The Development Academy has created a unique system of collaborative development with the specific aim of not having a teacher/classroom scenario. There is much research on this today, and we know you will see and feel the benefit of a development course run by the DA that focuses on interaction and collaboration, rather than teaching and downloading. If you see a teacher standing up front, you’re on the wrong course! We call this new system: Open Source Development.
OSD occurs in three groups, where each successive group helps the group below, but that’s not to say they’re below! This ensures the development of the group as a whole.
In our experience, people are happy to point out where they think they are developmentally, both cognitively and social-emotionally. We know what we know about ourselves, and we know our limits. This is why we need a group of like-minded people to collaborate on our individual growth requirements. We are looking to fill our “complexity gap” and for those in group 1, it is about pattern disruption. As people generally strive for the status quo, and seek groups that conform to their existing thinking bias, the OSD method will disrupt such habituated thinking patterns in favour of “shocking” participants out of their habits.
Closing the Dynamic Intelligence Gap
We intrinsically know at which stage of development our thinking resides. With the use of pattern-disrupting questions that test our thinking from where we are and where we can’t go yet, not only will we recognise our own level, but our group will recognise our level on our behalf, and point out where our thinking needs to grow. We will collectively be responsible for its growth, through dialogue. Open source, collaborative development.
The three groups run concurrently and participants can move between the groups as per the illustration. They are self-selecting and in our experience, a person from group 1 will not place themselves in group 3 as they will recognise, with the help of the others in the group, that their thinking needs to grow first. This provokes a sense of responsibility for the participants as any potential for hubris is quickly noticed, with egos being left at the door through no fault of the participants. If you think you are a great thinker, this development system is for you.
For each participant, this is potentially a never-ending programme, with the understanding that participants can stay on as long as they need or want to after they have attained the level of growth with which they are most comfortable. This will be different for everyone. There are both positive and negative consequences of achieving levels 4 and 5. And beyond…
This diagram shows the interplay between the groups. Each connection is a path within and between groups, as well as a collaborative connection for growth.
If you have seen the image on our Dynamic Intelligence page, you will remember the number of connections and relationships one is capable of creating if one sits on the left of the diagram compared to those who sit on the right of the diagram.
You can see from that image how this might align over time. Those in group 1 (blue) would align with the left side of the diagram, whilst those in group 3 would be moving towards the right of the diagram. The point being, there is never an end to developmental thinking: there are only milestones along the journey.
Finally, the reason those in group 3 do not pay a monetised fee is because they are effectively paying by virtue of their participation. By moving between groups, helping others to think differently, and facilitating the Dynamic Intelligence growth of others, they offer more than money in terms of return on investment. If they have come through the ranks and progressed from group 1 to 2 and then 3, they have earned their place in group 3.
This idea for a developmental group method is unique to the Development Academy. Others have tried something similar, but none has been able to make it work – until now!