Corporate Workshops Don’t Pay Dividends
workshops are ubiquitous. In other words, if you need to resolve a conflict or
dispute, encourage team building, attract new customers, or establish a
sustainable business, there’s almost certainly a workshop for that.
In many respects,
the corporate workshop—as well as its cousin, the professional development
course—has become synonymous with not only problem solving but with innovation
in the workplace, too. Countless consultants and facilitators advertise
similarly vague hands-on formats that are guaranteed to "build leadership,”
"develop a framework for communication,” and "deliver results with commitment.”
Thus, not only do
corporate workshops appear everywhere, but so too does an ambiguous language to
describe their processes and results. What exactly does it mean to "deliver
results with commitment,” for example?
cookie-cutter and conventional corporate workshops tend to be, it is perhaps
more than a little ironic how widespread they have become in the current bid
for more fresh and novel solutions to complex workplace challenges.
Moreover, at a
time when the ROI associated with money spent on consultants is decreasing,
corporate workshops are to an increasing extent not worth their salt.
The Science of Syntegration and Saying No
to Cheap Imitations
Syntegration, a many-to-many methodology, may appear indistinguishable from the
corporate workshop, as both employ face-to-face approaches to problem solving,
the two couldn’t be more different.
Syntegration is a science. While that may sound intimidating or complicated,
the science of it all is actually what allows Syntegration to offer some of the
most revolutionary solutions to the complex challenges of today’s workplace.
Founded upon a
highly structured interactive process, Syntegration supports and encourages the
free-flow and cross-pollination of information between handpicked individuals
during the course of large group interactions. Stimulated by a central
question, which represents a large-scale challenge or issue in the workplace,
these multiplying interactions allow individuals with various opinions and
critiques to come together and co-create novel solutions.
Unlike corporate workshops, Syntegration rejects pre-sent agendas, refrains
from directing or dictating the conversation, and overturns hierarchies.
Instead, it engineers intersecting and expanding communication networks between
participants, achieving results in the most organic way possible.
The Marketplace of Ideas: Emphasizing Free
is so central to something like many-to-many methodologies, the "marketplace of
ideas” is a useful metaphor when thinking about the benefits of Syntegration
and what sets it apart from corporate workshops.
First coined during the 19th century, when
industrialization and market capitalism were taking off, the market place of
ideas actively endorses freedom of expression and the exchange of ideas. If
discussions are transparent, and conversations aren’t staged or pre-planned, it
stands to reason that there’s an even greater chance of achieving truths.
When applied to complex workplace
challenges, the market place of ideas can sometimes cause participants to
initially feel a certain degree of scepticism. Individuals who are used to
top-down approaches to problem solving are often taken aback by the inclusive
nature of Syntegration, which achieves value addition and alignment by relying
on and valuing the contributions of all participants.
Standing in stark
contrast with corporate workshops, which rely on consultants and facilitators
to control the conversation, many-to-many methodologies create the conditions
for questions to be both asked and answered, by encouraging the free-flow of