Our Approach

By working with one another, and learning together, we will change one another and be able to make change beyond what we could do on our own.

Learn more about our approach to  working with clients, and some of the methodologies we draw from in our work

Approach

Peter Drucker's insight that "Culture eats strategy for breakfast" reflects what we've witnessed again and again in our work: the who and how of change matters as much as the what. This understanding informs how we engage with the organizations and communities we work with. To this end, we want to be  transparent about how we approach working with clients:

Developing Chefs, not Recipes

Often, people are seeking a set of steps (a recipe) that will ensure success. But social change and emergent learning both require us to create and try out different strategies in order to identify what will move us closer to our goals.

To do this effectively, we need to develop skillsets, mindsets, and heartsets and the ability to discern when and how to apply them in different contexts. It is through building individual and teams’ capacity and practicing applying the principles and tools of emergent learning that we stop looking for recipes, and can become chefs!*

*A hat tip to my colleague Eugene Eric Kim for introducing me to this idea: https://fasterthan20.com/2014/07/chefs-not-recipes-the-tyranny-of-tools-and-best-practices/

Developing Chefs, not Recipes

Often, people are seeking a set of steps (a recipe) that will ensure success. But social change and emergent learning both require us to create and try out different strategies in order to identify what will move us closer to our goals.

To do this effectively, we need to develop skillsets, mindsets, and heartsets and the ability to discern when and how to apply them in different contexts. It is through building individual and teams’ capacity and practicing applying the principles and tools of emergent learning that we stop looking for recipes, and can become chefs!*

*A hat tip to my colleague Eugene Eric Kim for introducing me to this idea: https://fasterthan20.com/2014/07/chefs-not-recipes-the-tyranny-of-tools-and-best-practices/

Developing Chefs, not Recipes

Often, people are seeking a set of steps (a recipe) that will ensure success. But social change and emergent learning both require us to create and try out different strategies in order to identify what will move us closer to our goals.

To do this effectively, we need to develop skillsets, mindsets, and heartsets and the ability to discern when and how to apply them in different contexts. It is through building individual and teams’ capacity and practicing applying the principles and tools of emergent learning that we stop looking for recipes, and can become chefs!*

*A hat tip to my colleague Eugene Eric Kim for introducing me to this idea: https://fasterthan20.com/2014/07/chefs-not-recipes-the-tyranny-of-tools-and-best-practices/

Recognizing Three Dimensions of Success

Success is too often conceived as solely about outcomes. However, we believe that success has three dimensions which require equal attention: relationships, process, and results.

The  foundation for positive results is attention to and intention around relationships and processes.*

*The Dimensions of Success Framework comes from the work of the Interaction Institute for Social Change. https://interactioninstitute.org/dimensions-of-network-success/

Recognizing Three Dimensions of Success

Success is too often conceived as solely about outcomes. However, we believe that success has three dimensions which require equal attention: relationships, process, and results.

The  foundation for positive results is attention to and intention around relationships and processes.*

*The Dimensions of Success Framework comes from the work of the Interaction Institute for Social Change. https://interactioninstitute.org/dimensions-of-network-success/

Recognizing Three Dimensions of Success

Success is too often conceived as solely about outcomes. However, we believe that success has three dimensions which require equal attention: relationships, process, and results.

The  foundation for positive results is attention to and intention around relationships and processes.*

*The Dimensions of Success Framework comes from the work of the Interaction Institute for Social Change. https://interactioninstitute.org/dimensions-of-network-success/

Embracing an Expansive Definition of Rigor

Rigor is seldom explicitly defined, and too often becomes conflated with certain types of analysis and data. We greatly value an expansive definition of rigor that includes ensuring a balance of:

  1. Quality of thinking;

  2. Credible and legitimate claims;

  3. Cultural context and responsiveness, and

  4. Quality and value of learning processes.

*From “Rethinking rigor: Increasing Credibility and Use” (2016): https://www.fsg.org/wp-content/uploads/2021/08/AEARigor_Handout_Logos.pdf

Embracing an Expansive Definition of Rigor

Rigor is seldom explicitly defined, and too often becomes conflated with certain types of analysis and data. We greatly value an expansive definition of rigor that includes ensuring a balance of:

  1. Quality of thinking;

  2. Credible and legitimate claims;

  3. Cultural context and responsiveness, and

  4. Quality and value of learning processes.

*From “Rethinking rigor: Increasing Credibility and Use” (2016): https://www.fsg.org/wp-content/uploads/2021/08/AEARigor_Handout_Logos.pdf

Embracing an Expansive Definition of Rigor

Rigor is seldom explicitly defined, and too often becomes conflated with certain types of analysis and data. We greatly value an expansive definition of rigor that includes ensuring a balance of:

  1. Quality of thinking;

  2. Credible and legitimate claims;

  3. Cultural context and responsiveness, and

  4. Quality and value of learning processes.

*From “Rethinking rigor: Increasing Credibility and Use” (2016): https://www.fsg.org/wp-content/uploads/2021/08/AEARigor_Handout_Logos.pdf

Focusing on People and Cultures Supports Transforming Systems

Systems are made up of people and their relationships and ideas, so there is a beautiful and profound opportunity to transform systems through learning together.  Learning together enables us to envision how the world can look differently and see how small and big changes in our individual and collective work and interactions can support the desired transformation. 

While we know this takes time and commitment and resources,  in every context we’ve worked in, we’ve found there are already wonderful mindsets, practices, and behaviors to  identify, lift up, and build on together.

Focusing on People and Cultures Supports Transforming Systems

Systems are made up of people and their relationships and ideas, so there is a beautiful and profound opportunity to transform systems through learning together.  Learning together enables us to envision how the world can look differently and see how small and big changes in our individual and collective work and interactions can support the desired transformation. 

While we know this takes time and commitment and resources,  in every context we’ve worked in, we’ve found there are already wonderful mindsets, practices, and behaviors to  identify, lift up, and build on together.

Focusing on People and Cultures Supports Transforming Systems

Systems are made up of people and their relationships and ideas, so there is a beautiful and profound opportunity to transform systems through learning together.  Learning together enables us to envision how the world can look differently and see how small and big changes in our individual and collective work and interactions can support the desired transformation. 

While we know this takes time and commitment and resources,  in every context we’ve worked in, we’ve found there are already wonderful mindsets, practices, and behaviors to  identify, lift up, and build on together.

Empowering, not Extractive Relationships

many communities have long histories of being “acted on” and “extracted from” by powerful and predominantly white institutions. To change this dynamic, we believe it is critical to:

  1. Spend time and energy building trusting relationships

  2. Recognize that members of these communities are experts in their own needs, and

  3. …hold an  asset-based approach, recognizing and valuing the strengths and gifts which exist in all communities and community members

  4. Support the creation of processes and results with communities, not for communities.

Empowering, not Extractive Relationships

many communities have long histories of being “acted on” and “extracted from” by powerful and predominantly white institutions. To change this dynamic, we believe it is critical to:

  1. Spend time and energy building trusting relationships

  2. Recognize that members of these communities are experts in their own needs, and

  3. …hold an  asset-based approach, recognizing and valuing the strengths and gifts which exist in all communities and community members

  4. Support the creation of processes and results with communities, not for communities.

Empowering, not Extractive Relationships

many communities have long histories of being “acted on” and “extracted from” by powerful and predominantly white institutions. To change this dynamic, we believe it is critical to:

  1. Spend time and energy building trusting relationships

  2. Recognize that members of these communities are experts in their own needs, and

  3. …hold an  asset-based approach, recognizing and valuing the strengths and gifts which exist in all communities and community members

  4. Support the creation of processes and results with communities, not for communities.

Colaborating with Clients, not Working for Them

In Optimistic Anthropology’s work, we seek to collaborate with our clients and not do work for them. We approach the work in this way because we believe that our collaborators and clients bring an expertise and understanding of their own organization, culture, and work that as outside consultants we will never be able to understand as fully.

Similarly, Optimistic Anthropology brings process expertise on emergent learning, leadership development, and building learning cultures within and across organizations.  By working with one another, and learning together, we will change one another and be able to create a strategy that is:

  1. Greater than either team could develop on its own, and

  2. More likely to be successfully implemented than if it was developed without either of our teams at the table.

Want to explore working together?

Email Us

Let's Meet

Want to explore working together?

Email Us

Let's Meet

Want to explore working together?

Email Us

Let's Meet

Methodologies

While there are many methodologies that can be employed to do the work of complex social change, these are the ones that inspire us and which we draw upon most frequently.

Graffiti, Berlin, Germany

Adaptive Leadership

Adaptive Leadership has had a big influence on us. Developed by Ronald Heifetz and Marty Linsky at the Harvard Kennedy School of Government, this body of work advocates that leadership is a practice, not a position. It helps individuals build their practice to address complex challenges by building their skills at diagnosing problems, interrupting the status quo, shaping new mindsets and cultures, and innovating to produce different results. A good resource: The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World [Book].

Graffiti, Berlin, Germany

Adaptive Leadership

Adaptive Leadership has had a big influence on us. Developed by Ronald Heifetz and Marty Linsky at the Harvard Kennedy School of Government, this body of work advocates that leadership is a practice, not a position. It helps individuals build their practice to address complex challenges by building their skills at diagnosing problems, interrupting the status quo, shaping new mindsets and cultures, and innovating to produce different results. A good resource: The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World [Book].

Constituent Gallery, Scottish Parliament, Edinburgh, UK

Anthropological Interviewing

Anthropological interviewing is an approach used to understand a culture and how it developed. We apply it to organizations, collaborations, places, and systems through a three-phase process. The first phase focuses on identifying who should be interviewed, and developing a set of non-directive, open questions to ask them. In phase two we conduct the interviews and adjust the questions and interviewee list as new insight gets surfaced. During the third phase we aggregate and analyze the information shared, and highlight key insights, common themes, and new knowledge. Check out our blog post: The Power of Good Questions.

Constituent Gallery, Scottish Parliament, Edinburgh, UK

Anthropological Interviewing

Anthropological interviewing is an approach used to understand a culture and how it developed. We apply it to organizations, collaborations, places, and systems through a three-phase process. The first phase focuses on identifying who should be interviewed, and developing a set of non-directive, open questions to ask them. In phase two we conduct the interviews and adjust the questions and interviewee list as new insight gets surfaced. During the third phase we aggregate and analyze the information shared, and highlight key insights, common themes, and new knowledge. Check out our blog post: The Power of Good Questions.

Painting near Union Market, Washington, DC

Community Engagement

Community engagement is the process by which residents are engaged to work and learn together on behalf of their communities to create and realize a vision for the future. To learn more about this topic, read our blog posts: 5 Questions to Ask and Answer When Practicing Community Engagement and 6 Ways Social Change Organizations Can Be in Right Relationship With Communities.

Painting near Union Market, Washington, DC

Community Engagement

Community engagement is the process by which residents are engaged to work and learn together on behalf of their communities to create and realize a vision for the future. To learn more about this topic, read our blog posts: 5 Questions to Ask and Answer When Practicing Community Engagement and 6 Ways Social Change Organizations Can Be in Right Relationship With Communities.

Atrium, Pinakothek der Moderne, Munich, Germany

Cross-Sector Leadership & Collaboration

Cross-sector leadership is the work of building and supporting cross-sector collaborations, alliances of individuals working within and across sectors that together have a role in solving a problem and achieving a shared goal. This work grew out of our founder, Alison Gold’s own work as an on-the-ground practitioner, technical assistance provider, and researcher. Check out our blog post: 4 Questions to Ask and Answer When Engaging in Cross-Sector Collaboration and What Will it Take To Build a Multi-Sector Partnership Practice for Systems Change?

Atrium, Pinakothek der Moderne, Munich, Germany

Cross-Sector Leadership & Collaboration

Cross-sector leadership is the work of building and supporting cross-sector collaborations, alliances of individuals working within and across sectors that together have a role in solving a problem and achieving a shared goal. This work grew out of our founder, Alison Gold’s own work as an on-the-ground practitioner, technical assistance provider, and researcher. Check out our blog post: 4 Questions to Ask and Answer When Engaging in Cross-Sector Collaboration and What Will it Take To Build a Multi-Sector Partnership Practice for Systems Change?

Jellybeans, The Presidio, San Francisco, CA

Deep Equity

We are committed to building a more just and inclusive future by transforming systems and institutions, and addressing all forms of oppression. Achieving justice, equity, diversity, and inclusion requires intentional relationships, cultures, processes, and outcomes.

We are grateful to a number of teachers as we continue to build our practice in this work including The People’s Institute for Survival and Beyond, Race Forward, Cynthia Silva-Parker, Sheryl Petty, Tema Okun, and many many others who we know personally, have participated in trainings with and who have been teachers as friends and colleagues. An incredible set of resources continues to be updated at Racial Equity Tools.

Jellybeans, The Presidio, San Francisco, CA

Deep Equity

We are committed to building a more just and inclusive future by transforming systems and institutions, and addressing all forms of oppression. Achieving justice, equity, diversity, and inclusion requires intentional relationships, cultures, processes, and outcomes.

We are grateful to a number of teachers as we continue to build our practice in this work including The People’s Institute for Survival and Beyond, Race Forward, Cynthia Silva-Parker, Sheryl Petty, Tema Okun, and many many others who we know personally, have participated in trainings with and who have been teachers as friends and colleagues. An incredible set of resources continues to be updated at Racial Equity Tools.

Howard Finster’s Paradise Garden, Summreville, GA

Difficult Conversations

Disagreement is not a bad thing – it happens all the time, and more often than not no one cares. But, there are other times where we care a lot. And it’s necessary to be able to navigate those times if you want to be able to make change. Developed through research at the Project on Negotiation at Harvard Law School, we value the Difficult Conversations methodology because it provides insight and practical tools for how to discuss what matters most. The best resource: Difficult Conversations [Book].

Howard Finster’s Paradise Garden, Summreville, GA

Difficult Conversations

Disagreement is not a bad thing – it happens all the time, and more often than not no one cares. But, there are other times where we care a lot. And it’s necessary to be able to navigate those times if you want to be able to make change. Developed through research at the Project on Negotiation at Harvard Law School, we value the Difficult Conversations methodology because it provides insight and practical tools for how to discuss what matters most. The best resource: Difficult Conversations [Book].

Building, Asheville, NC

Emergent Learning

Emergent Learning is a practice where groups of people embed intentional processes into the work they already do to continuously share their observations and insights and adjust their strategy until they’ve learn into their goals. Emergent Learning is a central practice in our own work. To learn more about this, check out our blog posts, What the Heck is Emergent Learning? And What the Heck Are the Principles of Emergent Learning?  We also recommend checking out The Emergent Learning Community.

Building, Asheville, NC

Emergent Learning

Emergent Learning is a practice where groups of people embed intentional processes into the work they already do to continuously share their observations and insights and adjust their strategy until they’ve learn into their goals. Emergent Learning is a central practice in our own work. To learn more about this, check out our blog posts, What the Heck is Emergent Learning? And What the Heck Are the Principles of Emergent Learning?  We also recommend checking out The Emergent Learning Community.

Taago by El Anatsui, High Museum of Art, Atlanta, GA

Emergent Strategy

Emergent strategy is the practice of shaping the conditions through which a group can engage in relatively simple interactions and generate many possibilities (even contradictory ones) AND then explore and try out and adapt these possibilities into actions in support of moving toward shared goal or goals. To learn more about this practice, check out our blog post, What the Heck is Emergent Strategy? And a recommendation to read adrienne maree brown’s Emergent Strategy.

Taago by El Anatsui, High Museum of Art, Atlanta, GA

Emergent Strategy

Emergent strategy is the practice of shaping the conditions through which a group can engage in relatively simple interactions and generate many possibilities (even contradictory ones) AND then explore and try out and adapt these possibilities into actions in support of moving toward shared goal or goals. To learn more about this practice, check out our blog post, What the Heck is Emergent Strategy? And a recommendation to read adrienne maree brown’s Emergent Strategy.

Judisches Museum Berlin, Berlin, Germany

Facilitative Leadership

The Facilitative Leadership model is built on the belief that today’s challenges and opportunities require us to think about leadership more broadly. Beyond just coping with change, we must design and manage processes that empower people and creating the conditions in which they can work together to achieve a common goal. We’ve found it to be a particularly powerful toolkit for process and meeting design, as well as strengthening facilitation skills. A useful and ever evolving resource on facilitative leadership is the Interaction Institute for Social Change Blog.

Judisches Museum Berlin, Berlin, Germany

Facilitative Leadership

The Facilitative Leadership model is built on the belief that today’s challenges and opportunities require us to think about leadership more broadly. Beyond just coping with change, we must design and manage processes that empower people and creating the conditions in which they can work together to achieve a common goal. We’ve found it to be a particularly powerful toolkit for process and meeting design, as well as strengthening facilitation skills. A useful and ever evolving resource on facilitative leadership is the Interaction Institute for Social Change Blog.

Mokoros on the Okavango Delta, Botswana

Mindfulness

Mindfulness is the state of being active and open to the present. When you're mindful, you observe your thoughts and feelings from a distance, and are awakened to experiences. If that sounds a bit woo-woo to you, it did to us at first, too. But, there’s neuroscience that backs it up, and we have seen the power of using simple and short mindfulness techniques to help individuals and groups “get present” in ways that help them be open and productive. Check out the Search Inside Yourself Institute’s The Merits of Mindfulness at Work (Backed by Science) [Blog Post].

Mokoros on the Okavango Delta, Botswana

Mindfulness

Mindfulness is the state of being active and open to the present. When you're mindful, you observe your thoughts and feelings from a distance, and are awakened to experiences. If that sounds a bit woo-woo to you, it did to us at first, too. But, there’s neuroscience that backs it up, and we have seen the power of using simple and short mindfulness techniques to help individuals and groups “get present” in ways that help them be open and productive. Check out the Search Inside Yourself Institute’s The Merits of Mindfulness at Work (Backed by Science) [Blog Post].

The National Memorial for Peace and Justice, Montgomery, AL

Place-Based Experiences

There is great value in understanding the history, culture, unique assets, and pressing challenges of the places where organizations and collaborations are located and working. From tailored urban walking tours, to programs at relevant local historic sites, from hikes through nature to visits to local art installations, we love to build place-based experiences which get people out of their day-to-day routines, expand their understanding of the world, communities, and their histories, and inspire a sense of possibility. Read: The Power of Immersive Experiences on the OA Blog.

The National Memorial for Peace and Justice, Montgomery, AL

Place-Based Experiences

There is great value in understanding the history, culture, unique assets, and pressing challenges of the places where organizations and collaborations are located and working. From tailored urban walking tours, to programs at relevant local historic sites, from hikes through nature to visits to local art installations, we love to build place-based experiences which get people out of their day-to-day routines, expand their understanding of the world, communities, and their histories, and inspire a sense of possibility. Read: The Power of Immersive Experiences on the OA Blog.

Polygonum 2.0 by Tom Dekyvere, Scottsdale, AZ

Systems Thinking

A system is a set of connected entities, mindsets, behaviors, practices, and/or policies, which form a whole. This includes everything from a human body to a business to an ecosystem. Systems thinking is a practice to understand the big picture, by diagnosing how the system’s structure generates its results, where there are leverage points – places where small changes can produce outsized changes in those results, and how to identify those leverage points through experimentations. Two favorite resources are Donella Meadows’ Leverage Points: Places to Intervene in a System [Article] and Dancing With Systems [Article].

Polygonum 2.0 by Tom Dekyvere, Scottsdale, AZ

Systems Thinking

A system is a set of connected entities, mindsets, behaviors, practices, and/or policies, which form a whole. This includes everything from a human body to a business to an ecosystem. Systems thinking is a practice to understand the big picture, by diagnosing how the system’s structure generates its results, where there are leverage points – places where small changes can produce outsized changes in those results, and how to identify those leverage points through experimentations. Two favorite resources are Donella Meadows’ Leverage Points: Places to Intervene in a System [Article] and Dancing With Systems [Article].

Trout Fishing in America #5 by Mike McConnell, BWI Thurgood Marshall Airport, Baltimore, MD

Theory of Change

Theory of change is “a comprehensive description and illustration of how and why a desired change is expected to happen in a particular context. It is focused in particular on mapping out or “filling in” what has been described as the “missing middle” between what a program or change initiative does (its activities or interventions) and how these lead to desired goals being achieved.” We are committed to and believe that Theories of Change (and evaluation strategies) are developed with equity centered in relationships, process, and results of the work. Read our blog post: Applying a Tried and True Methodology to a New Context and check out one of our favorite resources called Shifting the Paradigm: The Equitable Evaluation Initiative Framework.

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Dimi the Wonderdog

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All photos are by Alison Gold, unless noted otherwise. Content on this website is licensed under a Creative Commons Attribution-NonCommercial 4.0 License. For permissions, visit https://www.optimisticanthro.com/contact-us.

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Subscribe to Optimistic Anthropology Newsletter

Sign up for a periodic field report from Optimistic Anthropology—featuring fresh blog posts, events worth your time, new additions to our resource collection, updates on what we're up to, and an occasional photo of our office mascot, Dimi the wonderdog!

Dimi the Wonderdog

Shaping knowledge, process, and culture for a more positive future.

Let's Meet

All photos are by Alison Gold, unless noted otherwise. Content on this website is licensed under a Creative Commons Attribution-NonCommercial 4.0 License. For permissions, visit https://www.optimisticanthro.com/contact-us.

Made by

Subscribe to Optimistic Anthropology Newsletter

Sign up for a periodic field report from Optimistic Anthropology—featuring fresh blog posts, events worth your time, new additions to our resource collection, updates on what we're up to, and an occasional photo of our office mascot, Dimi the wonderdog!

Dimi the Wonderdog

Shaping knowledge, process, and culture for a more positive future.

Let's Meet

All photos are by Alison Gold, unless noted otherwise. Content on this website is licensed under a Creative Commons Attribution-NonCommercial 4.0 License. For permissions, visit https://www.optimisticanthro.com/contact-us.

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