Being result-oriented and with mindset of end-gaining in organizations, we find ourselves caught in a cycle of change that only brings more changes, unfortunately without solving the underlying issues.
Tensions accumulate over time and thus releasing them also happens gradually. However, in organizations, there’s often a false hope to resolve quikly the tensions accumulated over years. If tensions have built up over years, then resolving them might not take less than a couple of years.
๐๐จ๐ญ๐ข๐๐, ๐ฎ๐ง๐๐๐ซ๐ฌ๐ญ๐๐ง๐, ๐๐ก๐๐ง๐ ๐ โ these are key components. But the phase of noticing and understanding often gets skipped or rushed through purely intellectually. Rushing into changes leaves deeper understanding unrevealed. Deep understanding encompasses the unconscious patterns of each individual, the collective subconscious of the group, and the shadows, tensions, desires, unmet needs within it and many other aspects.
You cannot change anything that hasn’t been deeply noticed and understood, if the invisible isn’t brought to light. Superficial change only brings forth new and new waves of changes, which in turn highlight new tension points, hoped to be resolved with new changes.
However, this way, new tensions and new changes are created, and most of our work time is spent managing various changes โ we’ve entered a vicious circle.
So what to do?
๐ฆ Firstly, we pay attention to the current situation and delve into the true essence of the problems.
๐ฆ Then, we take the time to deeply understand and analyze the situation. Individually with each person, then collectively, then individually again, valuing the conflict phase, valuing personal traumas and desires, bringing these to light for the individual etc.
๐ฆ Finally, we proceed step by step, leading changes with deep understanding. It’s important to remember that true changes begin with awareness and deep understanding, which require very deep work with oneself.
I’ve worked with several clients where we’ve been doing such work in the leadership team for nearly 2 years. Deep individual work, deep and brave questions in the group, then some superficial work in between because depth tires, then again individually deep, then another break, some extremely deep 1-1 sessions, some fun etc. Unsafe things can be looked at safely, but it requires constantly probing the boundary of safety. And each individual in the group is in a very different place. This need really delicate approach. Usually people inside organization has to many other things to do, to be this delicate person there.
If you feel like you’ve entered an endless cycle of change management, then get in touch, and let’s embark on the journey of identifying the real problems. These roots are usually deeply buried in the past, and I believe that my business background and being a therapist can help make these deepest issues visible. I have seen it workingย
