focuses importance of changing the structure of systems to produce more desirable leverage points. In addition, the author discusses balancing and reinforcing feedback loops, and the ability to self-organize as the strongest form of system resilience.
This is an executive plan
Blueprint for Professional and Personal Growth This must be APA format :
student effectively and directly integrates discussion/assignment content with relevant and compelling personal experiences, additional research, or current events from credible news sources. Specifically adds a new and/or different insight or perspective on the subject area(s) being discussed or treated in the assignment.
Rubric listed in attachment this should be total pages from 6 to 8 pages . please follow rubric in order
also references is attach as well
Consider the following as you complete this Individual Reflection:
What can you do now to integrate the experiences and insights you had in this course with your personal and professional development goals of system thinking and integrated into management accounting using an approach called throughput accounting.?
What are the most important things you are taking from this course that will shape your future and enable you to make a positive difference? This in regards to need for embracing a systems thinking mindset for help in effectively and efficiently handling the complexity of today’s world.
All components of the Individual Reflection should be turned in as one document:
The executive summary: Write an Executive Summary of the course to date (2–3 paragraphs) that addresses the following questions:
Which content and assignments in this course most helped you to better understand how to foster a culture of organizational learning and how to apply systems thinking to achieve enhanced organizational performance within your organization (or one with which you are familiar)? What impact have the assignments had (or will have) on the value you will bring to your role within an organization?
How have the content and assignments changed the way you think of the role of systems thinking, constraint management and performance within the organization?
How can the knowledge you gained in this course enable you to make a positive difference?
In what ways do you think the knowledge and skills covered in this course can influence positive social change within an organization, community, or more broadly?
How have the content and assignments continued to shape your goals?
In his book, The Fifth Discipline, Peter Senge talks about how important “Personal Mastery” is to the health of both you as an individual and leader and to organizations. Read Chapter 8, “Personal Mastery” from The Fifth Discipline, then respond to the prompts below. (Note: Review all of your previous BPPG entries and analysis, the concepts from Chapter 8, and the concepts from this course).
Then, complete the following:
Present your own “personal vision” as Senge describes the term on pages 136-138. Note that this personal vision goes far beyond traditional goals and objectives.
In what ways does your personal vision relate to your ability to lead positive social change within your organization, your community, or more broadly?
Identify and discuss one way, at minimum, in which your experiences to date in the MBA program have helped you understand, craft or move towards your personal vision. If none have occurred, now that you have that vision more formally defined, review the course descriptions of the upcoming courses in your MBA program and identify those that you think will help contribute towards your personal vision.
Your action plan: Write a detailed action plan for one new goal for professional and personal development (you will continue to build on the list of goals you started in your previous course). These action plans should include the following:
Your specific goal for professional and personal development with an explanation as to why you selected it. Be sure to provide concrete and specific examples of why the goal is important, the extent to which this goal enables you to be an agent for positive social change, and the personal or professional value you expect from achieving the goal, and how the goal relates to the resources you reviewed in the course.
Hint: If you want to expand upon a plan or initiative you have already proposed in a previous week, feel free to so.
At least two objectives for the goal you have identified. Provide a rationale that explains how your objectives support the goal.
Guidance on Assignment Length: Your BPPG, including the Executive Summary (which should be 2-3 paragraphs in length and no more than one page single spaced), your personal vision, and your action plan should be 3-6 pages total (1.5-3 pages total if single spaced). Refer to the Week 7 Application rubric for grading elements and criteria. Your instructor will use the rubric to assess your work.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 1
The System Archetypes
By William Braun
Abstract1
The Systems Archetypes describe common patterns of behavior in organizations. As diagnostic tools they provide
insight into the underlying structures from which behavior over time and discreet events emerge. As prospective tools,
they alert managers to future unintended consequences. Collectively they challenge managers to consider the merits
of fundamental solutions by making time an explicit variable in decision making.
T
he System Archetypes are highly effective tools for gaining insight into patterns of
behavior, themselves reflective of the underlying structure of the system being studied.
The archetypes can be applied in two ways – diagnostically and prospectively.
Diagnostically, archetypes help managers recognize patterns of behavior that are already present
in their organizations. They serve as the means for gaining insight into the underlying systems
structures from which the archetypal behavior emerges. This is the most common use of the
archetype.
Archetypes are effective tools for beginning to answer the question, “Why do we keep seeing the
same problems recur over time?”
Archetypes are also useful prospectively for planning. As managers formulate the means by
which they expect to accomplish their organizational ends, the archetypes can be applied to test
whether policies and structures under consideration may be altering the organizational structure
in such manner as to produce the archetypal behavior. If managers find this to be the case, they
can take remedial action before the changes are adopted and embedded in the organization’s
structure.
Archetypes and Modeling
Archetype are useful for gaining insight into the “nature” of the underlying problem and for
offering a basic structure or foundation upon which a model can be further developed and
constructed. The archetypes are rarely sufficient models in and of themselves. They are generic
in nature and generally fail to reveal important variables that are part of the real system
structure of a specific organization. Without an explicit awareness of these real variables, it is
difficult for managers to pinpoint specific leverage points where changes in structure can
achieve sustainable changes in system behavior.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 2
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( – )
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Efforts
Results
Slowing
Action
Limiting
Condition
B1
R1
Generic Archetype
Behavior Over Time
THE ARCHETYPE
S
Ten archetypes are generally acknowledged as forming the set of tools that reveal patterns of
behavior in systems.
• Limits to Growth (aka Limits to Success)
•
Shifting the Burden
•
Eroding Goals
•
Escalation
•
Success to the Successful
•
Tragedy of the Commons
•
Fixes that Fail
•
Growth and Underinvestment
•
Accidental Adversaries
• Attractiveness Principle
Each of the archetypes will be illustrated and discussed, along with general guidelines,
prescriptive action(s) and a set of seven steps that are useful for applying the archetypes for
successful managerial interventions.
Limits to Growth
Limits to Growth was introduced by Donella
Meadows, Dennis Meadows, Jørgen Randers
and William Behrens in 1972 in their book
of the same name2. The book has spawned a
generation of “World” models that critically
examine the policies that deplete natural
resources over long periods of time, arguing
that we are sowing the seeds of our own
future destruction.
The theory is not without is challengers and
detractors. Nevertheless, it does put forth the premise that growth cannot continue unabated in
an unrestricted reinforcing dynamic.
In simple terms, the lesson from Limits to Growth is that something always pushes back. There
is no such thing as unrestricted positive reinforcing behavior. There are always limits that
eventually make themselves known and felt.
Dynamic Theory3
This archetype states that a reinforcing process of accelerating growth (or expansion) will
encounter a balancing process as the limit of that system is approached. It hypothesizes that
continuing efforts will produce diminishing returns as one approaches the limits.
Behavior Over Time
Efforts to grow an effect are successful in
initial stages, perhaps exponentially so.
However, as the limits to growth are
approached, the growth engine begins to
lose its effectiveness and the rate of growth
begins to flatten. In the end, despite
continued pressure from the growth
engine, the rate of growth stops and then
reverses.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 3
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Cut Prices,
Heavy Promotion
Sales
Demand Exceeding
Capacity
Access
B1R1
Example: America On Line
Application4 – Planning
If we don’t plan for limits, we are planning for failure. This archetype shows that being
successful can be just as dangerous to long-term health as being unsuccessful. By mapping out
the growth engines and potential danger points in advance, we can anticipate future problems
and eliminate them before they become a threat.
Example
America-On-Line experienced initial
success on a fee-per-minute business model.
Their competition offered a flat-rate for
connecting and accessing the internet. In an
effort to both recapture their eroding market
share and grow subscribers, AOL began an
aggressive marketing campaign, flooding
the market with CDs designed to make
subscribing and connecting easy and
attractive.
The campaign was an enormous success, so much so that the demand completely overwhelmed
their technical capacity to deliver service. Not only were new subscribers alienated, so too were
existing subscribers who left in significant numbers.
Prescriptive Action5
• Focus on removing the limit (or weakening its effect) rather than continuing to drive the
reinforcing process of growth.
• Use the archetype to identify potential balancing processes before they begin to affect
growth.
• Identify links between the growth processes and limiting factors to determine ways to
manage the balance between the two.
Seven Action Steps6
• Identify the growth engines.
• Determine the doubling time of those processes.
• Identify potential limits and balancing loops
• Determine change required to deal effectively with the limits identified.
• Assess the time needed to change. Is there a discrepancy between the doubling time and
the changes required to support growth?
• Balance the growth. Identify strategies for achieving system balance.
• Reevaluate the growth strategy. Continuously challenge assumptions.
What Does This Really Mean?
Managers are encouraged to be “action oriented” and “proactive”, constantly engaged in the
process of pushing on people and situations to make them change or move. Typically, they focus
their attention on the sphere of activity in the organization that coincides with their title and job
description.
The Limits to Growth archetype (or Limits to Success as it applies) reminds managers to take
the time to examine what might be pushing back against their efforts. The counter-force may
come, and most likely will come, from either (a) parts of the organization not under the control
of the manager or (b) from the external environment. Expansionistic thinking is a key
competency for locating Limits to Growth.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 4
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Symptomatic
Solution
Problem
Symptom
Fundamental
Solution
Side
Effect
( + )
( – )
B2
B1
R1
Generic Archetype
Behavior Over Time
By focusing their attention on these limits, managers may find opportunities to either continue
the improvement curve they were on, or identify the elements in the system that represent the
counter-force and devise new improvement initiatives that would reduce or remove the limits.
Shifting the Burden
Shifting the Burden is the first of several archetypes that
illustrate the tension between 1) the attraction (and relative
ease and low cost) of devising symptomatic solutions to
visible problems and 2) the long-term impact of fundamental
solutions aimed at underlying structures that are producing
the pattern of behavior in the first place.
The tension between the two is understandable. Long-term
solutions tend to demand deep understanding and learning
about the underlying problem, take a long time to formulate,
require a relatively large, up-front commitment of funds, and
test managers’ patience. All this in the face of pressures from
many angles that demand that managers fix problems
promptly and move on.
The essence of Shifting the Burden is that once the
symptomatic solution (which by contrast requires less
understanding, is easier to formulate, is relatively less
expense – in the short run – and produces instant gratification) has had its effect, there is little
perceived need to pay any more attention to the fundamental, underlying systemic problem.
Dynamic Theory
This archetype states that a problem symptom can be resolved either by using a symptomatic
solution or applying a fundamental solution. It hypothesizes that once a symptomatic solution
is used, it alleviates the problem symptom and reduces pressure to implement a fundamental
solution, a side effect that undermines fundamental solutions.
Behavior Over Time
Shifting the Burden is one example of how
management intervention works. Each time
an intervention is aimed at problem
symptoms, some temporary improvement in
performance is experienced (this assumes a
well planned intervention).
The underlying problem persists however
and the reappearance of problem symptoms
invariably happens.
Application – Break Organizational Gridlock
Organizational gridlock can be caused by interlocking “Shifting the Burden” structures, as one
function’s “solution” creates problems in an other area. The archetype provides a starting point
for breaking gridlock by identifying chains of problem symptoms and solutions that form walls
between functions, departments, or divisions.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 5
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Reliance on
R&D Staff
Pressure to
Deliver Product
Local
Capability
Attrition of Talented
Local Staff
( + )
( – )
Local
Capability
( + )
B2
B1
R1
Example: Manufacturing
Facility
Example
A manufacturing facility experiences periodic problems
reaching production targets as a result of difficulties
making adjustments to changing production
requirements. Each time the R&D people, who know the
product very well, are called upon to fix the problem.
When the problem symptoms disappear, the incentive to
fix the underlying problem likewise disappear.
Additionally, since the production staff has received no
training to improve their ability to respond to the
problems, they feel disaffected and leave.
Prescriptive Action
• Focus on the fundamental solution. If necessary, use
the symptomatic solution only to gain time while
working on the fundamental solution.
• Elicit multiple viewpoints to differentiate between
fundamental and symptomatic solutions and to gain
consensus around an action plan.
• Use the archetype to explore potential side-effects of any proposed solution.
Seven Action Steps
• Identify the original problem symptom.
• Map all “quick fixes” that appear to be keeping the problem under control.
• Identify the impact of the symptomatic solutions on other parts of the system.
• Identify fundamental solutions. Develop multiple perspectives.
• Map side-effects of quick fixes that may be undermining the usability of the fundamental
solution.
• Find interconnections to fundamental loops. Find links between the interaction effects and
the fundamental solution that may be causing gridlock.
• Identify high-leverage actions from both perspectives.
What Does This Really Mean?
Shifting the Burden is an example of creative tension7 at work. The archetype draws attention
to the gap between the pressures to perform in the short-term with the insights and long-term
sustaining decisions to which systems managers seek to respond.
It also points to the critical importance of developing patience as one of the skills that systems
managers include in their Personal Mastery of competencies. It illustrates the challenge and
difficulty of demonstrating forward-thinking leadership in the face of mounting pressure to “fix
it” and “get on to the next problem”.
Without a clear and convincing picture in the manager’s mind’s eye (Personal Vision) as well
as in the collective mind’s eye of everyone (Shared Vision), the pressure to go for the quick fix
may overwhelm the manager, condemning her/him to a recurring pattern of interventions that
aim to solve the same set of problem symptoms.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 6
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Pressures to
Adjust
Goal
Gap
Actions to
Improve Condition
( – )
Goal
Actual
( + )
B2
B1
Generic Archetype
Behavior Over Time
Eroding Goals
Eroding Goals shares a basic similarity with Shifting the
Burden – the dynamic tension between a symptomatic
solution and a fundamental one. In the case of Eroding
Goals, managers are faced with performance that fails to
meet a stated goal. They seek a rationale (the symptomatic
solution) for changing the goal to one that appears to be
more attainable rather than rigorously determining what
prevents the organization from performing as originally
expected (the fundamental solution).
Unlike other archetypes, Eroding Goals examines dynamic
behavior in the present that is the result of forecasts of the
future made in the past. The argument for adjusting the goal
is not without merit – the future cannot be know with
certainty, so if the forecast turned out to be wrong, what is
the harm in making adjustments that reflect current
knowledge about reality? Without some objective metric to
autonomously assess performance, against some benchmark
for example, the temptation to lower goals is difficult to challenge – no measurement, no data,
no problem.
Dynamic Theory
This archetype states that a gap between a goal and an actual condition can be resolved in two
ways: by taking corrective action to achieve the goal, or by lowering the goal. It hypothesizes
that when there is a gap between a goal and a condition, the goal is lowered to close the gap.
Over time, lowering the goal will deteriorate performance.
Behavior Over Time
Eroding goals has a long term effect on goal
setting within the organization. Each time
goals are adjusted downward in the
organization, a reinforcing dynamic occurs
which anchors a lax orientation to goal
setting in the culture of the organization.
After some period of time, the organization
finds itself aiming lower and lower to ensure
that its goals are always met.
Application – Stay Focused on Vision
Various pressures can take our attention away from what we are trying to achieve. This
archetype helps explain why an organization is not able to achieve its desired goals. Used as a
diagnostic tool, it can target drifting performance areas and help organizations attain their
visions.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 7
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Pressures to
Lower Quality
Gap
TQI
Program
( – )
Quality
Goal
Actual Quality
( + )
Competitor’s
Quality
Customers’
Expectations
of Quality
( + )
( + )
( + )
( + )
B2
B1
Example: Internal Quality
Standards
Example
Quality standards are common in organizations. If
a gap occurs between what the organization
targeted and its actual performance, a tension
develops between pressure to live up to standards
and the pressure to roll the standards back to
something achievable.
If the quality standard is anchored to an internal
perception of customer expectations rather than an
industry standard (what the competition is doing)
there is the risk that the pressure to scale back the
standard will prevail.
Prescriptive Action
• Anchor goals to an external frame of reference
to keep them from sliding (i.e., a benchmark or
the voice of the customer).
• Determine whether the drift in performance is the result of conflicts between the stated goal
and the implicit goals of the system (such as current performance measures).
• Establish a clear transition plan from current reality to the goal, including a realistic time
frame for achieving the goal.
Seven Action Steps
• Identify drifting performance measure.
• Look for goals that conflict with the stated goal.
• Identify standard procedures for closing the gap.
• Examine the past history of the goal. Has the goal itself been lowered over time.
• Anchor the goal to an external reference.
• Clarify a compelling vision that will involve everyone.
• Create a clear transition plan.
What Does This Really Mean?
Eroding Goals has two important ramifications for systems managers. First, the immediate
short-term effect is the failure to critically examine the underlying causes that explain why 1)
performance is lacking and 2) managers feel pressure to revise goals to match what the
organization is currently capable of achieving.
Second, repeatedly falling into the trap of Eroding Goals eventually becomes embedded in the
organization’s culture as a justifiable and even reasonable thing to do. Over time, the
organization falls farther and farther behind the expectations of its customers and eventually
fails altogether.
On the other hand, how do managers assess whether the original goals were attainable? What
about managers who repeatedly set goals that everyone knows are unattainable and uses them
as catalysts to prod people into higher and higher levels of performance?
What about events in the external environment that could not have been predicted and that may
be legitimate grounds for revising goals downward? What about goals that turn out to be
mistakes in judgement or weaknesses in the forecasting process?
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 8
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Activity by A
Results of A
Relative to B
Activity by B
A’s Result Threat to A
B’s Results Threat to B
S
( + )
( + )
( + )
( + )
B1
B2
Generic Archetype
Behavior Over Time
Since there are (potentially) legitimate reasons to adjust goals downward, systems managers
must take extreme caution when considering an adjustment to goals. The two most important
considerations are 1) an honest and rigorous examination of the organization itself and 2) an
equally candid look at competitors and their performance, and at customers and their
expectations.
Escalation
A commonly held belief of competition is mounting an appropriate response to the actions of
competitors (a) to sustain one’s own competitive advantage, (b) to maintain momentum toward
gaining competitive advantage, or (c) because that’s what managers are supposed to do.
The Escalation archetype presents an irony of management –
in the name of protecting and/or furthering the best interests
of their organization, managers engage in escalating
behavior to the point where they harm their organizations
and reduce the value to customers, stakeholders and
shareholders.
The archetype also presents an opportunity to think
expansionistically, the behavior described by the archetype
itself being the [at least partial] result of reductionistic
thinking. By expanding their view, managers may find the
means through which an encompassing, unifying or
overarching goal may be established whereby they discover
and option to the perceived need to resort to escalation as a
primary competitive response.
Dynamic Theory
The Escalation archetype occurs when one party’s actions are perceived by another party to be
a threat, and the second party responds in a similar manner, further increasing the threat. It
hypothesizes that the two balancing loops will create a reinforcing figure-8 effect, resulting in
threatening actions by both parties that grow exponentially over time.
Behavior Over Time
The behavior of escalation is relatively
simple and predictable. The actions (and
reactions) of each party are similar in
nature, though they become increasingly
competitive as time goes by.
What the Behavior Over Time graph does
not illustrate is the potential for collapse if
the escalation goes on for too long.
Application – Competition
One of the reasons we get caught in escalation dynamics may stem from our view of
competition. This archetype suggests that cutthroat competition serves no one well in the long
run. The archetype provides a way to identify escalation structures at work and shows how to
break out of them or avoid them altogether.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 9
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HCO B’s
Capital
Spending &
Expansion
Results of A
Relative to B
HCO A’s
Capital
Spending &
Expansion
HCO B’s Result Threat to HC B
HCO A’s Results Threat to HCO A
S
( + )
( + )
( + )
( + )
B1
B2
Example: HCO Expansion
Example
In the health care industry, especially in a geographically
defined market, it is not uncommon for competitors to
engage in a campaign of erecting buildings as a tactic for
securing market share. Each facility is seen as a threat by the
competitor, who after some delay, will respond in kind. This
can continue for some time until the cost of doing so
becomes prohibitive and the escalation stops.
This may result in one competitor’s eventual market
dominance (if it had the resources to support the
construction boom) or in one competitors collapse due to
overextending itself financially.
Prescriptive Action
• Identify the relative measure that is pitting one party
against another, and explore ways it can be changed or
other ways the parties can differentiate themselves in the
market place.
• Quantify significant delays in the system that may be distorting the nature of the threat
• Identify a larger goal that encompasses the individual goal of both parties.
Seven Action Steps
• Identify the competitive variable. Is a single variable the basis of differentiation between
competitors?
• Name the key actors in the dynamic.
• Map what is being threatened. Are your actions addressing the real threat or preserving a
status quo value which may no longer be relevant?
• Reevaluate competitive measure. Can the variable that is the foundation of the game be
shifted?
• Quantify significant delays that may be distorting the nature of the threat.
• Identify a larger goal encompassing both parties’ goals.
• Avoid future Escalation traps by creating a system of collaborative competition.
What Does This Really Mean?
This archetype is difficult to apply – it appears to strike at the heart of the core tenets of free
enterprise. Thinking and/or behaving any other way could have ramifications for the manager
and the firm – engaging in anti-trust practices for example.
It may be that this archetype may find its value in the public policy arena, or in industry and/or
community based assessments of the needs, expectations and requirements of customers and
other stakeholder constituencies.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 10
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Resources to A
Allocation to A
Instead of B
Resources to B
( + )
Success of A
Sucess of B
( + )
R2
R1
Generic Archetype
Success to the Successful
A common piece of wisdom is not to throw good money
after bad. In managerial terms this archetype is often the
basis for citing the “80/20” rule.
The Success to the Successful archetype describes the
common practice of rewarding good performance with
more resources in the expectation that performance will
continue to improve. There is a belief that the successful
[people, departments, products, etc.] have “earned” their
increasing share of resources through past performance.
The potential downside to this assumption is the continued
under-performance of people, departments or products that
perform at their current level through no intrinsic lack of
skill or capability. In other words, current performance
may be a better reflection of the initial or starting
conditions than they are of true ability for commitment to
top performance.
In practice, one cannot conclude one way or another that a performance gap between two people,
departments or products is or is not attributable to a bona fide performance gap simply from
taking this archetype into account. The true value of the archetype is to raise the question. With
the question on the table, carefully tracing the history of the gap will frequently provide valuable
insights into the origin of the gap in the first place.
If the gap can be explained as one person, department or product truly performing better,
through his/her/its own intrinsic merits, then managers can make operational or strategic
decisions with the full knowledge that the long-term interests of the firm are well served.
On the other hand, managers may discover that current performance is more a matter of initial
conditions and, with sound planning, careful resource allocation and good execution, under-
performing people, departments or products can be transformed into winners, likewise for the
long-term best interests of the firm.
Dynamic Theory
The Success to the Successful archetype states that if one person or group (A) is given more
resources than another equally capable group (B), A has a higher likelihood of succeeding. It
hypothesizes that A’s initial success justifies devoting more resources to A, further widening the
performance gap between the two groups over time.
Success to the Successful rewards the winner of competition with the means to win again; it may
also penalize the losers.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 11
Behavior Over Time
( – )
( – )
( + )
( + )
Resources to
Call Center A
Growth Funding
to A Instead of B
Resources to
Call Center B
( + )
Success of
Call Center A
Sucess of
Call Center B
( + )
R2
R1
Example: Call Centers
Behavior Over Time
A dynamic of success to the successful can be identified from trended data by looking for
diverging patterns when individuals,
departments or products are examined. As
resources are diverted to the successful
party, their success improves even more.
Correspondingly, the other party’s
performance, as resources are diverted from
it, continues to erode.
Application – Avoid Competency Traps
This archetype suggests that success or
failure may be due more to initial conditions
than intrinsic merits. It can help organizations challenge their success loops by “unlearning”
what they are already good at in order to explore new approaches and alternatives.
Example
Two call centers are established in different parts of the
country. Some rationale for resource allocation results in
one of them experiencing better performance than the other.
Not only is the lesser performer looked down upon, but its
lack luster performance is cited as a sound rationale not to
put any more resources into it.
Prescriptive Action
• Evaluate the current measurement systems to determine
if they are set up to favor established practices over
other alternatives.
• Identify goals or objectives that will refocus the
definition of success to a broader system.
• Calibrate internal views of market success against
external indicators to identify potential competency
traps.
Seven Action Steps
• Investigate historical origins of competencies; identify potential competency traps.
• Investigate initial conditions and the origin of the rules.
• Evaluate current measurement systems; are they set up to favor current systems over other
alternatives?
• Map internal views of market success. What are the operating assumptions around success
in the market?
• Obtain external views of market success. Ask “outsiders” for alternative strategies.
• Assess effects on the innovative spirit. Is the current system excluding or limiting the spirit
of experimentation that will lead to a new alternative.
• Continually scan for gaps and areas for improvement.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 12
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( + )
( + )
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Net Gains for A
Total Activity
Net Gains for B
Gain per
Individual
Activity
( + )
( + )
B2
B1
R1
B’s Activity
A’s Activity
Resource Limit
( + )
( + )
( – )
( + )
R2
Generic Archetype
What Does This Really Mean?
Managers should exercise caution before quickly concluding that intrinsic merit is a complete
explanation for good performance. This archetype may also reveal in depth the axiom that “we
manage what we measure”. Stated otherwise, are the measurements that have historically been
used to assess performance still relevant? Are they still accurate? Is there an increased level of
“noise” in the data that is used for decisions making? Have delays in information caused
managers to reach conclusions that appear to favor one person, department or product over
another, when in fact refining measurements to better reflect what customers think, want and/or
need would offer a different view of performance?
Finding itself bogged down in this archetype can also lead to the erosion of innovation and
change. Concluding that “this is our best product” and “we have to stay with it” because it is the
best performer (at present) can obscure a long, slow decline in the product’s position in the
market. Taking a fresh look at “marginal” performers, in a new light, may lead to insights that
can rejuvenate an organization’s approach to its internal management, its products or to its
customers.
Tragedy of the Commons
The Tragedy of the Commons provides
unique insights into the effect that an
un-systemic approach to organizational
structure can have on overall, long-term
performance.
The commons in an organization is a
resource (people, materials, space, tools, etc.)
that is simultaneously made available to
multiple people and/or teams. The initial
rational for creating the commons is typically
economies of scale.
As each person or team claims their “share”
of the commons, within the context of the
goals and objectives that they have set for
themselves, they regard the commons as
being uniquely available for their own
purposes. Although their lack of awareness of the demands other people or teams place on the
commons are not the result of thoughtless disregard, the effect on the commons is the same.
As each person or team increases their demands and expectations of the commons in the name
of their own goals, the commons itself finds itself under steadily increasing pressure to perform
while simultaneously feeling that its control over it own destiny steadily erodes toward collapse.
In the case of commons such as materials or space, there is no conscious awareness of increased
demand, but the concrete, physical limitations have no elasticity, and the satisfaction of people
or teams placing demands on the commons erodes.
As aggregate performance of the commons slides, several consequences can be felt in the
organization. One, individual or team performance declines as the erosion of the commons
affects their ability to meet individual goals and objectives.
Two, aggregate organizational performance erodes as the interaction and interdependency of
multiple individual and/or team performance begins to reflect the declining performance of the
individuals or teams.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 13
( + )
( + )
( + )
( + )
Net Gains for Admin
Total Demands
Net Gains for Medicine
Gain per
Individual
Demand
( + )
( + )
B2
B1
R1
Medicine’s Demands
Admin’s Demands
IT FTEs,
Resurces
& Skills
( + )
( + )
( – )
( + )
R2
Example: IT Project Requests
Behavior Over Time
Three, organizational goals themselves begin to erode and to reflect the diminished ability of
the commons to support the goals and objectives of the individuals and teams that depend on
the commons. This can have far reaching consequences in terms of the firm’s competitive
advantage in the markets in which it competes.
Four, the commons itself deteriorates as a valued and valuable resource to the point where it is
regarded as a cause of failure rather than success. When these perceptions become embedded
in people’s collective assumptions, they can lead to deep beliefs about the organization and its
ability (and willingness) to be successful in the long-term.
Dynamic Theory
This archetype identifies the causal connections between individual actions and the collective
results (in a closed system). It hypothesizes that if the total usage of a common resource becomes
too great for the system to support, the commons will become overloaded or depleted and
everyone will experience diminished benefits.
Behavior Over Time
Any time a declining trend is seen in the
overall performance of each part of the
system even as it increases its demand on
common resources, there is a good
possibility that a Tragedy of the Commons is
taking place. This is often accompanied by
puzzlement, as each party placing demands
on the system cannot understand why their
demands are not being met, which typically
results in the party increasing its demands
yet further. This may continue until the
commons collapses.
Application – Resource Allocation
In this archetype situation, the complex interaction of individual actions produces an undesirable
effect, such as the depletion of a common resource. The archetype can be used to help connect
the long-term effects of individual actions to the collective outcome, and develop measures for
managing the common resource more effectively.
Example
IT resources are typically organized into a
“commons” department, with each part of
the organization seeking their support on an
as-needed basis. Since separate parts of the
organization typically do not keep track of
the IT problems in other parts of the
organization, it is fairy common for each
part of the organization to see the IT
department as “its own”. When the IT
department is crushed under the weight of
all the demands placed upon it, its
performance for every department begins to
erode or fail.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 14
( + )
( + )
( – )
Fix
Unintended
Consequences
( + )
Problem Symptom
R1
B1
Generic Archetype
Prescriptive Action
• Establish methods for making the cumulative effects of using the common resource more
real and immediate to the individual players.
• Re-evaluate the nature of the commons to determine if there are ways to replace or renew
(or substitute) the resource before it becomes depleted.
• Create a final arbiter who manages the use of the common resource from a whole-system
level.
Seven Action Steps
• Identify the “commons”. What is the common resource that is being shared?
• Determine incentives. What are the reinforcing processes that are driving individual use
of the resource?
• Determine the time frame for reaping benefits.
• Determine the time frame for experiencing cumulative effects of the collective action.
• Make the long-term effects more present. How can the long-term loss or degradation of the
commons be more real and present to the individual users?
• Reevaluate the nature of the commons. Are there other resources or alternatives that can
be used to remove the constraint upon the commons?
• Limit access to resources. Determine a central focal point – a shared vision, measurement
system, or final arbiter – that allocates resources based on the needs of the whole system.
What Does This Really Mean?
In many respects the Tragedy of the Commons is a classic example of reductionistic thinking.
By remaining unaware of the effect of the parts on the whole, people continue to think and
behave as though there are no connections within the organization that affect their ability to
meet goals and objectives. Focused on their own part, behaving as though it depended on no
other, demands on the commons are issued with only the present in mind.
Sustainability is increasingly put forward as a guiding principle for the planet we inhabit.
Sustainability has applications within organizations, with respect to their structure and practices,
with an eye on the long-term future. Structures that create commons and policies and practices
that govern them (leading to depletion or replenishment) are critical success factors.
Ultimately, firms may conclude that structures that include a commons are ineffective means
of distributing and allocating resources. Alternately, they may gain insight into how commons
have to be governed, and recognize that structures and policies, other than the commons itself,
all interact and have a pronounced effect upon the utility the commons bring to organizations.
Fixes that Fail
When managers find themselves saying, “I thought we fixed
this – why is it worse than it was before?”, the Fixes that Fail
archetype may be at work in the organization. This archetype
is also a good reflection of the perils of reductionistic
thinking – despite their best efforts (good try’s that miss the
mark) managers find themselves dealing with the same
problem symptoms, albeit in a variety of different colors and
flavors, over and over again.
When problem symptoms are assumed to be a unique set of
circumstances that exist in their own (relatively) small,
isolated subsystem, unconnected to other problem symptoms
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 15
( + )
( + )
( – )
Public Denial of Problem
Scientific
Research
( + )
Number of Tobacco Lawsuits
R1
B1
Example: Tobacco Industry
Behavior Over Time
or other parts of the larger whole system, it is reasonable to assume that focusing one’s attention
on the problem symptom is (a) a reasonable response and (b) one that will be effective.
Fixes that Fail bears a strong resemblance to Shifting the Burden, in that the managerial
response is primarily aimed at the problem symptom rather than spending time on the more
difficult and time consuming task of identifying the underlying, systemic problem (or as is more
often the case, the system of problems).
The difference between Shifting the Burden and Fixes that Fail lies in the unintended
consequence that emerges from the quick-fix that functions as a reinforcing loop, exacerbating
the initial problem symptom. By contrast, the Shifting the Burden archetype suggests that while
the fundamental problem will not have been addressed, the repeated intervention in response
to the problem symptom(s) may still have some palliative effect for a limited time.
The Fixes that Fail archetype displays a steadily worsening scenario, where the initial problem
symptoms are worsened by the fix that is applied to them. The reinforcing loop, which contains
a delay, contributes to a steadily deteriorating problem symptom, not in spite of the fix (which
is the case with Shifting the Burden) but because of it.
Dynamic Theory
This archetype states that a quick-fix solution can have unintended consequences that exacerbate
the problem. It hypothesizes that the problem symptom will diminish for a short while and then
return to its previous level, or become even worse over time.
Behavior Over Time
The classic behavior over time for Fixes that
Fail is the trend that illustrates that
management intervention appears to have a
beneficial effect, even as the long-term trend
continues to deteriorate. Likewise there is an
accumulation of side effects that take on
lives and energy of their own, each of which
consumes time and resources that could
otherwise be devoted to fixing the “original”
problems.
Application – Problem Solving
Almost any decision carries long-term and short-term consequences, and the two are often
diametrically opposed. This archetype can help you get off the problem solving treadmill by
identifying fixes that may be doing more harm than good.
Example
For years the tobacco industry steadfastly denied that
there were any ill health effects from smoking,
pouring vast amounts of money into advertising and
a pattern of denials. The tactic served the industry
well. However, each time it denied that smoking
caused health problems, it stiffened the resolve of
scientists, and research into the effects of smoking
on health steadily grew. Ultimately, the amount of
evidence grew so large that no amount of PR or
advertising could overcome the industry’s claims.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 16
( + )
( – )
( – )
Performance Standard Current
Performance
Perceived Need to Invest
( + )
Current Demand
Capacity
( + )
( + ) ( + )
Growing Action
Investment
in Capacity
( + )
( + )
R1 B1
B2
Prescriptive Action
• Focus on identifying and removing the fundamental cause of the problem symptom.
• If a temporary, short-term solution is needed, develop a two-tier approach of simultaneously
applying the fix and planning out the fundamental solution.
• Use the archetype to map out potential side-effects of any proposed intervention.
Seven Action Steps
• Identify problem symptom(s).
• Map current interventions and how they were expected to rectify the problem.
• Map unintended consequences of the interventions.
• Identify fundamental causes of the problem symptoms.
• Find connections between both sets of loops. Are the fixes and the fundamental causes
linked?
• Identify high-leverage interventions. Add or break links in the diagram to create structural
interventions.
• Map potential side-effects for each intervention in order to be prepared for them (or to avoid
them altogether).
What Does This Really Mean?
The key to appreciating the Fixes that Fail archetype is the delay in the balancing loop. The time
that elapses between the fix and the worsening problem symptoms frequently makes the
connection between the fix and the deteriorating problem symptoms hard to identify. Managers
tend to attribute the worsening problem symptom to something other than the prior decision(s)
they made in their efforts to fix the problem symptom(s).
Despite its apparent simplicity, Fixes that Fail can be devilishly hard to unravel. It requires a
deep commitment to setting aside mental models that may strongly influence managers not to
see, or even consider, that there may be a connection between the problem symptoms that are
visible and the fix(es) they are applying in an effort to alleviate the problem symptoms.
Growth and Underinvestment
T h e G r o w t h a n d
Underinvestment archetype
builds upon Limits to
Growth by explicitly
addressing a firm’s need to
invest in its own resources,
capabilities and core
competencies. A growing
action seeks to stimulate
and reinforce demand while
t h e f i r m ’ s c u r r e n t
performance level may
behave as the limit to its
growth. Similar to Limits to
G r o w t h , i f c u r r e n t
performance is adversely
affecting demand, no
amount of growing action
will overcome customers’ reluctance to reward the organization with sales.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 17
Behavior Over Time
Unique to Growth and Underinvestment is the long-term requirement to continue to keep its
capabilities and core competencies at a level that ensures its competitive advantage. There are
several characteristics of the investment balancing loop that are critical from a managerial
decision making point of view.
First, although performance standards are presented as a constant (no causal influences are
working on it), they themselves may be subject to the Eroding Goals archetype. This may be
situational or it may be a trend that has developed over long periods of time, as the organization
loses confidence in its own ability to perform at the level of customer needs and expectations.
Second, when coupled with the firm’s current performance, performance standards combine to
exert a corrosive influence on the perceived need for investment. At any given performance
standard (regardless of any declining trend it may be exhibiting over time), if current
performance is falling short, the adage, “why throw good money after bad” can gain a hearing
within the organization.
Third, as confidence declines, so too may investment itself. Additionally, declining performance
leads to declining revenue which in turn reduces cash available for investment.
Fourth, even if the organization makes an investment, if it has not anticipated the delay in
bringing the increased capacity and capability on line, it may turn out to be a long run for a
short slide.
Dynamic Theory
This archetype applies when growth approaches a limit that can be overcome if capacity
investments are made. If a system is stretched beyond its limit, it will compensate by lowering
performance standards, which reduces the perceived need for investment. It also leads to lower
performance, which further justifies underinvestment over time.
Behavior Over Time
Data that shows declining performance and
growth at the same time that the rate of
investment is slowing or falling may signal
that this archetype is at work.
Correspondingly, it is not uncommon for
performance standards to erode as the
degree of difficulty in reaching performance
standards increases.
Application – Capital Planning
If demand outstrips capacity, performance can suffer and hurt demand. If this dynamic is not
recognized, the decrease in demand can then be used as a reason not to invest in the needed
capacity. This archetype can be used to ensure that investment decisions are viewed from a fresh
perspective, rather than relying on past decisions.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 18
( + )
( – )
( – )
Performance
Standard
Patient
Satisfaction,
Health
Status
Perceived Need to Invest
( + )
Patient Visits
Capacity
( + )
( + ) ( + )
Promotion,
Word of Mouth
Investment
in Plant,
People &
Technolog
( + )
( + )
Demand for
Shareholder
Dividends ( + )
( – )
Cash on Hand
( + )
R1 B1
B2
Example
I n p r i v a t e p r a c t i c e ,
shareholders historically treat
the business firm as a wealth
generator for their families.
There is typically a tension
between the desire to remove
profits from the practice and
the need to invest in
infrastructure, especially
technology. Over time,
performance slips so far, that
patients find it increasingly
difficult to receive care at the
p r a c t i c e , m o s t l y f o r
operational reasons (though
clinical equipment and
technology could likewise be
affected.)
Prescriptive Action
• Identify interlocking patterns of behavior between capacity investments and performance
measures.
• Shorten the delays between when performance declines and when additional capacity comes
on line (particularly perceptual delays about the need to invest).
• Anchor investment decisions on external signals, not on standards derived from past
performance.
Seven Action Steps
• Identify interlocking patterns of behavior between capacity investments and performance
measures.
• Identify delays between when performance falls and when additional capacity comes on
line.
• Quantify and minimize acquisition delays.
• Identify related capacity shortfalls. Are other parts of the system too sluggish to benefit
from added capacity?
• Fix investment decisions on external signals, not on standards derived from past
performance.
• Avoid self-fulfilling prophesies. Challenge the assumptions that drive capacity investment
decisions.
• Search for diverse investment inputs. Seek new perspectives on products, services and
customer requirements.
What Does This Really Mean?
Growth and Underinvestment is the archetype that brings special attention to planning for
limits. In this case, it is the capabilities and core competencies that give firms their competitive
advantage. This is part and parcel of strategic planning as well as internal policy formation.
It also draws attention to the insidious nature of the failure to meet customer demands over long
periods of time – the constant (albeit hard to notice in any one period) decline in the firm’s
opinion of itself and in its commitment to, and ability to perform at, customer demands and
expectations.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 19
A’s Fixes to
Improve A’s
Results
A’s Success
B’s Success
B’s Fixes to
Improve B’s
Results
A’s Unintended
Obstruction of
B’s SuccessB’s Unintended
Obstruction of
A’s Success
A’s Activity with B
(in B’s Favor)
B’s Activity with A
(in A’s FAvor)
( – )
( + )
( – )
( + )
( – )
( + )
( – )
( + )
( + )
( + )
( + )
( + )
B1
B2
R2
R1
Generic Archetype
Behavior Over Time
Accidental Adversaries
Accidental Adversaries is similar to the
Escalation archetype in terms of the
pattern of behavior that develops over
time. It is different from it insofar as the
intent of the parties is concerned.
Accidental Adversaries begin their
relationship with win-win goals and
objectives in mind, generally taking
advantage of their respective strengths,
m i n i m i z i n g t h e i r r e s p e c t i v e
weaknesses, with the objective of
accomplishing together what cannot be
achieved separately.
Unwittingly and unintentionally, one
party (“the party of the first part”) takes
an action that the other party (“the party
of the second part”) interprets as
outside the spirit, if not the letter, of
their understanding. The “offended” party perceives that the action gives the “offending” party
unfair advantage in the partnership (at best) or harms the “offended” party (at worst). The spirit
of partnership turns to one of contentious adversaries,` typically as a function of the mental
model(s) each party holds. Rather than communicate and engage in dialogue, the offended party
assumes (a) it knows everything there is to know about the action (including the foreknowledge
that it was willful and hostile), (b) there is no point in discussing it, and (c) their only option is
to right the wrong through retaliatory action.
In reality, the first party may not be aware of its action’s “harmful” of “hurtful” nature. When
the second party retaliates, the first party is as surprised and wounded as the second party, and
proceeds to make the same assumptions that the second party did. The first party’s recourse?
Retaliate.
Once the adversarial (partnership turned sour) relationship takes hold, the behavior is very
similar to the Escalation archetype. However, the outer reinforcing loop is still available to the
parties should they suspend their mental models and engage in dialogue. The root of
misunderstandings, unrealistic expectations, performance problems or mistakes can be revealed,
giving the parties a fresh start on their partnership.
Dynamic Theory8
This archetype states that when teams or parties in a working relationship misinterpret the
actions of each other because of misunderstandings, unrealistic expectations or performance
problems, suspicion and mistrust erode the relationship. If mental models fueling the
deteriorating relationship are not
challenged, all parties may lose the benefits
of their synergy.
Behavior Over Time
The trend of each of the adversaries follows
a similar direction and rate of change, with
one of the adversaries trailing the other (the
delay as information travels through the
systems and is interpreted). The pattern will
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 20
PPMC’s Fixes to
Improve PPMC’s
Results
PPMC’s Success
GP’s Success
GP’s Fixes to
Improve GP’s
Results
PPMC’s Unintended
Obstruction of
GP’s SuccessGP’s Unintended
Obstruction of
PPMC’s Success
PPMC’s Activity
with GP
(in GP’s Favor)
GP’s Activity
with PPMC
(in PPMC’s Favor)
( – )
( + )
( – )
( + )
( – )
( + )
( – )
( + )
( + )
( + )
( + )
( + )
B1
B2
R2
R1
PPMC and Group Practice
show periodic leveling periods, though overall the trend will be in a direction that adversely
impacts both parties.
Application9 – Collaboration
Many cooperative efforts begin on a good note only to deteriorate over time, often as the need
for collaboration deepens. This archetype helps the parties to a collaborative effort gain insight
into how the actions of one party are filtered through mental models to produce unintended
interpretations.
Example
In the early 1990’s the Physician
Practice Management Corporation
industry emerged. PPMCs purchased
the hard assets of a practice in return
for a percent of revenue for operational
services rendered. Initially the
relationships fared well. Eventually
however, when performance and growth
lagged, physicians became uneasy with
the relationships and began to interpret
every move by the PPMC as potentially
(or actually) injurious to theirs interests.
The result was the downward spiral of
both parties’ interests.
Prescriptive Action10
• Revisit the original opportunity
that brought the parties together
into a collaborative relationship.
• Use the archetype to identify the origins of adversarial attitudes.
• Renew the Shared Vision of the collaborative effort and commit to Team Learning.
Seven Action Steps11
• Reconstruct the conditions that were the catalyst for collaboration.
• Review the original understandings and expected mutual benefits.
• Identify conflicting incentives that may be driving adversarial behavior.
• Map the unintended side effects of each party’s actions.
• Develop overarching goals that align the efforts of the parties.
• Establish metrics to monitor collaborative behavior.
• Establish routine communication.
What Does This Really Mean?
The lesson of Accidental Adversaries lies in the power of mental models to supply all too ready
explanations of situations. Unless judgement is suspended these mental models can drive one,
both or all parties to conclusions that bear remote resemblance to the underlying reason the
“breach” in the relationship occurred in the first place, if indeed any breach actually took place.
There is also a lesson on Shared Vision in this archetype. The degree to which the parties hold
a vision in common and have articulated their deep needs and expectations is a significant
contributor to tempering reactions of the parties when breaches are perceived.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 21
( + )
( + ) ( – )
( + )
Efforts Results
Total
Slowing
Action
Limiting
Condition A
B1
R1
Slowing
Action A
Slowing
Action B
Limiting
Condition B
( + )
( + )
B2
Generic Archetype
Breaches in the agreement(s) may happen; the probability of deteriorating into Accidental
Adversaries is decidedly lower when the parties believe there are overarching values and
objectives that unite them in Shared Vision.
Shared Vision will contribute insight to the extent that partners actually engage in helping fix
problems (or problem symptoms) in their partner’s organization because of their understanding
of the long-term impact their efforts will have on their own firm’s success. This suggests that
Shared Vision is connected to a sense of mission higher than money, that a sense of purpose to
customers and an underlying, shared sense of organizational values and culture must be the
bedrock of the partnership in the first place.
The archetype also draws attention to Team Learning. If the partners in the venture adopt a
principle of continuous joint improvement and learning, the probability that breaches to the
partnership will happen in the first place is diminished, as well as a higher probability that if
and when misunderstandings, unrealistic expectations or performance problems do occur, the
parties will have mechanisms in place to meet each other half way and work them out.
Attractiveness Principle12
The Attractiveness Principle archetype is
lesser known than those discussed above.
References were found in The Systems
Thinker13 and in The Fifth Discipline
Fieldbook14, in articles both authored by
Michael Goodman and Art Kleiner as part
of their presentation of the “Archetype
Family Tree” (see the following section).
Gene Bellinger offers a variation of the
Archetype Family Tree at the Outsights
website15.
This archetype bears strong resemblance to
Limits to Growth with the addition of
multiple slowing actions. Each slowing
action is a challenge the firm faces and which must be addressed if the firm is to overcome the
aggregate limits to growth.
The archetype takes its name from the dilemma of deciding which of the limits to address first,
that is, which is more attractive in terms of the future benefit to the desired results that are being
pushed by the effort (or growing action).
With limited resources and multiple limits impeding growth, managers are faced with
comparing the potential future value of removing or reducing each of the slowing actions,
including any synergistic effect they may have in reducing or removing interdependent limiting
conditions. In some cases the manager may have few options, given the resources available. The
lesser ambiguity may be offset by the limited benefits the firm can expect.
Dynamic Theory16
This archetype states that the result sought by a firm and which is the target of a growing action
may be subject to multiple slowing actions, each of which represent an opportunity and an
opportunity cost to managers. Insight into the interdependencies between the slowing actions
is a critical insight into deciding how scarce resources should be utilized to reduce or remove
the slowing actions.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 22
Resources
Capabilities
Core
Competencies
Performance
( + )
( + ) ( – )
( + )
Promotional Campaign Client Base
Problem
Solving
Capability
IT Capabilities
B1
R1
Efficiency
Effectiveness
Knowledge
Generation
( + )
( + )
B2
Example: Consulting Firm
Behavior Over Time
Behavior Over Time
The attractiveness principle presents itself
frequently in organizations. When faced with
multiple challenges, managers must decide
which problem/problem symptom appears
more attractive as a potential for improving
the organization’s general health
(operational, financial, or both).
Application – Planning, Improvement,
Strategy
Planning
The lessons from the Attractiveness Principle, with respect to planning are similar to Limits to
Growth. The insight is complicated by interacting limits. As systems and planning becomes
more complex, so too must anticipation into the future limits.
Improvement
Continuous improvement frequently unearths multiple,
interconnected problems (the “system of problems” that ideally
replace the orientation to problem symptoms taken separately
and treated as unique problems unto themselves).
Careful and systemic inquiry into the interconnected problems
can reveal where synergies can be realized when available
resources are devoted to carefully chosen limits, and the
reduction or removal of the selected limits result in (a)
additional resources that can be devoted to the remaining limits or (b) the reduction or removal
of other limits as a dynamic side effect of addressing the limits first selected.
Strategy
The archetype is especially powerful when addressing long-term decisions that affect the
availability of resources, their conversion to key capabilities, and the development and
maturation of selected capabilities into core competencies.
This is especially true in organizations that pursue resource based strategies. These firms face
the challenge of constant renewal if they are to retain their competitive advantage. The
requirement of mapping out the growth engines and potential danger points in advance (as is
the case with Limits to Growth) is reinforced many-fold in this archetype.
Example
A consulting firm is faced with the
decision/dilemma on how to improve its
overall performance for clients, choosing
between shoring up its IT capabilities or
growing its knowledge base, both of which
are under attack from existing clients, and
are acting as deterrents to acquiring new
clients.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 23
Prescriptive Action17
• Focus on identifying interconnected and interdependent limits.
• Use the archetype to identify potential synergistic tactics to remove the balancing processes
before they begin to affect growth.
• Establish priorities; carefully match available resources with specific slowing actions.
Seven Action Steps18
• Identify the growth engines.
• Map the growth engine to each limiting or slowing action; establish a time line for each
slowing action (avoid fixes before they are required).
• Map the interdependencies between the slowing actions.
• Model the dynamics of potential synergies between the slowing actions.
• Review available resources; develop a list of options.
• Establish metrics to assess the impact of efforts to reduce or remove slowing actions;
periodically reassess slowing actions.
• Reevaluate plans, expected continuous improvement programs and strategies for potential
slowing actions. Continuously challenge assumptions.
What Does This Really Mean?
The Attractiveness Principle pits managers against growing complexity and the interactions
between parts that are increasingly difficult to anticipate. Although implied with many of the
archetypes, it makes a strong case for dynamic modeling to reveal the synergies that may emerge
from the firm’s response to growth engines as complexity increases.
At its core is expansionistic thinking; the requirement that managers seek to solve systems of
problems in the largest system to which they have access. The archetype reinforces the
distinction between understanding and knowledge. Knowledge, the “know-how” managers rely
on to make decisions, precedes from the “contained” parts of the whole to the “containing
whole”, while understanding precedes from the “containing whole” to its parts19.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 24
I Am Most
Concerned
About…
Fixing Problems
Growth…
Reinforcing Loop:
Vicious and Virtuous Spiral
But nothing
grows forever…
But my growth
seems to lead
to your decline…
Limits to
Growth
Success to
the Successful
I form a partnership
for growth, but end
up feeling betrayed…
Accidental
Adversaries…so if we’re all
up against the
same limit…
My capacity is my limit;
therefore my capacity
isn’t large enough…
I have more than
one limit, and
can’t address all
of them equally…
Attractiveness
Principle
Growth and
Underinvestment
(Fixed Standards)
Growth and
Underinvestment
(Drifting Standards)
…but there’s a
temptation to let
standards slip
instead
But my fix
comes back to
haunt me…
Fixes that
Fail
…by making my
partner into
an adversary…
Balancing Loop
While waiting for
my fix to take hold,
to relieve the tension,
I become satisfied
with less..
Eroding
Goals
The eroding goals
undermine my
long-term
growth
…beacuse I’m
not getting
at the real
undelying
cause
Shifting the
Burden
But my fix
is your
nightmare
Escalation
Tragedy of
the Commons
Connections Between the Archetypes
There are many ways in which the archetypes can interact with each other. Michael Goodman
and Art Klien have mapped the archetypes, and their interactions, in an article published in The
Systems Thinker20 in the December, 1993/January, 1994 issue. The work was subsequently
republished in the Fifth Discipline Fieldbook21, by Peter Senge et.al.
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 25
1. This material is a chapter from The Systems Modeling Workbook by William Braun. References to modeling are
forward and backward links to material in other chapters in the workbook.
2. Donella Meadows, Dennis Meadows, Jørgen Randers, William Behrens, Limits to Growth, (New York: New
American Library), 1972.
3. Except where otherwise credited, the notes on Dynamic Theories of the archetypes are taken from Daniel Kim,
“Archetypes as Dynamic Theories”, The Systems Thinker, June/July, 1995.
4. Except where otherwise credited, the notes on Applications of the archetypes are taken from Daniel Kim and
Colleen Lannon-Kim, “A Pocket Guide to Using the Archetypes”, The Systems Thinker, May, 1994
5. Except where otherwise credited, the notes on Prescriptive Action for the archetypes are taken from Daniel Kim,
“Archetypes as Dynamic Theories”, The Systems Thinker, June/July, 1995.
6. Except where otherwise credited, the notes for the Seven Action Steps for the archetypes are taken from Daniel Kim
and Colleen Lannon-Kim, “A Pocket Guide to Using the Archetypes”, The Systems Thinker, May, 1994
7. Peter Senge, The Fifth Discipline (New York: Doubleday Currency), 1990, 142, 150-55, 156, 226.
8. Adapted from Jennifer Kemeny, “‘Accidental Adversaries:’ When Friends Become Foes”, The Systems Thinker,
February, 1994.
9. Ibid.
10. Ibid.
11. Ibid.
12. Archetype based on the work of Gene Bellinger; see www.outsights.com
13. The Systems Thinker. Pegasus Communications, Inc. Waltham, MA.
14. Senge, P. et. al. The Fifth Discipline Fieldbook. New York: Doubleday Currency, 1994.
15. See www.outsights.com/systems/theWay/theWay.htm, June 14, 2000.
16. The Dynamic Theory, Application, Prescriptive Action and Seven Action Steps for this archetype are the work of
the author.
17. Review the Prescriptive Actions for Limits to Growth
18. Review the Seven Action Steps for Limits to Growth
CONCLUSION
The Systems Archetypes are patterns of behavior that emerge from the underlying system
structure. They can be used diagnostically to reveal insights into the structure that already exists,
or prospectively to anticipate potential problems and/or problem symptoms.
Archetypes do not describe any one problem specifically. They describe families of problems
generically. Their value comes from the insights they offer into the dynamic interaction of
complex systems.
Use them with the other systems thinking tools that are available. As part of a suite of tools, they
are extremely valuable in developing broad understandings about organizations and their
environments, and contribute to more effectively understanding problems.
“We don’t need better solutions, we need better thinking about problems.”22
END NOTES
The System Archetypes Copyright © 2002 by William Braun (2002.02.27) 26
19. Russell L. Ackoff, Ackoff’s Best, (New York: Wiley & Sons), 1999, 20.
20. Michael Goodman and Art Kleiner, “Using the Archetype Family Tree as a Diagnostic Tool”, The Systems
Thinker, December, 1993/January, 1994.
21. Peter Senge et. al., The Fifth Discipline Fieldbook (New York: Doubleday Currency), 1994, 149-150.
22. Attributed to Russell Ackoff, source unknown.