Positive Psychology at Work:

Why Organizations Ignore the Transformative Collaboration Approach to Change

1) They don't promise to a chieve a predetermined outcome

By definition these approaches accept change as the emergent outcome of simultaneous combined action. They work by recognizing that when the patterns of interaction in an organization change, the organization is changed. In this way change is an emergent property of the system. These ways of working, rather than focusing on a single, predetermined outcome, work to create possibilities. They are focused on creating different ways of being now that will lead to better ways of being in the future. The future is conceptualized as emerging from the actions of the present. This presents a challenge to any leader who understands their job to be to lead their organization to a future predetermined by them.

2) They aren't based on the power of logical problem-solving

While these methods may call on the analytic and problem-solving skills of the participants, their power resides in the effect they have on emotions, relationships, system understanding and knowledge. In other words, the source of change is the motivating effect of feeling good and of finding common ground with others. When we find such common ground, when we find we have shared values and desired outcomes, then our relationships are positively affected and we are motivated to achieve desired futures. This means that analytic power is no longer privileged. The ‘normal’ organizational hierarchy ...