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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
Organisations
are complex. Change sometimes happens in
ways that
surprise us. Rich networks of relationships are the life blood of
organisations and how communication happens
between the various parts
is often a key part of the change process.
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
“… in organizations, relationships and
daily work get disturbed by conflicts and surprising events. A natural
tendency is to try to eliminate the disturbance. Process Work methods
involve accurately exploring both our plans, and those elements of our
experience that rub up against our plans, disturb or surprise us. The
interaction of all parts and dimensions of experience, yield new ideas
and directions forward - and a feeling of being involved with your life
and others.”
Jean Claude Audergon
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