Fractal self-similarity means that patterns of organization that exist at the cosmic level are repeated at smaller and smaller scales throughout creation. The same pattern of organization that gives distant nebulae their characteristic shapes re-occur in the patterns of the iris of the human eye. (see the photo of eyes and nebulae at right) This similarity isn't an accident; it's a part of the underlying design and a pattern of the entire universe. The underlying math which defines these patterns is elegant in it's simplicity and yet produces profoundly complex patterns in it's natural execution.
Here are two more examples.
The photo on the top at left is an electron microscopic photo of an atom. The photo just below it is a telescopic photo of a distant galaxy surrounding a black hole. Despite the massive differences in scale, from the nano- to the galactic, the patterns are unmistakably the same. The same underlying structure, the same mathematical patterns, define the shapes of both these natural phenomena.
The universe is fractal. In every natural domain, from the smallest to the largest, this pattern of self-similarity is evident, if you look for it. More importantly, these patterns are NOT random; they are organized. The universe is not random; the universe is elegantly organized, at every imaginable scale, from nanoscopic to extra-galactic. These are just a few examples; there are thousands more in biology, chemistry, physics, and virtually every field of science.
So what does this have to do with leadership? Everything.
What is true in the natural world is also true in the social world. Patterns are repeated at every level of a system, whether natural or social. Organizations, enterprises, businesses, churches--all are social systems and all follow the same rules.
1. Every organization has fundamental, underlying rules which govern the patterns which is displays. That pattern can be intentionally designed by the leader/creator or it will be arrived at through system adaptations when the design is absent, incomplete, or not adaptive to the environment (self organization).
2. Complex adaptive systems (any social organization) all have these 4 defining characteristics according the John Holland (paraphrased and adapted by me):
- A large number of people acting simultaneously and independently, and
- They react to feedback from other people and the environment and change their behavior accordingly.
- People act according to a set of rules--a series of routines, which vary from group to group, and
- People adapt to changing conditions in order to improve their performance and that of the organization
Out of the interaction of these factors, the unique features or patterns of a given system (self organization) "emerges". Notice the differences between these four characteristics, and those of a traditional top-down, hierarchical, industrial-era, command and control organization--they share NOTHING in common except the "large number of people".
3. Leaders become "catalysts for action" in complex systems. Leaders in complex adaptive systems lead by influence and example and thus become the catalysts for action. Neuroscience research has begun to discover how this happens. The mirror neurons in our brains recreate or "mirror" the actions of other people we witness in our own cortical and sub-cortical structures. The patterns we see in our network of social relationships are recreated in our own network of neurons--another fractal pattern. It has been known for a long time that people acquire most of their knowledge through their vision, and now we are beginning to understand how that works and why leading by example is so powerful.
4. Leaders of complex adaptive systems also lead by facilitating the development of a shared vision and then articulating that vision to people in the organization clearly and often. As a recent HBR survey recently discovered, the primary expectation that people in organizations have for their leaders is that they are "forward looking". Successful leaders in complex adaptive systems are focused on the future, and I don't mean the next quarter. They live out the motto "Think globally: act locally".
5. In the same way that "drilling down" in a complex system reveals the same pattern of relationships at each successive level, successful leadership ("building up") in a complex adaptive system creates successively more complex layers of connections that follow the same patterns observed in the behavior of the leader(s). It has long been known that organizations reflect the "personalities" of their leaders, for better or for worse. These leadership behaviors help to define the "rules" for how to act as a part of the system (the "subroutines"). For successful leaders, these leadership behaviors reinforce the essential characteristics of a networked system (see number 2 above) by:
- encouraging independent action of people who are part of the system
- rewarding adaptive responses to changes in the environment
- modeling and explaining the values and purposes of the organization so that the "subroutines" promote organizational effectiveness by aligning decisions at every level with the values
- modeling "forward looking" and leading change so that adaptation and innovation are an essential system characteristic to maintain the long-term health and viability of the enterprise
6. Successful leaders of complex adaptive systems initiate and sustain change. When organizations are stressed and in "dis-equlibrium", small changes can lead to surprisingly dramatic outcomes. One of the early discoveries about the dynamics of complex systems was that a small change in initial conditions could lead to major changes and the "emergence" of new outcomes and organizational structures that could not have been predicted. Contrast this to the normal "management philosophy" of command and control, hierarchical organizations where leaders are rewarded for their ability to maintain the status quo. This is the primary distinction between leadership and management, and why so many "managers" are so frustrated in their jobs--they are using 19th century industrial-era tools in a 21st century networked world.
So this is how leadership works in a fractal universe. Leaders create and model "forward looking" patterns of behavior themselves. They encourage and promote the same behavior in others in the organization by establishing and building a network of relationships which will also model and communicate the vision and values of the organization. They encourage independent action of everyone who is a part of the system. They reward adaptive responses by everyone in the system. They lead change by making small changes themselves which fosters the emergence of dramatic new outcomes from the organization as a whole.
The universe is fractal.