Organisational Development
Culture & Programme Design
We view organisations as living, breathing ecosystems. Therefore, to create meaningful change, organisational development interventions typically target four distinct yet interdependent levels of systems :
Understanding these levels is crucial because a "glitch" at one level often stems from a misalignment at another. And therefore, a Total Systems Approach is important.
If we only fix a "team" problem without looking at the "organisational" rewards system that might be causing the team's conflict, the change won't stick. Effective OD requires zooming in and out between these levels to ensure the entire system is healthy and integrated.
If we only fix a "team" problem without looking at the "organisational" rewards system that might be causing the team's conflict, the change won't stick. Effective OD requires zooming in and out between these levels to ensure the entire system is healthy and integrated.
Many seek the 'scissors' - the quick intervention that ends the discomfort of change.
At Chrysalists, we believe the struggle is where the strength is born.
We don't snip the cocoon; we hold the space for the metamorphosis, ensuring your organization develops the 'wings' of resilience and systemic health needed to truly soar.
At Chrysalists, we believe the struggle is where the strength is born.
We don't snip the cocoon; we hold the space for the metamorphosis, ensuring your organization develops the 'wings' of resilience and systemic health needed to truly soar.
Why Gestalt?
The Gestalt approach is deeply aligned with your Slow Impact philosophy and the Butterfly Story.
- Non-Interference: Much like the man who shouldn't have snipped the cocoon, a Gestalt practitioner doesn't "fix" the system. They provide the awareness and support that allows the system to find its own way through the struggle.
- Systemic Metamorphosis: By increasing awareness, you allow the "imaginal cells" (new ideas/leaders) to be integrated into the whole rather than being rejected by the "immune system" of the old culture.
The Gestalt approach to Organizational Development (OD) is rooted in the belief that an organization is a living, breathing "whole" that is greater than the sum of its parts. Derived from Gestalt psychology, this approach focuses on awareness, presence, and the "here and now" of organizational life.
Unlike traditional OD, which might focus heavily on data and structural restructuring, Gestalt OD focuses on the
quality of contact between individuals and the system.
Unlike traditional OD, which might focus heavily on data and structural restructuring, Gestalt OD focuses on the
quality of contact between individuals and the system.
Core Principles of Gestalt OD
The Goal?
To make better "contact"
Ultimately, Gestalt OD aims for better contact - where people in an organisation are fully present, honest with one another, and capable of responding to reality rather than reacting to outdated "scripts".
A Gestalt practitioner looks at the quality of "contact" that happens at the boundary between each level.
If the "levels" are the structure, Gestalt is the energy flowing between them.
A Gestalt practitioner looks at the quality of "contact" that happens at the boundary between each level.
If the "levels" are the structure, Gestalt is the energy flowing between them.
We support in connecting these levels, by being fully present. We serve as a mirror for the system.
For example :
In this way, a single observation at the Individual Level (the consultant's feeling) can unlock a breakthrough at the Organization Level (changing the culture of communication).
For example :
- If the consultant feels bored in a meeting, they might share that feeling.
- This often surfaces a systemic truth : "The team is also bored because the real issues aren't being discussed".
In this way, a single observation at the Individual Level (the consultant's feeling) can unlock a breakthrough at the Organization Level (changing the culture of communication).
We are not a detached expert; we are fully involved, and are the instrument of change.
We offer -
We offer -
- Presence : We share our own observations and feelings, in the moment, to help the group see itself more clearly.
- The "Unit of Work" : We work with the smallest possible unit of the system (an individual, a pair, or a small group) to effect change that ripples outward.
- Safe Emergency : We create a space where it is safe to experiment with new behaviours - challenging the status quo without destroying the psychological safety of the group.