Organisational Change and Consultancy

It is difficult to hold an awareness of your organisation as a whole and also retain a focus on the unique individuals, relationships and groups from which the organisation is created. We find it helps to use an idea developed in process work to differentiate between three dimensions, which we can think of as parallel worlds.

The first two dimensions are measurable and non-measurable aspects of groups and organisations.

•  Dimension One - The measurable level creates a consensus reality, which has, for example, aspects such as organisational facts, but also organisational structures, strategic goals, best practices to meet them, and so on

•  Dimension two - The non-measurable aspects consist of creative tensions and inclinations, such as excitement, jealousy, power struggles, dreams and fantasies etc....

•  Dimension three is a perspective that includes an awareness of the organisation's essence, of a sense of connectedness between everyone and everything, a non-dualistic common ground in which disturbing polarities or differences no longer exist

Our work focuses on awareness and strategy work with management teams; change management, re-modelling organisations, managing conflict and exploring power in relationships.

We use various methods to increase awareness of the systems, processes and patterns within the organisation.

Why might you need help?

Usually we are asked to become involved when organisations are embarking on a journey of change. At such times it can be useful to have external people around to help separate the wood from the trees, point out some common obstacles or help act as bringers of awareness about the change process.

We know that change can be scary, frustrating, and most of all uncertain and that the majority of organisations have the creative capacity to make positive changes happen. In particular we have expertise and experience in working with all levels in the organisation both separately and together in large and small groups on work with vision, leadership, and cultural and structural change processes.

What else helps?

Our experiences suggest that in order to ease any change process all of the following must be present to see some degree and that every organisation has capcity in these areas:

•  A willingness to address Dissatisfaction

• A sense of Vision about how things could be different

•  Knowledge of some of the Practical Steps required to build momentum

•  A sense of the Organisational Structure and Patterns that are involved

•  The capacity for Leadership and

•  The Willingness to expand Awareness