We believe that although organisations have the creative capacity to make positive change happen, they often need help in linking their change strategy with their approach to ‘what matters most’ in their culture. Experience has shown that this ensures a more sustainable type of change.
Our approach emphasises the importance of relationships in the development of teams and individuals. We have expertise and experience in working with all levels in an organisation to help focus vision, develop leadership, and innovate cultural and structural change processes.
How we may help you:
Leadership Development. We work with your leaders and managers to build better teams and relationships that will support your business and improve performance.
Facilitation. Developing relationships often means dealing with difficult conversations, group dynamics and potential conflict. We bring expertise in managing and facilitating such meetings informed by principles of deep democracy and relationally focussed gestalt approaches.
Organisational Development and Change. As well as practical training on how best to lead and ‘accompany’ change, we provide consulting support and on the job action-learning to ensure the organisation can develop it’s capability in the area of change management.
Bespoke Change Training. We offer bespoke training interventions designed specifically to create, enhance and embed skills to speed up, consolidate and sustain the change process.
A Relational Perspective on Public Sector Management, by Mike Clark, 2013. This is a brief paper that outlines the importance and potential contribution of a relational approach to leading and managing in the public sector.
An Organisational Self, by Chidiac, M.A. and Denham-Vaughan, S. An Organisational Self, British Gestalt Journal, (2009), 18, (1), 42-49. This paper shows how the notion of "self as process" can be usefully applied to work with an Organisation or Community.
Should They Really Stop Fighting? Dealing with Conflicts – A Gestalt Approach, by Frans Meulmeester. This paper outlines the Gestalt approach to conflict, which embraces and explores it rather than rushing to a solution, in the belief that this approach leads to a better long term resolution.
Case Study – Gestalt Facilitation in Action within a Consultancy, by Paul Barber. This study examines an organisational consultation which arose from crisis within a corporate body and the demands of working with an organisation in a period of acute distress, from a consultant and client viewpoint.
Moving Relationality: Meditations on a Relational Approach to Leadership, by Dian Marie Hosking. Chapter 33 in Alan Bryman, Collinson, D., Grint, K., Jackson, B., and Uhl-Bien, M. (editors), Sage Handbook of Leadership, Sage Publications, pp. 453-465, 2011.
Why Work with Gestalt? An Insight into how Gestalt Influenced my Practice, by David Lines. Coach, consultant and Relational Change Associate David Lines discusses why Gestalt is his preferred approach to personal and organisational development.
Bringing Gestalt to Cyber Security: a case study, by Maggie Marriott. This essay from ROG Graduate and Organisational Consultant Maggie Marriott was the winner of the British Gestalt Journals Student Essay Prize. Maggie describes her use of Relational Organisational Gestalt in her work with a British Government Department.