Organisation Transformation

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Tom Lane

Transformation Facilitation
The Approach

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Organisation Transformation Facilitation
The Organisation Transformation approach is Integral and Appreciative. It is not a 'one size fits all' method. It is unique to the people, context and challenges faced by each organisation. It requires time and commitment if its potential is to be sustainably realised. However it can bring truly transformative levels of performance, satisfaction and commitment.

Integral Development
Integral development simply means that it includes all necessary dimensions for successful change. The essential ingredients of any organisation change initiative include the following:

Individual Inner Capabilities	Individual Behavioural Skills
Culture, Shared Meanings and Values	Business Systems and Processes

These can be likened to the legs of a table: remove any one leg and the whole table becomes unstable. For example if new business systems are implemented without examining the existing work culture, or the new skills required, then the results are likely to be disappointing. When all four elements are aligned in an organisation then transformation in performance and effectiveness becomes possible. For more information, read the article Integral Organisation Development.

Appreciative Inquiry (AI)
Appreciative Inquiry is sometimes described as ‘the art of what’s possible’. Appreciative Inquiry assumes that something positive already exists within the organisation that can become the seed for a better future. The following table contrasts Appreciative Inquiry and Traditional Problem Solving methods.

Problem Solving	Appreciative Inquiry
"Felt Need" - Identification of Problem	Appreciating and Valuing the Best of "What Is"
Analysis of Causes	Envisioning "What Might Be"
Analysis and Possible Solutions	Dialoguing "What Should Be"
Treatment of Causes - Action Planning	Innovating "What Can Be"
"An Organisation is a Problem to be Solved"	"An Organisation is a Mystery to be Embraced"

Appreciative Inquiry assumes that people and organisations move in the direction of what they study and the questions they ask. Our questions influence what we find - and to a large extent the future we create. Appreciation means to be thankful, or express gratitude, approval or admiration. So questions are framed in a positive light. This doesn’t mean that we avoid awkward questions and problems; rather we use them as learning opportunities. Instead of getting stuck in past problems, we look for the vitality of the person and organisation, build on existing strengths to create a desirable future. This produces new perspectives and a powerful magnetic energy that increases effectiveness and enhances outcomes. For more information click here.