Topic Description According to the research "Conditions for Self-Organizing in Human Systems" done by Glenda H. Eoyang, container, difference, and exchange are the conditions that shape the path of the self-organizing processes. Self-organizing is the process that moves from one state of coherence to another. The CDE Model provides a simple and generalizable framework to describe the emergent behavior of human collectives. Self-Organizing team lives in an environment, interacts with the environment. contextual support for self-organising teams consists basically of four sub-systems: information – in terms of providing teams the data that members need to competently plan and execute their work infrastructure – in terms of appropriate physical space (a factor many co-located teams struggle with), technical infrastructure and money. education – in terms of any training, coaching or technical assistance the team may need reward – in terms of providing positive, economic as well as symbolic consequences for good team performance. As a leader or manager, you could cultivate the team by changing those sub-systems over the time. The most important factor for a Self-Organizing team, is to have a compelling mission or vision. Once the team has the authority to set their goal and decide how to process towards the goal, with some support, Self-Organizing is just a "by-product" of actualizing the goal.

1. Self-Organizing Team
is a by-product

2. Exercise

3. What enabled you to
accomplish this highly
complex task?

4. A tolerance of the players for uncertainty and ambiguity
Clear boundary
Underlying purpose
Skill/will of participants
Clear individual objectives
A few simple rules
Continuous feedback
Discretion and freedom of action

5. Ambiguity, randomness
far from equilibrium
Skill/will of the individual
people
Discretion and freedom
to act
Underlying, implicit and
unifying common purpose
Clear, explicit and
individual objectives
Boundaries enclosing
the action
A few simple rules of
the organization
Continuous and
unambiguous feedback
"4 + 4 Model for leading complexity" by Nick Obolensky

6. http://www.nps.gov/grsm/learn/nature/firefly-flash-patterns.htm

7. https://6legs2many.wordpress.com/2011/07/08/ant-bridge/

10. self-organizing system
characters
• distributed control
• continuous adaptation
• emergent structure
• continuous feedback
• resilience

11. “The best architectures,
requirements, and designs emerge
from self-organising teams.”

12. Is Self-Organizing Team the Goal?
CC0 Public Domain http://maxpixel.freegreatpicture.com/static/photo/2x/Ball-Goal-Game-Field-Football-Soccer-Sport-Green-933037.jpg

13. “Conditions for Self-Organizing in Human Systems” - Glenda H. Eoyang
CDE Model

14. “Expanded CDE model” - InfoQ article by Sigi Kaltenecker and Peter Hundermark

15. “Expanded CDE model” - InfoQ article by Sigi Kaltenecker and Peter Hundermark
Challenge is to align individual goal with
organization vision

16. Align individual goal with
organization vision

17. Align individual goal with
organization vision

18. Autonomy
https://www.flickr.com/photos/pfly/188629337

19. CC0 Public Domain http://maxpixel.freegreatpicture.com/Football-Ball-Sport-Goal-Kick-Outdoor-Corner-1678992
Actualizing organization vision!