Are all types of symbolic- and/or creative (analogical) methods. These methods are used for everything that is difficult to express in words such as feelings, emotions, intuitions etc. Being expressed using metaphors, fairytales, constellations, collages, symbols, pantomime, maps, drawings or paintings they become more tangible. Analogical methods allow communication about non-linguistic, emotional parts and layers of our reality otherwise difficult to explain.
Rational thinking and acting is usually dominating our business world. But in complex or challenging situations this thinking is often not delivering results. It is then that by using metaphors, pictures, stories and role-plays, appropriate solutions are found.
With the application of analogical methods we move in the Consciousness Model on the Beyond Logic Layer. We give more emphasis to our sub-conscious knowledge, intuition and our deeper knowing.
Analogical Methods can be used:
- as icebreakers
- to develop team building and team development
- to stimulate employee engagement
- to develop the confidence to safely explore unfamiliar territories
- to release unconscious fear and be- able to step into the unknown
- to bring people out of analytical thinking into a state of sensitive awareness
- to bring participants to sense the wholeness of themselves (motivation, perceiving, feeling, thinking, acting)
- to enhance creative expression, stimulate innovative breakthrough
- to foster deeper conversation that stimulates belonging, caring and trust.
- to develop with the client diverse perspective of the current reality (non-verbal images, emotional perspective, not easy to grasp reality)
- To enhance skills that utilize intuition, inspiration and active imagination vs. logical/analytical left brain
Appreciative Inquiry is an amazingly powerful method to build or renew energy, momentum and confidence by recalling best experiences and best resources of the past.
It allows people, teams and/or organizations to connect to their high points, to the quality of their organizations, communities and environment. By asking questions on past and present capacities, resources and achievements, the A.I. method brings them into contact with their strengths and best resources. It therefore gets people in contact with their passion, their “aliveness” and their effectiveness in economic, ecological and human terms.
As the name already indicates, this is a method for sharing information, concerns or topics while going for a walk. It fosters generative dialogue in pairs, triads or groups of up to 5 persons, who need to discuss, reflect or process particular issues.
The movement, and also the environment, encourages people to relate to each other beyond the normal level of trust, openness and presence. It is then that they can tap into their Space-in-Between.
Focus Groups are a format, a method by which to get input or feedback from an organization on a certain topic. A sample of members of a specific target group reflects and shares their impressions and articulates their opinion about a predefined topic. Focus Groups are not representative in the stochastic sense, however they can deliver- a good “gut feeling” about a situation or topic.
What are Focus Groups used for?
- to obtain rapid and focused information on a specific topic.
- as a form of diagnosis: We want insights about a current status or needs.
- as a sounding board: You want broad feedback on posed questions or ideas
- to set up an early warning system on hot topics applicable in all project phases
This is a conversation exchange that fosters exploring and learning together on a certain topic. Whether a Generative Dialogue can take place or not mainly depends on the quality of the conversation, which itself depends on the openness and trust among the dialogue partners. It is the key task of the facilitator of such a Generative Dialogue to create a safe space or arena where the conditions -allow this and to hold it. The Generative Dialogue when we manage to enter opens up as the Space-in-Between. It stimulates the innate creativity of individuals and therefore allows immense synergies as it generates more options to act and a wider and deeper knowledge among the partners. By suspending beliefs, assumptions, opinions or impulses it creates a “free space” for something new to emerge.
An interview is a dialogue between two or more people where questions are posed by one person (the interviewer). The competences of the interviewer (how to create an inspiring interview, which questions to pose and how to, etc.) is fundamental.
Interviews are basic methods for clarifying the task, organizational diagnosis, systemic approaches, coaching, checking the situation with the client, etc.
It is a compelling form of inner reflection which allows each person in a group to explore for him or herself a topic without the need for sharing the outcome. Guided by questions from the facilitator, the participants can access their more unaware part, go beyond their logical self and usually arrive at a deep personal insight in respect to a topic, situation or action.
LGI is a multi-stakeholder process designed to “get the whole system in the room” in order to enhance and develop shared understandings and agreements throughout different methods and formats. As the name already suggests, it is not one specific but different types of interventions that are used to work with bigger groups. (30-500 persons)
The value of LGIs lies in the fact that they:
- create buy in for change in the whole organization
- generate a sense of urgency
- explore the present reality in relation to the past and present conditions
- work out different perspectives on for example situations, approaches or consequences etc.
- build momentum and implement change process
- get feedbacks from stakeholders
- align different stakeholders to a goal etc.
- develop- sustainable changes throughout active involvement of stakeholders
LGI is an excellent approach for large groups to:
- discover and implement solutions in a wider system while dealing with complex situations
- develop a sense of community and belonging throughout the target group
- facilitate innovation processes
- generate breakthrough solutions and buy in when dealing with urgent or burning problems
- support international “multi-stakeholder” processes
This is a method of creating and enhancing motivated and inspired meetings and events. It’s an effective large group interventions method (from 5 to +2000). It works best on the burning topics of an organization.
Open Space is based on four principles:
- Whoever comes are the right people
- Whatever happens is the only thing that could have
- Whenever it starts is the right time
- When it is over it is over.
Open Space has one law and that is The Law of Two Feet.
This law means that everyone is responsible for his/her choices. Everyone can make a difference and it is their responsibility to use their two feet, and move to a place where they can make a difference. This creates the enthusiasm and energy in a group which allows it to get into a flow and generate the necessary outcomes.
Learn more about Open Space
Peer coaching is a tool widely utilized for creative problem solving, knowledge exchange and mutual coaching. It is a group coaching method that brings together people in comparable roles to jointly develop appropriate and practical solutions for their own particular challenges.
Objectives of Peer Coaching:
- Best practice exchange to avoid reinventing the wheel
- Leadership team is reinforced by mutual support
- Organizational learning based on knowledge exchange
- Fostering solidarity, networking, mutual support and solution orientation within a group of peers.
Power Networking is an effective icebreaker method at the beginning when people meet. It is a fast and efficient tool to identify knowledge, experience and interfaces in a group. The guided process supports fast contact and strong connection while getting to know many people.
It is best applied in Kick-Off-Events and/or in “Getting To Know Each Other” situations.
It enables organizations and their (mainly inner) stakeholders to jointly work on their highest possible future. RTSC works in the here and now; it is faster than ever imagined. All involved persons work out a shared and complete picture of the reality. A focus lies on understanding the demands of the environment. This is how identification and a drive, a desire for the joint future is created. Often the leaders present their scenarios and thoughts for the future. These are then analyzed and reworked together, before the implementation is worked out. In this way the participants are involved in designing their joint future. They are motivated by and committed to the implementation.
Number of Participants: 10–10,000 or more
RTSC-conferences are recommended when:
- you need to make big things happen – fast
- employees buy in either has to be built up or needs to be reinforced to reach important organizational goals
- a new strategy is announced and its implementation and executions needs to be started
- a new structure is implemented or should be designed jointly with many people
- a process that involves many needs to be improved.
- the top management wants to get to know, include and or consider diverse perspectives from the organization in their decision and planning process.
It is a powerful method for individuals or groups to acquire in-depth, often very specific, knowledge about certain areas, tasks or roles. Shadowing means there is a knowledge carrier with implicit or explicit access to his / her knowledge and a person or a group following as his / her shadow. The shadow stays with the client for one or more days trying to find out and learn as much as possible from and about the knowledge carrier.
The “shadow” on the other hand can make the knowledge carrier aware of their unconscious behaviors and habits, personal style and also about significant parts of their daily job. Feedback allows the knowledge carrier to enhance its self awareness, to learn about its implicit knowledge or to recognize and adjust inappropriate behaviors.
What role does storytelling play in generating and sharing knowledge within organizations?
Storytelling is a powerful method to create different outcomes:
- understand our past and what brought us here
- alignment within a group on what we believe in
- getting connected on a personal level within the group
- recall our resources and share them with others
- sharing of information
Learn more about Storytelling
Are a certain type of mini questionnaire used in group and mini group settings designed to deepen the conversation and processing of specific topics. Depending on the purpose, the questions are built to lead to different reflections. A Wanted Poster mainly serves to thinking ahead an idea or a topic. It forces the persons who work it out to take different and often non-habitual perspectives to gain new insights and to pre-define steps for implementation. Thus it creates something like a very rough draft implementation plan based upon which the group can decide how to proceed.
Is a designed conversation and dialogue process in which people share and discuss ideas about predefined topics or questions in little groups. The general flow of a world café is to form conversation groups. After about 15 minutes to dissolve them, move people between groups so that ideas, insights and thoughts mix. Then the new groups’ conversation restarts on the same or a new topic. The described process allows for the collective intelligence of a group to be tapped into.
The world café allows for:
- discovery and exploration of relevant questions
- encouragement of everyone’s contribution
- connection to different perspectives
- creation of group alignment, direction
- sharing and deepening of individual and collective knowledge
To learn more about World Café
One of our favorite methods allows participants during a workshop or a training to deeply open up and share personal burning topics in a safe manner.
The Y-III format or process leads to the following results:
- Higher clarity and new ideas in respect of personal topics
- Understanding that although most issues are perceived as very individual and personal each has a collective dimension to it.
- The relief and support that is experienced from processing our topics with peers.
- Learning the importance of being fully present and listen from the heart
- Last but not least a powerful trust that builds up through that method combined with the feeling of not being alone with the issue.