Intra-organization Design

This article is part of a series of reflections on the Global Network Annual Conference. To view the previous article, click here.

For the final panel of the conference — intra-organization design — we were invited to literally roll up our sleeves and do some dirty work. Awaiting us on the opposite side of the room were impeccably set up tables laden with art materials, each one attended to by an art facilitator dressed in a spotless, brand-new apron. The main facilitator attentively read the instructions to the activity from a cue card, then invited us to don our own spotless, brand-new apron, form groups and join one of the art facilitators at a table to await step-by-step instruction. The task was to explore our creativity by creating a group painting starting from a piece of instrumental music; the art facilitators’ role was to assist us in this task, a role they embodied mainly by carefully giving instructions one step at a time, managing access to materials, and more importantly, by giving us tips and techniques to perfect our final product.

As a student of Human Systems Intervention, I caught on to what was going on — at least for myself — very early on. After a few ‘teachable moment’ interventions from the art facilitator to ‘help’ us ‘perfect’  our group painting, I found my self-awareness kicking in; I was irritated, confused, and tempted to withdraw from the process. I felt the tension between the need for freedom to experiment and what I perceived as the restrictive, rigid and invasive presence of the well-intentioned facilitator. Wasn’t our painting good enough? I liked it just as it was, but I went along with each suggested ‘improvement’ although I had no idea what the end goal was.

I took a deep breath and tried to participate without being hindered by my feelings of inadequacy, but truth must be told, my creativity was definitely taxed as I increasingly felt as if I had to reach some unstated, and in my mind unattainable, standard.

During the debrief, my group mates reported having had different reactions to the facilitator’s interventions, some were positive, but most were either negative or ambivalent. Then Jacinthe shared an ‘a-ha’ moment with the group: ‘Is it possible that the people we work with as consultants feel the same way we felt just now?’

It was a glorious moment of self-awareness. STS seeks to involve workers in the design of an organization and its decision-making processes as well as foster continuous improvement and innovation. In participating in various groups, teams and committees, workers are invited to work among experts and other authority figures as equals.  We had just witnessed — rather experienced — the subtle impact of the way we as practitioners embody these underlying principles and values of our field on the people we work with and the overall outcome.

Looking back at the intra-organization session with the distance of time, I only now realize just how much I was unconsciously dragging my past experiences along with me and allowed myself to be triggered by the dissonance I perceived between the rigid structure of the activity (and those spotless aprons!!) and its purported goal of exploring creativity. On some deep level I was reading the message NOT to color outside the lines. But creativity, at least in my mind, is a happily messy process. And that gap affected my participation and ultimately the end results in ways, unfortunately, we will never know. This leaves me with some broad questions: how to integrate complexity theory with STS practice to engage the whole person in the design process? How to effectively flatten out the power differential between authority figures, experts and other members of the organization on both the conscious and unconscious levels?

Dena Duijkers,

HSI 2014

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