The Shifting Psychology of Sustainability

by jmarshallroberts on July 7, 2010

During the recent Sustainable Brands 10 conference in Monterey, California a representative sample of 93 sustainable business leaders were assessed using the Roberts Worldview Assessment (RWA), a new psychometric insights tool for marketers and brand innovators. Group data was aggregated and compared with psychological data from RWA assessments of more ‘mainstream’ audiences, and also with data from past conference attendees.  Findings suggest rather powerful worldview trends operating within the minds of today’s business leaders.    

1. Systemic thinking is on the rise

Compared with years past, SB10 participants displayed a marked jump in systemic thinking, with core values that emphasize practical real-world results over emotions and ideology (66th percentile, nationally).  This trend, if it continues, bodes well for the future of the sustainability movement, as systemic thinking has been shown to be strongly correlated with innovation and collaborative problem solving abilities.   Look for products from creative, systemic brands such Apple and Google to increasingly resonate with the emerging sustainable business leadership (as well as other products and services from brands which capture and embody this same worldview).

2. Intolerance is intolerable

Similar to past years, SB10 participants showed a general distaste for ‘all or nothing’ absolutistic leadership and communication styles—such as those often adopted by FOX News anchor Glenn Beck, former president George W. Bush, and former vice presidential candidate Sarah Palin.  To the systemic worldview of today’s sustainable business leaders, such absolutistic communication styles are often seen viewed as shortsighted and counterproductive, at best.  Unfortunately, if they aren’t careful, sustainability leaders run the risk of becoming absolutistic themselves—further alienating mainstream audiences from their vision.  Either way, if present trends continue, expect further ideological polarity between mainstream ‘red’ state consumers and sustainable brand innovators in the coming months.

 3. Optimism is increasing

Despite the difficult economic and environmental challenges that the sustainability movement has continued to face, data shows a slight jump in social optimism from years past among sustainability enthusiasts.  What is driving this shift?  Although no one clear causal explanation can be given, we believe that this trend is being driven primarily by the increases in systemic thinking among sustainability enthusiasts – giving  ‘cause’ related capitalists a more forward thinking ‘visionary’ perspective as compared to values-driven capitalists of the past.  Good news: this social optimism may become a self-reinforcing feedback loop if the sustainable business community continues to gain valuable ‘proof of concept’ brand case studies with mainstream reach. In other words, if today’s emerging business social entreprenuers can garner some new highly visible success stories in the mainstream world, this growing sense of optimism may become a positive, self-fulfilling prophecy which generates momentum on a much larger scale.  

4.  Authenticity is an obsession

As with the past, present data suggests that sustainability enthusiasts are much more likely than mainstream audiences to filter media and interpersonal communications based upon whether the sender’s intentions are uplifting and authentic. Conversely, mainstream audiences are comparatively more likely to look at pragmatic personal self-interest when filtering messages from their environment.  This distinction can be very practical for brand innovators who hope to maximize marketing ROI through strategic communication design.  Along these lines, we also discovered that a person’s level of cynicism is highly correlated with their tendency to filter communications based upon immediate personal self-interest…The big take home?   Anticipate cynicism in mainstream audiences and design your messages to appeal first to their self directed needs and wants.  For sustainability enthusiasts, expect a deeper level of psychological processing, centered largely on truth, authenticity and beauty.

5. Women are leading the pack

Prior research (and popular mainstream lore) has indicated that the systemic worldview, because it is an analytical and expressive problem solving approach, is most common among men in the population at large.  Steve Jobs, Richard Branson, Barack Obama – the list of successful high-profile systemic male innovators is long and growing by the day.  Perhaps the most interesting finding of our current data is that women, not men, were the systemic thought leaders among the sustainable business leaders we sampled.   Women displayed a significantly higher level of systemic thinking in relation to leadership and communication preferences (70th percentile nationally for women, vs. 56th percentile for men).  Women were also more likely to be socially optimistic and to filter data based upon authenticity than men.  If present trends continue, expect a new generation of highly innovative and effective women business leaders to dramatically shape the face of the sustainability movement in the coming years.   Who knows?  When all is said and done, they may even get proper credit.

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“Sustainability”: Conservative or Liberal? « Sustainability History Project
March 13, 2011 at 5:34 am

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1 Linda December 14, 2010 at 8:11 am

Your TEDx and YouTube material reached for me about the same time as info about SB.510 passing the Senate…
I went from elation to deep fear.
Can you apply this same effort to helping save organic food? Soon?
Who can reach enough people, soon enough, effectively enough?
Can you help?
Thank you.

2 Linda December 14, 2010 at 8:12 am

Your TEDx and YouTube material reached me about the same time as info about SB.510 passing the Senate…
I went from elation to deep fear.
Can you apply this same effort to helping save organic food and farms? Soon?
Who can reach enough people, soon enough, effectively enough?
Can you help?
Thank you.

3 jmarshallroberts December 14, 2010 at 4:59 pm

Hi Linda.
The short answer — yes. But, of course, we’d really need to sit down and think about who the target audiences are, what the main barriers would be to them getting your vision, and how best to target them.
In other words, this information works — but it can take work also.
Did you see this yet: http://www.ignitinginspiration.com ?
Doing what I can to make transfering this level of insight as easy as possible for people such as yourself…people who deeply care.
Feel free to contact me directly if you have any further questions.
Best,
John

4 Varun December 16, 2010 at 4:18 pm

Hi ! Loved your talk @TEDx – I caught myself going “yes, yes – youre right!” unconsciously almost like a sermon ;) But I have some serious questions because I am a believer of empathy as well and I strive towards sustainable “everything” in my daily lifestyle. However 2 concepts, the proselytization of empathy and the expectation of empathy especially in cross-cultural workplaces is something I would like to hear your thoughts on. I work in a pretty diverse environment with people’s opinions on everything from Yoga to Yugoslavia enter work-related conversations on a daily basis. However in an empathetic world – how do you expect empathy? I find that people’s expectation of Empathy in another person and unfulfilment of it lead to a different kind of frustration and unproductivity – would you agree ?
How would one operationalize empathy then? What are the indicators of empathy? An American’s view of Empathy is very different from an Indian’s view and these conflicting definitions eventually negate (in my opinion) the overall effect of empathy. BTW – if you haven’t already: http://www.ted.com/talks/devdutt_pattanaik.html.
I would greatly appreciate a response!

/\ \/

5 jmarshallroberts December 16, 2010 at 5:12 pm

Good points Varun.
Of course empathy cannot be mandated — that would be very, well, unempathetic.
I believe there are 2 keys to making empathy practical

1. Demonstrate/ Model it — instead of trying to fix other people or make them more empathetic, seek to understand why they think and feel the way they do. Demonstrate empathy and this will quite often, over time, inspire others to do the same. Empathic thinking is contagious and transforms cultures. But, in all fairness, this sort of empathic skill and consistency is challenging — it requires a high degree of humility to maintain, so we should all be prepared to screw up (and forgive ourselves) often.

2. Understand the science behind empathy — and use it. We define empathy as the ability to see, feel, and understand the world from the perspective of others. Each of these words implies a specific set of cognitive skills that can be taught and practiced. And the science behind these skills runs deep — drawing from more than 40 years of developmental pscyhology research. To make the process easier, I’ve put together an animated interactive elearning course that trains these skills. It’s a fun way to get good at empathy! Check out this link to sample a free intro course which might answer your questions a little more thoroughly than I was able to do here: http://www.ignitinginspiration.com

Thanks and let me know what you think!

Best,
j

6 Varun December 16, 2010 at 6:29 pm

John: Wonderful to hear! Thank you very much for your prompt response. I want to give you my background a bit – I graduated with a Master’s in Information Science and my thesis was on a specific application of Transactive memory which was rooted in Daniel Wegner’s observations of long relationships in couples.

I like the demonstrating empathy bit but its the time factor that gets me. Lets take a regular argument between 2 managers to get something done. Lets assume 1 manager is aware of empathy and actively uses it in his/her work practices. The other doesnt or atleast isnt aware of its benefits. Now if the non-empathetic manager starts aggressively pushing ideas – how does the empathetic manager effectively succeed in their argument ? and what kind of tactics can be employed “over time” to effectively make the unempathetic manager “get it”.

Apologies for the long winded question – I will definitely check out your course! This definitely ‘ignites’ things on my end of the table ;)

Thanks,

/\ \/

7 jmarshallroberts December 20, 2010 at 5:25 pm

Hi Varun. Good question, with a potentially complicated answer, because the simple fact is that every situation is unique. I would want to know a little bit more about these 2 managers. In particular, I’d want to know WHY (at a deep psychological level) manager #2 is so resistant? From their own point of view, what is it that causes them to be so stubborn and pigheaded?

Based upon that deep empathetic understanding I would craft a communication strategy that unravels resistance and inspires change. But without that deep understanding, crafting such a strategy would be next to impossible.

At the end of the day, I see empathy less as a tool for changing people — and more as a tool for gathering important insights about the people we hope to better communicate with.

Step #1 is always developing a deep empathic understanding of WHY the other person thinks, feels and behaves the way they do.
Step #2 is then to use that information productively.

Does this make sense?

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