Nobody is smart enough to be wrong all the time.
Integral means inclusive, balanced, comprehensive. Diverse perspectives provide for an extended and more holistic perception of an issue, allowing for new and unconventional solutions to various issues.
Let me introduce you to a few different integral methods I use (not only in change management): the Graves Value Model, internal and external perspectives, as well as Integral Organisational and Structural Constellation Work (by Rolf Lutterbeck).
The Graves Value Model – Development in and through levels
The Graves Value Model is a psychological model for the development of different value systems, each one based on another, each new level comprising the previous level and increasing the complexity of the model. Clare Graves, who developed this model, always emphasized that all levels are of equal value: there is no better or worse one.
Clare Graves, who was professor of psychology at the Union College in Schenectady, New York, developed the so-called ‘levels of existence’. In the 60s, he had actually planned to substantiate Abraham Maslow’s hierarchy of needs with several empirical studies. His model extends far beyond Maslow’s model, winding through the mind of individuals and demonstrating the upward development of enterprises and simultaneously the complexity of social strata. It is about our collective knowledge that unites all existing ideas related to executive functions, management and organisational development.
The profound complexity and simultaneous practicality of the Graves Value Model allows its application in many areas. Primarily, Living India applies it to change management and intercultural business development strategies (including negotiations, market entry analysis, feasibility studies, etc.), particularly when advising higher levels. It is increasingly applied to M & A processes, human resource development and personal development.
Integral Change Management
For instance, it is generally known that India is a collectivistic society. One of the many characteristics is that family is considered to be the most important factor in life – also in a business context. Let’s consider an Indian who was raised in a collectivistic manner in India and has worked for many years for a German company in Germany. Although he might have adopted a more individual working style due to the German (external) system (i.e., the German company in Germany), in terms of family he still acts and thinks (internal) in a collectivistic manner. Assigning Graves Value levels is not always easily achieved.
In change management, it is essential for companies to have a clear direction (vision and mission). Without this, a company or organisation cannot evolve accordingly. Systems and people have to be considered both from the internal and the external perspective, and be involved in all activities.
Only through a common vision can there be a sense of unity (internal) and hence commitment on the part of the individual employees, allowing the development of common structures and processes (external).
Living India and my cooperation partners accompany you through your change process with these integral tools.
The above-mentioned methods are just a part of the vast array of available tools (including the Integral Organisational and Structural Constellation Work). We will introduce you to further integral perspectives, depending on requirements and scope, which we will consider individually.
Integral Organisation- & Structural Constellation Work
Nowadays, conventional consulting approaches, e.g., structural or organisational change, processes, technologies, products, etc., are not sufficient, though necessary, from the integral point of view.
Integral constellation work (by Rolf Lutterbeck) is a new, revolutionary consultancy approach that also considers the conventional approaches and human aspects.
Integral Organisational and Structural Constellation Work is a systemic approach that applies the Graves Value Model and the other above-mentioned tools to visualise structures and relationships within your work environment.
Organisational or structural team constellations can be used to test the effects of changes (staffing, projects, outsourcing, etc.) or to analyse and resolve structural, relationship, communication and leadership problems impartially. One could also use this model to identify the right place for executives, employees or consultants.
The business environment constellation clarifies issues related to vision, corporate success, customer satisfaction, (international) partnership (M & A) or (new) products.
Most of the organisational constellations take place privately, with some participants as representatives of the various elements, in a ‘protected environment’, away from the office environment.
Constellation work only takes place on your premises when all the attendees are supposed to have insight into EVERYTHING, since constellations bring many things to light, consequently bringing about the quickest progress. Various types of images will provide you with a simplified image of your complex situation. Hence, you can identify your resources and your obstacles.