Radio Interview — Creating Vibrant Organizations to Drive Performance Through Ecosynomics

Past-cast Series — Seeing relevance in earlier publications

ISC President Jim Ritchie-Dunham, ISC Contributing Fellow Christoph Hinske, and World GBC senior advisor James Drinkwater were interviewed on the radio today about how to drive performance through vibrant agreements by Maureen Metcalf. You can access the 1-hour interview from Maureen’s Internet-radio talk show “Innovative Leaders Driving Thriving Organizations” at (

Guest post — Agreements Mapping of High Vibrancy Zapatista Communities

Guest post by Annabel Membrillo Jimenez, Vibrancy Mexico Lead Steward

Zapatista mural

Annabel set off on a journey this past spring to observe indigenous Zapatista communities, asking: What are the characteristics that allow the Zapatistas to move at a steady pace towards the third circle of vibrancy, despite the ongoing repression they receive from a part of their environment? What are the agreements that make them unique?

Annabel shares what she observed in the Zapatistas agreements in a white paper you can download here in English (aquí en español).


Free for 1 day — Celebrating 8th Birthday of Ecosynomics

BannerToday, June 8, 2015, marks 8 years since the naming of Ecosynomics: the emerging science of abundance!

For all of today, to celebrate, you can listen, read, and watch Ecosynomics: The Science of Abundance — we gift you the audiobook, ebook, and ecourse all for free.

Click here ( to order it, today only.

Free for 1 day — on June 8 2015 — Ecosynomics ebook, audiobook, and ecourse

BannerJune 8, 2015 marks 8 years since the naming of Ecosynomics: the emerging science of abundance!

To celebrate, we will offer the Ecosynomics ebook, audiobook, and ecourse all for FREE for 1 day — Monday, June 8, 2015.

Biting Back at Dengue — Another Way to Break the Cycle

In an earlier post, I looked at how Dengue is still here, and what our earlier work on dengue epidemiology might still contribute.  Researchers in Australia have developed a new way to intervene in the re-enforcing cycle of mosquitoes getting infected with dengue and spreading it by biting other people.  They inject a common natural bacterium called Wolbachia into the mosquito population, and this bacterium keeps the mosquitoes from spreading dengue.  You can see a cool 3-minute video of how this works.

From our systems-modeling perspective of the dengue epidemiology, work we did at the Mexican Secretariat of Health in 1995, this Wolbachia intervention breaks the link between the “Contagious Mosquito” biting the “Susceptible Person.”  This stops the “Epidemic Spread” feedback loop, without having to deal with the other “Vector Control Intervention Loops.” For details of how to read the following systems map of the dengue epidemiology, click here.

Dengue Systems Map

Agreements Health Check Survey — Results and Findings — as of May 11, 2015

by Sheri Chaney Jones, Vibrancy steward, President of Measurement Resources, author of Impact & Excellence (Jossey-Bass 2014) and Jim Ritchie-Dunham


Over 2,700 responses to the Relational Abundance Survey suggest that where people experience high vibrancy, they also tend to find highly effective groups and collaborative leadership. The data also show that where people describe an experience of high vibrancy, they describe a high level of vibrancy experienced in all five primary relationships – to the self, other, group, nature (creative process), and spirit (creative source).

Technical Summary

Vibrancy’s steward for statistical analysis and experimental design, Sheri Chaney Jones, analyzed 2,773 responses to the Relational Abundance survey. Her analysis shows that:

  • Significant correlations were found between all facets of relational abundance, group effectiveness, and leader quality. These findings suggest that it is important to focus on all five aspects of relational abundance (self, other, group, nature, spirit) and not one single aspect alone. None of the correlations exceed .8, suggesting that multicollinearity is not a problem in these analyses.
  • The five aspects of relational abundance explain 42% of the variation in group effectiveness ratings, meaning that relational abundance alone drives a significant portion of group effectiveness.
  • In addition to the facets of relational abundance, leadership quality is also found to be a predictor of group effectiveness. When leadership quality is added into a regression model with relationship to self, group, and spirit (creative source), they explain 55% of the variance of group effectiveness.


Surveys were collected from 615 group members in over 18 countries representing a variety of groups. This dataset does not include data from a global network that adds 74 countries to the database. The sample was comprised of 46% males and 54% females. The majority of participants had some level of post-secondary education and were thinking about a group related to their employment. Most participants were regular participating members. Table 1 displays the characteristics of the survey respondents.

Table 1. Survey Participants Characteristics
Gender Role with Organization
Male 32% Leader or primary organizer 19%
Female 27% Regular participating member 36%
Missing 41% Occasional participating member 7%
Uncategorized/unknown 38%
Highest Education Level Group Type
Primary school .3% Work group where paid 38%
Some high school .8% Church group 1%
High school graduate 2% Community, civic group 7%
Some college 6% Sports team .7%
College graduate 33% Family 4%
Advanced degree 27% Other 9%
Missing/Unclassified 32% Missing 40%
Group Size Years Group Existed
Less than 10 24% Less than 1 7%
10 to 50 39% 1-3 15%
51 to 100 10% 4-7 12%
101 to 1000 10% More than 7 44%
Over 1000 5% Missing 22%
Missing 11%
Years Involved
Less than 1 16% 4-7 17%
1-3 28% More than 7 27%
Missing 14%

Five Facets of Relational Abundance

Group members who participated in this survey responded to five different facets of relational abundance: group experiences related to the self, experiences with other individuals in the group, experiences of the whole group, the process of innovation in the group, and the source of creativity in the group. Group members rated the extent to which they agreed with statements on a scale from 1 to 5, with 5 indicating favorable agreement with positive statements about the group. Results of data analyzed show that all measured facets of relational abundance were positive, with the means of all scores above the mid-point response of 3.0 (see Table 2). Although the majority of participants indicated experiencing favorable levels of all facets of relational abundance, Figure 1 shows that there were survey participants who experienced neutral and unfavorable levels. Responses to source of creativity received the lowest means score compared to the other responses.

Table 2. Relational Abundance Descriptive Statistics
N Min Max Mean Std. Dev.
Self 2773 1.00 5.00 3.96 0.91
Other 2767 1.00 5.00 3.91 0.79
Group 2763 1.00 5.00 3.98 0.82
Creative Process 581 1.00 5.00 3.91 1.01
Creative Source 2687 1.00 5.00 3.52 0.93

Fig 1 050115a

Relational Abundance and Sample Characteristics

Overall, the trends in the facets of relational abundance were consistent across survey demographics and differences in levels of relational abundance were not found between groups. Three exceptions were found in the analysis. First, education level was positively correlated with self, other and group facets of relational abundance. Participants with higher educational levels reported more favorable ratings of these facets compared to those with lower levels of education. This could be the result of many things, such as more choice in work environments or the groups they chose to describe.

In addition, a significant negative relationship was found between all relational abundance facets and group size. The smaller the group, the more likely participants were to rate higher levels of vibrancy experienced. Additionally, the length of time the group has been established is also negatively correlated to all relational abundance facets. The more time a group has been in existence, the less favorable ratings of relational abundance were reported. Although these differences exist, the average overall ratings for both large groups and greater longevity are still favorable.

Leadership Quality

In addition to relational abundance, participants were asked about their leadership structure and their perception of leadership quality in the group. Nearly half of the participants (49%) reported that they have a designated leader of their group, another 40% reported that leadership is shared, 6% indicated leadership rotates and another 5% indicated there is some other type of leadership model.

Similar to relational abundance, on average, participants rated their leadership quality and group well-being favorably. These constructs were assessed using a 5-point Likert scale where 1 = almost never true and 5 = almost always true. In addition to these questions, participants were asked to give an overall rating of the quality of leadership where 1=extremely poor and 5=exceptional. Table 3 highlights the ratings for group well-being, leadership quality, and overall leadership ratings. Figure 2 displays the variance of these three constructs.

Table 3. Leadership Quality Descriptive Statistics
N Min Max Mean Std. Dev.
Group Wellbeing 2789 1.00 5.00 3.98 0.75
Leadership Quality 2878 1.00 5.00 3.81 0.99
Overall Leadership Rating 2901 1.00 5.00 3.69 0.95

Fig 2 050115a

Group Effectiveness

Results of the overall group effectiveness measure show that respondents have favorable attitudes toward their group’s effectiveness. 66% of respondents rated their group as either “Excellent” or “Above Average” at meeting its purpose, with only 7% characterizing their group’s performance as “Extremely Poor” or “Below Average.” The average group effectiveness rating was 3.79 with a 0.87 standard deviation. Figure 3 highlights this relationship.

Fig 3 050115a

Relational Abundance and Group Effectiveness

Significant correlations were found between all facets of relational abundance, group effectiveness, and leader quality. These findings suggest that it is important to focus on all aspects of relational abundance and not one single facet. All correlations are displayed in Table 4. None of the correlations exceed .8, suggesting that multicollinearity is not a problem in these analyses.


Table 4: Correlations
Group Well-Being Leader Quality Overall Leader Rating Self Other Group Nature (Creative Process) Spirit (Creative Source) Group Effectiveness
Leader Quality Pearson Correlation .517 1
Sig. (2-tailed) .000
N 2747 2878
Overall Leader Rating Pearson Correlation .448 .721 1
Sig. (2-tailed) .000 .000
N 2766 2864 2901
Self Pearson Correlation .445 .705 .565 1
Sig. (2-tailed) .000 .000 .000
N 2637 2741 2763 2773
Other Pearson Correlation .447 .724 .514 .719 1
Sig. (2-tailed) .000 .000 .000 .000
N 2632 2735 2757 2763 2767
Group Pearson Correlation .490 .741 .595 .750 .750 1
Sig. (2-tailed) .000 .000 .000 .000 .000
N 2628 2730 2753 2759 2758 2763
Nature (Creative Process) Pearson Correlation .421 .670 .528 .688 .667 .726 1
Sig. (2-tailed) .000 .000 .000 .000 .000 .000
N 2489 2583 2603 2599 2596 2596 2603
Spirit (Creative Source) Pearson Correlation .349 .660 .516 .622 .629 .652 .701 1
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 2565 2662 2685 2683 2682 2680 2556 2687
Group Effectiveness Pearson Correlation .445 .593 .679 .545 .497 .606 .535 .540 1
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000 .000
N 1781 1760 1781 1773 1772 1771 1764 1754 1781

Predictors of Group Effectiveness

The five facets of relational abundance do not all have the same power to influence group effectiveness. Results of a regression analysis show that three of the five facets – relationship to the group, the creative source, and relationship to the self – were significant predictors of group effectiveness (see Figure 4). Of these three, the group facet was the strongest predictor. Combined, these facets explain 42% of the variation in group effectiveness ratings, meaning that relational abundance alone drives a significant portion of group effectiveness.

Fig 4 050115a

Leadership Quality, Relational Abundance, and Group Effectiveness

In addition to the facets of relational abundance, leadership quality is also found to be a predictor of group effectiveness. When leadership quality is added into a regression model with relationship to the group, creative source, and relationship to the self, they explain 53% of the variance of group effectiveness (see Figure 5). Regression results reveal that leadership quality neither moderates nor mediates the relationship between relational abundance facets and group effectiveness. When leadership quality is added to the equation, relationship to self no longer contributes significant variance beyond what the other facets explain, suggesting that leadership quality may partially mediate the relationship to self.

Fig 5 050115a

Win a Free Audiobook of Ecosynomics

Audiobook_Icon_largeWin a FREE copy of the Ecosynomics audiobook!

Describe 3 groups that you know, using the Relational Abundance survey, and we will send you a free audiobook of Ecosynomics: The Science of Abundance.  Normally it is a US$24.94 value at

What you do

All you have to do is take the Relational Abundance survey 3 times ( in any one of ten languages available.  Your responses will be held confidential!

Take the survey three (3) times, describing your experience of:

  • First, the most energy-enhancing (highest vibrancy) group you know
  • Second, a group you are in at work or school
  • Third, your family or a group of friends

Once you have completed the survey, email me at info (at) or through my Contact page, letting me know you have described three groups.  I will then send you the discount code for getting your free copy of the Ecosynomics audiobook at the Vibrancy store.

How this contributes to our research

By sharing your confidential experiences, you are contributing to our research at the Institute for Strategic Clarity on the experience people have in groups, and how this experience is influenced by the underlying agreements in the group.  We will never share your specific responses with anyone.  It is confidential.  So far this research includes over 2,400 responses from 92 countries.  You can learn more about our initial findings here.

Dive Deeper into Ecosynomics — In-person Workshops in 2015

Deepen your work with Ecosynomics, the emerging science of abundance, in 2015, through in-person workshops.

Experience.  You will (1) meet others working around the globe with the abundance-based principles of Ecosynomics, (2) develop your capacity to work with abundance-based tools on a daily basis, and (3) engage in dialog with founders of the field of Ecosynomics.

Available workshops and dates.  To see the available workshops and to sign up now, click here.

Certification.  These workshops lead toward certification as an Ecosynomist, from Level 1 to Level 4.  Click here to learn more about the 4 levels of certification.

Free gifts.  When you sign up for an in-person workshop, you also receive, right now:

  1. a subscription to the overview e-course in Ecosynomics (a $94.99 value), full of readings, how-to videos, and audio interviews
  2. a signed, printed copy of the book Ecosynomics: The Science of Abundance (a $25 value)

Questions.  If you have any questions about the workshops or certifications, or you would like to host a workshop where you live, contact

Become a Monthly Supporter of Abundance-based Agreements Across the Globe

To support the spreading of abundance-based agreements to everyone everywhere, please make a recurring, tax-deductible donation of US$9.00 per month, or another amount, to our work at the non-profit Institute for Strategic Clarity ( by clicking the “Donate” button below.

Donate Button with Credit Cards

This gift supports (1) the abundance-based framing of Ecosynomics, (2) the energy-enhancing experience of harmonic vibrancy, and (3) knowing that millions of other people are also developing abundance-based practices around the world.

For more information about Ecosynomics and the work of the Institute for Strategic Clarity, click on the following links to visit:


Guest post — Success Is A Choice!

Guest post by Sheri Chaney Jones, President and Founder, Measurement Resources

Our new colleague Sheri Chaney Jones has posted a blog and a 19:42-minute interview with Jim Ritchie-Dunham about Ecosynomics.  Read the blogpost and listen to the interview where Sheri links the Ecosynomics framework to leadership success, by clicking here.