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Group-Relations-Seminar - ORGLAB (Tavistock-Leicester Model)

In the tradition of the Tavistock Institute, London, we host organisation laboratories every year, both in Germany and abroad.

Within the framework of these organisation laboratories, which are structured as temporary learning systems, you have the opportunity to expand on your skills in terms of management, dealing with power and conflict, social processes and your systemic understanding.  The Orglab is based on the so-called “Group-Relations Approach”.

Who is the seminar intended for?
The seminar has been designed for people who want to improve their understanding of their roles, their personal authority and their responsibility in roles in order to manage them accordingly.
• Executives, managing directors, managers
• Project managers and co-workers of enterprises and organizations
• Organizational developers and advisors
• Personnel/human resource managers and developers
• Coaches, consultants and advisors
• Students in advanced stages of their study


Pimary task of the seminar
The seminar is designed as an experiential learning event. The primary task of the seminar , to which staff will work to provide opportunities, is to experience, explore and learn from development and management of roles and systems, to experience leadership, author-ity, self-management in roles and psychodynamic processes in organizations.

This goal can be reached by allowing oneself and others to experience the conference, to communicate these experiences and to examine their meaning in order to learn from it.


Background
Organizations can be seen as dynamic systems, which are under the continuous influence of their environment. The changes that enterprises and organizations are exposed to are dra-matic and often vital to their existence. In these times of change managers and coworkers are continually confronted with new questions and challenges in a situation where they are often already overtaxed.

In this changing environment people need to develop new competencies in order to master the complexity and to be able to manage and support changes in a goal oriented way. This conference gives members ample opportunity to reflect on and to develop both their per-sonal authority and their social authority. Also different forms of leadership can be tried out and worked with in order to learn.

This seminar is a social institution and therefore a very dynamic and complex event.

The seminar develops its own dynamic system and processes, which can be then be examined. As members take on different roles, they can try them out, experience them and reflect on that experience. For example, you can take up a leadership role and feel its dynamics; you can experience what it means to belong to one system or to another; you can experience the unconscious processes in the one system and between the different systems.

For persons taking over managerial roles in the future or who have already taken them this conference offers opportunities for further personal development and training.

This seminar is different from more conventional leadership trainings and offers helpful learning and development opportunities within the extremely important field of social and systemic competencies.

By taking up roles, you can test your authority and leadership abilities as member. Power and authority processes can be observed and experienced. Here also the question about the own authority and the own argument with power arises. The dynamics of taking up formal and informal roles and observing that process represent further learning opportunities.

Each institution or person can be understood as a social system. As such it has boundaries that define what is within the system, what is without, and what is outside in the environ-ment. The management of boundaries regarding role, task, time and territory is of crucial importance.

Handling differences and diversity is an important aspect. Differences based on the affiliation to different generations, gender, professions, nationalities and cultures.

Such differences are becoming increasingly important in our world marked by international mergers of companies and globalization, the increasing internationalization of the economy.

In different systems and settings during this conference you will have the opportunity and the possibility of experiencing, examining and of understanding processes of integration and of splitting.


Learning concept and method
The seminar is designed as and can be understood to be a temporary organization sys-tem, which has learning as its primary task. This design enables and supports experiential and experimental learning.

During the seminar the members will belong to several systems and subsystems of differ-ent size. Different systems and events will be formed: Plenaries, Small Systems, Large Sys-tem, Review and Application Groups and the System Event.

Each system will pursue a distinct primary task. In the different events members will have the opportunity to concentrate on the respective primary tasks, to take up an appropriate role and to discover and experience the authority in this role.

The focus of learning in our conference is on the following aspects:

Members learn primarily through experience and reflection on their experience during the seminar . The prerequisite is a real desire to learn from participation in the seminar experience.