At EDIT Consulting, our team of Organization Development Specialists, utilizes systematic principles to shift individual and group thinking from one perspective to another.  We help your organization’s people move forward through developing their generative learning capabilities.  As a result, we will enhance your employees capacity to re-create themselves along with the organizations desired future.  Typical advantages of our services would include:

· Providing employees with a fundamental shift in the way they think and view business objectives.

· Enhanced self-awareness and emotional maturity.

· Amplified self-confidence and connectivity to the team.

· Improved ability to remain centered on business objectives.

· More effective problem solving and communications with groups and colleagues.

· Enhanced employee knowledge and a understanding of workplace interdependence.

· Improved time management– getting more done and doing it more efficiently.

· Increased clarity of thought regarding the organization’s goals and future direction.

· Enhanced organizational capabilities to deliver desired results.

Transforming Organizational and Human Potential

“We have met the enemy and he is us”

                         (Kelly)

 

The inherent structure existing within most institutions produces what has come to be paraphrased as  “fractional knowledge”.  This occurs when each position becomes consumed with opposing the opportunity to learn from each others shared problematic experiences which are effecting the whole of the organization. 

 

    Consequently, “blaming” takes place, accusing other players within the organizations structure, for problems occurring within ones own department.  Blaming  further  results  into a “silo mentality” within the company.   A quality of this mentality exists when problems, which have been passed along for generations, are only handled in ones  own functional area.

 

     As, blaming permeates the workplace, other defensive routines take effect... denying the organization the ability to obtain collective knowledge from those players involved to solve organizational systematic problems; who’s  origins are across departments and goes unrecognized.  

                         

                  (P. Senge)

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HOW YESTERDAYS THINKING AND SOLUTIONS BECOME TODAY’S PROBLEMS

A young couple invites the bride’s family for a holiday meal.  The bride takes a roast out of the refrigerator, cuts the end off lays it alongside the larger part, and puts it into the oven.  The new husband observing this unusual process, asks her why she cut off the end.

The bride thinks for a moment and then says, “Well, that’s the way I was taught to cook a roast.  Isn’t that so, Mother?”  Her mother says, “Yes, that’s how I learned to do it.”  Then the grandmother speaks up. “Yes, that’s what I taught you.  But we were young and poor, and we didn’t have a large pan.  I haven't cut the end off a roast in more than forty years”. 

                                                                                (Virginia Satir)

 

 

WHY SYSTEMATIC PROCESS INTERVENTION IS IMPORTANT

                 Within all organizations,  patterns of  thought, relationships and behaviors are passed on to succeeding generations.  But in most organizations, openly questioning the old beliefs and assumptions are sacred.  Yet, it is the thinking, values, policies, and behavior patterns  of the past which are passed on automatically as corporate culture that have  created systemic structures and problems  of which  most organizations are unaware. 

                 In fact, within most organizations, harmony is maintained by not questioning these beliefs….  As managers collude to keep old  patterns of thought, assumptions and behaviors  in place, they internalize their true feeling in meetings and discuss how they really  feel  in the privacy of restrooms and corridors .  Over time,  the shared beliefs of the collective organization  come to believe that all will not change, allowing the old ways of thinking to become entrenched.

RECOGNIZING THE STRUCTUAL CONFLICT AT WAR IN YOUR ORGANIZATION

                 Although most members within the organization may not entirely like the traditional patterns of  thought and behavior,  they become adept at coping  within the environment.   As coping, a  natural phenomenon of survival, begins to take place within the collective organizational environment, the various fiefdoms and power structures war against  each other and unknowingly against the organization’s  overall health and ability to survive.  

                 As a result of these conflicting interactions, valuable creative energy is utilized to maintain the status quo.  Defensive routines such as anxiety,  fear, blaming and disrupted feedback is utilized as managers search for answers to wrong questions.  Utilizing feedback that supports outmoded products and processes, managers present reasons and data to hide current reality, while never discussing the old  traditional conflictual  behaviors and  issues that have become cultural norms and are now creating  current  problems. 

     UNDERSTANDING THE SYSTEMATIC STrUCTURES WITHIN your ORGANIZATION

                 The inability to share truths and fears about old assumptions and behaviors, which are creating the organization’s current realities,  reinforces a hopelessness that holds the organization prisoner to the thinking that created them.   EDIT Consulting has qualified consultants that can help your organizations leadership team recognize and identify these unseen structures. 

                 Through utilizing our consulting services, ultimately your leadership team will begin mastering the ability to create a learning  environment  that’s generative and possess the capacity for continuous process improvement.    Additionally,  your leadership team would acquire the ability to unlock  the collective human potential of your employees  and create the results your organization would most desire to achieve….

Larry Cole

Phone: 760-953-4148; 760-247-9494 

Website: www.editconsulting.com

E-mail: editconsulting@msn.com

 

 

 

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Einstein Observed:

 “The significant problems we face today, from our current  patterns of thinking, cannot be solved by the same pattern of thinking which created them.”

Employee - Development - Intervention - Training

How Systematic Organization Development Links to Business Objectives

           Businesses are ultimately successful because of the performance of the people they employ;  the organization’s human capital and their capabilities are the most valuable assets a company has.  When systematic training, development and coaching increases- the performance of employees improve– this in turn has a dramatic effect on employee interdependence at each level of the business and their collective results.

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