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Henry
Ford understood then nature of organizations when he observed
that
“. . . before productive work can be accomplished, a
certain amount of ‘friction’ must be overcome”.
This ‘friction’ as Ford considered, came from
bureaucracy, inefficient work practices, procedures that were
created without considering all possible eventualities, and
poorly designed processes.
In
many organizations, a large part (and perhaps the most difficult
to overcome) of this ‘friction’ arises from people.
One
of the main reasons why this ‘friction’ type is
harder to overcome, is that it is least well understood, and
most organizations are far less well equipped to manage interpersonal
challenges as they are technical ones.
Organizational
Coaching is based on systems theory which maintains that a
change to any entity in the system, absolutely changes the
entire system. The main goal of organizational coaching is
to reveal the system to itself – its’ strengths,
challenges and potential. We cannot change what we don’t
see or understand. In his work, Senge et al, spend considerable
time arguing that effective organizations develop the organizational
learning skills to effectively manage the human elements that
comprise all of today’s enterprises – which are
all like living, breathing organisms.
We
offer programs aimed at senior executives and front-line supervisors
and managers. Help give your team the Power of “X”.
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