Two myths about leaders:

All progress comes from the actions of enlightened leaders
All the horrors of humanity come from demonic leadership

Both are comforting because they absolve us of responsibility. All progress actually comes from the messy, impudent and relentless pushback of system members.
(Barry Oshry, Seeing Systems)

Effective change in organisations needs approaches which take the all the constituent parts of the system into account. We use techniques that recognise this, from “Large Group Intervention” methods that involve a representative cross-section of the system, to “Constellation” tools that can depict complex systems dynamics and issues, and highlight ways forward.

These methods are supplemented by more traditional approaches including organisational research, facilitation, workshops, team and individual development.

Typical contexts include:

- Mergers and acquisitions
- Organisational restructuring
- Culture change