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Systemic counselling of organisations
May be you ask yourself, what is “systemic counselling of organisations”?
My understanding of systemic counselling of organisations refers to initiation and
accompanying processes of learning, changing and regeneration in a sustainable
fashion.
Communication within social systems (like teams, organisations etc.) plays a key role.
In this context, exchange of information can make a difference that in turn
makes a difference to the social system (Bateson).
What is the difference between traditional consulting and systemic counselling of organisations?
The following table might be helpful to answer this question:
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Traditional view |
Systemic view |
View of the world |
Mechanistical view
Principle of cause – effect |
Complex and interactive view, in which change
is
the normality and “unchange/static” is the
exception which has to be explained |
Basic understanding |
Right – wrong
Guilty - innocent
Either - or |
Complexity and dynamic
Dependency of the context
Tetra-lemma: Either – or; as well as; neither nor
Usefulness
Affiliation |
Progress |
Linear progress, change |
Development, rethinking
New perspectives,
New insights |
Role of counsellors |
Leader, doer |
Trigger stimuli, Coach |
Methods |
Instruction, KPI, MBO etc Learning by trial and error |
Interventions like circular questions, reflecting team, dialog, generate hypothesis, learn the learn |
Are you curious? If so, please do not hesitate to contact me directly to get more details.
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