As we ramp up to next week’s Leadership event, we are repeating some of the posts from a few weeks ago. Please take the time to re-read so you are tuned-in to next week’s teaching. Don’t forget, we are featuring all of our counselors as well as having break out sessions, so you don’t want to miss this one! See you all soon!
The Journey Toward Authentic Organizations
We believe that authentic organizations are energetically held together through the Law of Love. When this Law is fully active, its members are interconnected, operating in integrity, and experiencing peace, harmony, and understanding in all of the organization’s activities. The members of an authentic organizations are able to give and receive unconditional love, even in challenging situations involving intractable conflicts. The individuals, couples, families inside large organizations are able to evolve.
Large organizations–schools, churches, small businesses, corporations, and non-profits–are alive, dynamic, living organisms that have a life of their own and evolve in their own unique way. They need to be fed, nourished, and engaged with in order to grow, change, and mature over time. Understanding and recognizing the “aliveness” of large organizations requires being able to observe their dynamics, while also being inside them and experiencing them personally. We discovered that this can be a complex process.
Large organizations typically contain hierarchies of power, authority, and responsibility that naturally recreate parent-child relational dynamics. Bosses are perceived as parents and members regress into passive, compliant child behavior patterns. It is exactly these family patterns that activate Drama Triangle dynamics and the unresolved conflicts associated with them. It is the fact that there are two realities happening simultaneously that creates the complexity in large organizations.
For these reasons, it is important that authentic large organization establish effective ways for employees to resolve their present-time conflicts. Authentic large organizations point their people to the help they need to deal with inter and intra personal conflicts. EIS is an example of such help.
While most organizations do not have this in place, quantum theory and chaos theory suggest that these invisible interpersonal dynamics have great influence in how well the organization operates and grow and scale.
What Blocks the Growth of Large Organizations?
There are many factors cause large organizations become stagnate and fail to grow. One of them is a rigid organizational structure that often makes it difficult for members to acknowledge their traumas and resolve their present-time conflicts at work. Most of them consist of formal networks of horizontal and vertical structures that are designed to accomplish the primary goal of the organization: providing some function or service that makes money.
Unresolved conflicts and unhealed traumas can affect the morale, productivity, and wellness of an entire organization. Typically there are no formal or informal policies in place to address workplace conflicts, other than reporting them to HR. In most large organizations, even this process is fraught with problems.
Ostensibly, a Human Relations employee is just that: an employee of the organization. It’s not reasonable to expect them be totally neutral in a grievance against the organization by an employee. Unions used to perform this function, albeit, not always very well, but they have almost disappeared in most large organizations.
Organizations need to pay attention to these realities and incorporate internal and external sources of help in order to allow people to get healthy, remain healthy so that the organization can continue to thrive. This doesn’t suggest that a company should provide counseling for every employee, but should have guidelines and resources in place that point employees regularly to a way of life that includes regular accountability for employees, so that they can maintain forward movement in dealing with intra/inter-personal issues in life, and within the organization.
Source: The Weinholds/BH/Adapted