Triple loop learning manifests itself in the form of ``collective mindfulness'':members discover how they and their predecessors have facilitated or inhibitedlearning,andproducenewstructuresandstrategiesforlearning.
From my own experience based on the Threefolding practise of governance (as proposed by Rudolf Steiner) the happiness and wellbeing of a community is the greater the more each member's contribution (work) to the community is valued as independent of monetary 'pay. This is based on the insight that what a human being gives as his/her 'work' (time and skills) can not ever be equated with money. In essence it is a gift to the community on one hand and a creative self satisfaction on the other. Measuring it on monetary terms equates to slavery full stop. Money as exchange for work in the Threefolding methodology is something a collective intelligence as in a deep democracy governed arrives at based on seeing and feeling the wholeness of the needs of the person (the one who does the work) and the wholeness of available resources in the given community. The decision making process for that 'wage' or 'salary' setting is based on ethical values, which rules out any self aggrandising.
Now as we all know - this as a basis, as a condition for decision making might be a very tall order for some of us!
And my ears are now all pricked to learn how in DSG the right balance between our innate egoism and our innate altruism is found so that reward settings are made by a collective intelligence in ways which enable both true human individuality growth AND economic stability.
In the here featured article we can read more about how rewards (wages and esp bonuses) are being arrived at by, it seems, really sound processes, enabling our true humanity.
After a while, the way most members of the organization responded to the introduction of the circular design and the new payment system was quite positive. Indeed, the motivation to participate clearly increased and members(of circles) interacted with each other in a more intensive manner than previously was the case.Form any participants the process of solving problems and making decisions by way of open discussions constituted an emotional and liberating experience. In this respect, the consent principle appeared to facilitate and contribute to the breakdown of traditional (e.g., boss versus worker and male versus female) role patterns, because (female) workers started to participate more actively in discussions.
Don't we all know how frustrating endless consensus seeking meetings can be!
Now, in DSG it is 'consent' (not 'consensus') that seems to do the trick and that implies something like this, demonstratiing the combination of hierarchical and tripple linked circle structure processes:
Please let us connect with the deeper, the in my mind reall meaning of 'competition;: that is derived from com-petere, that is 'seeking TOGETHER'!
I wished I could be mouse on a wall seeing, feeling hearing how people with all their faults and all their splendour working together like this: