This part of the website will be developed more fully later.
Here are just some brief initial pointers:
Management styles and methods throughout all levels of social organisation are still largely based on 20th century (and to some extent even on 19th century) psychologies.
Outdated psychological technologies
We would not expect a 21st century business to perform well with index cards or manual stock-taking.
So how can we expect it to excel based on outdated human resources technology ? How can it function well based on antiquated 20th (and to some extent even 19th) century psychological paradigms?
Would you do your deliveries in a 1912 Ford? |
These tend to be sufficient when staff are co-operating with each other, and are fulfilling their task-oriented goals. However, in times of crisis or radical change a modern depth-psychological perspective may be needed to do justice to the inherent dilemmas and conflicts. One of the aspects least understood is the connection between individual psychology and organisational culture, and how they affect and reflect each other. This is especially true for the leaders in an organisation, whose psychology is often pervasively reflected in 'how things are done around here'. Attempting to address the psychology of leaders and managers - at whatever level - with last century's out-dated tools will eventually reveal its limitations.
What constitutes 21st-century psychology ?
Whilst I am working to complete this section and make it accessible and relevant, here is some information which I prepared for a keynote on the theme of "Body, Brain & Business."
Organisational psychology and consultancy for the 21st century is based on the some of the following ideas and principles (arising from integral, systemic, holistic and depth-psychological psychodynamic approaches):
- self-organisation & complexity theory (see: Margaret Wheatley & Myron Kellner-Rogers: "A simpler way")
- integration of hierarchical and heterarchical styles (see: Ken Wilber: "Integral Psychology")
- awareness of parallel processes & systemic thinking ("the unconscious of the leader manifests throughout the system as organisational culture")
- spiral dynamics and evolutionary perspectives on organisational development (see: Don Beck: "Spiral Dynamics")
Attending to unconscious processes and dynamics both intra-psychically and inter-personally can liberate energy and creativity which is often needlessly expended to protect, survive and hold out against the irrational forces shaping the organisation.
For details of my work with individuals in organisations and business, see Coaching & Mentoring ....
For a unique series of developmental events, designed for leaders and managers in organisations, to enhance your practice, help you understand more deeply the psychological dynamics of groups and individuals and extend your range of leadership styles and interventions, see the COMMUNITAS Project.
Testimonials
I am a member of LinkedIn, the online network of professionals, and here's some of the feedback I have received:
“In my work as an organizational development consultant and executive coach with top Fortune 100 companies, I have found Michael's support invaluable. He applies a vast body of knowledge and experience in group dynamics, individual and interpersonal development with an easily understandable yet profound style. The ability to give useful feedback is a key skill. He brings about pragmatic outer, tactical and strategic change through deploying what only a minority of consultants have - the ability to engage authentically with all the complexity of the whole person (s) and teams thus positively transforming their climate and behaviour. Sincerely, T C Kelly” September 9, 2008
Top qualities: Great Results, Expert, Creative
Tom Kelly
hired Michael as a Business Consultant in 1995, and hired Michael more than once
“Michael is a hugely experienced psychotherapist and a powerful facilitator who is absolutely dedicated to his clients. Both in 1:1 and group sessions he brings radical insight and practice to bear. A man at the top of his profession and deservedly so.” September 7, 2008
Anthony Landale, Independent Professional, Anthony Landale and Associates
“I have worked with Michael over several years both privately and professionally. I enjoy working with him so much I now count him among my friends. He is very professional, experienced and caring. He is also a fun and enjoyable personal to work with high integrity, a solid work ethic and need to create meaningful outcomes for those he is working with. I value his views and skills to such an extent that I partnered with Michael on an important part of my book "So you want to be an entrepreneur" where he helped create a valuable "mental" test for readers. I would recommend him without reservation.” November 11, 2008
Top qualities: Great Results , Expert , High Integrity
Entrepreneur Jon Gillespie-Brown
hired Michael in 2006, and hired Michael more than once