Integral Aspects
Nobody is smart enough to be wrong all the time.
(Ken Wilber)
Integral’ means ‘inclusive, balanced, comprehensive’. Diverse perspectives make for an extended and more holistic perception of an issue, enabling new and unconventional solutions to various issues.
Let me introduce you to a few integral methods I use (not only in change management): the Graves value model, internal and external perspectives, and Rolf Lutterbeck’s Integral Organizational and Structural Constellation Work.
The Graves Value Model – Development in and through levels
Have you ever questioned why family members, friends or colleagues act and think differently, and have a different approach to life? Why do different things motivate different people, and why do we have different value systems and thus, a different basis for our actions? How does this affect our everyday and working life? How do these diverse mindsets influence organizations and enterprises, and what could a director or an executive do to balance out these differences among employees?
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 in the process. Clare Graves, who developed this model, always emphasized that all levels are of equal value: no level is better or worse.
Clare Graves, who was professor of psychology at Union College in Schenectady, New York, developed the ‘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 both the upward development of enterprises and the complexity of social strata. It is about our collective knowledge that consolidates practically all existing ideas related to executive functions, management and organizational development.
The profound complexity and practicality of the Graves value model makes it applicable in many areas. Primarily, it is applied in change management and intercultural business development strategies (including negotiations, market entry analysis, feasibility studies, etc.), particularly when advising at higher levels. However, it is increasingly applied in M & A activities, human resource development and personal development too.
Integral Change Management
Having an integral perspective is critical to change management, for example. Hence, one should not only take the (Graves value) levels into account, but also other methods such as internal and external perspectives.
India, just like many emerging countries, is a collectivist society. One of its many characteristics is that family is considered a top priority, even in a business context. Let’s consider an Indian employee whose upbringing was predominantly collectivist and has spent many years working for a German company. Although they may have adopted a more individualistic working style due to the German (external) system (that is, a German company in Germany), in terms of family the way they act and think when it comes to family matters (internal) is still collectivist. Assigning a Graves value level is not always straightforward.
In change management, it is essential for companies to have a clear direction (vision and mission). Companies investing abroad should be clear on how much of their German nature they can retain and how much of the foreign culture they should adopt. Otherwise, the company or organization cannot evolve to achieve its objectives and accomplish what it has set out to do. Systems and individuals must be considered from both internal and external perspectives, and be involved in all activities.
For only through a common vision can there be a sense of unity (internal) and hence commitment on the part of individual employees and stakeholders, allowing common structures and processes (external) to be developed.
Together with my cooperation partners, I will guide your company through your change process with the help of these integral tools.
The above models are but a few of the available tools (including the Integral Organizational and Structural Constellation Work). I will introduce you to further integral perspectives based on your specific requirements and scope, which we will address individually.
Integral Organisation- & Structural Constellation Work
Nowadays, conventional approaches to consulting, such as structural or organizational change, processes, technologies, products, etc., are insufficient though necessary from an integral point of view.
Rolf Lutterbeck’s integral constellations are a new, revolutionary approach to consultancy that also takes conventional approaches and human systems into account.
Integral Organizational and Structural Constellation Work is a systemic process that applies the Graves value model and the other tools mentioned above to visualize structures and relationships within your work environment.
Organizational or team structural constellations (OSA, TSA) are 3D spatial simulations that can be used to test the effects of changes (staffing, projects, outsourcing, etc.) beforehand, to take a broader perspective when analysing structural, relationship, leadership and communication problems, and to resolve the latter impartially. One could also use this model to identify where executives, employees or consultants are required.
The business environment constellation clarifies issues related to vision, corporate success, customer satisfaction, partnership (M & A) and (new) products.
Most organizational constellation work is conducted in a ‘safe environment’ away from the office, in private and with a few external participants representing the various elements.
The advantage of the constellation methodology is that the work can be anonymous, ensuring that no company information is leaked externally, not even to the representatives involved.
Constellation work is only conducted on your premises when EVERYTHING can be revealed to all attendees, since constellations bring many things to light—to the ‘exterior surface’—and consequently bring about the quickest progress. Various types of images will provide you with a simplified visualization of your complex situation, enabling you to identify your resources and obstacles.
Contact
Integral & Cultural Development of
Individual and Organisation
Purvi Shah-Paulini (MBA)
+49 251 2079773
+49 177 3363421
purvi(at)shah-paulini.com
Grevener Straße 61 b
48149 Muenster
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