DOFAS starts with how systemic emotions (those you inherit from an organizational system or the family), being obviously unconscious, can block all kinds of behaviors, attitudes, and thoughts, and this, in a process of change, has a direct and negative impact. Working on Digital Oilfield Initiatives we soon learned we need to deal with these emotions to be successful, so we developed our diagnostic and resolving tools that help to unlock and to deal with hidden emotions and by doing so pave the way for substantial change in attitudes and behaviors through now accepted learning and practicing through Emotional Intelligence, Coaching and development of management skills.
DOFAS considers that:
- An organization behaves as a complex system (DOF cannot be developed in isolation)
- There are some basic rules that govern these systems: nobody can be excluded, must keep a hierarchical order, there must be a balance between what is given and what is received.
- When altered or not met, emotions that hinder its operation are generated. If these emotions are not resolved, they operate in the background in the organization, even if the people who generated them are no longer there, independently of the time passed because we are in the plane of the unconscious.
- We all incorporate our systemic emotions from family in our job and obviously unknowingly have a behavior and an attitude that, in a changing situation, will be accentuated and can make it difficult to execute changes. It is highly unlikely that this can be unlocked from the executive coaching or cognitive behavioral therapy, or training in management skills only. We need to work it from the systemic level. Once you unlock these hidden emotions and deal with them, it becomes important to address learning and developing of new behaviors and therefore many of the mentioned tools are very suitable.
- DOFAS uses very effective and reliable tools that allow diagnosing and thus resolving emotions: role play, constellations, representation with dolls, using horses (real ones), etc. Once people are prepared and ready, it becomes possible to educate, learn and practice personal (ME), social (WE) and professional skills (US) (In that order) that make change stick and sustainable.
DOFA is fast because it uses tools like Emotional Intelligence, Mindfulness, Role Games (with actors and therapists) and gaming and even somato-emotional osteopathy (body and mind are one) amongst others, all designed to deliver quick results that can help employees and managers to move on to improved collaboration that finally can connect them to the changes the company or organization envisions.
Two final reflections on how we work:
- Systemic emotions work Top-Down, using the management lines. Any obstruction down the line needs to be dealt with on the level above. That’s why change leadership learning needs to go top-down. Access to top management – and their full support – are therefore key to any innovation initiative.
- Change Management isn’t about substitution, it’s about transformation and therefore by nature inclusive. It takes existing habits, behaviors and beliefs of all stakeholders as the natural starting point of the journey, not as resistance that needs to be broken.