SKILLS FOR THE FOURTH INDUSTRIAL REVOLUTION

Grow Your Organization's Personality

 
 

Does an organization have a personality?

Each human being has a distinct, individual personality. But what exactly is personality?

 

A recent system theory from the field of academic psychology defines personality as the individually characteristic interaction patterns of personality systems.

 

PSI Theory (Theory of Personality Systems Interactions, Julius Kuhl, 2001), considered by the German Psychological Society in 2012 as 'unique', 'highly innovative’ and ‘groundbreaking’, has a strong explanatory & predictive value.

Savanteon’s approach is based on the conviction that, if human personality is defined by its patterns of (personality system) interactions, the same must be true for any entity where humans interact with each other.

 

Thus, a team, a department and even an organization exhibit distinct interaction patterns, which translate into an ‘organizational’ personality.

 

Savanteon specializes in identifying & analyzing these patterns, to unveil the pivotal points for meaningful and effective change.

The Organizational Personality Framework is based on scientific psychology: The Theory of Personality Systems Interactions PSI.

"Psychology has virtually no comparable theoretical frameworks or dynamic theories."

The German Psychological Society about PSI Theory, 2012

About

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A passionate, open-minded thinker and experienced professional who expands the boundaries of business theory & practice. Barbara pioneers a highly promising systemic approach to evaluating and shaping up organizations for the Fourth Industrial Revolution.

Barbara has a knack for breaking down complexity and putting forward new insights based on unusual thought combinations. She prefers work settings where all partners are on an equal footing, and dislikes narrow thinking, status orientation, and knowledge hoarding.

Her collaboration partners include Prof. Emeritus Julius Kuhl, the founder of the above-mentioned PSI system theory, and an internationally renowned representative in the field of academic psychology.

New Definitions

Agile Mindset
Key terms of the agile manifesto are individuals & interactions, customer collaboration, responding to change, with an overall focus on working software. The agile mindset is a key feature of a mature organizational personality. Requires mature individuals --> Refer to Organizational Maturity.
Conduct Risk
Missing, outdated or undesired content of personality systems and/or distinct personality system connectivity patterns that could develop an undesirable momentum of their own.
Corporate Culture
The organization's aggregated function analytical personality profile, at a macro and/or micro levels, characterized by both advantages & disadvantages. The focus of this definition is on activation levels and interaction patterns of personality systems, impartial to cognitive content such as goals and intentions.
Digital Mindset
The digital world needs new thinking. The focus is on teams, networks, speed, and a creative, authentic, and inspiring communication. The digitalization's operating system is agile. --> Refer to Agile Mindset.
Diversity
A prerequisite for --> Innovation Capability. Refers to 1) the organization's knowledge, experience, and data, and 2) the thinking & behavior preferences of the organization's workforce, resulting from their characteristic personality system connectivity patterns.
Innovation Capability
The organization's overall capability to synthesize new things, based on versatile knowledge, experience, and data. Requires persistence in the face of fear; openness & transparency towards the human capital; a type of discipline that reinforces creativity; as well as implementation strength. Requires diversity, both regarding content and interaction patterns of personality systems --> Refer to Diversity.
Organizational Maturity
Similar to a mature individual, a mature 'organizational' personality can recruit personality systems that are optimally suited to perform the different tasks it encounters. Includes the key features: Learning from new experiences & mistakes, and implementing goals & intentions. 
Workforce
The generation born between 1983 & 1994 has a preference for the super-conscious parallel processing networks of complex cognition. This is directly related to how Millenials would like to see "their" company: Multicultural, open, flexible and socially committed. 
NOTE: The above definitions represent a synthesis of Savanteon's work related to corporate culture and some of its key characteristics. It's all related ...

A new lens

The basics: Organizational behavior can result from characteristic personality system interaction patterns.

A NEW THEORY:

New insights to existing information.

Unseen patters made visible.

Innovative levers revealed to drive change.

Change that has impact.

 

"[A new theory] is a new lens that lets us make a new and valid prediction. 

 

The new theory does not give us new information. It adds new insight to existing information - to the facts we knew when looking through the old lens - and sets our gaze on critical new information we can seek out.

 

A new way of looking at a business can also make unseen patterns visible and reveal innovative levers we can use to drive changes that have impact."

The Design of Insight, Mihnea Moldoveanu & Olivier Leclerc, Stanford University Press, 2015

The Organizational Personality Framework leverages PSI Theory.

 

Why PSI Theory?

 

An alternative, systemic explanation of human behavior with a focus on personality system interaction patterns – impartial to cognitive content such as goals and intentions.

A new, consistent 360° degree testing & thinking grid for human factors – across the organization. 

Analytical, comparable 'human factor' evaluations for a diverse range of topics – including strategy, culture, innovation, change programs, recruiting, leadership, governance, assurance, and business processes.

Fast, fact-based, replicable results, based on a reliable, thoroughly validated academic framework (more than 30 years of research).

 

Innovative levers for change that contributes to growing your organization’s personality and succeeding in the fourth industrial revolution.

Services

The Organizational Personality Framework.
 
Fresh thinking & sound explanations, based on scientific psychology.

Are you a board member, a new generation leader, an innovator, or a member of a think tank?

Are you asking yourself:

  • Is there a better way to understand the frenzy of the fourth industrial revolution, characterized by disruptive technologies, a new kind of value creation, and change at an exponential pace?
     

  • If adaptability, innovation and future-readiness are key features of winning organizations in the next decade - does our organization have what it takes?
     

  • Is there a link between diversity, organizational maturity, the agile mindset, and the fact that millenials request socially committed organizations? [ Short answer: YES ]

Do you want to:

  • Understand corporate culture in a new, innovative way, beyond talking about "behavioral norms" and "bad apples"?
     

  • Increase the future-readiness & innovation capability of your organization?
     

  • Get deep insights regarding the "new thinking" required by digitalization, i.e. understand the meta-level, the logic behind the information?
     

  • Find new, innovative levers for organizational change?
     

  • Get to know The Organizational Personality Framework: A new, 360 degree thinking & testing grid for analytical, comparable 'human factor' evaluations, across the organization – including strategy, culture, innovation, change programs, recruiting, leadership, governance, and assurance?

You've found the right place!
Consulting. Training. Speaking.

I am Barbara Siegenthaler, and I pioneer a systemic approach that combines business expertise and PSI theory into a 360° degree testing and thinking grid for human factors - across the organization. 

 

The Organizational Personality Framework provides new, innovative levers for change, based on analyzing the organization's preferred personality system interaction patterns.

My collaboration partners include Professor Emeritus Julius Kuhl, founder of the above-mentioned PSI theory, and a nationally and internationally renowned expert in the field of academic psychology.

Nice to meet you! Get to know my services:

  • Reinforcing evaluation teams for culture & innovation related deep-dives, as well as culture & innovation related second opinions.
     

  • 1-2-1 sessions with new generation leaders regarding all of my focus areas, based on The Organizational Personality Framework.
     

  • Personality-based Internal Audit PBA® services for assurance experts. 
     

  • Training session: The myriad factors of an innovation ecosystem (one day workshop)
     

  • Speaking: Fresh insights regarding innovation ecosystems and the "new way of thinking" required by digitalization. Please contact me for a list of previous speaking engagements and speaking topics.
     

For further details regarding my services please get in touch.

 
 
 

 

Savanteon pioneers a systemic approach which combines business expertise and PSI Theory into a 360° degree testing and thinking grid for human factors - across the organization. The Organizational Personality Framework provides new, innovative levers for change, based on analyzing the organization's preferred personality system interaction patterns.

info@savanteon.com

Headquarters: Zurich, Switzerland

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