The symbol of yin and yang was born in Chinese philosophy. It has several meanings, the most important of which are:
- People have light and dark areas that are interconnected: it is not possible to act on one without also involving the other.
- The concept of “Right and wrong” does not exist, but it does exist the concept of “What works best for a particular person at a particular moment”.
- Everything changes and transforms: the more you are in harmony with changing, the more you will generate positive results
I chose to apply it to organisations and especially to people in organisations because it seems to me that it solves very important problems, such as:
- The “talent problem” – It is not very difficult to identify the talent of people, what is more difficult is to understand how you can access it as it is often as if we “stop it up” with caps, our dark areas (yang)
- The “diversity problem” – The biggest problem in relations between collaborators is to exchange one’s opinion with the reality of the facts and to be ready to fight for the “rightness” of that opinion.
- The “Resistance-to-change problem” – We are afraid of what we do not know and we are naturally inclined to maintain the status quo by opposing to what is new.
How does the yin and yang method solve all the above?
- The talent problem – This approach identifies not only a person’s areas of light but also the dark ones. Therefore, you will work on a deeper transformation that allows you to unlock and access your full potential.
- The diversity problem – You will be trained to grasp the relativity of all opinions and to be ready for a mind shift.
- The Resistance-to-change problem – You will be trained to “remain” in the change through experiential training rather than thinking about it, so to bring out the benefits and to create a virtuous circle making you the one who wants to activate it.