Culture is everything that happens between people. If you want to influence the culture of an organization, you need to be there: between the people, in the interaction. Because ingrained patterns are often dominant in that interaction, external process facilitation may be needed to break certain recurring dynamics.
This applies not only to tensions or conflict situations, but also when healthy teams want to grow further or when certain themes require a good conversation that doesn't arise on its own. Process facilitation then helps to open up the matter and ensure that those involved feel safe to speak out.
Process facilitation can be employed at various levels within the organization: from senior leadership to the shop floor. It is often a valuable addition when effectively implementing interventions is challenging and requires external support. Process facilitation is used for:
Process facilitation has many variations and is established in close collaboration. Often, the following central elements play a role:
In a guided interaction, (often through the substantive line of why-how-what) a constructive dialogue is sought to improve collaboration and achieve results together.
Process guidance can be implemented in various ways. The price is determined based on the number of participants, the duration of the sessions, and the number of consecutive sessions within a trajectory.
Culture takes place between people. If you want to influence culture, you will need to change something there.
Discover the possibilities of process facilitation.
Eveline has shown a comprehensive understanding of our company culture through a baseline measurement, after which we addressed the pain points constructively. She is an expert in facilitating challenging group discussions; always respectful and never judgmental. That is a remarkable gift in complex cultural issues!
‘Eveline is very good at listening, observing, and articulating. Without judgment, but with a very keen eye for the heart of the matter. That is a gift.’
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