Throughout history, the types of organisations we have invented were tied to the prevailing worldview. Parallax works with senior executives and at board level to build trust and harmonise aspiring, high performing executive teams. With evolutionary leaders, we are able to facilitate more ambitious vertical transformation in an organisation's culture.
Do we need to access a new world-view, a new stage of consciousness, to reinvent organisations?
Over the last decade, we have seen an exponential rise in the number of apparently intractable issues facing organisations. Common symptoms are:
Thanks to recent research, there is now more clarity than ever over the cause of the problem – and its solution. At the heart of the matter is the fact that the structures of most organisations today are woefully inadequate for the environment in which they operate. Our current, rigid hierarchy evolved at the turn of the industrial revolution when stability and predictability were the norm. This allowed for reliability and reproducibility in a stable environment.
Today, change is one of the few certainties we can depend upon – and the pace is accelerating exponentially. Increased volatility, uncertainty, complexity and ambiguity leave the rigid hierarchy, with its centralisation of power, gasping for breath and unable to keep up. At the same time, social trends mean that more and more people seek a greater sense of meaning in their work.
Organisations are seen as having a life of their own, and an emergent sense of direction, encapsulated in the organisation’s purpose. Members are invited to listen, tune into and align with this governing principle.
Applying a consistent set of developed practices that invite us to reclaim our wholeness, or authenticity, and to bring all of who we are to work.
Operating effectively, even at a large scale, with a system based on strong peer relationships, without the need for either hierarchy or consensus.