Conference with no speakers improves organisational health and positively impacts employee engagement!

Unless you have studied, worked or operate within the field of systems-psychodynamics or whole systems approach, you’re unlikely to have come across a ‘Group Relations Conference’ (GRC). Despite the name, a GRC is not a ‘conference’ in the traditional sense - there are no didactic presentations, no structured workshops and no expert panels. Nevertheless, delegates who have taken part in GRCs, particularly those whose field of endeavour is the ‘human’ capital of the organisations in which they work, have found them deeply participative learning environments that have transformed their approach to building a premier HR function.

How so?

Here at the Tavistock we think of organisations as icebergs. There’s the part you can see and the bigger part beneath the surface which, if ignored, can be dangerous. GRCs concentrate on revealing the impact of ‘beneath the surface’ dynamics on the effectiveness of anyone in a key organisational role. As a result they provide managers, leaders and HR professionals with a powerful new way of understanding what previously may have been simply baffling, such as why strategies fail to gain momentum or employee retention rates suddenly drop.

Quite a claim. So how do they work?