Everyone to one degree or another self-organizes their life. The better you self organize your life around workable principles and processes it the more successful and enjoyable one's life becomes.
Few people although realize that there are many principles to self-organizing itself when applied to groups that can also make their projects and lives better.
There are many different types of principles used within Evolution 2.0 and its Universe Evolutionary Worldview. These are the principles of progressive evolution, spiral dynamics, integral philosophy and the collaboration principles of online and offline community building to name but a few.
As one of it's most key principles Evolution 2.0 values self-organization and self-organizing systems theory to help emerge, grow and manage our new movement and organization. Understanding the principles of self-organization and how self-organizing systems work is also essential to understanding this essential process and tool within the processes of progressive evolution. These principles are also recommended, applicable and appropriate use in the Job One for Humanity Climate Restabilization Plan.
Within Evolution 2.0 and its Universe Evolutionary Worldview (which births the Universe Community, Job One for Humanity, the Principles of Sustainable Prosperity and Religion 2.0,) we view locating and attracting self-organizing individuals and then getting out of their way as the prime ingredient needed to spread the ideas of Evolution 2.0 and its Universe Evolutionary Worldview and to build new Universe Communities.
"Self-Organizing individuals are informed individuals who understand and value true inter-dependence and do not need approval of permission to do good in the world. Locating, attracting and collaborating with such unique individuals will be the single greatest way in which Evolution 2.0 and its Universe Evolutionary Worldview with all of its life-critical tools and knowledge will spread." Lawrence Wollersheim
The 3 Sections Below Will Give You More General and Over-viewing Information on Self-Organization Principles and Tools. It will give you an idea if you would like to be involved in the evolutionary self-organizing processes we are using to build our new movement:
- General Rules Of Creating Self-Organizing Systems
- Effecting Change In Self-Organizing Systems
- Characteristics Of Self-Organizing Systems
ALLOW THE ENDS TO CONNECT - The ends to connect without any centralized control. Democracy is supposed to be about people talking with each other about what matters to them and then organizing to get the things they want.
DON'T BUILD THE SYSTEM - GROW IT - No blueprint, if a blueprint is taken to mean a set of plans that specifies the final structure. Instead offer a constantly evolving layers of principles, tools and values the provide a medium for network growth, along with a stream of encouragement (cycling in a feedback loop), that serves as a nutrient. (Values and principles should be thought of as nutrients as well! In evolutionary systems such as ours these values and principles are found the deep meta-patterns and meta-principles of progressive evolution.)
SWARM AND SELF-ORGANIZE - Think of your ants generating messages, and then creating a system to see which ones rise to the top.
UNTETHER - Groups of supporters and volunteer workers building tools that raise the value of the network.
YOU'RE NOT A LEADER - YOU'RE A PLACE - The larger part is the community itself. You're a place. You're like a park or a garden. If it's comfortable and cool, people are attracted. A place for people to hang out. The key to leadership here in a self-organizaing evolutionary system is listening. The good thing about emergent systems is that you can hear what they are saying even though they involve millions of moving parts.
FEEDBACK - Self-organizing systems use feedback to adapt, tinker and bootstrap themselves into a more orderly structure.
CHOICE - An essential feature of self-organizing systems is freedom of choice between alternative ways of doing things.
GOALS - Self-organizing systems without a goal have unknown or undetermined outcomes. Whether or not you set a goal depends on what you are trying to achieve. The goal of evolutionary systems is to come into closer alignment with the deep meta-patterns of the directionality of progressive evolution itself.
FORM (To be born in mind) - The limitations of the material organism or the tools it uses (in part) determines the outcome.
MAKE THE NETWORK STUPID - "Stupid" is used in the technical sense defined by David S. Isenberg in his classic telephony paper, "The Rise of the Stupid Network." In this paper Isenberg advanced the principle that under conditions of uncertainty a network should not be optimized for some limited set of uses presumed to be definitive. Instead, the network should be as simple as possible, with advanced functionality (and intelligence) moved out to the ends of the network - to the users.
TRANSCENDING PARADIGMS - Transcending paradigms may go beyond challenging fundamental assumptions, into the realm of changing the values and priorities that lead to the assumptions, and being able to choose among value sets at will. (The Universe Principles are a massive change of values and priorities over what currently exists.)
CHANGING PARADIGMS - Paradigms might be changed by repeatedly and consistently pointing out the anomalities and failures to those with open minds.
CHANGING THE GOAL OF THE SYSTEM - A goal change has impact on every item listed above, parameters, feedback loops, information and self-organisation.
SELF-ORGANIZING A SELF-ORGANIZATION - Refers to the capacity of a system to change itself by creating new structures; adding new negative and positive feedback loops, promoting new information flows, making new rules.
CHANGING THE RULES OF THE SYSTEM - (such as incentives, punishment, constraints) Rules are very high leverage points.
CHANGING THE STRUCTURE OF INFORMATION FLOW - Flow is a very important leverage point in a system. It is neither a parameter, nor a re-inforcing or slowing loop, but a new loop delivering information which was not delivered before. It is considered a very powerful leverage, cheaper and easier than infrastructure change.
CHANGING THE GAIN AROUND DRIVING POSITIVE FEEDBACK LOOPS - A feedback loop is a control that tends to speed up a process (it refers to the direction of the change). It is a self-reinforcing loop. Positive feedback loop are sources of growth, of explosion, and sometimes of collapse when the feedback is not under control (in particular of a negative feedback loop). In most cases, it is preferable to slow down a positive loop, rather than speeding up a negative one.
CHANGING THE LENGTH OF DELAYS, RELATIVE TO THE RATE OF SYSTEM CHANGES - Delays must be carefully considered, as information received too quickly or information received too late could cause either overreaction and under-reaction. Very lengthy delays cause oscillations when trying to adjust a system. However, delays are often parameters that can be changed as easily as rate of change.
CHANGING THE CONSTANTS, PARAMETERS, NUMBERS (SUCH AS PRICE OR VALUE STANDARDS) - These parameters are points of lowest leverage effects. Though they are the most clearly perceived among all leverages, they have little impact long term; they do not usually change behaviors. A widely changing system will not be made stable by a change of parameter, nor will a stagnant one dramatically change.
Absence of external control (autonomy, self-organizing)
Dynamic operation (time evolution)
Fluctuations (noise/searches through options)
Symmetry breaking (loss of freedom/heterogeneity)
Global order (emergence from local interactions)
Multiple equilibria (many possible attractors)
Criticality (threshold effects/phase changes)
Redundancy (insensitivity to damage)
Self-maintenance (repair/reproduction metabolisms)
Adaptation (functionality/tracking of external variations)
Complexity (multiple concurrent values or objectives)
Hierarchies (multiple nested self-organized levels)
Dissipation (energy usage/far-from-equilibrium)
Instability (self-reinforcing choices/nonlinearity)
Are You a Self-Organizing Individual Who Wants to Work with Other Self-Organizing Individuals to Share the Knowledge and Tools of the Universe Evolutionary Worldview?
If so, email us at manage@UniverseSpirit.org and let us know where you live and how you would like to self-organize spreading Evolution 2.0 and its Universe Evolutionary Worldview tools and knowledge.
- Self-Organizing Systems (SOS) FAQ
- Donella Meadows' twelve leverage points to intervene in a system
- Self Organization as defined in Wikipedia