The apparent paradox of Dynamic Stability can be resolved by establishing the four Elements of Dynamic Stability, each answering to a specific purpose:
1. Explicit Stake: bringing awareness of the need for change;
2. Co-Built & Co-Opted Ground Rules: creating a sense of cohesion, belonging, and membership to enhance team stability;
3. Systemic Relationships to initiate and regulate actions following a logic of Autonomy: ensuring individuals’ powerfulness to improve team performance;
4. Solution-Oriented Mindset: stimulating creativity and innovation aimed at enhancing team competitiveness.
LDS is not a theory but a model rooted in action, resulting from modeling virtuous behaviors encountered, experimented, and tested throughout 25 years of management, consulting, teaching, and coaching experience on the field, as well as from the study of successful change processes.
Drawing on emotions and neurobiology, LDS is a model which coherently brings together several approaches, methods, tools, and protocols of change, management, and communication into a simple system able to handle complexity. LDS provides pragmatic elements to identify and establish effective and efficient performance drivers.
LDS’ new methodology and associated toolbox is geared towards action and performance, organizing the systemic change process into sequential, incremental, and interdependent modules, facilitating resource allocation at each stage, and allowing the feedback process which increases the probability of attaining the desired outcomes.
LDS uses a simple language, precise and pragmatic, each individual can understand. This allows the creation of a toolbox and a common referential very important in ensuring team cohesiveness inside organizations.
At the same time, LDS puts the individual at the center of the change process and helps them to develop and experience a real sense of belonging, an essential ingredient for commitment and cooperation.