𝐓𝐡𝐞 𝐥𝐢𝐦𝐢𝐭 𝐨𝐟 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐭𝐡𝐞 𝐥𝐢𝐦𝐢𝐭 𝐨𝐟 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫’𝐬 𝐬𝐞𝐥𝐟-𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭

We often observe organizations (or teams) becoming entrenched in everyday problems, seemingly encountering a glass ceiling for development. No matter what efforts we exert, progress remains minimal. We attempt to introduce changes in structure, team dynamics, leadership techniques, implement new technologies, foster innovation, and provide continuous training for leaders and employees. However, these changes often only scratch the surface, leaving us still stuck. We feel “something is missing”.

In such situations, it becomes critical to shift our focus from the goals, visions, and actions of managers to their humanity and personal backgrounds.

The limit of organizational growth aligns with the leader’s boundary of self-development, including their comprehension of subconscious and unconscious aspects of themselves.

I am encouraged to see that some organizations are already supporting leaders and employees by offering access to therapists. These professionals aid individuals in bringing their past issues into conscious awareness, enabling them to overcome and move beyond them towards the future.

I am optimistic that this trend will continue, and that therapy will become a standard part of employee benefits in organizations. The trajectory is promising!

I concluded my book in 2022 with a quote from Estonian composer and musician Sven Grünberg and I still love it:

“𝘐𝘵’𝘴 𝘷𝘦𝘳𝘺 𝘵𝘳𝘦𝘯𝘥𝘺 𝘵𝘰 𝘴𝘢𝘺 𝘸𝘩𝘢𝘵 𝘰𝘯𝘦 𝘮𝘶𝘴𝘵 𝘢𝘯𝘥 𝘮𝘶𝘴𝘵 𝘯𝘰𝘵 𝘥𝘰, 𝘣𝘶𝘵 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘮𝘶𝘴𝘵 𝘤𝘦𝘳𝘵𝘢𝘪𝘯𝘭𝘺 𝘣𝘦 𝘥𝘰𝘯𝘦: 𝘢 𝘱𝘦𝘳𝘴𝘰𝘯 𝘪𝘴 𝘰𝘣𝘭𝘪𝘨𝘦𝘥 𝘵𝘰 𝘥𝘦𝘷𝘦𝘭𝘰𝘱 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴, 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘶𝘭𝘵𝘪𝘮𝘢𝘵𝘦𝘭𝘺 𝘢𝘭𝘭 𝘦𝘷𝘪𝘭 𝘪𝘯 𝘵𝘩𝘪𝘴 𝘸𝘰𝘳𝘭𝘥 𝘤𝘰𝘮𝘦𝘴 𝘧𝘳𝘰𝘮 𝘧𝘰𝘰𝘭𝘪𝘴𝘩𝘯𝘦𝘴𝘴. 𝘌𝘷𝘦𝘯 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦 𝘧𝘰𝘰𝘭𝘪𝘴𝘩𝘯𝘦𝘴𝘴 𝘰𝘧 𝘯𝘰𝘵 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥𝘪𝘯𝘨 𝘵𝘩𝘢𝘵 𝘸𝘦 𝘰𝘶𝘳𝘴𝘦𝘭𝘷𝘦𝘴 𝘢𝘳𝘦 𝘤𝘦𝘭𝘭𝘴 𝘪𝘯 𝘵𝘩𝘦 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘮 𝘤𝘢𝘭𝘭𝘦𝘥 𝘩𝘶𝘮𝘢𝘯𝘪𝘵𝘺. 𝘐𝘧 𝘸𝘦 𝘥𝘦𝘴𝘵𝘳𝘰𝘺 𝘰𝘳 𝘥𝘢𝘮𝘢𝘨𝘦 𝘵𝘩𝘦𝘴𝘦 𝘤𝘦𝘭𝘭𝘴, 𝘵𝘩𝘦𝘯 𝘸𝘦 𝘢𝘳𝘦 𝘥𝘦𝘴𝘵𝘳𝘰𝘺𝘪𝘯𝘨 𝘰𝘶𝘳𝘴𝘦𝘭𝘷𝘦𝘴.”