When a message passes between two cells at the synapse, it has the power to change the behaviour of both the cells. This is what a Synapse as a process facilitated by Nibbana does – be a transmitter between multiple roles and construct change in an organization. For an organization to grow, employees need a shared script to act on a cohesive way. In an organization each individual could be playing multiple roles and many individuals could be playing similar roles. The art of dialogue as process constructs a synapse between people in roles through which the required thinking pertaining to the context are transmitted between people to construct a shared reality. This leads to increase in collective effort to shoulder high responsibility which cannot be imagined by an individual working alone. Nibbana is a proven leader in facilitating organizational change and in positioning organizations for development and growth. We bring in our expertise to stimulate change using dialogue as a tool. Experts in facilitating even difficult conversations between hierarchic levels Nibbana believes in introducing porosity, inter-connectedness and feedback mechanisms into organizations in order to enliven them, because an organization is very much like an organism, with parts that must be functional and communicating with each other in order to work as one GROWING unit. Every organisation mobilises its functions around these three fundamental parts. Organizational health and growth starts with detecting the hum of health or the first sound of un-ease in any or all of the above parts. We at Nibbana have trained scores of organisations and company heads to dialogue with a systemic perspective and shape the course of development of their organization. See our list of clients The tripod of life – the heart, brain and lung of an organization are- Dialoguing on ‘Synapse’ We at Nibbana facilitate intergroup conversations and intra group talks so that the various parts of your company speak to each other.Without these dialogues:- “Dialogic culture encourages ways to engage between employees leading to healthy constructs” The dialoguing culture revolutionizes an organisation’s approach to growth and development. Backed by two decades of experience, Nibbana has a time tested process to gently upturn outdated practices and usher in a healthy dialoguing culture in an organization. The learning plane is expanded to include both leaders and employees. Power dynamic is rebooted as top down- bottom up integration is initiated. This intensive work is done through dialogue. At Nibbana we believe- dialogue is not just two people talking to each other, it also means two people listening to each other and creating a common world. With that in perspective, Nibbana’s bootcamp coaches employees to Equipped with these above mentioned resources, we carry the employees into the second phase of our intervention, which is to facilitate and mediate a dialogue between Together we help these groups And in this pathbreaking methodology of using dialogic as a tool, an equally powerful solution oriented ideas and approaches emerge from the human resources of the organisation itself. Motivated employees participate and contribute to sustaining and growing the business. The functioning parts speak to each other. Herein lies the path to organizational change and development. Introduce Synapse in your organisation today CEO + 5 VPs + Coach as an Observer The VP with his team; the CEO and the Coach along with a VP from a Lateral Department observe.
Synapse
Nibbana’s Synapse is a powerful and unique dialogic process to promote Organisational change and development. Nibbana has done pioneering work in this field for more than two decades.
We call our organisational work – SYNAPSE
Synapse in an organizational context
Synapse helps bring to surface the invisible threads of culture that bind an organization. This culture plays a vital role in organizational development and growth. We use dialogic as a tool between leaders and executives, between project teams, and between individual team members. We help these groups formulate and test hypothesis about what needs to be changed and how it can be done. By collectively analysing patterns, we help the teams make decisions about which business practices should be nurtured and which should be weeded out.
In Synapse we train employees to use dialogue as a base to learn systemic perspective, frame good questions, analyse problems and find solutions, understand how culture breeds culture, build shared goals and relationships in the organisation resulting in enhanced performance.
Organisation as a growing unit
Case studies
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