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+61 (0) 415 416 715 (Maike)
+61 (0) 468 831 082 (Rob)

Systemic Organisational Development

how we think

organisations

Our approach to organisational development is rooted in a first-principles mindset, and we steer clear of preconceived notions and off-the-shelf solutions. Every organisation is unique, intricately intertwined in its own environment, with its own set of challenges and opportunities.

Each choice of organisational structure comes with its own strengths and weaknesses. Therefore, we start by creating an in-depth understanding of the perceived problem, and your organisation's dynamics within the context of the perceived problem, meticulously mapping its linked patterns in an effort to decipher how the organisation operates within its specific environment.

We look at what the organisation is, not what–on paper–it should be. We take a highly pragmatic approach, supported by theory, rather than working from idealised versions of how organisations are supposed to be. We seek answers to fundamental questions: Why does the current situation make sense? How could the perceived problem be a plausible solution to which underlying dynamic? Only then is it worthwhile to look for ways of changing it.

Our thinking is firmly grounded in systems theory and modern psychology. We acknowledge organisations as complex social systems, with their own dynamics. They adapt to their environment, but always in their own unique way.

This perspective views the organisation as a distinct entity, characterised by its own dynamic patterns that are separate from those of the individuals working within it. Of course, the organisation is not independent of its employees. The organisation's employees influence its culture and, vice versa, the culture influences the employees. Nevertheless, the organisation is a separate system, with its own patterns and peculiarities.

What is Systems Theory?

Systems theory, as developed by Niklas Luhmann, is a framework for understanding complex systems, like organisations. It views organisations as self-regulating systems composed of interrelated and interdependent communicative events (in essence, its decisions).

According to Luhmann, an organisation's primary function is to reduce complexity by creating a stable structure within which it can operate effectively. This theory helps leaders understand the intricate dynamics within their organisation, enabling them to foster resilience, adapt to change, and drive sustainable success. By focusing on communication, decision-making processes, and the interplay between different organisational elements, systems theory offers a holistic approach to enhancing organisational health and performance.

Core Principles of Systems Theory

Systems theory views organisations as self-regulating systems that create order and stability within complexity. Key concepts include autopoiesis, where systems are self-producing, and the role of communication in maintaining organisational coherence.

Applying Systems Theory

By applying systems theory, organisations can better manage complexity and interdependencies, leading to improved adaptability and resilience. Practical applications include restructuring communication flows and decision-making processes.

Systems Theory vs. Other Theories

Unlike traditional theories that focus on hierarchical structures and linear processes, systems theory emphasises the interconnections and feedback loops within an organisation, offering a more dynamic and holistic view.

Understanding Organisational Dynamics

Systems theory provides a lens to see the patterns and interactions that define organisational life, helping leaders understand the underlying causes of behaviour and performance.

Benefits in Change Management

It allows for a more nuanced approach to change, recognising the interrelated aspects of organisational life and facilitating smoother transitions by addressing complexity head-on.

Enhancing Leadership Practices

Leaders can use systems theory to gain deeper insights into organisational functioning, enabling them to make more informed and effective decisions. (Check out our Leadership Lab.)

Role of Communication

Communication is seen as the lifeblood of an organisation, essential for coordinating activities and maintaining the system's integrity.

Building Organisational Resilience

By understanding and managing the complexities of organisational life, systems theory helps build resilience, allowing organisations to adapt and thrive in changing environments.

Only when you understand the reasons for difficult behavioural patterns, are you in a position to change them.

how we can help

In leadership positions, it is common to feel isolated. The weight of responsibility and the need to make critical decisions can amplify this sense of solitude. An organisational sparring partner can make all the difference!

It does not need to be lonely at the top!

Within the organisation, there is often no space to reflect on uncertainties,paradoxes and ambiguites.

In leadership positions it is common to feel isolated. The weight of responsibility and the need to make critical decisions can amplify this sense of solitude. An organisational sparring partner can make all the difference!

As a leader, you have taken on an impossible task: to control something that is inherently uncontrollable. Yet, this is exactly what is expected of you: be decisive, create clear strategies, establish failproof structures and craft a compelling vision for the organisation—all while projecting unwavering certainty and confidence. But, even the most confident leaders have their uncertainties and we all have our blind spots. And we are confronted with unsolvable problems and completely unclear situations.

However, within the organisation, there is often no space to reflect on these uncertainties, paradoxes and ambiguites.

This is one of reasons why an organisational sparring partner can be such a great help. It provides the space for reflecting on challenges with an expert on organisational dynamics. Organisational sparring is not coaching (which is also very useful in its own right!). It is an eye‐to‐eye level exchange aimed at reflecting on decisions, ongoing transformations, challenges and problems.

Challenge your assumptions

It is a process that will challenge your assumptions, offer alternative perspectives and ask critical questions, while offering a safe space for authentic conversations with a non‐judgemental and unbiased sparring partner without a personal agenda.

Organisation Sparring can be integrated into ongoing engagements or utilised as a standalone service.

In order to drive change within your organisation, a firm grasp of its existing culture is essential. The cultural and structural pattern analysis (CSPA) tool, designed by systemic organisational developers, is tailored precisely for this purpose.

Organisational Understanding

Culture and Structural Pattern Analysis

Organisational culture works mostly invisible. It is something we are influenced by every day, but we are generally unaware of how exactly. Which social dynamics influence our decisions? What communication patterns are at work? How do we find the important features of our organisational culture?

Water is invisble to fish

Unfortunately, in the same way that water is invisible to a fish, it is particularly difficult to describe the culture one is embedded in. You cannot get at it through questionnaires or normal interviews. Thus, to navigate this hidden terrain of cultural norms and unspoken rules, an innovative and insightful method is needed.

This method is a tool called Cultural and Structural Pattern Analysis. It is an hypothesis-driven series of linked interviews, at the end of which you have a good idea of the most significant aspects of your organisational culture.

Reflecting these patterns back to the organisation is often enough to shake up the system, and suffice as an intervention, but sometimes an action phase is needed to put the understanding into action.

When organisations are viewed as machines, it is easy to imagine being able to plan a change initiative for years into the future. Unfortunately, reality has a way of getting in the way of these efforts. It's far more effective to think of organisations as living organisms, with a mind of their own, reacting to their environment based on past experiences. Systems theory describes organisations as complex social systems.

Organisational Iterations

Moving Forward in Small Steps!

Every intervention in a complex social system, such as an organisation, must be treated as an experiment. There are no certainties. It cannot be planned. There are simply too many possible outcomes!

Past successes of an approach do not guarantee future successes. Successful application of a management tool at one organisation does not guarantee its success at another organisation.

Each organisation, department, or team is unique and will react according to its own internal logic. Therefore, we approach each project with a critical mindset and a willingness to learn and adapt to unexpected outcomes.

Our goal is to work with our clients to create sustainable and lasting change that is tailored to their specific needs and situation.

+61 (0) 415 416 715 (Maike)
+61 (0) 468 831 082 (Rob)

+61 (0) 415 416 715 (Maike)
+61 (0) 468 831 082 (Rob)

Systemic Organisational Development

Each organisation is unique