The Known Unknowns

As software developers, we inevitably encounter knowledge gaps – areas where we are certifiably clueless. Perhaps we’ve never worked with databases, so we recognise terms like “schema” and “queries” as complete unknowns we’d need to study.

These are the “known unknowns” – subjects we can identify as unfamiliar terrain, even if we can’t articulate precisely what lies in that territory. While frustrating, known unknowns at least make the gaps in our understanding visible.

The Invisible Unknowns

Far more insidious is the state we call metacluelessness – being unaware of unknown domains altogether. These are the invisible “unknown unknowns” – entire domains of knowledge and skill whose existence we fail to even comprehend.

For us developers, metacluelessness blinds us to whole realms of critical concepts and practices. We may be experts in shipping web apps, but oblivious to vital DevOps disciplines like infrastructure-as-code, monitoring, or chaos engineering. Or talented backend coders who have never conceived of cutting-edge frontend paradigms like WebAssembly or Jamstack. And then there’s the whole raft of invisibles related to the way the work works – not necessarily an issue for micromanaged developers, but for self-managing teams, crucial.

These aren’t just knowledge gaps – they’re unknowns we don’t know exist. Unfathomable blind spots preventing us from recognising what we’re missing.

The Illusion of Mastery

Metacluelessness is pernicious because it breeds complacency and over-confidence in our ranks. When we’re unaware of the boundaries of our mastery, it’s easy to succumb to arrogance about our depth of experience.

Without recognising our blind spots, we assume comprehensive expertise simply because we’ve never glimpsed the unknown territories. This false mastery mindset leaves us closed-off to growth, unable to even ask the questions that would identify new areas for development.

Shattering the Illusion

The antidote to our metacluelessness is shattering the illusion that our knowledge has no limits. It’s the humble admission that our expertise, however vast, is circumscribed by invisible domains we cannot fathom.

This isn’t easy – it requires us to continually question the limits of our understanding. To surround ourselves with new perspectives and domains. To listen for obscure terminology that hints at whole schools of thought we’ve never apprehended.

Only by identifying the realities of our metacluelessness can we begin addressing it. Grappling with unknown unknowns, if only to clarify what they are, not comprehend them fully. It’s an endless process of mapping the boundaries of our ignorance.

The Never-Ending Terrain

For us developers, pushing past metacluelessness is an infinite game. The leading edges of the intersection of software, work and business are so vast and emergent, there will always be new blind spots blocking our peripheral vision.

As we shed light on one enclave of metacluelessness, it reveals dozens more shadows where blind spots reside. It’s a perpetual cycle of overcoming the limitations of our expertise, only to uncover new frontiers of ignorance.

But embracing this cycle, and the inherent metacluelessness that comes with being human, is the path to true mastery. We cannot eliminate blind spots entirely, but we can develop the self-awareness to recognise their existence – and the curiosity and humility to keep exploring.

The Power of Collective Intelligence

In more and more scenarios, solving complex challenges often requires much more than just an individual’s expertise. It demands the ability to synthesise diverse perspectives and pool intellectual resources through seamless coordination and collaboration. This emerging paradigm is known as collaborative knowledge work (CKW).

CKW brings together professionals from varied backgrounds to tackle intricate problems that defy siloed approaches. By harnessing the collective brainpower of multidisciplinary teams, organisations can innovate and achieve breakthroughs that may have once seemed unattainable. This collaborative mindset is reshaping various industries and giving rise to new types of roles and career paths.

Professions Embracing the Collaborative Paradigm

Here are some of the professions where collaborative knowledge work is taking centre stage:

Software and Digital Products

From agile squads to distributed open-source collaborations, software creation has become a team sport where developers, designers, and product experts collectively craft digital solutions.

Management Consulting

Rather than individual consultants, firms are assembling cross-functional teams to provide holistic advisory services that span multiple practice areas for their clients.

Product Design and Innovation

User-centred design demands close collaboration between designers, engineers, researchers, and other stakeholders throughout the product development lifecycle.

Scientific Research

Tackling complex scientific inquiries requires coordinated efforts between researchers across institutions, merging expertise from diverse domains.

Healthcare

Providing effective patient care requires seamless cooperation among physicians, nurses, therapists, pharmacists, and other healthcare professionals.

Legal Services

Navigating intricate legal matters, especially those spanning jurisdictions, necessitates integrated teams of lawyers and paralegals from complementary practice areas.

Education and Training

Developing robust educational programmes involves interdisciplinary instructional designers, subject matter experts, and educational technologists working in concert.

Construction and Engineering

Delivering large-scale construction projects relies on integrated teams that bring together architects, engineers, builders and other specialised roles.

Finance and Investments

Managing investment portfolios and analysing risk profiles is increasingly a shared responsibility between quantitative analysts, economists, and other financial experts.

The New Collaborative Mindset

As the complexities of our world continue to grow, the demand for professionals adept at collaborative knowledge work will only intensify. Thriving in these roles requires a unique blend of specialised expertise and the ability to synthesise diverse perspectives through effective communication and coordination. This emerging paradigm presents exciting opportunities for those seeking to make a lasting impact by pushing the boundaries of what is possible through the power of collaboration. I wonder how many of the above truly understand and embrace CKW, and how many remain mired in the category error of treating CWK like traditional forms of work?

A short story about metacluelessness and the distinction from stupidity.

Hubris in the Corner Office

Sitting in his corner office overlooking the city skyline, Simon felt a swell of pride. At 38 years old, he had accomplished so much – an MBA from a prestigious university, a high-flying career in management consultancy, and now the coveted role of Managing Director at SapriCoZa Tech, the tech division of one of the largest corporations in the country. His achievements were a testament to his sharp intellect and tireless work ethic. Yet when it came to leading SapriCoZa’s technology division, Simon was operating in a realm far outside his expertise.

The Cracks Begin to Show

The first warning sign came when Simon insisted on adopting a radical new software methodology. Despite polite pushback from Megan, the Head of Development, he forged blindly ahead without fully grasping the nuances of the approach. To the developers, it was clear their new leader lacked the technical know-how, but they followed orders, watching helplessly as the project derailed.

As issues mounted, Megan attempted to explain the root causes, but Simon simply couldn’t comprehend where his understanding fell short. How could someone of his pedigree be so misguided? In his mind, his way was unquestionably correct – after all, he was the one calling the shots.

A Slow-Motion Catastrophe

Weeks became months, and the project slipped further and further off the rails, bleeding money and resources. The once-harmonious tech team now operated in an environment of scrutiny and demoralisation. Still, Simon remained oblivious to the self-inflicted mayhem unfolding under his leadership.

Simon’s problem wasn’t lack of intelligence – he was undoubtedly bright. His issue was that he couldn’t recognise the boundaries of his own expertise. In his world of business strategy and operations, he was a savant. But technology? He couldn’t even spell it, let alone steer it.

A Failed Intervention

Finally, Megan felt she had no choice but to escalate the matter to Simon’s superiors, hopeful they could make him see reason. But alas, Simon’s blindspot was total. When presented with the disastrous results of his tenure, he simply doubled down, unable to accept that his approach could be the root cause. The issues, he reasoned, must lie with his insubordinate team.

The Inevitable Conclusion

SapriCoZa’s leadership eventually reached their limit. Though Simon ticked all the right boxes on paper, his obliviousness was putting the entire technology division at risk. With resolve and pragmatism, they asked for his resignation, unable to withstand further damage from his incumbency.

As Simon cleared out his belongings, his overconfidence remained intact – he still couldn’t fathom where he had gone so wrong. His self-assurance, once a strength, had become a ruinous liability that left him unable to recognise his own shortcomings. Never mind. His career options were still numerous, and his future bright.

The Lesson Learned

Simon’s undoing was a harsh reminder that even great intelligence is no protection against being unable to grasp the boundaries of one’s knowledge. While stupidity represents a lack of intellect, far more insidious is the meta-ignorance that allows people to sail forward convinced of their expertise in areas where they are largely unskilled and unknowledgeable. A deficit of self-awareness can undo even the most credentialed leaders.

What’s Truly Happening in Our Offices?

Many workplaces are entangled in a web of complexities, often driven by politics, power dynamics, and individual ambitions rather than motherhood-and-applie-pie ideals like trust or shared goals. Given this landscape, AI doesn’t just enter as a neutral tool; it has the capacity to significantly influence these existing dynamics.

Is AI a Participant or a Bystander?

As AI infiltrates more and more aspects of work, its role is anything but passive. Transparency in how AI is implemented and utilised matters. A transparent approach helps to build trust by making it clear how AI influences decisions, from hiring to performance evaluations. This can prevent the perception of AI as an omnipresent ‘big brother’.

Can AI Ameliorate Workplace Bias?

AI systems have the power to either reinforce or alleviate existing biases, depending on how they’re applied and what data they’re fed. To avoid perpetuating stereotypes or inequalities, regular audits of these systems can help identify any skewed algorithms or biased data sets. Implementing corrective measures ensures fairer outcomes.

How Do We Strike the Balance in Communication?

AI tools can risk making interactions among team members more transactional and less personal. A balanced approach might involve utilising AI for mundane tasks like scheduling or data sorting, while preserving human interactions for tasks requiring emotional intelligence and nuanced discussion. This dual approach aims to enhance productivity without sacrificing the quality of interpersonal relationships.

Where Are the Ethical Boundaries?

AI raises fresh ethical questions around data privacy and employee surveillance. These aren’t just technical issues but deeply human concerns that can affect trust and morale. Establishing a clear ethical framework for AI usage can go a long way in reassuring employees that their data won’t be misused and that AI tools are in place to assist rather than monitor them.

Will AI Reshape Office Hierarchies?

As AI gains the capability for data-driven assessments, the entire concept of hierarchical structure in workplaces could face a radical change. If we move away from promotions and role assignments and instead focus on team dynamics and systems contributions as captured by AI analytics, a more egalitarian environment could emerge. This shift disrupts established power dynamics and allows for a culture based on collective contributions rather than individual titles.

What’s the Inescapable Impact?

The influence of AI on the existing dynamics of the workplace is inevitable and multifaceted. It’s not just about technological changes but shifts in culture, ethics, and interpersonal relations. By consciously addressing these aspects, an organisation can guide the impact of AI towards creating a more transparent, equitable, and effective workplace that truly begging to address the needs of all the Folks That Matter.

Always in Step with Wu Wei?

Before I even knew the term, my natural way of approaching work and life reflected the essence of Wu Wei—effortless action. It was as if I had been dancing to a rhythm only I could hear, and that rhythm was surprisingly aligned with this ancient Taoist principle. But then came the societal pressures and expectations about what success should look like, and I found myself aware of a different, more frenetic tune: the tune of striving.

The Rhythm of Striving: A Discordant Beat

Flirting with striving was like changing the music mid-dance. The beat was off, the tempo mismatched. Striving to meet expectations and reach ever-higher pinnacles of success seemed like it would be a chore. Each step forced, each move laboured. Over time, the dance of my career transformed into a gaol, where I performed, but the performance was crucifying me emotionally.

Rediscovering My Rhythm

The dissonance became too loud to ignore. The emotional fatigue, the sense of going against the grain, led me to reassess. I’ve rejected the siren song of striving and returned to embracing my original tune. That’s when I reconnected with Wu Wei, giving a name to the style I’d always inherently known.

How the Dance Changed

Once I embraced Wu Wei again, my dance changed. No longer was I trying to keep pace with an alien beat. I found my flow, that place where effort isn’t forced but naturally unfolds. The emotional toll decreased, and in its place came a sense of authentic engagement with all things.

What Does the Dance Look Like Now?

Today, the dance is improvisation, feeling the music and going where it takes me. Opportunities come, not from striving, but from being attuned to the natural flow of events. I still engage, I still act, but I do so in harmony with the world, and with my emotional core.

My dance with Wu Wei has become a central choreography. It brings with it a sense of peace, the emotional richness of being in step with my true self. And interestingly, I find that I have no urge to achieve, no draining emotional exertion. In letting go of forced effort, I’ve found my authentic rhythm, and it’s a dance I intend to continue.

In a world that’s constantly buzzing with the idea of “hustle culture” and defining success by professional accomplishments, the decision not to have a job can be perceived as unconventional or even reckless. However, this choice is often more nuanced and intelligent than it might first appear. Let’s explore…

Haiku

Freedom’s quiet call,
Unbound from the daily grind,
Life’s path unconfined.

1. Personal Growth and Fulfilment

Choosing not to have a traditional job can open doors to personal growth and self-discovery. Without the constraints of a 9-to-5 schedule, individuals might find time to explore hobbies, volunteer, pursue research, and engage in activities that contribute to their personal well-being and satisfaction. The freedom to explore one’s passions can lead to a more balanced and enriched life.

2. Health and Well-being

Work-related stress is a major concern in modern society. Without the daily pressures and demands of a traditional job, individuals can find more time to focus on their mental and physical health. This choice can foster a more balanced lifestyle, allowing time for exercise, relaxation, and building meaningful relationships.

3. Alternative Careers and Ventures

Not having a traditional job doesn’t necessarily mean not working. Many people are turning towards freelancing, entrepreneurship, or other non-traditional forms of work that allow for greater flexibility and autonomy. These options can provide an opportunity to work on things that are truly meaningful and align with individuals’ values and interests.

4. Environmental Considerations

The choice not to engage in traditional employment might also align with environmental values. Commuting, office energy consumption, and other aspects of conventional work can have a negative impact on the environment. By opting out of this system, individuals can reduce their ecological footprint.

5. The Impact on Society

On a broader scale, the decision not to have a traditional job contributes to societal change. It challenges the normative structures that define success and encourages others to reflect on what truly matters. This can foster a culture that values well-being, creativity, and community engagement over pure economic productivity.

Conclusion

Choosing not to have a job isn’t simply a matter of opting out of earning a paycheck. It’s often a thoughtful decision, rooted in values, personal needs, and a desire for a different way of living. While this choice isn’t for everyone, and it’s certainly fraught with its own challenges, it’s an option that invites curiosity, respect and understanding.

In a society that’s ever-evolving and questioning traditional norms, the choice not to have a job might not only be smart but also courageous. It prompts a broader conversation about what it means to live a fulfilled life and how we might redefine success for ourselves and our communities.

The phrase “bullshit job” is a term that has resonated with many people in recent years. Coined by the anthropologist David Graeber, a bullshit job is described as a type of employment that is so meaningless, even the person performing the job can’t justify its existence. The employee perceives their work as non-essential, contributing little or nothing of value to the society. They are often marked by tasks that seem redundant, unproductive, or simply unnecessary. Now, the big question is, can one improve a bullshit job? If your job falls into this category, are there any practical steps you can take to reduce its meaninglessness? Our stark answer, based on a close examination of the matter at hand, is: None. A bullshit job, by its very definition, is irredeemable.

Catalyst for A Meaningful Career

Before delving into the reasons behind this seemingly nihilistic conclusion, let’s clarify one thing: the objective here isn’t to promote a defeatist attitude, but rather to encourage introspection and self-awareness, providing a catalyst for more meaningful career decisions.

So, why do we argue that a bullshit job is irredeemable? To answer this, we must first understand the inherent characteristics of such roles. By definition, a bullshit job is one that the worker sees as utterly pointless, contributing nothing substantial to the world. The job may keep you busy, but the tasks do not lead to any significant or productive outcome. They don’t fill a societal need nor do they provide personal satisfaction. Thus, in these cases, the problem isn’t with performance, productivity, or lack of skills; it’s about the fundamental essence of the job itself. The problem lies in the job’s DNA.

Analogy

Imagine attempting to make a meal tastier by adjusting the spices, but the primary ingredient itself is tasteless or, worse, unpleasant. No matter how much you modify the peripheral elements, the fundamental issue remains. The same logic applies to bullshit jobs. As long as the core tasks of the job remain meaningless, no amount of effort, enhancement, or optimization can transform it into a meaningful, fulfilling career. This harsh reality is what leads us to our seemingly despairing conclusion: a bullshit job, in its true form, is irredeemable.

Silver Lining

But here’s the silver lining – this acknowledgment is the first step towards finding a better path. The recognition of the futility of your current job can be a potent catalyst for change. It’s like waking up from a bad dream and realizing you have the power to reshape your reality.

Begin by asking yourself, what gives you a sense of satisfaction and purpose? What are you genuinely interested in? It’s essential to listen to your inner voice, your authentic interests, skills, and values. Seek careers that align with these elements. Find work that contributes to society or brings about positive change, work that excites and engages you. This process may involve acquiring new skills, switching industries, or starting your own venture. It could even mean accepting a lower income initially. Yet, these are necessary steps to transition from an unfulfilling job to a meaningful one.

Summary

In conclusion, while a bullshit job might seem irredeemable, the individual performing it isn’t. Acknowledging that your job lacks meaning is a significant first step in seeking something better, a job that not only pays the bills but also provides a sense of fulfillment and purpose. Your path may not be easy, and it will require courage and resilience, but the end result – a job that you find meaningful and rewarding – is worth the effort.

Further Reading

Graeber, D. (2018). Bullshit Jobs: A Theory. Allen Lane
Frankl, V. E. (2006). Man’s Search for Meaning. Beacon Press.

Hey there, future changemakers! Today, we’re going to chat about a super cool role in the tech industry that’s shaking things up. It’s called the “Attendant,” and it’s all about moving beyond just technical stuff to refocus on understanding and meeting people’s needs. Intrigued? Let’s get into it.

Often, when we talk about tech roles, we picture folks who speak the complex language of software coding and build all kinds of exciting products. However, the role of the Attendant brings a fresh approach to the table. It’s less about writing code and more about getting to know what people need from these products.

In the past, the focus in tech was mainly on the technical bits and pieces. Sometimes, this meant they didn’t fully grasp what users, other teams, or the whole company really wanted from their products. Imagine it’s like buying a new car without asking your partner what features he/she’d need from it.

That’s where the magic of Attendants comes in. They’re not just the messengers; they’re the problem solvers, the needs fulfillers. Their job? To focus on everyone’s needs and to find the simplest possible solutions to meet these needs. Sometimes this might mean software, but often as not, not. They’re like the architects of solutions that everyone can understand, use and love.

Now, don’t get it twisted – being an Attendant doesn’t mean you’re any less important or skilled than those who focus on the purely software aspects. On the contrary, Attendants are superheroes in their own right. They’ve got top-notch communication skills, a deep understanding of people’s needs, problem-solving abilities, technical chops, and a ton of empathy.

So, what’s the big deal about being an Attendant? This role is all about truly understanding what people actually need, and then creating *simple* solutions to fulfill those needs. They’re the solution-builders who consider what everyone needs, not just what can be done with technology. And who knows, this could be a role you’d like to explore in your future? If you’re interested in a job that mixes understanding people and finding the simplest solutions, this might be the perfect path for you.

In the shifting tides of the business landscape, staying afloat requires more than just clinging to the past. Twenty years ago, Agile consulting was the golden ticket, but now, that ship has sailed. Welcome to the era of Systems Thinking, where a holistic approach to business reigns supreme. Brace yourself for a journey into the next business revolution that’s taking the world by storm.

A Golden Era Passes

Two decades ago, in the early 2000s, the business world was going through a significant transformation of their approach to software development. Organisations were moving away from traditional waterfall (and ad-hoc) approaches and adopting Agile, shifting from a linear, sequential approach to a more iterative, collaborative one. Agile coaches, project managers, and consultants found themselves in high demand, guiding teams and organisations through the transition and reaping significant rewards. For these individuals, it was a golden era, as companies in all sectors scrambled to understand these new ways of working and better respond to change.

Terminus

However, as the saying goes, nothing lasts forever, and so it was for the Agile consulting boom. Fast forward to the present, twenty years later, and the Agile market has senesced. Most organisations are now familiar with at least the term. The consulting gold rush has tapered off; that particular gravy train has reached its terminus.

Paradigm Shifts

Today, the buzz is all about whole systems approaches and systems thinking. In this approach, businesses are considered as complex systems, an interconnected network of components rather than isolated departments or teams. This perspective encourages organisations to break down silos and consider the wider impact of decisions and changes, leading to more sustainable and holistic solutions.

With the rise of this new perspective, the focus has shifted from software and individual project management methods to an overarching, systemic focus. The challenge is now about understanding and managing complexity, facilitating interconnections, identifying feedback loops, and shifting paradigms.

Reinvention

Can the Agile consultants, coaches, Scrum masters, etc., of yesteryear evolve and learn to navigate this new landscape so as to remain relevant?

Inspect and Adapt?

In conclusion, trends come and go, and those who can adapt thrive. “Inspect and adapt”, anyone? Twenty years ago, Agile was the buzzword; today, it’s systems thinking. Who knows what the next twenty years will bring? It’s a constant reminder that the only thing consistent in business (and life) is change.

Note: If this post has given you cause for concern, I’m always happy to talk things through, one-to-one.

For every one person that “gets the breaks” there’s a million that don’t.

This statement underscores the essence of resilience and perseverance. While it may seem disheartening to acknowledge that only a few people “get the breaks”, it’s important to remember that this is just a facet of the vast diversity of human experiences.

Every person who doesn’t immediately “get the breaks” contributes to a collective narrative of resilience, building strength, wisdom, and character through the challenges they face. These people often turn out to be some of the most tenacious, hardworking, and empathetic individuals, inspiring others with their determination and resilience.

Furthermore, they offer us lessons in courage, the capacity to keep going despite odds, and the will to forge our unique path. They remind us that while “breaks” might be an immediate route to success, there are countless roads to reach our destination, each one filled with its unique experiences and rewards. It emphasises the importance of valuing our journey as much as the destination.

In a way, this statement celebrates the human spirit, its indomitable will, and its ability to hope, strive, and grow irrespective of the challenges it encounters. It illustrates that success isn’t always about “getting the breaks”, but often about the strength we build, the resilience we foster, and the individuals we become through our unique journeys.

Ever wondered about the hidden truth of leadership roles? While they’re often seen as the pinnacle of professional success, the reality is that many leaders secretly wish they could step away. What’s causing this paradox, and how can we challenge the unspoken rules of business to address it? Let’s dive into the surprising dilemma faced by those at the top.

Isn’t it peculiar that the very roles folks strive for often become the ones they wish to escape? It’s the conundrum many in leadership find themselves in. They’ve climbed the ladder, gained the title, yet the reality of their positions is not as rosy as the image portrayed. Why’s this so?

The shared assumptions and beliefs within most businesses and societies paint leadership roles as the pinnacle of success. Yet, once in these positions, individuals often find them fraught with stress, long hours, a level of responsibility that can be overwhelming, and the implicit pressure to be mean to people. They’re bogged down by bureaucracy, and the freedom they envisaged is replaced with countless meetings, conflict resolution, and pressure to meet targets.

Yet, these same businesses’ cultures trap these individuals, creating a perception that stepping down or moving sideways would equate to failure. There’s a sense of being ‘stuck’, a lack of alternatives within the existing organisational structure. The irony is bitter: the very roles they once coveted have become ones they’d rather not hold, but the unwritten mores of business leave them feeling there’s no way out. It’s a dilemma that underscores the need for reimagining how we view success and leadership in our workplaces.

Girls and women are ideally placed to become real developers (by my definition*) and yet they want to CODE?

*My definition:

A real solutions developer is not so much someone who possesses technical expertise, but rather has the ability to connect with people and truly understand their needs.This requires a high level of emotional intelligence and empathy, as well as excellent communication and interpersonal skills. A real solutions developer builds relationships with clients, collaborates with team members, and creates solutions that meet the unique needs of each individual and group. By putting people first and prioritising human connections, a real solutions developer is able to deliver truly transformative solutions that make a difference in people’s lives.

See also: #NoSoftware

Listen up folks, I’m here to give you some straight talking about a career choice you may have heard of: Organisational Psychotherapy.

Let’s start with what it is: Organisational Psychotherapy is a type of therapy that helps organisations improve their culture. It’s essentially a type of therapy for the collective psyche.

Now, is it a good career move? Well, that depends on a few things.

First, do you have what it takes? To work as an Organisational Psychotherapist, you’ll not need any kind of certificates, degrees, or licenses. You WILL need to be a people-person, adept at seeing what’s happening and at building a therapeutic alliance with the client organisation as a whole.

Second, do you have the right personality for the job? This is a demanding and emotionally taxing career, so you need to be able to handle stress and maintain your composure in difficult situations.

Third, is there a demand for this type of work? This field is still relatively new, so there may not be as much demand for Organisational Psychotherapists as there is for other types of therapists. However, as more and more organisations realize the benefits of this type of therapy, demand is bound to increase.

So, what are the benefits of a career in Organisational Psychotherapy?

First, you’ll be helping organisations surface and reflect on their collective assumptions and beliefs. Which leads to collective introspection on culture and means to success.

Second, you’ll have the opportunity to work with a wide variety of people and organisations, which can be both challenging and rewarding.

And finally, you’ll be able to make a real difference in people’s lives and have a positive impact on the world of work.

Now, I’ll be the first to admit that Organisational Psychotherapy may not be for everyone. But, if you have the temperament, the personality, and the drive to succeed, it can be a very fulfilling and lucrative career choice.

So, there you have it folks. Is Organisational Psychotherapy a good career move? It’s up to you to decide. But remember, if you’re going to make a career change, make sure you have all the facts, weigh the pros and cons, and choose wisely.

Organisational psychotherapy is an exciting and fast-growing field that offers a unique approach to helping organisations remove the cultural blockers that create toxicity and limit their performance. It is an opportunity to be part of the next big thing in business and to help organisations become much more fulfilling places to work.

Organisational psychotherapy uses a talk therapy approach to explore the culture of an organisation and the social dynamics that exist within it. This approach helps uncover the unconscious assumptions, beliefs and attitudes that hinder growth and productivity. It then supports organisations in challenging and transforming these cultural barriers, which can have a profound impact on the organisation’s performance and the experiences of the folks working there.

As a trained organisational psychotherapist, you will have the skills and knowledge to help organisations understand their psychological Needsscape, and to identify and remove any cultural blockers that are holding them back. You will work with senior management, teams and departments within the organisation, to help them understand the impact their assumptions and beliefs are having on the wider organisation and to encourage more fulfilling ways of working.

In addition to helping organisations perform better, being an organisational psychotherapist also offers a fulfilling and meaningful career. You will have the opportunity to make a real difference in people’s lives and to help workplace communities grow and succeed.

So, if you’re passionate about people and have a desire to help organisations realise the benefits of a more humane approach, join the ranks of organisational psychotherapists today. Get in on the ground floor of this exciting and dynamic field, and help organisations overcome the cultural barriers that are limiting their performance.

I’ll be delighted to provide practical pro bono help and support to anyone wishing to pursue this exciting new career path, or to add to their existing set of skills.