Presence

1. The U Theory: A Framework for Profound Change

Sensing, presencing, and realizing.

The U Process. The U Theory describes a transformative journey of change, consisting of three main stages:

1. Sensing: Moving down the left side of the U

   • Suspending habitual ways of thinking
   • Redirecting attention to see the whole
   • Letting go of old identities and the need to control

2. Presencing: At the bottom of the U

   • Connecting to the deepest source of knowledge and inspiration
   • Opening up to a future that wants to emerge through us

3. Realizing: Moving up the right side of the U

   • Crystallizing vision and intention
   • Prototyping new ideas and practices
   • Institutionalizing change

This framework offers a path for individuals, organizations, and societies to create profound change by tapping into deeper levels of awareness and creativity.

2. Suspending Habitual Ways of Thinking

Normally, our thoughts have us rather than we having them.

Breaking free from mental models. Suspension is the first step in the U process, involving:

• Recognizing and letting go of habitual thought patterns
• Becoming aware of our assumptions and preconceptions
• Creating space for new perspectives to emerge

Techniques for developing suspension:

• Mindfulness practices
• Reflective journaling
• Dialogue and active listening

By suspending our usual ways of thinking, we open ourselves to new possibilities and insights that were previously hidden from view.

3. Redirecting Attention to the Whole

The part is a place for the presencing of the whole.

Seeing systems. Redirection involves shifting our attention from isolated parts to the interconnected whole:

• Developing systems thinking
• Recognizing patterns and relationships
• Understanding how our actions affect the larger system

Practices for redirection:

• Systems mapping
• Scenario planning
• Stakeholder analysis

By redirecting our attention, we can better understand complex challenges and identify more effective solutions that address root causes rather than symptoms.

4. Letting Go: The Gateway to Presencing

What to do just becomes obvious.

Embracing uncertainty. Letting go is a crucial step in the U process that allows us to:

• Release old identities and ways of thinking
• Embrace uncertainty and vulnerability
• Open ourselves to new possibilities

Practices for letting go:

• Meditation and contemplative practices
• Nature immersion experiences
• Artistic expression

Through letting go, we create space for deeper knowing to emerge, connecting us to our highest future potential and the collective wisdom of the whole.

5. Crystallizing Vision and Intention

Intention is not a powerful force, it's the only force.

Shaping the future. Crystallizing involves:

• Clarifying our deepest intentions and aspirations
• Aligning our actions with our highest purpose
• Envisioning new possibilities for the future

Techniques for crystallizing vision:

• Visioning exercises
• Purpose-driven goal setting
• Collaborative future scenario development

By crystallizing our vision and intention, we create a powerful attractor for change, guiding our actions and inspiring others to join in creating a better future.

6. Prototyping: Bringing New Realities to Life

The less you pack, the more awaits you.

Learning by doing. Prototyping is an iterative process of:

• Quickly testing new ideas and practices
• Learning from feedback and failure
• Refining and adapting our approach

Key principles of effective prototyping:

• Start small and iterate rapidly
• Embrace failure as a learning opportunity
• Engage diverse stakeholders in the process

Through prototyping, we can bring new ideas to life quickly, learn from experience, and create more effective solutions to complex challenges.

7. Institutionalizing Change: Embodying New Practices

We have to nurture a new form of leadership that doesn't depend on extraordinary individuals.

Sustaining transformation. Institutionalizing change involves:

• Embedding new practices and ways of thinking into organizational cultures
• Creating supportive structures and processes
• Developing collective leadership capabilities

Strategies for institutionalizing change:

• Redesigning organizational structures and processes
• Implementing new measurement and reward systems
• Fostering continuous learning and adaptation

By institutionalizing change, we ensure that new ways of thinking and acting become deeply embedded in our organizations and societies, creating lasting transformation.

8. The Blind Spot of Leadership

The success of an intervention depends on the inner condition of the intervener.

Inner work for outer change. The blind spot of leadership refers to the often-overlooked importance of:

• Developing self-awareness and emotional intelligence
• Cultivating presence and mindfulness
• Aligning our actions with our deepest values and purpose

Practices for addressing the blind spot:

• Regular reflection and self-assessment
• Seeking feedback and diverse perspectives
• Engaging in personal growth and development

By addressing the blind spot of leadership, we can become more effective change agents, leading from a place of authenticity, wisdom, and compassion.

9. Shifting the Whole: Collective Transformation

We must love one another or die.

Co-creating the future. Shifting the whole involves:

• Recognizing our interconnectedness and interdependence
• Developing collective capacities for sensing and presencing
• Co-creating new social and economic systems that serve all of life

Approaches to collective transformation:

• Multi-stakeholder dialogues and collaborations
• Social innovation labs and ecosystems
• Regenerative economic and social models

By shifting the whole, we can address the root causes of our global challenges and create a more just, sustainable, and flourishing world for all.

Last updated: August 19, 2024