In addition to working with groups around their own individual and collective learning I have had significant experience in designing and facilitating processes to involve and engage the energy and creativity of large and small groups in organisations to help bring about complex systems change.
All change processes involve loss even those which are highly desired and where the need for them is well understood. The fear of loss, either conscious or unconscious, can lead to significant inertia or other forms of active or passive resistance. Involving people in thinking through and planning for change makes it more likely that they will be committed at an individual level to supporting and actively bringing about the desired outcomes. In addition, it is essential that change processes take into account the complexity and interrelatedness of organizational and human systems.
Examples of such desired outcomes might be:
- strategic change processes
- identification of new directions or developments
- bringing together or merging different groups or organisations in collaborative ventures
- bringing together new or disparate groups to identify or generate creative opportunities