The psychodynamic approach

“Systems psychodynamics consultants tend to focus on developing leadership capability”. Sher and Lawlor, 2022.

“The ‘systems’ designation refers to the open systems concepts that provide the framing perspective for understanding the structural aspects of an organisational system. These include its design, division of labour, levels of authority, and reporting relationships; the nature of the work tasks, processes and activities; its mission and primary task; …

The ‘psychodynamic’ designation refers to the psychoanalytic perspectives on individual experiences and mental processes …, as well as on the experiences of unconscious groups and social processes, which are both a source and a consequence of unresolved or unrecognised organisational difficulties.”

- Gould, L., Stapley, L. F., and Stein, M., 2001.

Organisational role consultation

“The contemporary phenomenon of executive coaching was re-defined as organisational role consultation by the Grubb Institute because (it) more accurately describes the 3-way integrated focus on the person, the role and the organisation. …

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. London: Routledge.

Transforming Experience Framework

“The Transforming Experience into Authentic Action in Role is a model that makes no hypothetical predictions, but gives guidance for an exploration of the dynamics within organisational systems. 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 not necessarily exhaustive domains, but are central to organisational analysis”.

- Long, S. (2016) Transforming Experience In Organisations. London: Karnac Books Ltd.

Humble Inquiry

“Humble Inquiry is the fine art of drawing someone out, of asking questions to which you do not already know the answer, of building a relationship based on curiosity and interest in the other person. … Leaders will need Humble Inquiry most because complex interdependent tasks require building positive, trusting relationships with subordinates to facilitate good upward communication. And without good upward communication, organizations can be neither effective nor safe”.

- Schein, E. H. (2013) Humble Inquiry: The gentle art of asking instead of telling. Berrett–Koehler Publishers.