Change

Diffusion of innovations

By James W. Dearing

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James W. Dearing (biography)

How—and why—do people decide to try new things?

Studies of diffusion have frequently demonstrated a mathematically consistent sigmoid pattern (the S-shaped curve, see figure below) of over-time adoption for innovations. Innovations include new beliefs, practices, programs, policies, and technologies.

The “S” shape is due to the positive engagement of informal opinion leaders in talking about and modeling an innovation for others to hear about and see. The initial slow rate of adoption gives way to a rapidly accelerating rate, which then slows as fewer non-adopters remain. Alternatively and more commonly, when informally influential people do not get positively engaged or when they ignore or actively reject an innovation, diffusion does not occur and the resulting slope of a cumulative curve stays flat or turns negative.

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Using the arts to flip understanding: An arts intervention for non-arts researchers

By Margot Greenlee, Martina Jerant and Veronica Dittman Stanich

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1. Margot Greenlee (biography)
2. Martina Jerant (biography)
3. Veronica Dittman Stanich (biography)

What do the arts bring to interdisciplinary research? Can arts practices lead STEMM (Science, Technology, Engineering, Mathematics and Medicine) researchers to new insights on their work?

We—a choreographer-and-professional-facilitator (Margot), a scientist-athlete-facilitator-entrepreneur (Martina), and a dancer-turned-arts-researcher (Veronica)—had a hunch that the arts have something to offer STEMM researchers: a different understanding of their own work.

We posited that thoughts are intertwined with actions, and when there is no opportunity to do things differently, it’s hard to think differently—to get a fresh perspective. By “actions”, we mean the practices researchers do every day as part of their work: for example, read, collect data, analyze data, present ideas in written form, revise that writing. Whatever the typical practices of a field or discipline are, as researchers train and eventually become experts in that field, its practices become habitual.

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Using archetypes as a systemic lens to understand the complexity of sustainable development

By Hossein Hosseini, Enayat A. Moallemi, Sibel Eker, Edoardo Bertone and Katrina Szetey

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1. Hossein Hosseini; 2. Enayat A. Moallemi; 3. Sibel Ekern; 4. Edoardo Bertone; 5. Katrina Szetey (biographies)

What are systems archetypes and how can they be used to bring a deeper understanding of causal drivers, potential dynamic behaviour in the future, and policy resistance when tackling complex problems, including those in sustainable development?

Systems archetypes are recurring generic systems structures found in many kinds of organisations, under many circumstances, and at many levels and scales. They are distinctive combinations of reinforcing and balancing processes theoretically rooted in systems thinking and modelling.

There are eight common archetypes, each with specific underlying causal drivers (eg., feedback loops, delay), expected dynamic behaviour (eg., acceleration, disruption, tipping point), and policy implications (eg., how to respond, where to intervene). Archetypes can help shift an analytical focus from simple behavioural correlations or a limited understanding of interactions between certain goals to a generalised knowledge of recurring patterns, causes, and consequences.

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Towards a theory of change to institutionalise integration experts and expertise

By The Aeschiried Integrators

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Author biographies

Integration experts and expertise are crucial for realising the full potential of inter- and transdisciplinary research. However, the expertise of those who lead integration is poorly recognized in the current academic system and these academics often experience a range of impediments to their careers. What can be done to recognise integration experts and expertise and to support the careers of such experts?

We define integration experts as specialists “who lead, administer, manage, monitor, assess, accompany, and/or advise others on integration” in order to achieve the full potential of inter- and transdisciplinary research (Hoffmann et al. 2022).

This i2Insights contribution presents the results of a pilot workshop held in Aeschiried, a mountain village in Switzerland, in February 2023 to develop a theory of change focused on Germany and Switzerland to achieve the following:

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Inclusive Systemic Thinking for transformative change

By Ellen Lewis and Anne Stephens

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1. Ellen Lewis (biography)
2. Anne Stephens (biography)

What is Inclusive Systemic Thinking and how can it be effective in achieving transformational change? How can it contribute to a more inclusive and equitable world?

Introducing Inclusive Systemic Thinking

We have coined the term Inclusive Systemic Thinking to describe an approach that is influenced by a field of systems thinking called ‘Critical Systems Thinking,’ as well as by the social and behavioural sciences, fourth-wave feminism, and more recently, our work in the global development sector. Inclusive Systemic Thinking uses the ‘GEMs’ framework for complex systemic intersectional analysis based on: Gender equality/equity (non-binary), Environments (natural and/or contextual) and Marginalised voices (human and non-human). We described the GEMS framework in a recent i2Insights contribution, A responsible approach to intersectionality.

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Theory of change in inter- and transdisciplinary research

By Josefa Kny, Sabine Hoffmann, Emilia Nagy and Martina Schäfer

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1. Josefa Kny (biography)
2. Sabine Hoffmann (biography)
3. Emilia Nagy (biography)
4. Martina Schäfer (biography)

What are key functions of theory of change? For what purposes can we use theory of change in inter- and transdisciplinary research?

A theory of change maps the assumed relationships between activities and short-, medium- and long-term changes of an intervention, program or project. It makes assumptions about why and how such changes occur transparent. Theory of change approaches have their origins in theory-based evaluation and Paulo Freire’s theory of societal change (Freire, 1970) and have predominantly been used in development research and practice since the late 1990s.

In general, theory of change can be understood as a process and a product, as described by Heléne Clarke in her i2Insights contribution Theory of Change in a nutshell. In the process, a group of involved actors develop their shared understanding of how the program, project or intervention will bring about a desired change. The product is a narrative and/or visualisation which illustrates how such change will be achieved.

Although theory of change was not developed for inter- and transdisciplinary research, both the process and the product are relevant for such investigations.

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Storytelling and systems change

An i2Insights story based on one originally told by Thea Snow, David Murikumthara, Teya Dusseldorp, Rachel Fyfe, Lila Wolff and Jane McCracken

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1. Thea Snow; 2. David Murikumthara; 3. Teya Dusseldorp; 4. Rachel Fyfe; 5. Lila Wolff; 6. Jane McCracken (biographies)

How is storytelling important in driving systems change? What does good storytelling look like? What makes it hard to tell stories about systems change work? We address these three questions.

But first, what do we mean by systems change? We use the definition developed by New Philanthropy Capital (Abercrombie et al. 2015): “Systems change aims to bring about lasting change by altering underlying structures and supporting mechanisms which make the system operate in a particular way. These can include policies, routines, relationships, resources, power structures and values.”

How is storytelling important in driving systems change?

Stories play different roles at different levels of the system. They can be used to change the system, as well to evaluate, understand and showcase the change that is occurring.

One way for stories to change the system is by supporting individuals to change how they see themselves, their communities, and their broader context. Systems change when people change: how they relate to others, who they are in relationship with, and what they believe they are capable of doing. Stories change the system by supporting individuals to:

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Managing complexity with human learning systems

By Toby Lowe

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Toby Lowe (biography)

How can those in public service – be they researchers, policy makers or workers in government agencies, private businesses managers, or voluntary and community organisation leaders – think more effectively about improving people’s lives, when they understand that each person’s life is a unique complex system?

A good starting point is understanding that real outcomes in people’s lives aren’t “delivered” by organisations (or by projects, partnerships or programmes, etc). Outcomes are created by the hundreds of different factors in the unique complex system that is each person’s life.

In other words, an outcome is the product of hundreds of different people, organisations, and factors in the world all coming together in a unique and ever-changing combination in a particular person’s life. Very little of what influences the outcome is under the control or influence of those who undertake public service.

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Creative destruction

By Keith McCandless

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Keith McCandless (biography)

My favorite part of working with groups is helping people notice and stop counterproductive behavior. We all have self-limiting individual and group behaviors. Of course, they are easier to spot in others than in ourselves. So, finding seriously fun ways to help people discover for themselves what they can stop doing is important.

I use an activity called TRIZ from Liberating Structures. The purpose of TRIZ is to:

  • Make it possible to speak the unspeakable and get skeletons out of the closet
  • Make space for innovation
  • Lay the ground for creative destruction by doing the hard work in a fun way
  • TRIZ may be used before or in place of visioning sessions
  • Build trust by acting all together to remove barriers.

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Adaptive skilling

By Seema Purushothaman

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Seema Purushothaman (biography)

How can tribal societies forge a healthy equilibrium wherein short-term gains in livelihoods can be achieved without permanent loss in quality and security of tribal life? Are there lessons beyond the developmental journeys of the marginalised to how societies can craft informed, deliberative and adaptive mechanisms to generate blended knowledge that links diverse systems of learning and practice?

We suggest that the answer lies in adaptive skilling (Purushothaman et al., 2022).

What is adaptive skilling?

The process of adaptive skilling is more than mere avoidance of deskilling or just ensuring the continuity of individual and social learning. It also differs from a ‘reskilling’ approach that brings back traditional skills or brings in alien and unsustainable skills.

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Pause… How art and literature can transform transdisciplinary research

By Jane Palmer and Dena Fam

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1. Jane Palmer (biography)
2. Dena Fam (biography)

What might make us stop and think differently about the ways in which we interact with our environment and others, human and nonhuman? What kind of knowing about acute threats to the natural environment will sufficiently motivate action?

We suggest that art and literature can offer us a pause in which we might, firstly, imagine other less anthropocentric ways of being in the world, and secondly, a way into Basarab Nicolescu’s “zone of non-resistance” (2014, p. 192), where we become truly open to new transdisciplinary forms of collaboration.

Writers, artists and scholars have canvassed many ways of ‘pausing’ our accustomed thought processes: mindfulness and ‘mindwandering’, and solitude, as well as post-representational research, which is sensory, affective and exploratory. We are interested particularly in the kind of ‘pause’ that constitutes a transformative experience that changes our relations with others, human and nonhuman.

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Analysing key policy actors with the alignment, interest and influence matrix (AIIM)

By Enrique Mendizabal

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Enrique Mendizabal (biography)

How can researchers seeking to change a policy get a useful picture of the key actors involved in that policy space? Who should they partner with? Who will need convincing? Whose arguments will counter their own?

The Alignment, Interest and Influence Matrix (AIIM) was designed to address these questions.

The AIIM tool is useful as far as it can encourage an open and thoughtful conversation. In my experience, the tool is most useful when the people involved provide a breadth of experience and insight into the policy process that they are trying to affect. Users should not rule out having to put the AIIM on hold while they gather further evidence, nor going back to the matrix as they gain new insights during the implementation of their plans.

The process involves 6 steps and can be completed during a participatory workshop.

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