Are you curious about why some work system engagements go so well and others are so difficult when by all appearances, the presenting issues seem similar? Have you thought about irrational forces at work in human systems and the power those forces have to hijack good thinking? What can a consultant do to help people recognize “emotional process” in the workplace and learn to function better in the face of it?
This is the topic I explored in my dissertation research. I studied how organization development consultants use Bowen theory in their work. I found that consultants who ground their practices in Bowen theory take a different approach and stance than other organization development consultants. The biggest difference is in stance. Consultants who use Bowen theory take a systems perspective and make every effort to remain neutral and stay outside the organization’s emotional process.
Emotional process describes how people respond unconsciously to each other. Murray Bowen, who developed his theory in the mid-20th century believed that awareness of the process, and an effort to engage the “thinking brain” could improve individual functioning. In turn, improved individual functioning makes for better functioning families and work systems.
Following this line of thought, the consultants help their clients become aware of emotional process and support their efforts to come up with thoughtful solutions to their problems. The consultants often engage in coaching to help individuals within an organizational system represent their points of view more effectively with their bosses, their subordinates, and in meetings.
The consultants who use this approach find it effective, especially when they engage with clients who are interested and motivated to learn a new way of thinking about work systems. Based on my research findings, I am developing a reference model for Bowen theory-based organization development consulting. When I have completed the model, I will post the details. In the mean time, get in touch if you would like to learn more.
Hi Katherine:
Good to see you are writing and developing a model.
I too have been thinking about the kinds of research that might be useful for people looking at leadership from a Bowen perspective.
Have you put any thought into how other leadership research is done and if any of what has been done is useful for your model. In other words do you have to develop you own research based on Bowen Theory or can you use others published research?
Thanks,
Andrea
Hi Andrea,
Thanks for your comments and questions. For this study, I focused on my own research based on Bowen theory, so the model is based on Bowen theory. In fact it appeared that even consultants who draw on other family therapy theories, such as structural family therapy take a different stance.
In another little study I did, I compared Bowen theory with other leadership theories such as Primal Leadership (based on Emotional Intelligence) and the Adaptive Leadership framework developed by Cambridge Leadership Associates. I’d be glad to share that paper with you–just let me know by email if you want it.
I think there is plenty of work to be done in this area, both in the development of new models and in the evaluation of existing frameworks. Making information about various theories and models available in places where people expect to find it is a challenge. One finding from my study was that most of the participants had stumbled on Bowen theory serendipitously. Only one person had learned about Bowen theory through study in an organization development program.
So we have people who are interested in leadership who need to know about Bowen theory and we have people who know about Bowen theory who need to know more about other leadership theories! We just have to figure out how to make the connections.
Thanks again for posting!
Katherine
Katherine,
I have enjoyed linking Ron Heifetz’ leadership models with Bowen Theory. I think he presents the decision-making process, with all of of its ambiguity and resistance, in a well-considered manner. I am looking forward to learning more about your work.
Thank you, Jim Brazell
Thanks, Jim! I’d be interested to learn about the linking you’ve done. I’ll get in touch with you directly to continue the conversation.