THE NATURE OF an organization’s work directly impacts the culture of the organization. An organiz... more THE NATURE OF an organization’s work directly impacts the culture of the organization. An organization that provides services to traumatized individuals, families and/or communities is susceptible to becoming a traumatized system experiencing the cumulative effects of the work itself. Although the problems are often viewed as interpersonal or intra-personal, ones that could be addressed through better communication or clarity of roles and expectations, in fact they are deeper, embedded within the organization’s system. Our ideas are based on almost thirty years of experience as managers and consultants with “highly mission-driven” nonprofit organizations across the United States. A highly missiondriven organization is one whose mission is compelling and pervasive, defining not only the nature of the work but also the approach to the work and the nature of the internal relationships. We have come to believe that there is a connection between the dynamics of the organization and the h...
Through consultation, research, and training we have been studying the phenomenon of organization... more Through consultation, research, and training we have been studying the phenomenon of organizational trauma in highly mission-driven nonprofits for nearly 15 years. In this article we first define highly mission-driven nonprofits and organizational trauma, then explore often un-noticed effects of traumatization on nonprofits. We share important insights about intervening in traumatized organizations and important lessons about what works in such circumstances. Specifically, we offer new awareness about what happens to an organization that has suffered from traumatization over time without recognition of the symptoms and the effects that hinder it. We acknowledge the toll taken on leaders of these entrenched traumatized systems. We also name and describe a set of characteristics and draw implications for effective OD practice.
This chapter explores the intersection of organization development (OD) and social justice work. ... more This chapter explores the intersection of organization development (OD) and social justice work. OD’s open system of ideas, principles, and practices has allowed the authors to create an approach to consultation rooted in OD frameworks and social justice movements. The chapter illuminates values that have emerged from working with traditionally marginalized individuals and organizations, acknowledges the influence of classic OD values on the authors’ practices, explores conflicts and tensions inherent in this intersection, and offers insights about the mutual influence of OD and social justice. It concludes with key principles for sustainable practice of OD through a social justice lens.
The thesis of this paper is that organizations, just as individuals, can suffer from trauma. The... more The thesis of this paper is that organizations, just as individuals, can suffer from trauma. The nature of an organization’s work directly impacts the culture of the organization: organizations that provide services to traumatized individuals, families and/or communities are susceptible to becoming traumatized systems. The effects of trauma influence an organization’s identity and worldview in the same way that an individual is influenced by her/his trauma experience. This article explores the phenomena of organizational trauma. It describes different types of trauma, e.g., direct and indirect, sudden and cumulative. Using examples from their practice as managers and consultants, the authors offer insights into how organizations might become traumatized systems and present characteristics of those traumatized systems. Recommendations are proposed for assisting traumatized organizations to recover and for intervening in a preventive way with organizations at risk for becoming traumatized. This framework of organizational trauma makes it easier to identify the systemic and inherited aspects of trauma, improve organizational functioning, and enhance resilience. Ultimately understanding organizational trauma and helping traumatized systems to heal offer hope for the future.
THE NATURE OF an organization’s work directly impacts the culture of the organization. An organiz... more THE NATURE OF an organization’s work directly impacts the culture of the organization. An organization that provides services to traumatized individuals, families and/or communities is susceptible to becoming a traumatized system experiencing the cumulative effects of the work itself. Although the problems are often viewed as interpersonal or intra-personal, ones that could be addressed through better communication or clarity of roles and expectations, in fact they are deeper, embedded within the organization’s system. Our ideas are based on almost thirty years of experience as managers and consultants with “highly mission-driven” nonprofit organizations across the United States. A highly missiondriven organization is one whose mission is compelling and pervasive, defining not only the nature of the work but also the approach to the work and the nature of the internal relationships. We have come to believe that there is a connection between the dynamics of the organization and the h...
Through consultation, research, and training we have been studying the phenomenon of organization... more Through consultation, research, and training we have been studying the phenomenon of organizational trauma in highly mission-driven nonprofits for nearly 15 years. In this article we first define highly mission-driven nonprofits and organizational trauma, then explore often un-noticed effects of traumatization on nonprofits. We share important insights about intervening in traumatized organizations and important lessons about what works in such circumstances. Specifically, we offer new awareness about what happens to an organization that has suffered from traumatization over time without recognition of the symptoms and the effects that hinder it. We acknowledge the toll taken on leaders of these entrenched traumatized systems. We also name and describe a set of characteristics and draw implications for effective OD practice.
This chapter explores the intersection of organization development (OD) and social justice work. ... more This chapter explores the intersection of organization development (OD) and social justice work. OD’s open system of ideas, principles, and practices has allowed the authors to create an approach to consultation rooted in OD frameworks and social justice movements. The chapter illuminates values that have emerged from working with traditionally marginalized individuals and organizations, acknowledges the influence of classic OD values on the authors’ practices, explores conflicts and tensions inherent in this intersection, and offers insights about the mutual influence of OD and social justice. It concludes with key principles for sustainable practice of OD through a social justice lens.
The thesis of this paper is that organizations, just as individuals, can suffer from trauma. The... more The thesis of this paper is that organizations, just as individuals, can suffer from trauma. The nature of an organization’s work directly impacts the culture of the organization: organizations that provide services to traumatized individuals, families and/or communities are susceptible to becoming traumatized systems. The effects of trauma influence an organization’s identity and worldview in the same way that an individual is influenced by her/his trauma experience. This article explores the phenomena of organizational trauma. It describes different types of trauma, e.g., direct and indirect, sudden and cumulative. Using examples from their practice as managers and consultants, the authors offer insights into how organizations might become traumatized systems and present characteristics of those traumatized systems. Recommendations are proposed for assisting traumatized organizations to recover and for intervening in a preventive way with organizations at risk for becoming traumatized. This framework of organizational trauma makes it easier to identify the systemic and inherited aspects of trauma, improve organizational functioning, and enhance resilience. Ultimately understanding organizational trauma and helping traumatized systems to heal offer hope for the future.
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