Holistic project management

For organizations that grow with people

o.evolution is a process, a map and a collection of evaluation tools that support the organic and holistic development of teams and organizations.

We work with a project schedule that provides orientation and helps to safely and competently go through the various necessary phases, levels and processes.

The game board resembles a scaffold, a vessel in which projects are born and groups, teams and can grow. It makes it easier to go through the necessary phases of reorientation, restructuring, chaos or letting go of the unproven.

The modules below show the cycle that teams, projects and organizations typically go through.

Here you can see which development in your project may be necessary.

Phase 1: I evolution

Some of the challenges in this phase are:

  • Who am I? What do I want and can I do?
  • Who / what is the organization / team / project?
  • What is the goal, the mission, the common identity?

Skills developed in this phase:

  • ask the right questions
  • to connect with yourself and others
  • Deep listening and authentic self expression

But also research spirit, curiosity, sincerity and the basics of successful communication

Phase 2: structural evolution

Some of the challenges in this phase are:

  • What are the (new) rules of the game?
  • How should decisions be made?
  • How do we structure ourselves?
  • Who is one of them?
  • How is communication organized?

Skills developed in this phase:

  • Constructive communication
  • Select decision process
  • Conflict resolution tools
  • organic project planning
  • Processes for efficient meetings

But also courage to recognize your own limits and to commit yourself

Phase 3: system evolution

Some of the challenges in this phase are:

  • How can team and group dynamics be recognized and used?
  • How can conflicts be transformed?
  • How is power used?
  • Money, reward and recognition

Basic skills developed in this phase:

  • Building and strengthening good, reliable relationships
  • Finding win-win-win solutions
  • Awareness and clarity about the existing power and how it can be used for the benefit of all
  • Learning: adaptation of decisions
  • Networking and cooperative leadership
  • Flexibility and innovation

But also: paradoxical thinking, co-creation, responsibility

Phase 4: Cultural evolution

Some of the challenges in this phase are:

  • Take time to integrate experience
  • Rethink old patterns and processes
  • Recognize your own contribution, your own impact
  • Network / connection inside and outside

Basic skills developed in this phase

  • Evaluation and learning
  • Make wise decisions
  • Thinking outside the box and working across your own borders
  • Association of feelings and knowledge
  • act on different levels

But also: the ability to pause and develop non-linear thinking.

methods

o.evolution is an interplay of different tried and tested methods and approaches:
Dragon Dreaming (chaos and complexity theory, system theory, dream time knowledge of the Aborigines) enriched with tools from the trine model, systemic work, the integral model according to Ken Wilber, process work and deep democracy (according to Arnold Mindell), theory U, non-violent communication, the medicine wheel, social dreaming, etc.

Holistic organizational development

organic team and project development

Requests

Emotionskultur
gives space to humanity

LEARNING AND EXPERIENCE SPACES

Events that show how we can say goodbye together and enter a new phase, develop and implement ideas, and overcome conflicts.

TOOLS AND COMPETENCIES

Knowledge of natural processes, structures, tools and routines that help to effectively develop and integrate human skills.

DESIGN OF SOCIAL SYSTEMS

Designing environments that strengthen the organism of groups, teams and organizations and make them livelier, more human and more resilient.

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