“How can I make every employee of my company see the bigger picture”, “Can each and every employee take responsibility for their action and work towards the larger goal”, “How Can we expedite our organizational change strategy and bring everyone on the same platform faster”.
In this modern era, industry structures are changing at a pace that has left organizations’ in a fix. They are continuously trying to adapt to evolving competition to remain competitive and profitable. In this changing environment leaders are grappling with the issue of organizational change than never before. The large scale interactive process(LSIP), which takes a whole system approach in bringing change, is a very effective tool for organizations to make their employees part of their strategic vision.
SOIL’s students were fortunate enough to attend a three-day train the trainer workshop on LSIP. This event was organized as a memorial to Kathleen Dannemiller, the inventor of this process. This process has been successfully implemented in a lot of companies in US and other countries including India. At start we listened to the Indian success story from two Indian organizations that benefited from this process, Eicher and Escorts. Having implemented LSIP in the organizations, these organizations witnessed tremendous growth not only in their earnings but also in the motivational factor of their employees. Then we started learning the fine aspects of the process and how we can design and initiate it in our organization. The silver lining was that we were being trained by experiencing the entire process ourselves. As part of it we also created a shared vision for a ‘Vibrant India’.
LSIP has two main components, ‘the design team’ – It should be a microcosm of the company so that everyone’s voice is heard in the design process. The other being ‘the Logistics team’ – this team is the backbone of the entire process. This team takes care of everything that may be required in the program. This team is divided in to two parts, internal logistics and the external logistics. Their task is to make the entire event flow seamlessly. One of the key things to remember is that we have to maintain diversity within the Tables. The members of each table should be a microcosm of the different functions of company. The idea is to make people from different departments engage in fruitful conversations with each other. This entire process is about interaction with different people in the organization including the management. There also are some facilitators who ensure that the designed process flows smoothly and they give instructions to the group about what is to be done and why, so that the group moves towards delivering the necessary towards the end of each exercise. And not to miss that Facilitator’s role is most critical during the entire process.
As I am writing about process’s criticality, I am reminded of all the learning I took from ‘Whole System Thinking’ class, most of which is interestingly a greater part of LSIP. Which explains why Managers/Leaders should consider looking at the whole picture and various aspects of it, because these smaller aspects are the cogs of the larger wheel. Overlooking one of these could result in failure of the system, may not be from the one we tend to consider, BUT! From one out of various perspectives prevailing – could be client’s, stakeholder’s, customer’s, employee’s, local communities’, could be general public’s; since they all form the part of the Whole System.
I would like to conclude this write up by sending a message to Kathleen Dannemiller | “Kathy, I am sure that your efforts in designing this amazing process, will help organizations grow and flourish, it will bring contentment & reasons to do even better to everyone in the organization; and may it keep touching lives of many and many many more!
Maninder Singh Bisen