Human technology for sensemaking and collective action in a VUCA world
Creating new connections, growing complexity of mind.
Change begins at our learning edge, evolving our relationships, our connections and creating new thinking.
Your current actions and behaviour are optimized to create exactly the results your are achieving. But, what if there was more available to you. What if you could get beyond current thinking, create new meaning, and respond to your collective challenges differently?
We work with you to create a space where new thinking and new ideas can emerge as you move beyond your learning edge. This will mean letting go of what you think you know in order to collectively grapple with the questions no one individual can answer.
Sensemaking at the learning edge holds the key to finding your next systemic move. We create spaces that enable you to move into sensemaking, change relationships and discover new thinking.
The stages of a typical Organizational Change Initiave working with Evolvagility:
Sensemaking: Intake session in which you will experience our unique learning architecture in sharing your complex challenges. We explain more on possible interventions and the value for your organization.
Discovery: Dive deeper into the constellation of relationships and roles in the organization. Experience more of our human learning toolset and get a deeper sense of how we work. The key here is to establish, early on, a strong spirit of mutuality and collaboration. This will be useful in itself to your organization.
Offer: don’t call us, we’ll call you. If we feel we can add value to your organization, we will propose a set of interventions based on what we learned in the discovery session, and what we will need from you. This is an inflection point where a decision is to be made by us and by you.
Probe -> Sense -> Respond: If a broader organizational assessment is needed, this will be a separate proposal. We engineer such a broader assessment through a series of Action Learning cycles, each of which is structured around the Cynefin Probe->Sense->Respond loop. This is about systemic coaching and creating adaptive systemic leadership capability in your organisation .
Note: We expect to work closely with people within the system in these cycles which occasion opportunities to facilitate, teach, and otherwise catalyze learning with those people we work with.
“We do not think and talk about what we see; we see what we think and talk about.” - Edgar Schein
A Sample ‘Wedge’ Intervention
This a relatively brief intervention that is intended to drive a small, but disproportionately impactful “wedge” into a particular organizational fault line. A “fault line” is some part, or some aspect of your organization, that in some way compromises your overall performance.
Evolvagility offers a number of wedge interventions. One such offer is what we call a Strategic Alignment Wedge. This particular Wedge is intended to reveal the fault lines that lead to organizational mis-alignment, and to begin the process of bringing about the broader, organizational conditions necessary to increase shared alignment, ownership, and commitment.
We see things, not as they are, but as we are…
Research has shown that we respond to complex situations by “making up” what we do not understand. Creating from our own personal stories and filters, we each hold a personal version of reality.
This state becomes embodied. Literally, how we experience things, our sensemaking capacity. This is how we each, individually, see and predict, our reality. How we create what we think and what is possible.
Venturing beyond our own meaning-making capacity is hard. It requires practice, presence and facilitation. If we can learn to relate in a new way, sharing our "made-up” stories, we begin to see in a new way, see new realities and possibilities. This is a signpost to growth and learning.
Our unique learning technology works as an interplay across three dimensions of human systems capability:
Inner Development: helping people develop their inner capacity to make sense of situations and events that otherwise seem to make no sense. Reconnecting people to their potential.
Relationship Intelligence: helping people develop new embodied skills in the area of communication, deep listening and deliberately development conversations.
Systems Intelligence: helping people develop their ability to operate effectively within the context of groups and group dynamics--not just cognitively but also embodied and emotional intelligence.