Integral Organizational Development

Some Background

Drishti's approach

An Example

Some Background...

Today, global issues like climate change, community development, psychosocial well-being, and environmental health are increasingly complex and interconnected.  Practitioners working with issues today must consider multiple scales of causality and impact, many different perspectives that are brought to bear on any issue, the intricacy of establishing long-term behavioral changes, as well as the clash of values that are often embedded in such issues.

Practitioners and social change agents are increasingly understanding how the approaches and frameworks they use greatly influence their effectiveness. If our frameworks only include part of the complexity of a particular issue, then we are limited to addressing only one piece of the issue, often leading to a piecemeal approach that will have minor impacts. The more complexity our frameworks are able to include, the more fully we are able to address a complex issue at multiple scales and dimensions, leading to sustainable changes.

At this point in human history we can create more comprehensive approaches that utilize all perspectives that are now available to us, from biological sciences, cultural studies, psychology, and spirituality. Certain frameworks exist that help draw together these disciplines, methodologies and perspectives. One such framework that we find particularly complete and useful is the Integral Framework, designed by Ken Wilber and applied in Drishti’s work since it was founded in 2003.

Drishti's Approach

Drishti uses the Integral Approach in working with organizations to revise and refine their frameworks, methodologies, and relationships for engaging in social change. To date, we have worked with organizations in Canada, Africa, and Latin America to assist them in building on their existing strengths and integrating new skills.

In some cases, we have engaged the entire process described below. More often, however, particular steps in this process are carried out separately, depending on the organization's specific needs.

  1. Needs Assessment - Conducting a comprehensive needs assessment to identify gaps, barriers and flow within the organization, and designs a learning process that works at the organization’s growing edges.
  2. Capacity Building Opportunities - Designing a comprehensive capacity building plan, that includes a series of workshops and learning experiences to build new capacity for engaging complexity, tailored to the organization’s unique background and needs.
  3. Strategic Planning - Facilitating "assets-based" strategic planning sessions, taking stock of all existing assets and strengths of the organization, so to map a clear pathway for how the organization can move from its existing way to its emerging way.
  4. Leadership Development - Creating opportunities for the leaders of the organization to engage in one-on-one coaching, to deepen their personal leadership skills and competencies.
  5. Monitoring and Evaluation - Implementing an integral monitoring and evaluation plan to assess the effectiveness of the organizations’ new approaches that identifies interior and exterior outcomes and changes.

Learn more about our offerings in Integral Organizational Development.

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An Example...

If approaches to Amazon rainforest conservation only includes scientific studies, we will contribute new knowledge about those ecosystems, their biodiversity and ecological importance. But this alone, won’t ensure that ecosystems and biological diversity are protected.  We must also engage multiple stakeholders and community members using methodologies that can help us understand and work with local worldviews and culture. Without this, surely the Amazon will continue to be deforested, along with many other ecosystems worldwide. Similarly, if we only mobilize community members without science to back up our claims for rainforest importance, we are fragmented in our effectiveness. We need an approach that is rigorous and inclusive enough to be able to engage the full complexity of any global issue today.

In 2007, two organizations--Peruvian NGO Amazon Conservation Association and Canadian NGOs One Skyi--asked Drishti to get involved in their Capacity Development Project aiming to increase effectiveness of conservation work. Drishti worked to develop capacity for a more integrated approach to Amazon rainforest conservation. This included a needs assessment, which discovered that ACCA was relying on excellent conservation science, but focused less on social methodologies and participation with communities. This was followed with a series of workshops and strategic planning on how to foster a more participatory approach as well as how to understand and engage multiple worldviews. To date, ACCA is working with the Huachapaire indigneous peoples (La Comunidad Nativa Q'eros) in a conservation concession in the Amazon basin. The concession is legally in the name of the community, with technical assistance from ACCA for forest management and conservation science--it is a huge success for the organization, the community, and indeed the entire region. 

This is an example of how an integral approach to revising, broadening and deepening an organization's approach can help support sustainability for communities and ecosystems.