest and the culture of its people; thanking us for preserving its richness and diversity for them to share with their grandchildren and all future peoples”

GUARDIANSHIP Kaitiakitanga - responsibility for guardianship is accepted and in place

AWARENESS

LEARNING

PEST CONTROL

RESTORATION

ENTERPRISES INFRASTRUCTURE

Others will see the Ngati Whare tangata whenua (local people) caring for the forest and sharing its taonga (treasure / wealth / knowledge)

Re-establish indigenous Maori conservation values and processes Allow local people to be responsible for local activity in partnership with DOC

Here is a template for doing the ki te ORA of part of Tipu Ake. Visioning that starts with Ora -

our vision of Wellbeing.

The Natural Step www.naturalstep.org calls this backcasting

This is just part of what was produced at the start of the program at Whirinaki. On-line update of this at

http://www.kaitiakitanga.net/projects/


Exploit ICT technology IP

Robust Community

Services

Whirinaki &its people as Taonga (IP)

Learning Organisation

2000Forestry income lost

1980’s

Sustainable rich communityfor mokopuna

Pres values lang culture

Just in time skills development

Grow vision kaitiakitanga

Learning Community

2004

Curriculum student tasks

Merge Schools

Run sharing Wananga

Community Learning

Develop services

Upgrade housing

Est Village CouncilClaim treaty

entitlements

Establish Runanga

Identify Partners

Select Patrons

Recruit volunteers

koha seed funding

Apply and got Enterprise funds

Research network ip

Revenue Streams in place

Set up Nursary

Tourist native replanting

est Whirinaki Interactive

est Whirinaki Enterprise / InfoCentre

Share info IP environment

Do Tours IP (experiential)

Run earning Retreats IP

Vision and plan in place

Jul 03 (IP)

Develop resources IP

Find project funding

$

Research Iwi Taonga

Pest control projects

Develop Website

Restoration Projects

$

$

DOC Estate programmes

Left click to continue

Set program structure

Share model Tipu Ake IP

KuraCommunityRunangaDOCFunders

OutcomesIntelectualProperty IP

Grow Network local and

International IP

Kia Ora folks

Whanau Supp Youth Progr

Transforn Kura

Build new Housing

Develop facilities

Unitec arch Concept plan

The Ngati Whare Rununga is responsible for our Iwi

affairs and is well underway with some local community

developments

This koha is given to us by local and international people or organisations in appreciation of what we have shared with them in Tipu Ake ki te Ora – It is not

a handout or donation!!

This is how we took our proven Kura / Community

vision much further into the futureThis is our vision of

Ora -the outcome that drives our whole program

This all looks like a complex interconnected web (the real world) so let’s try first be clear where we are heading

Kaitiakitanga Ecological

Education Cent

These are the core values driving our

Kaitiakitangaprogram

Whirinaki Kaitiakitanga Program www.kaitiakitanga.net

Here is a roadmap example where the community of Te Whaiti Nui-a-Toi are using

Tipu Ake to drive their Kaitiakitanga Project, which

is about long term sustainability

See www.kaitiakitanga.net


Whirinaki Interactive – Ohu Structurehttp://www.kaitiakitanga.net/projects/5-7-2%20Whirinaki%20Interactive%20enterprise.htm

Ohu - an alliance to implement

KuraLocal

Capability

Iwi

TEA Broadband

StrategicExpertise

TertiaryTeams

Whanau Support

Corporatedonors

Minginui Council

DS Community Partnership Fund

Grow content

$

ContentSupport

AdminBudget

PM

External Volunteers

PM

PC’s etc

Install/ MaintainTrain / support

AccessTechnologyLearning

support

Human Resources

Technical support

Expertise

TrainCommunity

Employs

Connection

An Ohu is a collection of volunteers collaborating to do

something where the focus is on the common good (outcomes)

Alliancing Contracts that are increasingly being used as a new model for major construction projects require

participants to think this way, bringing all their intellectual property, skills, experiences and resources to the table.

The Tipu Ake team guidelines (earlier slide) form a good behavioral model for this

This example was used in a funding application that did not go ahead at the time but is still waiting for the opportunity


Organic Program Governance How do we manage and track a program in such a complex living environment.

Our current organisational structures and behaviours often leave governance to a group of individuals (directors) who make strategic decisions above and with little reference to operational realities and learning.

Organic Evaluation at Santropol Roulant, Montreal See

www.santropolroulant.org/images/Organic%20Evaluation.pdf

Evaluation is not a linear function separate from our ultimate mission

It involves Problems, Successes, Opportunities and Measurement (including conversation)

Traditional Evaluation Organic Evaluation

Gather Data Ask Questions

Analyse Data Reflect Together

Disseminate Share

Implement Organisational Change Efforts

Experiment and Explore

Traditional Evaluation Organic Evaluation

Rooted in what we do Rooted in who we are

Focus on course correction Focused on Re- centreing

Linear and discrete ( in silos) Wholistic

Separate from daily operations Integrated

Formal and expert driven Informal and participatory

Value Assessing Value Creating

Tipu Ake promotes a System Thinking approach:

1. Governance decision-making are made by the Ohu (Alliance), a diverse network operating at the Collective Sensing and Wisdom Level

2. Cross leverage and the inter-dependence between projects / partners are more important than the individual project / groups themselves.

3. Opportunities come by planting many seeds then nurturing growth when the time is ripe. Keep positive, see challenges as a gift that takes us to the undercurrrents to find the new.

4. Celebrate the networks below the ground that provide nutrients(learning) sharing and growth

5. Openly use stories to help report on program and project activity, with progress logs and red flags. These start conversations about creating value (progress towqrds Wellbeing - Ora)

Mechanical organisational models have procedures for

project evaluation that clash with the Living Systems view of Tipu

Ake.

Funders, sponsors and customers need an understanding of this

difference to grow partnerships that can nurture effectiveness,

innovation, agility and resilience

http://www.santropolroulant.org/images/Organic%20Evaluation.pdf


Ora (Wellbeing)

Whiro (poisons)

Kore (soil)

Manu (birds)

Papatuanuku (Earth Mother)

Tane(tree)

Ngarara (pests)

Puawaitana(flowers)

Ngahua(Fruits)

Kakano(seed)

Putake(roots)

Tinana(trunk)

Pua(branches)

dest

roy

recycle

rejuvinatediversify

“The Tipu Ake Lifecycle – A Leadership Model for Innovative Organisations” © Te Whaiti Nui-a-Toi www.tipuake.org.nz

Sunshine – external energy

2. TEAMWORK (Project)

3. PROCESSES (Org)

4. SENSING (Collective)

5. WISDOM (Collective)

0. UNDERCURRENTS (Chaos)

N. WELLBEING (Global)

Pests - reactive approachfailure , forced to recycle

Opportunity/Risk

1.LEADERSHIP (Shared)

Pes

t Con

trol

ali

as R

isk

Man

agem

ent

Birds – proactive approach. Fly down and return higher

Courage

ego / credit

power

rigidity

measures

values clash

smug

false assumptions

reflect listening

Focus onoutcomes

sharing

trust, support

effective

values

Facing issues

Apply Innovation

Tak

e ac

tion

Ideas germinate

Vision

Poisons – greed, exploitation, violence, fear,,

Tipu Ake ki te Ora - Lifecycle A Program Leadership Model for Innovative Organisations

Fungal network



Tipu Ake

The people and children of this place are its kaitiaki (guardians) They have gifted it to the world for the benefit of all its childrens. Acknowledgement is by Koha (a reciprocal gift based on the value obtained) ( eg. no cost to those without assets or income)

A Project Leadership Model for Innovative Organisations

A pragmatic behavioural lifecycle that applies universally (not a linear process)

It’s inspired by the self transformation of Te Whaiti SchoolAll Intellectual property and copyright associated with itwill belong for all time at the place Te Whaiti Nui-a-Toi

Its full name is Tipu Ake ki te Ora

Growing from within ever upward towards wellbeing

Organic - Nature’s processes include interdependence, complexity and chaos

School motto:Reaching for new levels of wisdom - check what else they share at www.whirinaki.org.nz

Your challenge: Try Tipu Ake in your own organisation, projects and teams.

You will find tools and support on the Tipu Ake website www.tipuake.org.nz

See how the Te Whaiti community is trying to use it to lead projects in their

new futures programme at www.kaitiakitanga.net

(It’s already being used by project teams in many mainstream organisations to help grow radical changes

in their behaviour and performance)

Lastly a short summary:

http://www.whirinaki.org.nz/


http://www.kaitiakitanga.net/

tipu ake lifecycle powerpoint overview v6 © te whaiti nui-a-toi see tipu ake a short presentation...

Documents

awareness of tipu ake

world tipu ake slide

tipu ake website download

te urewera

animated powerpoint

world of complexity

comfort zones

different world view