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Organisational Change and
Development – an African
perspective
Dr Rica Viljoen
Dr Rica Viljoen
08:30–08:40 Welcoming and introduction08:40–09:30 Organisational change and transformation in the new world of work - Dr Rica Viljoen, Managing Director, Mandala Consulting 09:30–10:30 Spiral dynamics for Africa Dr Loraine Laubscher specializes in integrating First and Third World cultures in the global workplace
10:30–11:00 MORNING BREAK
11:00–11:45 Organisational development in practice Doctrine Loshnee Naidoo, Specialist in socio-economic development11:45–12:30 Alternative OD modalities - Doctrine Tonja Blom, Specialist in the field of organisational change
12:30–13:30 LUNCH – FEED YOUR BRAIN TO ENHANCE THINKING PERFORMANCE 13:30–14:45 Strategy and organisational change and development Dr Adri Drotskie, MBA Director of Henley Business School South Africa
14:45–15:00 The link between organisational change and development and consulting psychology Dr Anna-Rosa le Roux, Head of Organisational Effectiveness at Woolworths Financial Services
15:00–15:15 RECHARGE BREAK 15:15–16:15 World Café exercise – conceptualizing the future of OCD in Africa
Facilitated by Joyce Toendepi and Rica Viljoen from Mandala Consulting
Please join us for the BOOK LAUNCH afterwards
Intent – boundary for the day
Not a conference – an OCD Event
Whoever comes is the right people.Whatever happens is the only thing that could have.
Whenever it starts is the right time.When it is over it is over.
The Law of Two Feet: "If you find yourself in a situation where you aren't
learning or contributing, go somewhere else.”
Boundary management – checking in phones ringing to be interpreted
Content of the dayOCD not CDO
Optimising social systemsMaking it functional on different levels /domains:
I, We, IT,
Philosophical under-pinnning
• Phenomenological, social constructivistic ontology• Ethnographic and interprevistic epistemology• Integral methodological assumptions
3890
393
302
136
122
2237
2907
239 16931997
2540894
223
Total: More than 60000
Multicultural work in 42 countries
Saying what they want us to hear
Understanding the underlying beliefs in a system
Becoming authentic
The Age of Authenticity• Bringing spirit (anima) back into organisations• In males and females• Extended definition of organisations• Becoming authentic and real
Theoretical framework
• Inclusivity theory – Viljoen• Spiral Dynamics – Graves, Beck, Beck• Human Niches – Laubscher• Jung – normal psychology, James Hollis• Freud, Bion – groups are not normal• Consolation work - Hammilton• Integral Theory - Wilber• Appreciative Inquiry = Cooperrider, Sharmar,
Wheatly, Hamilton• Body, Mind and Soul work – Paula Reeves, Marion
Woodman• Auto-ethnographical – Ellis, Plummer
So what is the one pager solution?
Sustainability thorough Inclusivity - energy on all dimensions
Alternative ways
New world of
work
Nature of the world
Why we change Essence of Change
New
Sciences
We change differently
Consciousness
The Individual
The Team
The
Organisation
How individuals change
How groups change
The What
Context:Industry
South AfricaAfricaGlobal
Leadership
Doing
Being
Disconnect
Apathy
Engagement
Inclusivity
Organisation
Group
IndividualEQ Journey
Dialoguing
World CafeStorytelling
Appreciative Inquiry
Organisational LeadershipTrust
LeadershipWork attributes
State EngagementTrait Engagement
Behavioral Engagement
How organisations change
The way: How we change
The landscape of Organisational Change and Development
HUMAN
NICHES
CONGRUENCE
ENERGY
Inclusivity as radical OCD methodology
Definition of Inclusivity will be used:
“A radical organisational transformational methodology which aligns the doing and the being side of the organisation around commonly defined
principles and values, co-created by all.”
“It is a systemic approach that focuses on underlying beliefs and assumptions, and challenges patterns within the individual, group and
organisational psyche to spend energy and engage in a sustainable, inclusive manner with the purpose of achieving a shared consciousness.”
Viljoen (2008) defined Engagement as
“Engagement, the systemic result of the interplay between the individual potential, group potential and organisational potential
in the context of the specific industry or national culture”.
“as the output of the energy in the system to perform.”
Engagement Defined
Ghana 98 tribes
120 tribes in Tanzania
NigeriaWonderful energy
Boko Harram
Arab Spring
Xenophobia
54 countries
"The darkest thing about Africa has always been our ignorance
of it.”
-George Kimble
Constellation Activity
Family Relations
Rules of Behaviour
Ceremonial/Ritual
Time Orientation
Stories
Ancestor
White/Black MagicLand
Sky
Animals
People Relations
Human Domain
Physical Domain
Sacred/Spiritual Domain
Interrelatedness of African Purple
SecrecySocial Structure
CopyingRelationships
EldersOld ways
Drumming, Dancing, Art, Storytelling
Exists outside past or future
Storytelling and Metaphors
Honoring and Protection
SangomasForesightHealingGift of gods
Sacred earth
Sun, Moon, Stars and Wind
Animal Spirit
Consultation Communication
Harmony
Laubscher (2014)
Marikana 16 August 201234 Mineworkers killed by police
“Treat us with respect”, “long sleeve shirts for the sun please”, “basic rights”,
“treat us with dignity”. Solve PURPLE
problems with
PURPLE thinking
Xenophobia• On 12 April 2015 shops in Umlazi and KwaMashu, outside Durban, were torched.
Almost 2,000 foreign nationals from Malawi, Zimbabwe, Mozambique and Burundi have been displaced as a result of the violence.
• Five people have been killed.• On 14 April 2015, Looting of foreign shops spread to Verulam, north of Durban
following a day of clashes between locals, foreigners, and police in the city centre, KwaZulu-Natal.
• About 300 local people looted foreign-owned shops, and only two people have been arrested.
• A 14-year-old boy became the latest fatality. He was shot dead during looting in KwaNdlanzi, allegedly by two security guards.
• In Durban's Central Business District (CBD), a car was set alight and police fired rubber bullets, stun grenades and teargas canisters in clashes between looters and foreigners
`ovrOvr
Over-culture congruence
Thinking structures Viljoen, 2015
Over culture
`ovrOvr
Over-culture congruence
Viljoen, 2015
Over culture
NORTH
Nature & Community
Culture & Spirituality
Science & Technology
Economics & Politics
RED
SOUTH
PURPLE
YE
LL
OWB
LU
E
WEST EAST
Doing
Being
Knowing
Thinking
Viljoen (2015)An integral approach
OR
AN
GE
BLUE
Green
BEIGE
“When father
Germany (Europe)
and mother Africa marry,
the divine child called
TRANSFORMATION
is born.”
-Jung 1953Dossey
“You cannot help but learn more as you take the world into your hands. Take it up reverently, for it is an old piece of clay, with millions of thumbprints on it.”
-John Updike
There is no shame in looking back and fixing something!
Akan Adrinka SymbolWest Africa
We locked up our wisdom into our bonesAnd swallowed the keys
They sank in our rivers of bloodAnd we forgot the maps
Because we had to forget the mysteriesTo keep them safe. We wove our hair into broomsAnd swept over our pathsAnd then burned the earth with our rageWe didn't teach our children It was the only way to protect them,
we thoughtBut in them we planted seeds, seeds and keysAnd told them stories and riddles and songsWith no
roots, just tangled threadsThat would take years to unwindJust enough timeFor the rains to fall againand put out the firesFor the dams to break For the rivers to floodFor the pathsto be walked againFor the soil to breatheAnd as the old bones crumbleDeep beneath the rubbleWe find we've always had the keysOur stories and our
mapsOur paths are revealed to someAnd the seeds grow againThe threads are unspun
And woven again~ Amara Bronwyn Hollow Bones
Unique contribution
• Scientific-practitioners approach• Academically written yet practical• Remembering organisational development• Incorporate CHANGE in OCD• Integral and systemic• Multi-disciplinary approach• Alternative modalities• Deeply rooted in consulting psychology and ethics• Multi-cultural integral approach• Interdisciplinary inquiry into the ecology of social
systems
If a old person dies, a library burns down . . .
