Success vs. Postmodern Thought

I ran across this quote in reading about Appreciative Inquiry today:

“If in fact if knowledge and organizational destiny are as intricately interwoven as we think it, then isn’t it possible that the seeds of change are implicit in the very first questions we ask?” (1)

This simple statement coincidently stopped me and made me think about ministry in postmodern times. Postmodern thought asserts, we don’t need collective purpose because everyone creates their own purpose for their lives. However I assert that this concept is shallow, easy to accept, but has no grounds in reality. If postmodern thought is correct then no one can find success working for a company, belonging to a family, or any organization. As everyone of these group entities cannot grow beyond the individual desires.

If we consider a company or organization that is run purely from the postmodern mindset (that of one without a singular focus) it is easy to recognize that no product/outcome will be produced because the varying ideas of procedures and improvements will render all forward progress incapable. This pure postmodern culture will still recognize success, but the success is that of the individual without regard to the organization’s success or failure. So while the individual may (or may not) succeed in the short-term, this self-centered success will be short lived because the company will inevitably fold. Finally, this postmodern organization will dismiss the importance of knowledge because the perceived value is limited. In thought, the pursuit of knowledge is futile as it does not lead to ultimate answers, but always results in more questions.

So as the quote stated “if in fact if knowledge and organizational destiny are as intricately interwoven…” then the destiny of any postmodern organization is failure. While these assertions fly’s in the face of the prevailing mindless acceptance of postmodern thought (especially today as people work for purpose driven companies and find success) it does nothing to change the majority of how view life. However, the assertion of, “isn’t it possible that the seeds of change are implicit in the very questions we ask” is the very core in how we begin to address this fallacy.

Like most movements it’s not through education (albeit outside of mindless brainwashing techniques) that people are changed; it’s through asking the right questions and entering the personal relationship that results. The questions must guide the individual to question the reality of their life and the purpose within it. As leaders (whether Pastors, business managers, or parents) one must be willing to begin with the questions of “what is our organizations purpose” and “where does the individual stand in conjunction to that purpose?”

People may not always like the first question because of its businesslike approach (well unless you’re a business manager). But the answer to the first question of direction and purpose is the road map to achieving the desired end result and not the desires of the individual.

The second more challenging question is that of the individual’s role within that purpose. For an employee, it may be as simple as one who is monetarily compensated for their role within the company. This may exhibit little care for the company but enough to retain employment. For the member of a family, the role is a little more involuntary and gave way to the saying, “you may choose your friends, but you can’t choose your family”. However, this comes with some form of desire to retain those relationships long-term, as shunning people is an option once past a particular age. For the Church, these concepts are very precarious, as members may have complete, moderate, little, or no association with any particular group. This reality makes the direction and purpose a necessary ingredient for success. With a clear knowledge of organizational destiny and the relationships produced, the individual has the opportunity to adopt and pursue accomplishment with the whole Church.

All in all, postmodern thought has become the easy answer to too many problems. If our companies and especially our churches are going to succeed they are going to have to be more diligent to teaching and collecting feedback about their stated goals. Through this individuals can begin to emulate the most successful demonstration of dedication, that of Jesus’ disciples who died for their purpose of teaching Christ’s message.

References:

1 – Cooperrider, David L. & Whitney Diana. A Positive Revolution in Change: Appreciative Inquiry (draft). Unpublished

~ by Brad Raburn on May 15, 2008.