Systemic organisational development: Holistic transformation for sustainable success
Systemic organisational development is a strategic approach to the development and transformation of organisational and corporate culture. It aims to involve the entire organisation in the change process and actively involve employees in shaping the future.
Key factors of systemic organisational development:
- Holistic transformation: in systemic organisational development, the entire organisation is viewed as a complex system. This includes the structure, processes, roles, tasks and relationships within the organisation. In contrast to approaches based purely on superficial changes, systemic organisational development focuses on a profound transformation that takes equal account of cultural and structural aspects.
- Employee participation: A key feature of systemic organisational development is the active involvement of employees in the change process. Employees are not just seen as recipients of change, but as experts in their areas of responsibility and active shapers of the development steps. They contribute their knowledge, their experiences, their hopes and concerns and their interests and perspectives in order to jointly develop solutions and drive the change forward.
- Creating a shared vision: Developing a shared vision for the organisation is a central step in systemic organisational development. This vision serves as a guiding star that directs change efforts and inspires employees. The vision should be jointly developed and shared by everyone involved.
- Interaction and relationships: Systemic organisational development looks closely at the interactions and relationships within the organisation. It recognises the importance of positive interpersonal relationships and promotes open and constructive communication. Conflicts are not avoided, but resolved constructively.
- Cultural change: Changing the organisational culture is at the heart of systemic organisational development. This includes the values, beliefs and norms that shape the behaviour and cooperation of employees. A positive organisational culture is crucial for long-term success.
- Long-term impact: Systemic organisational development aims for long-term changes that go beyond short-term adjustments. It creates an organisation that is flexible, adaptable and willing to learn in order to cope with the constant changes in the business world.
Conclusion: Systemic organisational development is a holistic and long-term approach to transforming organisational and corporate culture. It promotes the active participation of employees, the creation of a shared vision and the development of a positive organisational culture. In a dynamic working environment, systemic organisational development is a key to long-term adaptability and ensuring success. It enables organisations to adapt to challenges and actively involve their employees in the change process.