If you’re new here, start with the cornerstone pieces and work outwards.
Want real organisational change? Don’t be a change agent, be an Appreciative Inquirer
We’re so accustomed to thinking in terms of the problem-solving mentality that we can be blind to what’s working well in our lives and our organisations. That statement lies at the core of a new, Gestalt-inspired approach to organisational development, dubbed by its...
From problem solving to appreciative inquiry: the positive path to organisational development
Having acted as a consultant to many different businesses I appreciate that organisations are living entities; and like all living entities, they usually tend to notice what’s become a problem rather than what doesn’t need fixing. From the perspective of Gestalt...
Why resistance to change is not the enemy of employee engagement
Organisational change is unavoidable, but what enables people to support change, and what leads them to resist it? How do leaders and managers keep employees engaged during a change process? A principle from Gestalt psychology is crucial: don’t pathologize employee...
What’s the difference between change and transformation?
Writing in the Harvard Business Review, business consultant Ron Ashkenas claims that too many change managers don’t know the difference between change and transformation. The two terms seem to get muddled, Ashkenas argues. However, there are crucial differences...
I’m rubber, you’re glue. Culture change you push on me sticks back on you.
Culture Change = values + talent + behaviours + purpose The above equation looks right as we see it, as well as appearing deceptively simple. There is a lot hidden beneath each of those words and, as is often said, the devil is in the detail. To make sense of this,...
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