Large Group Intervention

Conventional conference

Preparation by a cross-section of the system, preferably including parties from outside to the organisation

Preparation by a group of managers in consultation with the facilitator/adviser, or by the facilitator/adviser

Everybody’s truth is true. Learning from each other’s vision and perspective through dialogue. Differences are seen as enriching.

Discussion and debate are the main modes. There are right and wrong viewpoints. Differences are seen as a problem.

Change in the here and now

Participants talk about change

Everybody involved in the problem or issue is invited. There is a lot of knowledge and wisdom of the shop-floor.

Co-workers of the shop-floor are often not invited. Managers deal with strategic questions.

The (emotional) meaning of the issue is as important as its contents. Focus is on jointly giving meaning to a knowledge system with regard to its past, present and future and searching for a path to that future.

Focus is on the content of the issue, on problem solving and on drawing up plans that are to be implemented later by others.

A facilitator facilitates the conference and provides the conditions for efficient, effective and creative group work.

The conference is led by a powerful chairman, who can – consciously or unconsciously - control and dominate the process.

Learning from each other, developing a common knowledge system, is fruitful in itself and has an energising effect. Games and other interventions are used only to support the primary learning process.

Incentives, games and various kinds of trimmings are often used in order to ensure that the participants enjoy the conference, but distract from the primary learning process.

The conference is an integral part of a whole process, which is clear to everybody and based on various principles.

The conference is an isolated event. The main objective is “to have a good discussion” and to produce a list of intentions