Square dancing is a dance in which 4 couples dance arranged in a square, with one couple on each side, moving counter-clockwise on the music. Like many dances, it’s highly ritualised with a series of steps and rules governing the way dancers move and behave on the dance floor.

A., a friend of mine, is working as internal adviser for a global organisation. He advises on organisational development. His expertise is being asked in various countries when local unit needs to (re)think their organisation.

Breaking the square dance & achieving real change

A. was becoming increasingly frustrated by the organisation, the lack of ambition of his fellow colleagues and the suffocating bureaucracy. To him it seemed that everyone was performing a square dance. And wow, were they good at square dancing! In meetings people would do what was required and all did it in the most professional way.

He too. He crafted great organisational advices. But it all seemed so futile. On the surface everything was great, but when he would scratch below he found no concrete evidence of change within the organisation.

It reminded me of the following quote:

‘‘Organisations are perfectly designed to achieve the results they are currently achieving.’

Apparently A.’s organisation was excellent at square dancing and so they achieved the results square dancing can achieve. But he would have loved having someone suddenly dance the tango, even if it would have been a poor version of it.

Entering the Groan Zone

And it’s true. In order to achieve change you need to go beyond the rituals you’re currently performing. You need to enter a zone that feels highly uncomfortable because together you’re trying to find new steps. Because you’re questioning the steps you’re currently taking. Sam Kaner, who wrote an excellent book on participatory decision-making, calls it the Groan Zone.

And it’s the Groan Zone A. was longing for. But he did not have the key on how to safely enter the Groan Zone. So I would like to invite you to give your creative suggestions and answers on what change strategies to take.