Systemic constellations and coaching

A new approach to problem solving for organizational systems in business and industry.

The Organizational Constellations allow access to information from the subconscious of organizations and identify hidden dynamics.

 

Process

Interview

Interview where the facilitator asks the client some questions to get a clear view on the client’s question to decide which parts and elements will be of the constellation. 

Constellation Design

Based on the interview the facilitator will propose the elements to design the constellation. 

Observations

The elements of the constellation are put in the room and now we look what happens. The client is the observer of the constellation. 

Interventions

Base don how the constellations evolves, the facilitator will execute some interventions to test the different hypothesis. The client can identify the problem and see the possible actions to be taken to find a solution for the organizations issue. 

Closure & Integration

The constellation is finished when the client discovered which decision to take. Take some time to close the constellation and have the constellation integrated at the client.

Case study Recruitment Constellation

Background: 

Jan is CEO of “IT RecruitPro”, a company specialized in outsourcing IT-profiles. As his company is growing he would like to hire an assistant but he’s not sure which profile would be the best fit for this open position. 

A profile with IT knowledge or an HR-oriented profile? 

Using a Tetralemma constellation the client would like to have more insights on which profile he should look for. 

Four elements are placed in the Tetralemma (Figure 1A): 

          1. a person specialized in IT with interests HR (IT)
          2. a person specialized in HR with interests in IT (HR) 
          3. a person specialized in IT and experience in HR or a person specialized in HR and
            experience in IT (ITHR) 
          4. a person with no experience in IT or HR (JOKER)

 

The representatives of the different elements stated all why they would be the best fit for the open position. Of course the representative of the element with experience in HR and in IT has the preference for Jan. To open the discussion in the constellation Jan is asked to enter the
constellation to discover what the best choice would be for him (Figure 1B).

 

Figure 1: Schematic representation of constellation

This constellation was really confusing for Jan as he was overwhelmed by the amount of choices. Every option has its advantages and disadvantages. Toon told us that rationally he would choose the person with experience in HR and in IT. However by exploring the different elements of the constellation Jan discovered that the person doesn’t need to be perfect in both domains.

Outcome: 

In the follow-up interview Jan told us that he was very confused during the constellation. But later while thinking back to it he understand that his feeling was reflected in the constellation as it was not clear for him what kind of profile he was looking for and if he was looking for a new person to hire after all. He realized that he needs to time some time to reflect about it. Also the position that the new person would occupy is not clear. 

Does he look for a new business partner or an assistant? Apart from the position he realized that it needs to be clear for him if the person needs to have the same mindset or a complementary mindset.

Books on Systemic Constellations