ABSTRACT

There are many forms of loss that take place in organisations, but this chapter focuses on the loss that relates to change, specifically, organisational change that may be described as developmental change. In other words, the change that occurs when someone’s brilliant idea proves successful enough to no longer be managed by one person, leading to the move from an entrepreneurial system to a managed one. The big consultancy firms make their millions by returning again and again and again to the same organisations to carry out the same personality tests and run the same trainings. The science is the understanding of how organisations function, but the art is to be able to speak to that organisation in such a way as to re-activate the individuals’ intrinsic wishes to do the best they can. Facing reality is supported by the organisation’s commitment to curiosity.