The Listening into an organization service from HumanBusiness
With the listening into an organization method you can architecture an engaging, human-centric and trustworthy work environment in your organization. Create the organization that your employees love because it represents their collective beliefs, builds on their participation in the architecture of the organization and invites them to take responsibility in designing it. Design an organizational eco-system that raises efficiency, innovation, product quality, engagement and enables to deal with increased complexity, with the existing members of your organization. Create trustworthiness and attract stakeholders with authentic communication about how your organization works.
All the ingredients for an organizational evolution are already inside of that organization, we just need to stop, listen to what wants to emerge and have the courage to act upon it.
For all change to begin we need to understand and accept where we currently stand
HOW is work organized in your organization?
The first step of change is accepting where you are
Unless you will make the unconscious conscious, it will dictate your life – Carl Jung
Creating self-awareness about the current way of working in an organization. Making conscious the everyday leadership styles, the accepted norms and values in the culture and the processes and structures that are holding the intentions of the collective together. Understand holistically the interplay between those aspects and how a change in one affects the others. Determining the current holistic development stage of your organization through letting the people who experience it daily describe it.
Prepare your organization for holistic evolution and next stage architecture
Where does your organization naturally want to evolve to?
Let your organization evolve inside out
Discover the unique potential of your organization from within the organization and let the whole be described by the individual parts that are working in it every day, your employees.
Organizations are driven by people
Understanding the personal tensions of people, which are the emotional drivers for change. Tensions are energy that is already in movement and indicate a gap between the current way of organizing work and a potential other way of doing it that people identify more with. Listen to these collective tensions at work in regard to how work is organized, identifies the positive intention and thus:
- where the momentum for change lies,
- which directions can be taken
- what areas to prioritize and
- who wants to drive it.
Reaching the full potential together
How can we solve to the identified challenges in an engaging and self-organizing way?
Identifying opportunities for evolutionary change
Given unique sensors of the organization the opportunity and platform to speak out about personal tensions and how they would approach it, helps people to be heard. Actively listening to the experiences and insights of people working daily at the frontier of your organization melts the iceberg of ignorance. Through visualization of the recorded interviews individual decision-makers are provided with the ability to observe the whole and thus can make decisions that are more informed.
By creating an organizational environment that is aligned with the collective beliefs and behaviors and is holistically congruent (leadership, culture, structure), organizational trust and integrity can be raised and thus engagement can be increased. Through making those aspects conscious, they can be observed and communicated authentically.
Identifying the engagement level of your employees and the key challenges in your organization to understand the current context, performance and integrity.
Individual recorded interviews in trustful settings with diverse members of the organization.
Organizational topics – Mapping the current way of working holistically to make conscious the current leadership style, culture and structures with the help of the Reinventing Organizations Map to understand organizational congruence and determine the development level of the organization.
Personal tensions – Providing employees a platform in trustful settings to authentically speak out about the challenges at their workplace and how they are personally affected by it daily to understand the emotional momentum and how aligned the current practices and culture of the organization represents the beliefs of the collective; enabling transparency and awareness.
Transforming emotional tensions into concrete solutions regarding systemic, contextual, organizational barriers.
Matching the collective tensions with organizational topics and listening to people speak out solutions they find meaningful to identify opportunities for effortless growth from the people that work and are affected by it daily.
Stewards of evolution
Creating networks of collaboration that work on organizational evolution.
Identification of people that are called to drive the transformation and materialize the suggested solutions that are collectively accepted and build upon through a company-wide results workshop. This engages all members of the organization to take responsibility, ownership and accountability for the collective good by doing what is meaningful for them; shaping an organization they love to work at.
What do you get?
- Individual interviews with diverse members of an organization (different hierarchy levels, senority, backgrounds, etc)
- Mapping the development stage of the organization, its collective level of consciousness, and the congruence of leadership, culture and structure aspects on the Reinventing Organizations Map
- Self-awareness about the way of organizing work through tapping into the personal tensions of members of the organization
- Using the momentum for effortless growth
- Video presentation of summary of interviews
- Facilitated, participative dialogue with all members of the organization about areas identified and prioritizing them
- Tapping into collective wisdom to crowdsource solutions for collective tensions
- Distributing ownership of bringing the solutions suggested forward by the people who find meaning in it
When / How long?
Ideally the interviews take place during an offside, so that a natural distance to the daily workplace is created.
Within one week HumanBusiness sets your organization up holistically for transformation.
Price and requirements from client
Within an organization with 150 employees 8-12 interviews are recommended. Each interview lasts around 2 hours. This means maximal 3 days for interviews are required.
After one and a half day of editing a half day workshop with all members of the organization will be held.
The listening tool for organizational transformation costs 8.000 € before tax, excluding accommodation and traveling costs.
For smaller or larger organizations the method can be tailor-made with fewer, respectively more interviews.
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