Systemic organisational developement consulting
What is systemic organisational development consulting?
Systemic consulting for organisational development aims to help organisations create the best possible roadmap to the desired change. This form of consulting can be very useful before entering the process of reorganising or transforming the organisation. Systemic organisational consulting can also serve as the ‘organisational health check’, thus raising awareness of the current state of both internal and external functioning and ways to improve it.
When to use the systemic organisational consulting?
The systemic organisational development consulting could be used in the following situations:
- Changing organisational culture
- Creating better alignment between different parts of the company
- Existing strategies for learning and development are no longer producing results
- Initiating a new talent or leadership development programmes
- Creating more psychological safety and innovation in the company
- Changing the dominant leadership style (e.g., introducing a coaching culture)
- Reviewing the organisational structure and the required level of hierarchy
- Merger of two companies or acquisition of companies
- Rapid growth in the size of the organisation, when the old ways no longer work
- Etc.
Typical Phases in Systemic Consulting
Every systemic consulting for organisational development has three phases.
Systemdiagnostics
The main goal of this phase is to gather systemic insights about current functioning, dominant organisational patterns, key challenges, and potential for change. During this phase, a combination of methods is usually used, such as systemic interviews, system mapping, systemic constellations, systemic observation, and systemic assessments. The result of this phase is a better understanding of existing blocking patterns and suggestions for systemic interventions.
Building capacity for change
In parallel with the diagnostics of system patterns, an assessment of the capacity and conditions for change is also performed. If necessary, before entering the intervention phase, it is necessary to take certain development measures with the leadership team, which should establish favourable conditions for the upcoming change. In this phase, systemic executive coaching, team coaching, facilitation of leadership retreat workshops, as well as leadership training for systemic change are applied.
Systemicintervention
i.e. the implementation of a plan for systemic improvement. This phase involves a combination of different methods such as systemic coaching, facilitation, training, internal communication strategies, reinforcement of new patterns in the organisation, system-wide micro-learning practices, etc. Each improvement plan and all the measures it contains are completely “tailor-made” for each organisation and created following the systemic insights from the diagnostic phase and the capacities of the organisation.
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