Förändring är enkelt? Change is simple?

Please, scroll down for English.

Vem sa att förändring måste vara svårt? Det finns enkla metoder när organisationer behöver ändras. För det behöver de! Varje organisation har en höjdpunkt när den fungerar som bäst och sedan bär det utför, tyvärr. Då gäller det att hitta nästa kurva som bär uppåt och hoppa på den. Både för att hitta den nya vägen och för att få med sig alla, behövs hela personalens kunskap. Det är inte längre gångbart att några få bestämmer för de många. Då missar man viktig kunskap och stort engagemang.

Men man behöver inte leta svåra och krångliga metoder, som bara kan ledas av några få specialister. Man behöver enkla metoder som alla kan snabbt kan ta till sig. Genuine Contact™ programmet skapar ett bra förändringsklimat och ett annat arbetssätt genom att helt enkelt kombinera två mötesmetodiker, som alla kan lära sig, Open Space-metoden och Whole Person Process. Kontinuerlig användning av de här metoderna bygger in ett nytt ”operativsystem” i organisationen. Detta operativsystem gör att alla blir delaktiga, bidrar med hela sin kunskap och tar ansvar för helheten. Det är ungefär som att lära sig baka, först följer man receptet och när man kan grunderna så kan man också ta ut svängarna och skapa sin egen kaka, genom att tillföra sådant man redan har tillsammans med de nya ingredienserna.  

De här två mötesmetoderna kombineras, tillsammans med ett par enkla verktyg, på det sätt som passar organisationen just då, vare sig man behöver göra en analys, utveckla en idé, skapa en strategisk plan eller bygga nya lokaler. Personalen lär sig metoder och verktyg på några dagar och sedan har organisationen alltid tillgång till det nya arbetssättet.

Så hur börjar man? Ett enkelt sätt är att göra en diagnos av organisationen inklusive ett möte där hela personalen deltar. Redan där lär man sig verktyg och metoder samtidigt som man jobbar med det som är viktigt för förändringprocessen. Man kan också välja att använda metodiken på nästa konferens och utvärdera resultatet av den. Kontakta oss för ett samtal om vad som passar bäst i din organisation eller delta i någon av våra kurser. Du hittar mer information på www.gatewayc.com

 

English

Who said change need to be hard? There are simple methods available when organizations need to change. And they need to change! Every organization has a peak and then it unfortunately only descends. You then need to find the next rising curve and jump to it. The staffs whole knowledge is needed to both find the new path and to get everyone onboard. It is no longer viable to have a few people making decisions for many, because you will lose important knowledge and dedication.

But you don´t need to search for difficult and complicated methods, that can only be conducted by a few specialists. What you need are simple methods that everyone quickly can learn. The Genuine Contact™ program creates a good climate for change and a different work approach simply by combining two meeting methodologies that everyone can learn, Open Space Technology and Whole Person Process. Continuous use of these methods will implement a new ”operative system” in the organization. This operative system will invite everyone to participate, share their full knowledge and take responsibility for the whole. It is as when you learn to make bread,  first you have to follow the recipe and when you know the basics you can expand and generate your own cake by adding what you already have together with the new ingredients.

The two meeting methodologies are combined, together with a few simple tools, in a way that suits the organization in that very moment, whether it needs to do an analysis, develop an idea, create a strategic plan or build new premises. The staff will learn the methods and tools in a few days and the organization will then always have access to its new work approach.

Where do you start? One easy way is to do a diagnosis of the organization including a meeting with the whole staff. Already in this work you will learn tools and methods when at the same time working with what is important for the change process. Or you could choose to use the methodology for your next conference and evaluate the results. Feel free to contact us for a dialogue about what is best for your organization or attend one of our public workshops. You will find the needed information at www.gatewayc.com

 

Don´t we all want to change the world?

What kind of world would you like to leave for your children or grandchildren? One where they could be as creative, energetic and happy as they are when they were born? One that is safe and kind to all human beings? I think most people would agree that they really want their children to have a better world than we have today.

Changing the world is a huge undertaking and I am sure it can be done. Look at the world as one big organization, consisting of interdependent relationships between people and between many millions of organizations! You start to see all those different organizations such as United Kingdom, the USA, Sweden, the European Union or United Nations. You also start to see organizations such as Microsoft Corporations, General Motors, IKEA, Walmart, Volvo, and other business organizations as nodes in the big spiderweb of relationships that makes up our world. Within those organizations you find even more webs of relationships between people. All these webs are connected.

This huge multidimensional web of relationships makes it possible for each being within it, to have an impact. Think of what happens when you start rocking a thread in a spider web. The whole web is moving and sometimes it even breaks. So when you do something to the threads that you are holding on to in the world web, it could have an impact very far away from you.

A good way to start the world change is to change the organizations we are parts of. If we change one organization, that will influence others, some of them closer to us but also some that are far away. The organizations we have today are mostly outmoded because the world has changed since they were created in the early 1900. So instead of having organizations that are designed for a time when people are seen as machine parts, that could easily be exchanged, we need organizations that are designed for today when we see people as valuable assets. One reason for starting with changing organizations instead of starting with change in people is that the organizational culture is almost always stronger than the individual. When a person has changed and want to work in line with his change, the organizational culture might force him/her to retreat to the old fashion or leave the organization.

What would the organizations look like if we want them to change the world? It will certainly be an interesting discussion! Bring your thoughts to our next CollaborativeCircle on Sept 11. Register at www.collaborativeways.com.