A change of perspective is an approach to creating a comprehensive understanding of complex issues with the aim of achieving holistic and sustainable change. It involves adopting different points of view and examining the issues under consideration from different perspectives.
In systemic organisational development processes, the change of perspective is used specifically to gain a deeper understanding of the dynamics and challenges of an organisation. Four different perspectives are typically taken into account:
- ‘We – within us”: this perspective focuses on the internal dynamics and internal processes within the organisation. The aim is to understand the values, norms, communication patterns and relationship dynamics that shape the behaviour of employees.
- ‘From the outside – on us”: This approach involves looking at the organisation from an external perspective. The influences of customers, suppliers, competitors, legal framework conditions and social trends are analysed in order to understand the positioning of the organisation in the external environment.
- ‘From us to the outside”: This involves reflecting on the impact of the organisation on its environment. This includes analysing social responsibility, environmental impact and relationships with external stakeholders.
- ‘Me on me – in the organisation”: This perspective refers to the individual reflection of employees on their own role, their skills, their values and their motivation within the organisation. It is about recognising and developing personal potential.
