For over 2000 years, the rake has been used as structure for organizations. Time has come for a more natural model.
These are exciting times, we live in. Organizations face enormous challenges to re-invent themselves and to discover new organizational models which are able to withstand the dynamics and changes of the 21st century.
Old structures and procedures are not valid anymore and we do not have “ready-to-use” answers yet on what would be valid. It is obvious that the new model should give more equivalence.
The relation between organizations and its employees is changing drastically, and thereby the role of the leaders. People do not want to be bossed around anymore. This gives tension and insecurity, but at the same time a lot of challenges.
There is an enormous motion in the field of organizational restructuring as well. Why do so many restructuring programmes fail? Why are the results of those programmes so marginal, or is the old order being repaired as soon as the dust is settled?
Many methods and techniques have been developed to initiate the necessary organizational change processes. Sometimes successfully, sometimes not. What makes that we succeed here and fail there? What is the reason that one process is initiated fluently and other processes face a chain of struggle and battle? Or that something started to change but did not have a lasting effect?
For managers and advisors who are able to give answers to these enormous challenges, the current situation offers great opportunities. Which approach is successful and brings lasting transformation in an organic/holistic way: Appreciative Organizing
‘Appreciative Organizing’ is a philosophy and methodology which enables us to cope with this complexity and dynamics. It helps to keep our heads cool in the midst of unpredictability and turbulence in order to set the required changes in motion and to embed these changes in the organization.
Which are the working principles and what can we do to ensure that the process of change will be carried out successfully? Changes are successful when they are lasting and are receptive for the required next move.
‘Appreciative Organizing’ offers principles and instruments to ask the right questions during a restructuring process, questions which help to bring the system in the required direction. You learn to develop a flexible change process, based on the principles of ‘Appreciative Organizing’ without making it a mechanical "straight-jacket" . You learn to focus on that what is generative, and not only on telling and sharing what is positive. Storytelling can be a powerful instrument, but not a goal in itself.
Programmes for ‘Appreciative Organizing’ with management teams:
Heading towards the spot at the horizon, the yearning for the sea
Vision and mission: values and sustainability
Strategy and policy: transparency and integrity
The frameworks of the work journey
The organizational system
As a board: what are the do’s and don’ts?
Learning to ask the right questions
To develop a flexible change process
To focus on what is generative and what sets people in motion
Tracking and fanning: keeping the vulnerable fire alive
Storytelling as an instrument for change management
What comes first, what comes next
Challenges and pitfalls
Fulfilment and the cathedral
Solution focussed interviewing
Appreciative performance system