Understanding the CLOC system of Individual, Relational and Group Functioning/Development
(Constructively Leading Oneself and Collaboration in the 21st Century)
the CLOC is ticking, time for action!
Success in the 21st Century requires efficient and effective management of 3 key intensifying factors in our performance environment:
complexity (the number of things that must be considered in order to make an informed decision e.g. increasingly complex community member expectations, immigration/migration, globalization and increased competition, expanding set of laws and regulations, integration of complex technologies into processes and products, changes in the natural environment etc.)
diversity (the range of human differences and different humans that need to be effectively engaged in order to produce successful products/services, organizations and communities e.g. an expanding set of subject matter experts, recognition of and need to respond to different personality types, behavior styles, generations, demographics, cultures, disabilities, individual and group level rights/wants etc.)
rate of change (the increasing rate with which critical success factors are changing e.g. globalization, markets, competition, technology, legislation, socio-cultural values, natural environment etc.)
Complexity = number of things that must be considered in order to make an informed decision
Diversity = the range of human differences and different humans that need to be efficiently and effectively engaged in order to be successful
Rate of Change = the speed with which things change
Although we are still in need of individual decisiveness and action, often in the face of resistance, most successful ventures are increasingly dependent on authentic, efficient and skillful engagement among an expanding and increasingly diverse set of internal and external stakeholders.
The foundation for success in the 21st century is therefore the extent to which individuals, organizations and communities are fostering (1) constructive engagement among diverse stakeholders, (2) mutual learning, and (3) distributed adjustment and leadership, as fast as the environment is changing
Constructively Leading Oneself and Collaboration in the 21st Century
CLOC System
(The CLOC is ticking, time to take action)
In the aftermath of the Emmanuel 9 tragedy in South Carolina in June 2015 (a mass shooting that was racially motivated), the College of Charleston, Denny's, Boeing and other key stakeholders decided to lead an initiative to bring diverse citizens, officials and leaders together (200+) to discuss how human differences are perceived and responded to.
The first few levels of the CLOC model were used to bring diverse participants into constructive engagement with one another about a challenging issue, under complex and fluid circumstances. The event was rated as a significant success by the participants with the new model of engagement receiving special mention.
One year later, the College of Charleston, Denny's, SCHAC and the Charleston River Dogs put on a follow up event that focused on advancing the conversation about human differences. This event was integrated into the baseball series that celebrated the life of Larry Doby, the first African American signed to the American baseball league (few months after Jackie Robinson). Larry Doby was born and grew up in South Carolina, and was signed by the father of the current co-owner of the River Dogs, Mike Veeck. More advanced levels of the CLOC model were used to bring diverse participants into constructive engagement with one another, including understanding and managing differences of perspective. Once again, the event was rated as a significant success with the more expanded CLOC model credited with promoting authentic, efficient and constructive management of different perspectives.
Since the original events, the Institute for Organizational and Community Development at the College of Charleston and CRDD-SCHAC has supported several events that introduced the fundamental aspects of the CLOC model to a wider audience, including the Dr MLK Jnr celebration in Myrtle Beach and the South Carolina Community Relations and Development Conference.
Moving Forward
Translating human diversity into greater social and economic success is an enduring human challenge and a critical success factor in the 21st century. Successful translation is not a foregone conclusion as evidenced by a long history of destructive conflict and mistreatment strongly influenced by negative perceptions and responses to human differences.
Research on the influence of diversity on group performance suggests that well managed groups that utilize their differences often outperform and out-innovate homogeneous groups, especially when the task is complex and the diversity is relevant to the task (diversity is increasingly relevant to almost all we do in the modern world).
In order to translate our diversity into greater social and economic value in the 21st century, we need to effectively participate in the process of (re)forming our communities, managing conflict within our societies, and constructing norms that create the foundation for effective performance in the modern environment.
In order to successfully complete the stages of (re)forming and storming, we need to:
(1) understand and manage our perceptions and inner experiences, including our biases, fears, defenses and preferences (does not exclude genuinely searching for and acknowledging the kernels of truth in perceptions we have of one another and both group and community culture - culture is patterns of observations, beliefs/values, inner experiences and behavior)
(2) develop the skills that support authentic, non-reactive and skillful engagement with ourselves and others
(3) develop a model for appropriately and constructively distributing responsibility
(4) develop and use a process of engagement that leads to mutual learning, trust, a balance of connection and separation, and mutual adjustment
If we are to establish effective societal norms that support translating diversity into greater social and economic benefit, then we need to:
(1) build the expertise, conflict management resilience and courage to examine the effectiveness of all cultural norms, including the patterns of observations/perceptions, beliefs/values, inner experience and behavior within all key sub-groups in our society
(2) examine and critique all key culture patterns (including sub-group patterns) from the perspective of whether they contribute to establishing broader norms that help translate diversity into greater social and economic value in the 21st century
(3) develop a new set of norms that advances the process of effectively integrating diversity into our key social and economic processes, while respecting the key balances of connection-separation, freedom of association-responsibility to include etc.)
The CLOC system is comprised of the core individual, relational and group competencies ladder that provides a pathway through the processes of (re)forming, storming, and norming, that helps diverse communities to learn/adjust/lead as fast as the environment is changing, and perform in the 21st century
The various elements of the flexible-accordian style service provision model were developed so as to align with and reinforce the CLOC competencies ladder
Let's climb the ladder to success in the 21st century together
Time to take action, the CLOC is ticking!
1026 Sumter Street
Columbia, SC, 29201
Email: saundra@schac.sc.gov
Phone: (803) 737-7800