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Organizations need to change to meet the challenges of the times, meeting new requirements created by global markets, changing economies, expectations for quality and customer satisfaction. Top leaders, managers, and consultants are undertaking large-scale change efforts in order to position their organizations where they need to be for success now and into the future. Large Group Interventions for organizational and community change are methods for involving the whole system, internal and external, in the change process within a very short time frame. This brings about right change in real time. They allow changes in business strategy, can develop a mission or vision about where the company is headed in the next century, and foster a more participative environment to maximize the potential and involvement of the workforce. Versatile: Large group interventions have been used for change in strategic direction, acceptance and implementation of quality programs, changes in relationship with customers and suppliers, and changes in structures, policies, or procedures. They are useful in getting through organizational “logjams” and thus are used in solving critical business issues. Large group interventions have been used in large and small corporations, not-for-profit and public sector organizations, and in assisting entire communities. Large group interventions have also played a key role in mergers including mergers of hospitals, as they have become large health care corporations, and mergers of several municipalities into one corporate entity. When people commit to new ways of working, they are already starting to work in a different way. Rapid: As new techniques, strategies, or technologies are implemented, adapting an entire system to changing needs work only as quickly as the slowest link. Traditional reengineering efforts, although well intended, have not taken into account the critical factor of time needed for implementation. Managers often complain of actions being obsolete by the time of implementation. The length of time required for reengineering efforts and the prime cause of their failure is commonly that top-down change creates a great deal of resistance in the workforce, even in situations where a representative transition team has been created to advocate for the change at their level in the organization. By involving all levels of the organization in the change process, remarkable and extremely rapid outcomes are possible. Staff becomes a driving force in carrying needed changes forward, rather than in holding them back. Morale Building: High morale is a critical factor in high productivity and high achievement. Imagine staff being enthused that management values their contribution, management vitalized by their employees’ commitment to success, and the whole organization being aligned with navigating towards a common vision. The biggest investment a business makes is its staff, yet they are underutilized resources in implementing changes to ensure a competitive edge. Large group interventions hardness the creative potential, imagination and interest of employees in leading the organization to achieve excellence. Sustainable with Long Ranging Benefits: As well as achieving the goal
of the large-scale event, there is value added for the ongoing life of
the organization. Resistance to change is greatly reduced.
Transferring what happened in the event back to the job is feasible because
a significant portion of the workforce has already experienced a new way
of working. Barriers that are broken down between departments often
stay down when people return to the everyday job. Large group interventions
open new channels of communication within an organization.
Methods of Large Group Intervention There are six significant methodologies for large group interventions,
all of which have good records of success. They are Open Space Technology,
Future Search, Conference Model, Large Scale Interactive Process, Real
Time Strategic Change, and Participative Work Redesign. The method
chosen is determined both by the size of the group that is to come together
and the needs of the organization. Sustainability of the change in
the organization after the intervention is complete is another determinant
of appropriate methodology.
Dalar Associates/Change Team Canada
55 Ravina Crescent
Suite 10, 1726 - 12 Ave. SW.
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