Change & Process Facilitation

“How wonderful that we have met with a paradox. Now we have some hope of making progress.” – Niels Bohr

Change is a process, the outcome is emergent.

As change and emergent behaviors occur as a complex and dynamic process, we don’t come with a ready made plan, but with a deep understanding of the processes involved. We assist leaders and decision-makers in the organization to broaden their understanding of their situation – and to help them identify and resolve significant impediments that confront them. Uncertainty arises as opportunities. People resist change for a multitude of reasons, some of which are technical, most of which are adaptive and hidden from logic and technical understanding.

Our team is is exceptionally skilled in working with people and teams to figure out what is actually happening. We facilitate processes that lead to more awareness, more self-organization, genuine participative collaboration, innovation, less artificial complexity; and organizational change.

We work with complementary approaches.

  1. We work in and with complex adaptive systems, with processes and governance structures that release artificially built up complexity in organizations.
  2. We work with the people in organization-wide to tease out what is actually happening for them and probe for the actual, mostly unrecognized and untapped potential for culture change, growth, and emergence.

Releasing Complexity  

We help organizations deflate artificially increased complexity that has built up. This occurs when you operate in complex adaptive systems but apply rigid constraints and assumptions that are linear or causal. Complex adaptive factors (people, emergent processes) are hitting inflexible structures (rules, hierarchies, cultures). We untangle the power dynamics, path dependencies, constraints, and commonly held views about workplace challenges through rigorous processes and organic governance structures. Releasing this built up complexity enormously increases impact, leadership efficiency, fosters open participation and team intelligence, and introduces different strategic conversations around managing organizations successfully despite of VUCA factors.Our most favorite approach and tool to work with this is Bonnitta Roy’s OPO (Open Participatory Organization) and App Associates Intl.


Complex Adaptive Challenges and Sense Making  

We understand how complex adaptive systems behave. And while we help leaders become “VUCA fit” with personal leadership development, we are committed to a ‘realist position’ where we work also with whole systems and culture change outside of the developmental agenda. We do that working with people, not on them, with the system, not on it.  We manage the intelligence potential of the present rather trying to constantly achieve an idealized future state that makes us miss signals and opportunitiesCynefin new on the way there. We tap into the distributed intelligence of the workplace – people aren’t stupid, most of the time they know what is going on, what is going wrong and how things could be improved. We provide means to tap into that knowledge and get real time, unbiased, relevant and ongoing data about what is actually happening at work. Scanning the data for weak signals, trends, emergent behavior or detractors, we simply nudge the system into a generative direction. We help creating locally contextualized solutions and architectures for sustainable change and beneficial emergence. To do that, we work with Dave Snowden’s Cynefin Framework and the Sensemaker® Tools by Cognitive Edge.

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