It seems all so common and accepted that there are things in Organisation which are not spoken about. Well not really, actually some parts of them are spoken between close friends, and the spicy ones around the water coolers, coffee machines and the long drives in office cabs.
So, what is it that Organisations are missing and losing out on, when such conversations are not done in open; when there are the Unspeakables which “cannot” be spoken in meetings, with bosses and in front of top management?
Organisations are missing out on valuable information from the floor – which have the potential to identify the root of many issues which are affecting the organisation. On the other hand, Management gets busy in solving issues which are actually manifestations of the something deeper. No wonder so much time and money is lost in solving recurring issues like Attrition, Low Moral, Low Employee Engagement, Employees not living their full potential, Organisation not growing at the pace they would like to grow etc. etc.
Human Process Consulting is a methodology, which helps Organisations in uncovering the underlying Human Processes. These would typically include, though not limited to – Communication process, Leadership and decision making process, how people relate to each other and the organisation, their aspiration, their alignment to role and organisation goals, the work flow and how work actually gets done etc. This is done by involving people, tapping into what is said and what is not said, understanding how people feel emotionally, as well as taking a holistic / systemic approach in studying the organisation.
When Organisations get in touch with these human process, and an environment of psychological safety is created with the help of the human process consultant, people share openly without fear and as a result the solutions generated are holistic and also have a much higher buy-in from people through their involvement in the change process. Organisation can now tap into its strengths and harness the full potential of its people and itself.
So the question remains, why is it that Human Process Consulting which has so much potential for bringing positive change in Organisations and has been around for a couple of decades now, (ref. Edgar Schein) is still not as widely known and used by Organisations as it should be?