Rethinking Core Beliefs

Understanding Organisational Psychotherapy

A Definition

Organisational psychotherapy applies the principles of talk therapy to organisational group minds and cultures. Its core aim is to invite systemic change by holding the space for surfacing and reflection on the shared assumptions and beliefs within an organisation.

The Value of Holding Space

Creating a safe environment or “holding space” for collective exploration empowers employees. It promotes an atmosphere of trust and opens doors to deeper levels of understanding between people. This enables an organisation to surface and reflect on counterproductive patterns in a meaningful way.

Surfacing Shared Beliefs

By focusing on shared assumptions and beliefs, organisational psychotherapy zeroes in on the foundational elements that shape organisational culture. This focus ensures that any systemic change is rooted deeply, rather than being a superficial alteration.

Invitation Over Imposition

The philosophy of “invitation” in organisational psychotherapy represents a paradigm shift from traditional top-down methods of organisational change. It engenders a sense of collective ownership of both the problems and solutions, thereby enhancing commitment and engagement.

Qualitative Over Quantitative

While some critique the lack of quantitative metrics in organisational psychotherapy, the emphasis on qualitative analysis can be its greatest strength. This approach seeks to understand the ‘why’ behind behaviours, offering deeper insights than numerical data often can.

An Ethical Framework

Applying talk therapy principles to organisational development provides a moral and ethical backbone often missing from corporate change initiatives. This ensures a respectful, humane approach to transformation, valuing each individual within the collective.

Summary

Organisational psychotherapy, as defined, stands as a powerful tool for systemic change. By holding space for the collective mind, focusing on deeply-rooted shared assumptions and beliefs, and inviting rather than imposing participation, it offers a transformative and ethically grounded path for organisational development.