An organization cannot be developed — only the people working within it can. An organization equals the sum of the people who work in it; they created it, they brought it to where it is now, and consequently, they are the ones who can change it — if they want to.
Quite simply by changing the way they think about the organization.
An organization also has a biography (the consequences of past events are present), it has a developmental path (different developmental phases require different leadership styles, competencies, and organizational structures), and — just like a human being — its functioning can be divided into three areas: it has a spiritual aspect — its mission, principles, goals; it has a relational aspect — internal relationships, conflict-management culture, regulations; and it has a physical appearance — budget, external relations, office.
When developing an organization, we look at the business through seven windows: mission, principles, vision, people, structure, processes, and tools. In all seven areas, we align thoughts, experiences, and ideas, and then we jointly create the plan to be implemented.
Our cooperation does not consist of us bringing ready-made solutions. We believe that the elements of the solution and the abilities needed to implement them already exist within the community — our role is simply to help them surface and become aligned. Our methods support experience, insight, and engagement.