By working with Project Leaders and their Teams I more and more recognize how useful Systemic Constellation Work can be for Teams and Individuals. Therefore please find here some examples out of my daily practice:
Team constellation according to preferences
The Preference Model of C.G. Jung does not only serve as basis of most of the commercial available Preference Models like INSIGHTS Discovery, DISG, MBTI. The underlying Preferences like Thinking, Feeling, Extraversion and Introversion can also be the basis of a Team Constellation: The Team Members position them self on a coordination system, which shows the 4 preferences as description on the end of the both axis. A Moderator can guide the Team Member so that everybody find the own position within one of the four quadrants.
The result: The Teams start with a moderated discussion about the meaning of the individual positions for e.g. communication and co-operation. Everybody can develop an understanding for the preferences of the others and ask himself: What can I do in terms of the way I am communicating, in order to take into account the preferences of my Team colleagues.
Team Constellation to provide transparency for the relations within the Team
Relations within a Team can be made transparent by using Team Constellations. In order to do this, Team Members are asked to position them self in a room. Their feeling of how they are positioned in the team should guide them to find the appropriate position in the room. This leads then quickly to discussions within in team, and if moderated well, can lead to an increase of Team Spirit and will help solving conflicts.
Another Team Constellation Tool is the Constellation Board. The advantage here is that it can be used in a 1:1 Coaching session with the Projekt Leader. The focus is a bit different to the Team Constellation: Its more the view of the Project Leader on the relations within the Team and between Team and Project Leader.
Possible Results: The positions of the Team Members can give an insight how much a Team Member is integrated; or not. Additional discussions afterwords with the Team Leader may lead to ideas, what can be done in order to better integrate a Team Member.
One of the most amazing results in terms of Decision Constellations, I have seen with a Project Leader: His question was whether he should take over an attractive new Project, which was offered to him by his boss, or continue with his old one by supporting the very operative end-phase. It became quickly obvious, that he evaluated both options quite extensive, and I asked myself why he not immediately jumps on the attractive new projects. This project must have a negative label and it was necessary that he had a close look on this label.
The Result: In the view of the Project Leader, choosing the attractive, new Project was obviously connected with significant increase of workload. This obviously was a "deja vue" of a situation with his previous partner, where a similar situation has led to a break in partnership.In the work with him, we developed a list of measures with which it was possible for him to choose the attractive, new project, without risking that more work does jeopardize his relation. He developed a realistic view and that he can not compare the past situation with the current one.
Project Leader and Managers who can clearly articulate their goals, but at the same time are uncertain whether they reach them, because something is blocking, clearly benefit from a Objective Constellation. Using symbols like Hurdle or Ressource will guide the Client towards what is between him and his goal.
The result: The awareness of what is in between the Client and his goal is already the first big step in order to overcome this hurdle.