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Climate change is upon us, and the soft landing window has almost certainly closed given the current pace of response. But climate change is only one of the huge issues facing humanity – indeed, the planetary boundaries model (Rockström et al., 2009; Steffen et al., 2015) ranks biodiversity loss and biochemical flows even further along the path of irreversible planet-threatening change. In the face of powerful inertia, how can we at least shape the hard landing that seems inevitable, where civilization as we know it will likely collapse to support the rising of much better ones? The SDG Transformations Forum supports development of powerful T-systems as a purposeful transformation strategy with this goal. To do so, the Forum has developed a strategy drawing from leading knowledge about how transformation happens, and creating systems change communities that are applying and advancing the strategy in the experimental, adaptive manner focused on deep learning and radical action.

This uses a framework of systemic change to understand the contextual factors including stakeholder, social, political, cultural and economic, which contribute to the social and environmental narratives of a conservation organisation that has and continues to undergo transformation.

The social and environmental disclosure annual report narratives for a 27-year period were coded to a framework of systemic change.

The end of apartheid in 1994 meant that South African society required transformation. This transformation impacts and drives the social and environmental accounting disclosures made by SANParks. The social and environmental disclosures coded against a framework of systemic change, fluctuated over the period of the study as the format of the annual reports changed. The systems view was the most frequently disclosed category. The political ecology subcategory which details the power relationships showed the most disclosures. However, 25 years after the end of apartheid, the transformation process remains incomplete. Although the evidence in the paper does not support Joseph and Reigelut (2010) contention that the framework of systemic change is an iterative process, it nevertheless provides a useful vehicle for analysing the rich annual report narratives of an organisation that has undergone and continues to undergo transformation.

This paper makes two primary contributions. First, to the limited developing country social and environmental accounting literature. Second, the development, refinement and application of a framework of systemic change to social and environmental disclosures.

The emergence of strengths-based management may be the management innovation of our time. Nearly every organization has been introduced to its precepts – for example, the insight that a person or organization will excel only by amplifying strengths, never by simply fixing weaknesses. But in spite of impressive returns, organizations and managers have almost all stopped short of the breakthroughs that are possible. With micro tools largely in place, the future of strengths management is moving increasingly to the macro-management level, as witnessed in the rapid and far-reaching use of large group methods such as the Appreciative Inquiry Summit and its next generation design-thinking summit. Macro means whole and, by definition, unites many improbable opposites – for example, it embraces top down and bottom up simultaneously. It is a prime time source of organizational generativity. But the rules of macro-management are different than any other kind, most certainly micro-management. A decade of research and successful prototyping with single organizations, regions and cities, extended enterprises, industries, and UN-level world summits reveals five “X” factors – a specific set of mutually reinforcing elements of success and organizational generativity – and provides a clear set of guidelines for when and how you can deploy the “whole system in the room” design summit to bring out the best in system collaboration. By analyzing the performance and impacts of six case studies of the “whole system in the room” Appreciative Inquiry design summit, this chapter provides a bird’s eye view of the opportunities, challenges, and exciting new vistas opening up in this the collaborative age – a time when systemic action and macro-management skill are the primary leverage points for game-changing innovation, scalable solutions, and generative organizing. The chapter concludes with a call for more research into the stages of large group dynamics and advances a metaphor from the leadership literature – the spark, the flame, and the torch – to give imagery to the “positive contagion” and “the concentration effect of strengths” that happens during an Appreciative Inquiry Summit where 100s and sometimes 1000s come together interactively and collaboratively to design the future.

The purpose of this paper is to provide a commentary and recommendations on systemic approaches to designing and implementing change in organisations.

The paper is a viewpoint on successful change management techniques using action research based on experience in the use of systemic thinking and systems practices.

The use of a systems approach to change using relevant systems practices enables more successful change outcomes.

Change management practitioners should utilise systemic approaches to enable more successful change implementation.

The paper provides valuable advice for practitioners and researchers in change management through the author’s unique experience in systemic change processes.

The purpose of this paper is to identify factors that influence the diffusion of a systemic innovation in the Swedish construction sector. The focus is on high-rise multi-storey timber housing; the development of which was enabled by a change in building regulations. This allowed building higher than two stories in timber.

A longitudinal case study was used with multiple data collection methods to study the development and diffusion of a multi-storey timber house system by a case study organisation.

The findings contribute to understanding for a number of interacting factors influencing the diffusion of a systemic innovation related to the case study organisation.

The research provides a holistic view of interacting factors influencing the diffusion of a systemic innovation. The results have value to the Swedish construction sector and to the global community of construction researchers, as it provides empirical findings that further increase the understanding for diffusion of systemic innovations in a specific context.

Three problematic issues followed by paradigm changes over the recent history of human intellectual endeavour are identified as 1. mysticism/superstition to – conventional science (of physics), 2. predominant use of qualitative/quantitative properties for analysis and design to – structural or systemic properties, and 3. current speculative/fragmented, multiple approaches to the “systemic view” to – a firmer knowledge-based approach reflecting the empirical and universal nature of this view. This paper aims to consider the problematic issues, to conclude that conventional science is inadequate to cope with the 2nd paradigm change and to introduce a “new science of systems” which can integrate conventional science and alleviate the 3rd problematic issue by suggesting three principles implemented by linguistic modelling as operational model.

The highly successful methodology of conventional science is followed with systemic content by suggesting three general principles of systems, namely, principle of existence (pervasiveness of structural description), principle of complexity (aggregates for emergence of outcomes) and principle of change (change by purpose or chance), and linguistic modelling of static and dynamic scenarios based on natural language as operational model. This language is processed to “elementary constituents”, of which complex structures can be constructed. These constituents are converted into reasoning schemes consisting of “ordered pairs” and “predicate logic statements” in static and dynamic states.

Stories of problematic scenarios are converted into the universal scheme of “management/producers” – “products” – “users/consumers” by constructing linguistic networks of products and semantic diagrams of organizations/user/consumers for investigating the emergence of outcomes in analysis and for designing prototypes. Problematic issues of individual objects in a scenario are resolved by methods of conventional science, which is thus integrated with systems science to form the “scientific enterprise”.

Once the new approach is debated, further developments in the mathematics of ordered pairs, predicate logic and uncertainties are needed. The linguistic basis is to be further investigated. Connection with AI and “logical atomism of Bertrand Russell” is to be explored.

Further applications to large-scale scenarios by practitioners using the “universal scheme” and development of software are needed.

The approach is rooted in accepted branches of knowledge, is highly teachable and should lead to be used by professionals and others once debated and accepted.

The purpose of this paper is to investigate the nature of the Directed Evolution methodology, illustrate its usefulness in creating systemic change, and how it can be implemented in face of strong resistance to change. The paper aims to demonstrate how comprehensive product/program systems redesign for higher organizational effectiveness can be realized through a well‐defined Directed Evolution implementation.

A novel model and process for Directed Evolution implementation to facilitate systemic change in organizations and in communities are described. After successful implementation in several types of organizational units, the model was examined for congruence with well‐known frameworks in change management.

The paper finds that the model has congruence with several systemic change management frameworks. It complements systems thinking by harnessing organizational knowledge through creative involvement of organizational members, employing five‐phase execution to sustain organizational members’ motivation throughout the program; and realizing comprehensive patent and intellectual property redesign while improving program and product functionality.

The study show‐cases system thinking and new innovation tools and techniques as an excellent systemic change intervention.

The purpose of this paper is to develop a contingency framework that allows researchers to classify and study management accounting innovation within the context of the literature on the sociology of diffusion and adoption.

The process of innovation in organizations involves two stages: the stages of diffusion and adoption along two dimensions of extent: technical and administrative, and scope: autonomous and systemic. A combination of these two dimensions yields four types of accounting innovations: mechanistic, organic, organizational development, and organizational transformation. Management accounting innovations has been studied using these four innovation typologies.

The paper suggests that management accounting researchers pay particular attention to an organization's approach to diffusion and adoption strategies of innovation, particularly, the extent and scope dimensions when designing and implementing process innovation programs.

The innovation contingency framework developed in this paper facilitates the analysis of two important research questions. First, why have some innovations been readily accepted while other, apparently similar proposed innovations have not? Second, why has a particular innovation succeeded in some firms and failed in others?

The subject of accounting innovations and change are important to managers. Accounting innovations as administrative and technical innovations are intertwined in performance evaluation as well as compensation systems. Accordingly, they are resisted.

The paper's contribution is in the advancement of sociological theories in behavioral managerial accounting. The paper develops a process innovation framework that integrates organizational sociological research in process innovations, particularly in diffusion research.