Facilitating the Organizational Transformation

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A new concept in personal development is shaping up within the organizations, even if we are not in the least inclined to accept it. It involves very different paradigms from those that have brought us to where we stand nowadays.

Having worked in organizations that had from 3,000 to as many as 120,000 workers in several countries over the last 10 years, fully focused on the facilitation of transformational programs, I feel encouraged to share this invaluable experience I have amassed.

Our chances to learn how to live in ongoing transformation are diminished dramatically by the lack of understanding and acknowledgement of the fact that we all are unaccomplished beings permanently perfecting ourselves, what we know and in what ways we can develop.

That obviously brings on issues that will be apparent during the whole transformation process, such as: one's surprise and bewilderment at the discovery that one needs to undergo transformation; the grievance that such discovery will inflict; the surrounding of individuals and situations so attached to the old paradigms that they will do whatever they can to conserve the status quo; those who advocate changes effective immediately, but don't realize the need to undergo transition; those who openly oppose the idea of leaving their comfort zone; the great number of individuals who are indifferent, generally unaware of how much of an obstacle they may represent to transformation in comparison to those who oppose it openly. Overall, fear of the idea of transformation is the root cause of this entire adverse situation.

Facilitating transformation is something that requires four pillars:
1. liberation from the safe mode (from the survival of the conscience to an ever evolving conscience);
2. an intense state of presence;
3. an atmosphere of truth and openness;
4. an experience of interconnectivity.


Keywords: Personal Development, Facilitating Transformation, Organizational Transformation
Stream: Organisational Learning, Organisational Change
Presentation Type: 30 minute Paper Presentation in Spanish
Paper: A paper has not yet been submitted.


Prof. Enrique Di Lucca

Educator and Facilitator, Company Division, Contactos Latino América
Cotia, São Paulo, Brazil

Educador e Facilitador Organizacional. Con formación en Administración de Empresas, especialización en Marketing y Recursos Humanos. Es Miembro del equipo mundial de líderes, licenciados por “Bcom - Will Schutz Associates" (USA) para aplicación de la metodología THE HUMAN ELEMENT®, una de las metodologías científicas más eficaces para el desarrollo de Talentos Humanos y Equipos de Alto Impacto. Licencia concedida y renovada desde 1995. Es Miembro del equipo mundial de Facilitadores de Transformación de Mckinsey & Company. Desde 2005, ha facilitado más de 400 workshops en programas de transformación cultural junto a clientes Mckinsey & Co. Es “Personal Coach” de COs, y directores de empresas para el desarrollo de competencias de desarrollo e gestión de talentos. Certificado por la OIT (Organización Internacional del Trabajo) para diseñar, implantar y monitorear programas de Formación a Distancia. Conferencista convidado, en los últimos 2 años, para la Conferencia de Apertura de los cursos de Post-Graduación de la Fundación Vanzolini – USP – Brasil. Creador del proyecto educacional “La Clase – Un equipo de Alto Rendimiento”. Aplicado en Argentina, con apoyo del Ministerio de Educación. Es director de Contactos Latinoamérica grupo especializado en el desarrollo de Talentos Humanos y Equipos de Alto Impacto, con 30 años de experiencia.

Prof. Maria del Carmen G. Chude

Educational Director, Educational Division, Contactos Latino America
Cotia, São Paulo, Brazil


Ref: L09P1737