Organizational change seems to be top of mind for most leaders. It makes sense, because no matter what you do, you are always in the middle of change. It is the one true constant in this world. Everything is transforming all at once and the behavioral nature of change is no different in organizations. So if change is the nature of life and we know it to be ubiquitous, why do we have so much trouble with it in organizations?
For one, organizations are a human design form. In case you haven't noticed, we humans have issues with the design of many things, from government and organizations to strategy and even the path of our own lives. One reason is our resistance to change. Another is our mistaken belief that the universe needs our help to organize things. And possibly, we're just not that good at organizing. Margaret Wheatley describes an alternative way of looking at organizations and change.
"There is a simpler way to organize human endeavor. It requires a new way of being in the world. It requires being in the world without fear. Being in the world with play and creativity. Seeking after what's possible. Being willing to learn and to be surprised. This simpler way to organize human endeavor requires a belief that the world is inherently orderly. The world seeks organization. It does not need humans to organize it" (Wheatley, 1996, p. 5). In her seminal book, A Simpler Way, Wheatley points out that life self organizes. Life is an expert at self organizing. Life self organizes around us without any strategic planning offsites. The point is that we over plan and over think a lot of things, and we fail to notice the nature of things. Every aspect of the organization is changing constantly. Yet we design inflexible structures within our organizations. Resistance to change is futile, for sure. Embracing change is wise. But how we embrace change and how we design change matters.
Thankfully we live in a time when there are many great ways to do this. One of the best ways to understand and guide change is systems thinking. This way of looking at organizations has been around for a long time, but it was Peter Senge who brought it to the mainstream with his book, The Fifth Discipline. Frankly, it is not necessary for our clients to understand change or culture or systems thinking as we do. That's why we exist, to bring those insights and capabilities to your organization and your initiatives. Along the way of working together, you will surely learn from what we know, and we will learn from you. Many organizations today are overwhelmed with change initiatives. They struggle with balancing the resources for so many initiatives and keeping them on track. At Mindshift Consulting we come to you with a deep understanding of change and organizations. After working with us on a change initiative, you will see both change and organizations differently, as well as your role with change. This is our expertise. Let us help you with your next change initiative.
Hans Kuendig, PhD, Principal & Founder
An organization is a reflection of the values and beliefs of its leadership and members. The degree of congruency between the values and beliefs of an organization's leaders and its members correlates with the power of an organization’s culture. When they are aligned, change is a lot easier. At Mindshift, our work with leaders involves individual development, restoring perspective and renewing energy, creating strategies for change, designing vibrant cultures and shared futures, and examining underlying beliefs and assumptions. We offer team-based leadership experiences and individual coaching. Our process helps leaders develop cultural awareness, skills in human relations and communications, and strategic insights.
Hans Kuendig, Founder, Ph.D.
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