A REFLECTIVE UNDERSTANDING OF THE ORGANIZATION’S NATURAL ORDER

Organizations are living and breathing organisms dependent upon the potential of its collective interactions, personalities, climate and cultures of its people.  It’s within these collective attributes, that their limitations exist… and their enormous unlocked potentials are hidden.  The organization’s ability  to release collective human potential are limited by these unseen structures—of which— its members are unaware and holds the organization prisoners.

                                       P.Senge

 

 

      EDIT Consulting, is a Systems Thinking team of professionals, that can help your leadership team recognize the concealed structures that exist within the organization and take a personalized approach to organizational development in your company. The inherent benefits of  our approach will create an environment which will nurture, cultivate and release the hidden potential of your people. By taking this approach your organization will acquire the capability to systematically  release human traits that  will yield high quality services and products.  As a result, your company will gain a competitive edge, through the  diverse interdependent working  relationships of your people.

 

 

 

 

HOW THE ORGANIZATION’S CULTURE AND PERFORMANCE ALIGNS WITH MANAGEMENT’S IMPLIED STRATEGIES

“The burden for organization performance falls entirely on management.  Employees are expected to do no more than the incentive and control systems encourage and allow;  hence, even if employees did not fit assumptions made about them, it is unlikely that they could express alternative behavior.  Consequently, according to the organization’s operating assumptions, employee behavior and performance tends to become self-fulfilling.  If employees are expected to be indifferent, hostile, cynical, motivated only by economic incentives, and the like, the managerial strategies used to deal with them are very likely aligned to have trained them to behave in precisely such fashion.”                                                                                                                   (E. Schein)

 

 

 

 

 

 

 

THE BENEFITS OF UTILIZING SYSTEMS THINKING CONCEPTS IN YOUR ORGANIZATION

           Management sciences have learned a great deal lately about organizations and how they work. Much of this learning has come from adopting the perspective that organizations are systems, much like people, plants and animals. Among the many benefits to leaders who adopt a systems view of their organization’s is that it allow leaders the ability to decipher systematic structures as a means for effectively managing the  organization’s health and efficiency.

           The benefits of utilizing EDIT Consultant's services along with implementing a systems perspective to doing business will result in:

More effective problem solving
Its critical to identify the real causes of the problems and how to address those causes through a clear understanding of the "big picture" of an organization and not thru the compartmentalization of knowledge.  Leaders that focus only on the behaviors and events associated with problems in his/her workspace, rather than on the system and structures that caused the problems, become immersed in the structure that caused the problem in the first place.

More effective leadership
The most important responsibilities of the role of a leader are to set direction and to influence the interactions of others as they follow that direction.   Without clear understanding of the overall nature and needs of an organization, the leader can get lost in the day-to-day activities of the organization, never really giving attention to the more important activities, such as planning the organization's overall direction and organizing the organization's resources to achieve the desired results. For that reason, the leader "can't see the forest for the trees".

More effective communications
One of the most important ingredients for the success of any system, including organizations, is ongoing communications among all the parts of the organization. Some of the first symptoms of an organization in trouble are blaming, lack of open dialogue, a silo mentality,  and sporadic and insufficient communications.  In these situations, members of the organization often struggle to see beyond their own roles in the organization. Consequently, the organization is much less effective than it could be otherwise. Without a clear understanding of the parts of an organization and how they interact and relate to each other, it is difficult to know what to communicate and to whom.

More effective planning
The planning process is basically, “beginning with the end in mind,” and  working one's way backwards through the system of an organization. Through identifying desired results, goals, and outcomes, valuable energy is spent on implementing strategies for achievement  and not on what is not wanted.  The outputs and consequences of such a strategy  will indicate that those results have been achieved, what processes will produce those outputs, and what inputs are required to conduct those processes in the system.

More effective organizational development
The most effective form of organizational development results from the use of various strategies, such as management and leadership development, team building, supervisory development, employee performance management, and principles of organizational change.    Leadership cannot effectively employ these various strategies in an effective fashion without a good understanding of natural systems and the overall systematic structure in their organizations, including its major functions, departments, processes, teams and individual employees. Consequently, having a systems view is critical to accomplishing effective interdependent organizational development.

Avoiding adherence to Founders Syndrome
Cultures are formed when organizations operate primarily according to the personality of one of the founding members or successful leaders of the organization, usually the founder, rather than according to a structured idea, mission or purpose of the organization.  As a result,  culture is formed from the impartial uninformed decisions of founders who often struggle to see the larger picture and to be able to effectively plan in order to make more proactive decisions.  The best "cure" for cultural change comes through a broader understanding of the structures and processes of the organization that have been created through cultural norms and have become embedded in the implied way things must be done to achieve  results.

 

About Us

Transforming Organizational and Human Potential

“Recognizing Organizational Interdependence” 

 

       The very important idea of organizing stems from the fact  that  know individual alone is able to fulfill all of his/her needs and wishes.

In modern society interdependence occurs as individuals and groups coordinate their efforts  in the service of mutual help towards a common goal

(the customer).  

        As a result, goals and needs are fulfilled as the whole of the organizations human (people) resources begin to mutually support each other in achieving their individual, as well as collective organizational objectives.

 

 

Larry Cole

Phone: 760-953-4148; 760-247-9494 

Website: www.editconsulting.com

E-mail:  editconsulting@msn.com

To contact us:

MANAGEMENT’S RESPONSIBILITY TO THE ORGANIZATION

     “Organizational cultures are created in part by leaders, and one of the most decisive functions and responsibility of leadership is the creation, the management, and sometimes even the destruction of culture.”

                             ( E. Schein)

“Every organization is perfectly designed to get the results it is getting”.  Thus, if results are less than desired, organizational design should be changed; this includes culture, adjusting structures, work processes, linkages, information flows, and functions, to meet changing needs and business conditions”.

                                                                    Quentico

What We Do in Collaboration With Our Clients

           After obtaining an assignment or contract, our management analysts will first define the nature and extent of your organization’s health.  During this phase, we will analyze relevant data and processes which may include interviews with manager and employees while observing their interactions within the workplace.  From our findings, and our collective recommendations, our consultants would then develop solutions for strengthening your organization’s capabilities.  In the course of preparing our recommendations, we take into account the nature of the organization, the relationships it has with others in the industry, and its internal organization and culture. 

           Insight into the organization’s health often is gained by building shared vision, optimizing relationships,  and gaining insights of current mental models.  Once we’ve collaborated with you on our findings, and strategic solutions. Our consultants would then report their strategic course of action and recommendations to your Senior leadership team.  These suggestions are submitted in writing, or by oral presentations.   For some projects, management analysts are retained to support the education and implementation of suggestions and strategies that have been formulated.

Employee - Development - Intervention -Training

Who we are

MISSION:

AT EDIT CONSULTING IT IS OUR:

Purpose:  To advance the knowledge and the understanding of life as a natural interdependent, systematic whole, where shared knowledge and vision amongst individuals and groups,  can create infinitely new possibilities for those focused on seeking new realities and achieving what truly matters. 

Vision:  To become the premiere organizational development enterprise  for organizations in the private, public, non-profit sector and learning institutions. 

Mission:  To support organizations in their growth to reach their potential,  through the development, nurturing and support of the infinite human capabilities  that  exists and interact daily as employees of the organization and as citizens in our greater society.