Herb Stevenson

Part 2 of this bipartite article draws on the theoretical underpinnings of Gestalt Consulting—phenomenology, existentialism, holism, field theory, and systems thinking—discussed in Part 1 to show how they overlap to create an expanded perspective for Gestalt consultants. Building on the concepts of cocreation of the field, the article also explores how the field enables the occurrence of parallel processes such as projective and introjective identification. Further, the article suggests that the integrating dynamics of holism, field theory, and systems thinking can support an identity-creating process that becomes the dyadic dynamic between client and consultant. Finally, Part 2 highlights the Gestalt application of these concepts through numerous examples of how to be a “Gestalt” consultant, and how to intervene within organizations. It provides insights on unconscious and habitualized behavioral patterns that prevent possible (or even necessary) shifts from emerging and reiterates...

Underlying the application of Gestalt theory to OD, consulting, and/or coaching is a lineage of paradoxical theories. In 1970, Arnold Biesser, MD named these processes implicit to gestalt theory as the paradoxical theory of change. Subsequently, the paradoxical theory of change has become the foundation of theory at the Gestalt Institute of Cleveland. This article provides an understanding of the theoretical concepts that underpin Gestalt OD theory. The theories that influenced Fritz Perls are elaborated and tied-back to the primary premise that all meaning manifests through the creation and dissolution of polarities. Underlying the application of Gestalt theory to OD, consulting, and/or coaching is a lineage of paradoxical theories. In 1970, Arnold Biesser, MD named these processes implicit to gestalt theory as the paradoxical theory of change. Subsequently, the paradoxical theory of change has become the foundation of theory at the Gestalt Institute of Cleveland. This article prov...

The application of Gestalt coaching (or therapy ) as a modality for career counseling brings an interesting mix of existentialism and phenomenology (Toman, 2007). Often referred to as a relying on the here and now approach, where it is believed that the past and the future can be fully accessed in the precious present, Gestalt coaching focuses on what is, where the coach (or therapist) is a part of the discovery process as a participant as much as the client (Stevenson, 2005). First, this article expands on the Gestalt therapy principles of awareness, the use of self as a coach, provides a seven-step coaching model, and finally, applies the principles and model to the case of Frank. Use of Self: Awareness The Gestalt coach is trained to become an "awareness expert" by remaining focused on the present, on being present-centered. Latner (1986) explained that to be "aware of the present, to be totally in it, ensures that the self is functioning as it is meant to. The sel...

David Cooperrider realized that most organizations are predisposed towards “what is wrong ” within the organization. He attributed this predisposition to the inculcated problem-solving mentality of the scientific method which tends to ignore “what is working”, “has gone well”, and “does not need fixed” components of the organization. In developing Appreciative Inquiry, Cooperrider refocused the attention away from the critical, more pessimistic perceptions of the organization to the supportive, more optimistic behaviors. In doing so, he sought to harness the untapped creative energies by redirecting the attention away from object relations problem solving and towards an appreciative inquiry of the stories of success held by the people within the organization. Therein, a sense of community is created as commonality, pride, and creativity are unleashed. The end result is a new perspective of the organization and of what is possible. (Cooperrider & Dutton, 1999; Cooperrider & Whitney, ...

Underlying the application of Gestalt theory to OD, consulting, and/or coaching is a lineage of paradoxical theories. In 1970, Arnold Biesser, MD named these processes implicit to gestalt theory as the paradoxical theory of change. Subsequently, the paradoxical theory of change has become the foundation of theory at the Gestalt Institute of Cleveland. This article provides an understanding of the theoretical concepts that underpin Gestalt OD theory. The theories that influenced Fritz Perls are elaborated and tied-back to the primary premise that all meaning manifests through the creation and dissolution of polarities. Underlying the application of Gestalt theory to OD, consulting, and/or coaching is a lineage of paradoxical theories. In 1970, Arnold Biesser, MD named these processes implicit to gestalt theory as the paradoxical theory of change. Subsequently, the paradoxical theory of change has become the foundation of theory at the Gestalt Institute of Cleveland. This article prov...

This paper explores meaning making through the process of polarity management. Underlying the application of Gestalt theory to organization development, consulting,
and/or coaching is an approach that Arnold Biesser, M.D., characterized in 1970 as the
paradoxical theory of change. This theory, which has become the foundation of
practice at the Gestalt Institute of Cleveland, flows from the primary premise that meaning manifests through the differentiation, dissolution and integration---a form of
absorption---of polarities. This article provides an understanding of the theoretical concepts that underpin Gestalt theory as it relates to polarity, paradox and dilemma.

During the Gestalt coach and client relationship, indelible moments may occur-moments in which vulnerability and presence, if they are balanced, can lead to insight or intimate moments. However, these same moments can lead to embarrassment, humiliation, or shame, in either the client or the coach, or both, when vulnerability and presence are not balanced. To better understand how this dynamic works, it's necessary to examine the gestalt concepts of presence and contact, prior to discussing how humiliation and shame can become critical components within the coaching relationship.

Understanding the dynamics of presence is imperative to fully understanding awareness. In the following pages, we will consider forms of presence that is experienced at three edges of awareness: (1) Intimate Edge (2) Innermost Edge, and (3) Inmost Edge. Moreover, we will explore intimacy and attentiveness as keys components.

Steeped in humanistic psychology, phenomenology and existentialism, holism, field theory, and systems theory, the Gestalt approach to OD has evolved into a present-centered, awareness building, high impact form of intervention. Besides the unique approach towards making interventions, it has a particular bent in its core assumptions that has led to the development of the Gestalt " consulting stance ". This article discusses the core of gestalt theory and the gestalt consulting stance within organization development and its application to diversity and inclusion. Borrowing from the author's global experience where various nationalities, ethnicity, and cultural differences converge under one organization or joint venture, we can see how the gestalt consulting stance (and theory) can support effective OD interventions surrounding diversity and inclusion. This article examines the present challenge of the ever-increasing size of organizations, now many exceeding $100 billion in revenues, the gestalt consulting stance, and the application of this consulting stance to globalization that inherently reveals greater diversity and therefore requires inclusion to be effective.