HOW WE WORK
We are people who are comfortable taking the risk of naming the elephant in the room.
To be effective in these times, in order to accurately and completely describe the elephant - we need everyone.
Workplace environments are volatile. The problems we have to resolve, team dynamics, available resources and talent, ideas to implement, priorities to balance – each of these components are regularly changing.
Luckily there are many, many ways to name the elephant, welcome differing perceptions, identify assumptions, and ultimately, to have more brave conversations.
As consultants we endeavor to reduce stress in uncertainty, preserve flexibility and self-trust, and identify areas of possibility amidst strategic decision-making for your career, team and/or organization.
When clients are more grounded in their work – in their values, strengths, daily practices, and lived experiences – they find more choice in their organizational duties and navigate work relationships with more clarity and ease.
EE Consulting supports leaders and organizations to think expansively in this time of ‘polycrisis.’
Crisis is a concept, an experience, and an event all at once. The term describes a state of overwhelm, and what is taxing - sometimes dangerous - to resources and to physical, emotional and relational safety in the workplace.
Yet our conversations about crises often blow past questions of care. We notice that discussions exist on a continuum from shock to overfamiliarity, from urgency to resignation, from individuality to universality. This results in people not knowing how to break patterns or find support.
Differentiating crisis states from trauma responses or signals of wellbeing is foundational inside organizations. Identifying traps in our thinking observed in conversation is a tool to help us gain insight. EE Consulting seeks to relate to the specificity of your experience, and offers news frameworks that are invested in care and mutuality.
Researchers in the 1990s wanted to understand the limits of organizational change and leadership development assumptions. They listened with nuance to the experiences of leaders and employees experiencing chronic stress that over time, and observed how it changed the practices and cultures of workplaces and fueled outcomes that harmed people.
This visual highlights how a lifecycle of organizational trauma can embed itself in an organization's DNA. What was once an organizations strengths can become its stuck points, draining resources and morale, as well as disorienting leaders.
This niche area of thought has relevance broadly, and may help us think differently about how proactively intervene in periods of high stress, and how to build skillsets that are well suited for the crises present in our workplaces now.
EE Consulting seeks to make this work mentionable and manageable, and much less lonely. We help our clients pay more attention to the root causes of organizational behaviors, and share responsibility for shifting organizational cultures.
After all, you're the one living with the elephant...