Every
problem is part of a system – by
being part of that system, you automatically take
part in the problem.
On this page:
A business, irrespective
of its assets, processes and technologies, primarily
consists of people working as a team. The effect
of one person’s
reality has a consequence for every other person
in that team.
| Accountability
or responsibility? |
|
Business is currently going through a period of
trying to nail accountability to individuals, often
in the guise of empowerment. This has come about
as a response to a perceived growing lack of responsible
action to operational issues. Management teams
often use accountability to instigate responsibility,
however making someone accountable for
the success of a project invites blaming and
projecting one’s frustrations onto scapegoats.
Subordinate employees often see themselves as victims
of circumstance.
Internal or external conflicts in business hurt
everybody involved in the conflict and generally
everybody is losing in some way. As systemic
organisational consultants we encourage
you to integrate contradictory positions
and extremes. We invite you to look at
business conflicts, and any other conflict for
that matter, from a different perspective:
It takes two to tango
Diversity is the “spice” of life
If in a conflict situation each party is convinced
that their own perspective on the problem is the
right one and the others are wrong, they loose
respect from each other. This produces a detached
and defensive atmosphere, hindering sincere reflection
and honest inquiry.
In spite of that we all long to live our
lives with meaning and dignity.
Taken from the assumption that all perspectives
are part of an underlying whole, this position
invites you to:
Assume responsibility for your
own situation
Listen to the other party
Think together
We believe that only this approach
can bring true wins – something new that evolved out of the contributions
from all parties – a win-win situation.
Enterprises primarily consist of people and groups,
be they teams, departments or subsidiaries, each
involving emotional relationships which can either
be positive and support your business, or negative
and disintegrate into conflict.
An organisation can be compared with an organism,
such as the human body, where each organ has its
part to play for the good of the whole. Even a
seemingly minor part, such as a toe, plays its
influential role. Just ask a person who has had
a broken toe or lost it in an accident about the
effect of a missing toe. It effects their balance.
Likewise, every single person in an organisational
system has a role and has to be content with his
or her work and position for the enterprise to
be able to be in balance and grow.
Your staff members have to be clear on the purpose
of your enterprise or project, and their
own purpose within it, to be able to support progress.
They need to be able to do their work with love,
to understand their task as a service to the whole,
for the wellbeing of everybody.
To achieve this is not spectacularly difficult,
it is simply working with people.
This approach contradicts today’s short term
thinking driven by quarterly profit expectations.
In the long term, the company can be a
fun and satisfying place to work, where:
Earnings improve
Market value increases
Staff attraction and retention reflect your employer
of choice status
| The
systemic approach to conflict resolution |
|
To find the true scope of the
service an employee, a team or a department is
giving to an organisation is not easy. The application
of systemic principles can address this and help
to reveal hidden dynamics. Systemic
constellation tools, and in particular systemic
organisational constellations can be used to:
Find potential conflicts - instead of letting them
fester in the dark
Introduce transparency into behavioural patterns
Observe relationships between team members and
to the company as a whole
Discern, and possibly influence, informal structures
of the enterprise
Make the resolving of conflict reasonable and doable
Create environments that enable new ideas
As a starting point to communication and cooperation, systemic
organisational constellations take little time
and can be done by one person only, preferably
holding the highest position in the hierarchy.
We also use other group processes, such as dialogue,
to work with the whole team.
Systemic conflict resolution is about optimising the communication
processes within and between organisations.
| Consulting
the consultant |
|
Systemic organisational constellations can
also be very helpful for organisational
consultants, who are often employed in
times of conflict. They can:
Show dynamics of the client system
Put into view subliminal feelings of fear, competition
or resistance
Give you an idea about the whereabouts of resources
of the organisation, who is loyal to the enterprise,
who is exploiting the system etc.
Besides using systemic organisational constellations
as a diagnostic tool, it offers the possibility
to expand on rational thinking to incorporate systemic
intelligence.
| Don’t
let conflicts get the better of your company! |
|
We are systemic organisational consultants that
can help you resolve internal as well as external
conflicts. We use:
Systemic
organisational constellation work
to find weak links, raise understanding and promote
a movement towards resolution
Team
facilitation to promote thinking
together
Systemic coaching for
vulnerable members of staff
For a description of the services we offer as in-house
assignments, please refer to tools
and techniques.
In heavy and far reaching conflicts personal and
family issues can arise for you or some of your
staff members.
We offer personal transformation programs
and systemic family constellation workshops
outside the structure of your company
For the public workshops we offer please refer
to our schedule
Contact us for more information or to book an initial conversation without
obligation.
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