A holistic tried and tested approach to keep the organization evolving

 Planned approach to change


Neuro Psychology

Corporate Strategy

Marketing & Customer Strategy

Job Design & Structure

Employee Engagement Strategy

Corporate Citizenship Strategy

Leader Development Strategy

Creating Learning Strategy

Competency Mapping and Capability Building

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Action Research Framework is one of the most enduring models of Organizational Change. It allows for continuous experimentation without losing stability. Action research, also known as participatory research, involves the whole organization synergistically in defining solutions, directions and strategies. Initially coined by Kurt Lewin, Action research has endured because of its intrinsically sound core principles: a structured process of inquiry and research to solve a problem, for and by the people. It emphasizes the search for a sustainable solution, rather than a quick fix, involves the stakeholders, and provides a framework of test and implementation, which allows for an environment of intellectual efficiency.

Ideally suited for OD interventions because of a planned structural process, and emphasis on the group carrying on the action research by themselves, it enables organizations to inculcate the solution development process within themselves.

“Gestalt” is a German word that loosely translates as “configuration” or pattern. Given some inputs and some gaps about anything, we will all still form a gestalt of any given object, person, event or phenomenon. Gestalt Psychology and its vast body of knowledge are rich in how we form perceptions, how we make meaning of things: even if two people have noticed the same phenomenon, they could end up having two individual gestalts, individual meanings and therefore individually different responses. Gestalt Psychology helps understand underlying tensions between boundaries in organizations, between levels, between people and deals with the system as a whole, or in its subparts. It is hugely focused on creating trusted environments and linkages. This is particularly useful while managing or driving change, as change brings resistance, fear and tensions in its wake. Gestalt OD is rightly considered the “finishing school” among OD practitioners.

Our facilitators are specially trained in Gestalt OD and bring to the consulting process a wealth of understanding that surpasses mere data logic.

In recent times Neuropsychology has made huge inroads into management theory, contributing to our understanding, particularly, of the way individual mind works, and how critical behaviours such as risk taking, decision making, communication, conflict resolution, anxiety, achievement, motivation, aspiration, fear of failure etc. are handled at the neuropsychological level. This body of knowledge contributes to Leadership development, competency development, managing diversity within organizations, understanding the vision/implementation gap, and in delineating the organizational DNA in which some individuals thrive, and to make sure that every individual is able to contribute within a system.

Our facilitators are trained in NLP, Gestalt psychology for OD, Emotional intelligence assessments and practice, Brain dominance and Mind-body co-ordination techniques. This is significantly useful in building and communicating the vision across the organization, catering to the way different people perceive risk and success.