Systems that produce complexity consist of diverse rule-following entities whose behaviors are interdependent. . . . I find it helpful to think of complex systems as “large” in Walt Whitman’s sense of containing contradictions. They tend to be robust and at the same time capable of producing large events. They can attain equilibria, both fixed points and simple patterns, as well as produce long random sequences.  (Page, 2011, pg. 17)

There is one thing we have learned in recent years with regard to the viability of organizations that has almost become an axiom: if there is extensive variability (disturbance) within the environment in which an organization operates, then there must also be extensive variability (diversity) inside the organization. Page identifies this axiom as the Law of Requisite Variety:

. . . the greater the diversity of possible responses, the more disturbances a system can absorb. For each type of disturbance, the system must contain some counteracting response. . . . The law of requisite variety provides an insight into well-functioning complex systems. The diversity of potential responses must be sufficient to handle the diversity of disturbances. If disturbances become more diverse, then so must the possible responses. If not the system won’t hold together. (Page, 2011, p. 204, 211)

Applications: In order to promote organizational innovation, a coach must encourage her leader client to value diversity within the organization. However, the coach should also help her client to recognize that diversity requires the client (and other members of the organization) to tolerate increased ambiguity, effectively manage conflict, and provide safe settings in which alternative ideas can be explored. Therefore, the coach should help her client identify strategies (training, setting of norms, creating supportive settings) that enable her client and other members of the organization live with ambiguity, work with conflict and provide safe places for idea exploration.

Migration and Open Boundaries

Evolution will not take place if a specific population is isolated. If individual members can’t migrate into or emigrate out of that specific community then evolution is likely to be stymied.

Implications: Organizational theorists and change agents have often emphasized the difference between open and closed systems. Organizations are systems that can be differentiated in this manner: some have relatively open boundaries and others have relatively closed boundaries. Closed systems and organizations with impermeable boundaries are likely to be stable and secure over the short term, but are also likely to soon die because of a lack of replenishing resources from outside the system and because of an inability to respond effectively to the impingement of outside (environmental) forces.