The Organisational Gardener

“Working with source is a way of seeing, behaving, interpreting events and meaning-making rather than a linear process or a scientific theory, but, whether you’re developing a new initiative from scratch or intervening in an endeavour that’s been running for some time, it can help to have an idea of how working with source might look as a set of steps. As we internalise these steps they begin to feel fluid; a level-up in our ability to work creatively, not like simply following a recipe.” Tom Nixon, Work with Source.

Step 1: Begin with yourself as a source

Before focusing on others, you must first get grounded in yourself. This is the inner journey of becoming self-aware, clarifying your personal vision, and understanding your biases.

Coach’s Note: Ensure your own ‘Source energy’ is not too dispersed. Only engage with clients and initiatives that align with what you are sourcing in the world. Remember: overwork is a disease of the capitalist system.

Step 2: Identify the source of the initiative

The source is the individual who took the first creative risk.  The genesis moment when the idea moved from possibility to initiative (“I have an idea, are you in?”).

Watch Out For: Gravitating toward the most prominent leader (it’s often not them) or a “weak source” that causes power struggles and unclarity. Distinguish between ideas (no clear start/end) and initiatives (clear beginning/end).

Step 3: Step into your role as a source or specific source

Once your position in the creative field is clear, consciously own that role. This is where the actual work of realising the vision happens.

Coaching Intervention: If the source is struggling, look for clarity issues (what’s in vs. what’s out), difficulty working with the tensions of the Source Compass (e.g., balancing top-down with servant leadership), or an inner work/identity issue. Reclaiming a suppressed identity (“I am x and I love it”) is often the root to unlocking the next step.

Step 4: Map the creative field

The creative field map is your primary navigation aid, showing the natural authority cascade from the overall source to specific sources. It is not an official organisation chart.

Top Tip: Keep the client focused on mapping what’s true, not designing what’s ideal. Use doing words for initiative names and ensure there is only one source per initiative.

Step 5: Encourage others to step into their roles as sources

Help everyone recognise their positions and step into them effectively. This means respecting the ‘doers’ and accepting that some people might be content as ’employees’ (helpers) wanting clear expectations, while others are ready to be ‘sub-sources’ (specific sources) with full creative responsibility.

The Key: Look for the moment people are ready to step up, but don’t push it on everyone.

Step 6: Work with source as you organise and scale

Organisation is secondary to the creative initiative and should serve the creative field. A strong source hierarchy (everyone knowing their place and responsibility) is the “best practice,” even when paired with decentralised work methods (like agile or sociocracy).

Balance: A regular rhythm of communication is essential for balancing bottom-up creativity with top-down Source clarity.

Step 7: Manage source transitions

Work with source during major milestones like passing the role of source to a successor, merging initiatives, or closing endeavors altogether.