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organisational Psychotherapy

The Design Principles of Organisational Psychotherapy Some ten years ago now, I began to design an alternative approach to helping collaborative knowledge work organisations become more effective. Typical approaches then in use included: Consultancy Improvement and/or change projects (most often, focussed on one or other part of an organisation, such as sales, manufacturing or product …

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Fundamentals of Organisational Psychotherapy By popular demand, I’ve put together this post, which sets out some of the fundamentals of Organisational Psychotherapy (n.b. by no means all of them). Note: This is a work in progress: I keenly invite your comments and questions. Fundamental: The Nature of the Problem The Marshall Model proposes that organisational …

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Testbash Dublin and Organisational Psychotherapy As I mentioned in my previous post, I’m just back from presenting an interactive session on Organisational Psychotherapy at Testbash Dublin. Some folks seemed confused as to the relevance of Organisational Psychotherapy to testers and the world of testing, so I’m happy to explain the connection as I see it. (And …

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Ten Reasons You Don’t Need Organisational Psychotherapy   You don’t need Organisational Psychotherapy if: you’re already realising the maximum potential and engagement of your people your perspectives and assumptions about business are bringing you as much success as you need right now your organisation’s culture is strong, positive, healthy and fully supportive of your objectives …

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Organisational Psychotherapy and the Bottom Line The core of the Rightshifting message is: For those interested in bottom-line results, the results of the holistic (Synergistic) approach always dwarfs the results of the Analytic approach. A system of local optimums is not an optimum system at all; it is a very inefficient and ineffective system. Because …

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Organisational Psychotherapy In the Field Preliminary Results We in Organisational Psychotherapy propose OP as a means for improving the “health” and social dynamic of an organisation. An improvement which translates to real bottom-line benefits through i.e. an uplift in performance (a.k.a. effectiveness, productivity, throughput). One of the reasons I’ve dedicated my time largely to a …

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The Organisational Psychotherapy Approach To Agile Coaching What’s the point of an Agile Coach? I guess the most common answer would be “to make development teams more productive”. After all, Agile Coaches cost money, and they don’t do much in the way of development work themselves. If they’re not a “force multiplier” for one or …

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Why The Future of Humanity Depends On Organisational Psychotherapy The future of work is collaborative knowledge work. Most, if not all, brawn (pink muscle) will be supplied by machines, robots and other mechanical automation, augmented by software to control the mechanical parts. Increasingly, software will also subsume the work of individual specialists, experts and other single …

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The Business Case For Organisational Psychotherapy I’m 99% certain that 99% of the people I meet have 99% of no idea what an organisational psychotherapist does, and moreover, the value that such a skill-set can bring to knowledge-work organisations. In an attempt to clarify my value proposition in my own head, so as I might just be …

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