In the early 1980's, I remember attending a conference where paradigm puns and quips were hot, as "Buddy, can you 'pare a dime?" The word sent many to dictionaries for clarification. "Model" and "pattern" are helpful beginning concepts that define a paradigm.

My understanding and appreciation of paradigms has been greatly enhanced by Joel Barker's book, Future Edge*. I highly recommend this book as a powerful contribution to the business world. Barker defines a paradigm as "a set of rules and regulations (written or unwritten) that does two things: (1) it establishes or defines boundaries; and (2) it tells you how to behave inside the boundaries in order to be successful." A paradigm shift occurs when a change in the mind-set occurs. New paradigms develop when old (or current) paradigms no longer work.

Your Meeting Paradigm

Consider, for a moment, the meeting paradigm in your workplace. What are the assumptions, values, norms, etc. operating in your meetings? If meetings typically start late, include that dynamic in the norms of your meeting paradigm. Meetings have a poor reputation in most settings. "Boring," "deadly," "waste of time," and "unnecessary" are just a few of many common qualifiers often used to describe meetings.

The Old Meeting Paradigm

In the old paradigm, meetings are often used to control information and/or people. Participants compete, leading to an imbalance of power and no true empowerment. Not always, of course, but these are typical dynamics. Many principles and techniques promoted in the field of Organizational Development are intended to assist groups in living in what I call the "New Meeting Paradigm" or some variation on my description.

While new paradigms develop when old (current) ones no longer work, new paradigms do not happen automatically. Someone conceives of a new or better way. All actions emanate from a thought or a series of thoughts. Little incentive exists to shift to a new paradigm unless the old one is perceived to no longer work or create success. Everyone has his or her own view of the effectiveness of a set of conventions and the definition of "success."

In the old meeting paradigm, a boss who controls the group has little incentive to change. For that boss, the old paradigm works. But it does not work for the person whose good ideas are not heard at meetings. When good ideas are ignored, the old paradigm also does not work for the group as a whole. And, therefore, it does not work for the boss, although the boss may need to be educated about that fact.

Straddling two concurrent paradigms effectively is a skill. Here are the primary requirements: Get the job done in the current paradigm, while helping to stretch the group to operate in a new paradigm for enhanced effectiveness and efficiency.

Moving Intentionally into the New Meeting Paradigm

• Identify the attributes of the existing meeting paradigm. That is, list the patterns, methodology, habits, assumptions, values, traditions, rituals, etc. that you observe. This is an exercise that could take you thirty or more hours. However, if you spend only thirty minutes, you will benefit by this first step.
  
  
• Identify the standards (conventions, assumptions, protocol, etc.) that you desire to operate in your New Meeting Paradigm. Again, this can take from thirty minutes to thirty hours. Give yourself permission to be ideal! It is acceptable to envision a new paradigm that you doubt is possible in your present setting. Trust and move to the next step.
  
  
• Develop a statement about your New Meeting Paradigm. Make it simple or elaborate. (Or adopt or modify the one I have included above). Read your statement to yourself each time you prepare for a meeting, at the beginning of each meeting, and after the meeting. Allow it to change your expectations about meetings.
  
  
• Discuss this with others in your group if you really want to live in your New Meeting Paradigm. If it is a secret, it will take longer to manifest.

When individuals
come together in a circle with high intention,
Miracles happen.

We
Collaborate;
Experience abundance and creativity and energy;
Respect one another;
Let every situation be an opportunity for empowerment;
Relate to others honestly and compassionately;
Trust intuitive insights;
Know what is worthy of our attention;
Recognize that we are part of an interconnected whole.

This is the New Meeting Paradigm. Let's meet together in the New Meeting Paradigm.

*Barker, Joel Arthur. Future Edge: Discovering the New Paradigms of Success. New York: William Morrow and Company, Inc., 1992.