Problem solving: Organizational change and large group interventions

Future Search

Future search is a workshop process that effectively develops a shared understanding of the existing situation, resulting in the development of a shared vision and approach. As an effective developmental tool, it frequently brings members from various groups together in a room to debate. Difficult problems that cannot be solved by a single person or a small group can be solved through future search (Norum, 2005). In most circumstances, the problem presented depicts a nature that will necessitate the skills of persons from various backgrounds. People in the group propose various options, and their execution is contingent on majority approval. When problems are solved through future search, people participating benefit because there will be no issues related to victim blames due to the solution they suggested. Instead, what will be expected is the whole group is responsible and their forward progress to reshaping the organizations future (Leith, 1996).

Planning the Future Search Conference

A group of six to ten persons does the initial planning of the future search conference. The planning group main job is to determine the effective tasks to be done and the kind of stakeholders to invite. The main members of the committee should be well versed with the knowledge, authority, perspectives, and resources so that they act in unison during the meeting (Norum, 2005). The vital task is planning of the stakeholders since it can take several months.

The Future Search Conference

The conferences usually last for three days; participants get to attend the meeting at midday and end on the third day the same time it started. The participants involved are 60 to 80 who can either work as a whole group or into small divided groups. When the participants come together, they get to explore their past and present. They do not dwell only on the main theme but they get to share their personal experiences and views on world trends. Then they derive important scenarios of the future so that they can work towards it.

Open Space Technology

Open space technology is used in most organizations to create conditions that are favorable for respectful conversation. People are brought together with the aim the aim of searching for solutions for conflicting issues in the organization. All the participants present their issues or grieves and later they take responsibility for the suitable solutions. In doing so, new ways are discovered in which participants can work cooperatively (Nixon, 1998).

Using Open Space Technology in Conflict Resolution

Using of open space technology in conflict resolution is advantageous because the complex issues presented by the participants are anonymous therefore needing self-intervention for the right solutions. A question such as “how will the company enhance cooperation?” will need people to reason different and come up with diverse answers. Coming up with answers will depend on the experiences the people have had, this, in turn, will create a genuine empowerment. Finally, they achieve a degree of mutuality than what they previously had. After achieving success the organization will want to continue to use open search technology to ensure they get quick solutions in solving conflicting issues in the company (Rogers, 2010).

Open Space Conferences

There is no preset agenda in open space conferences as there is in other meetings. What is previously agreed on is the topic to be discussed and the time of the meeting. There is no team involved in the initial planning. Usually, the facilitator is the person who is responsible for creating agenda through the invitation of participants who nominate issues that they are passionate about.

Group Discussions and Recommendations

The participants are allowed to freely choose the sessions that they will attend and the meeting is underway. Before the day of the meeting, people meet in groups to discuss and finally, they make recommendations for their relevant issues. The groups are large and small and can consist of between 5 to 1000 people. The groups create effective meetings and deal with issues that are highly conflicted.

References

Leith, M. (1996). Organizational change and large group interventions. Career Development International, 1(4), 19-23. [ProQuest]

Nixon, B. (1998). Creating the futures we desire - getting the whole system into the room: Part I. Industrial and Commercial Training, 30(1), 4-11. [ProQuest]

Norum, K. E. (2005). Chapter 15: Future Search conversation. In Dialogue as a Means of Collective Communication (pp. 323-333). Springer Science & Business Media B.V. / Books. [Business Source Complete]

Rogers, J. (2010). Large group interventions. Facilitating Groups. Maidenhead: McGraw-Hill Education. Pp. 98-104 [EBSCO eBook Collection. Note: this is a section at the end of Chapter 3 of this book]