Annalisa’s approach and techniques reflect the approach of the Tavistock Institute that combines the application of systems theory and psychoanalytic concepts to organisations and their dynamics, especially in relation to change.
01 - LISTENING DEEPLY
… to understand what’s going on.
“Very good perception for quickly grasping complex organisation dynamics” — Member of COB Supervisory Board (2024).
Annalisa is a practitioner in the “use of self as a tool of analysis”: she takes a deep listening position at the boundary between rational and irrational meanings, and works with issues emerging at both levels.
Together with her clients, she uses thoughts, feelings and emotions as data to develop insightful conversations. She can effectively contain anxieties, so that her clients are freed to explore new perspectives.
Her deep listening and facilitation skills help to build trust and stronger alliances within and outside the organisation’s boundaries. She remains focused on building trust step by step as the foundation of her interventions and mortar of her consultancy cycle. She may challenge her clients to cultivate a sense of adventure and joy in self-discovery.
02 - PEOPLE POTENTIAL
“Annalisa helped people to better understand and perform their role, but also to interpret it differently, to play with it and to change the perspective for staff member and team and Alliance benefit” — Alliance2015 secretariat’s feedback (2024)
People are always her primary focus: to help people develop, flourish and work collaboratively within their professional community is Annalisa’s source of professional joy.
She trusts people’s capacity to overcome obstacles to fulfil their potential, and enjoys accompanying them throughout their role development and evolution.
She is deeply interested in how people work together, and what they can achieve when their understanding becomes more enhanced and nuanced; their interactions, more fluid; and their conversations more meaningful.
03 - ORGANISATIONAL ROLE CONSULTATION*
Annalisa works with a constant focus on the person, the role, and the organisation, considering the larger system her clients are part of.
Working with her means developing a joint exploration of enhanced understanding, self-awareness and more effective behaviours. It is a journey to discover new possibilities, navigate emerging challenges, surface hidden factors, identify creative ways forward, and to overcome difficult obstacles.
She offers deep empathy and high levels of trust and confidentiality to create spaces for reflection that are safe and transforming. In these spaces, her clients can cultivate their ability to represent their thoughts and emotions and make sense of them as they learn about their roles, their leadership abilities, and their relationships within the organisational structure.
She uses some creative practices such as role drawing to explore role history and biography, and to facilitate leadership development.
To unfold the complexities and ambiguities of organisational life, Annalisa also uses the Transforming Experience into Authentic Action in Role theoretical model*.
04 - CHANGE AGENCY
Change processes, at any level, and their analysis and management are at the core of Annalisa’s approach.
She builds upon her clients’ desires and necessities for change, helping them to embrace, promote, and manage the process. She can adapt and remain engaged to work in changing situations within organisations, being close enough to their mission and keeping a distant enough perspective when she observes and decodes organisational dynamics.
She believes in the pivotal role women can play as drivers of sustainable change when they are empowered and gain confidence in the power of their voices. She takes great joy in witnessing this transformation and is dedicated to creating the conditions that make it possible.
“We define coaching with compassion as helping others in their intentional change process (i.e., achieving their dreams or aspirations or changing the way they think, feel, and act)” — R. E. Boyatzis.
(*) “The goal of role consultation is an understanding of the realm of the role and the context, the organisational system within which the role is embedded and expected to function. Better understanding leads to better judgement, and thence to more effective behaviour … in relation to the needs and desires of the organisation and its environment” — Sher, M., and Lawlor, D. (2022) An Introduction to Systems Psychodynamics.
“The model describes five domains of experience: the experience of being a person, the experience of being in a system, the experience of being in a role, the experience of being in a context and the experience of source. These are central to organisational analysis” — Long, S. (2016) Transforming Experience In Organisations.