Core Methodology

Quantum Mechanics and Organisational Theory on devising Stellar Systems.

If every organisation and system represents a universe in itself with their own particular characteristics. And then the particles, planets, stars and moons can be considered as people inside or outside of the organisations, which are attracted by the core, whereas organisation enfolds it-self into the future according to the measure of time. Nevertheless, besides the analogous time keeping, which may help in keeping track of the progress, the only real measure inside and outside of the organisation of time is change. Therefore, the question does not become how much time do we have, however how much change have we created or how much do we wish to create to make our organisation achieve success today and tomorrow.

The underlying mechanisms, therefore that contribute towards our understanding of organisational functioning are behavioural characteristics of internal and external systems that contribute towards change in terms of economic, social or environmental part of the system. Understanding people, what brings their engagement, keeps the psychological, human and social capital of the people inside the organisation, the economic value they bring, as well as leadership principles can represent what makes our system to function well and appropriately at the level of quantum or individual level of the people interaction. As different people at differing levels of the organisation interact and contribute to differing outcomes this may change.

The measure of change each quantum or person makes inside of the organisation, we may call the “micro quantum leaps”, that all accumulate to the “meso quantum leaps” referring to the amount of change that the organisation or parts of organisation are making, as well as finally to “macro quantum leaps”, which refers to the larger society and larger groups and the change that the society as a whole is making. The changes can therefore be measured at the differing levels of quantum leap that at the large scale contribute towards the major quantum leap. Nevertheless, while measuring at different levels of the organisation and differing level of organisation we need to consider the power and the specific function one inside of the organisation has to contribute towards the change in the organisation, before we may estimate the change.

Each quantum leap, however how small that occurs inside of the organisation can be proposed as the outcome towards the change in the organisational system. Stellar systems or future proof organisations base their decisions on three core principles. Every organisation has to transform and adapt to the market and its needs, while at the same time implement novelty and changes as social, technological or social-digital innovation to succeed on the market. These three principles contribute towards the outcome that every organisation has to strive towards and work towards, which represents sustainability of the system, this encompasses economic, social and environmental sustainability.

My work focuses on finding those problems, defining the potential solutions and combining the different solutions into a common solution for a problem at hand, which can be implemented at the level of the organisations through the stellar system. Our proposition believes that the change that is created at the level of the organisation can disrupt the current and future systems and create the innovation needed in order to succeed on the market without much force. However, as such, the current problems with consulting processes is that while designing the change, the change comes from the strategic direction, without actually thinking about how the solutions are enacted on from the level of people. This is why, whenever the strategic direction is set in motion, the people side of the process have to enact on such changes and considered to approach the problem of change. When the company considers the change as the optimal and normal process, large change management programs, are not needed, they become the “new normal” of creating the change or value needed to consider the process of change. We are proceeding from the means of change to the exact execution of strategic directions. After the strategic wheel is set in motion the changes become a normal part of the process and you have built autonomous organisation that is able to enact on the changes needed and set by the management board.

The solution for the change comes in many forms. In case, if the price for change design comes from the solution design, however, if there is a need for the support in change implementation a separate price can be determined based on the number of workshops presented and implemented. The price for workshops range from 60.950 $ for 7 workshops specific to the change being implemented. The change is then developed at the level of the organisation together with employees and stakholders.