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Changing Conversations in Organizations: A Complexity Approach to Change (Complexity and Emergence in Organizations)
 
 

Changing Conversations in Organizations: A Complexity Approach to Change (Complexity and Emergence in Organizations) [Kindle Edition]

Patricia Shaw
4.0 out of 5 stars  See all reviews (3 customer reviews)

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Must of the thinking about orgazational change suggests that we can choose and design new futures for our firms. Questioning this idea, this book also describes an approach to change and development informed by a complexity perspective..

Product Description

Focuses on the essential uncertainty of participating in evolving events as they happen and considers the creative possibilities of such participation from a complexity perspective.

Product details

  • Format: Kindle Edition
  • File Size: 309 KB
  • Print Length: 200 pages
  • Page Numbers Source ISBN: 0415249147
  • Publisher: Taylor & Francis (16 Mar 2007)
  • Sold by: Amazon Media EU S.à r.l.
  • Language English
  • ASIN: B000OT848W
  • Text-to-Speech: Not enabled
  • Average Customer Review: 4.0 out of 5 stars  See all reviews (3 customer reviews)
  • Amazon Bestsellers Rank: #69,887 Paid in Kindle Store (See Top 100 Paid in Kindle Store)
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Most Helpful Customer Reviews
36 of 37 people found the following review helpful
Format:Paperback
At last, recognition that real change doesn't happen purely because of top-down, management dictats, but is embodied by real people having real conversations that are not structured by clear objectives, goals and processes. Inherently scary for all those who rely on management as a control process in their organisations and change as a corporately-guided process, this instead looks at the informal organisation and how creating spaces for conversations between like-minded change agents can be the most effective.

This veers slightly too far into complexity and informal processes only for me - I believe that a balance is required between formal change and informal conversations, but this is still an important broadening of the discussion on corporate change.

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2 of 2 people found the following review helpful
Format:Paperback
Patricia Shaw wrote a great book because it gives a completely different view on the contribution of the "change" consultant to organizational change. Don't introduce models and schemas but initiate and fuel conversations in the organization not as a planned event but as a way of working. The strong point of this book is that Shaw lets the reader look into her consultant kitchen and takes you along with her "discoveries". It is a must read for every consultant with an urge to initiate all kind of change initiatives in organizations. And it is the most concrete example of the where the complexity 'school' from Ralph Stacey stands for I could find.
I have only one objection to this otherwise fantastic book. Shaw finds it necessary to set herself aside from all the other alternative change approaches in her last chapter. I would have liked this book even more if she just had skipped that chapter.
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Format:Kindle Edition
I agree with the previous reviewers - this is a thought provoking and useful book.

I recognised a huge amount from my own experience of working in and with organisations. The examples of consulting engagements ring completely true - for me at least. And I really enjoyed having my natural suspicions of formal planning processes confirmed academically.

I also found the chapter which compares the Shaw/Stacey approach with other better recognised approaches really useful. The simple format of "what is similar" - "what is different" helped clarify their position.

Like Shaw, I am a tiny bit suspicious of many of the approaches she describes (Open Space Technology, Future Search Conferencing etc). And it helped me to think about the reasons why I have that instinctive response.

However, I really missed in that section, and more generally, the sense that she and Stacey are building on the "shoulders of giants". It would have really helped me throughout to have heard even a tiny acknowledgement of the remarkable contribution of others to the practice of OD. At times it really got in my way - I kept getting the sense that the author "doesn't have much time for" Schein, Argyris, Bohm, Bion etc - people who whatever their failings might be have in my view made enormous contributions.

I also wondered whether there is a simple flaw in her thinking. Patricia Shaw is clearly an highly intelligent and articulate woman. There were times when I was worried that her explanations were going to disappear into the realm of 'meta-twaddle' - but she always rescued things, in my view. She is 'clear' herself, despite the difficulty of some of the material.

Personally, I do find the theoretical framework of complexity at the same time useful, and also a little irritating - why can't we just call these conversations "conversations"? Why do we need a fancy name for them?

And I simply find it hard to believe that the people she writes sometimes a little disparagingly about didn't understand the "edge of chaos" instinctively. I think we all do - I think it is human to live in chaos and we all 'get it' intuitively and emotionally. Take her criticism of Argyris' double loop learning. The criticism for me only works from the frame that he is *only* talking about rationality.

What if he and Schein and all the others not only appreciated chaos but lived through it in their work? What if it is only when their work is analysed 'rationally' that these flaws emerge? This for me is the irony - the very thing she tells us not to do - to over-rationalise and believe too much in our own sense of the future or past - she seems to do in relation to these greats.

Nonetheless a very good book.
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Popular Highlights

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&quote;
this disturbance of repetitive patterns that allows new ones to emerge is what organizational change is all about. &quote;
Highlighted by 14 Kindle users
&quote;
When I talk about a complexity approach to change, I am drawing attention to a spontaneous artfulness at work in the self-organizing shaping of organizations and society at large in which we are all engaged. I am suggesting that we could approach the work of organizational change as improvisational ensemble work of a narrative, conversational nature, a serious form of play or drama with an evolving number of scenes and episodes in which we all create our parts with one another. &quote;
Highlighted by 12 Kindle users
&quote;
First, he points out that power is not an attribute or possession of a single person but is characteristic of human relating  power arises between us in our relationships. &quote;
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