Organizational Constellations

 

Relationship difficulties with family or partners, layoff of employees, strategic business planning, launching a new product or service in the market, financial situation, customer, suppliers, partners and all possible questions about the companies. These issues are part of a set of concerns of managers who constantly need practical solutions that are effective to treat each of these topics. 
 
Systemic organizational constellations address these issues in a practical and non-academic way. The first studies were made by a Catholic missionary order that years later became professor and psychoanalyst. Your name - Bert Hellinger. 
 
He began his studies as a missionary in contact with African tribes. For several years he developed research that led to the conclusion that members of a family system are inexorably implicated and may raise questions to be examined by the Family Systemic Constellations, bringing to light past influences on future generations. Author of many books on the subject, Hellinger also dealt with the same systems in organizations. 
 
 
Among his followers had Gunthard Mathias Weber and Von Varga-Kibéd, who brought new models and incentives to employ this approach in the context of business. Today there are many practitioners and training centers around the world including Brazil. A system has interdependent elements that balance within a dynamic organization. 
 
 
Consider the three principles 
 
1.  Compensation: This is the balance between giving and taking, ie people, organizations give their work and receive fair pay. Whenever someone receives more or less than due, a difficulty which calls for the return to equilibrium appears. Whenever you give something for free, the system faces difficulties, affecting the dignity of the recipient. 
 
2.  Belonging: to be constitutively bound to the existence of the organization, all of which belong to it are attached to their name, their values ​​and goals. It's belonging to a group. Thus, if an employee is terminated without cause, everyone in the company feel the injustice and the system unbalanced. It is necessary that the cause and the effect are clarified so that the system returns to normal. 
 
3.  Order: there is always a hierarchy to respect. The founder, president, directors, managers and senior staff. Recognize past contributions does not mean back to the past, but recognize that they existed in another time and should be honored making room for new approaches. 
 
The Organizational Systemic Constellations are developed to meet the issues presented by entrepreneurs and executives. The term "constellated" means attend a meeting involving representatives (people) who act in a particular context, representing current concrete situations. The question is presented to the facilitator (a) directs the work. The group is placed by the customer and forms a "force field" that, after all, shows the real situation pointing to paths that lead to solutions. Quantum physics explains the formation of the force field that includes movements and interrelated processes. The Organizational Systemic Constellations are currently more way to complement good business management.