system—I/O psychologists, managers, and nonmanagerial employees—must master new or neglected competencies such as transition facilitation, visioning, value congruence, empowerment, self-understanding, and process wisdom.
External interventionists as well as organizational leaders need to embark on a process of continuous self-improvement. No one has yet designed a core curriculum to teach leaders the functional skills necessary to manage a complex business and in addition be authentic, congruent, self-aware, process-wise, and other-centered in the midst of major cultural change. The skills needed by those who attempt to intervene are no less challenging. In addition to technical skills they need to develop intrapersonal understanding (self-awareness); interpersonal competence (helping and empathy); and a particular variety of continuous self-improvement (honing one's own mind and feelings as the primary instrument of intervention).
The benefits are immense. Practitioners have the opportunity to help organizations form structures and processes that shed the limitations of the old, control-oriented culture. The payoff for the individual is relevance and work that is in harmony with their human spirit. The payoff for the organization is global competitiveness and survival.
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