Gestalt psychology, also known as gestaltism, is a system of thought highly related to holism stipulating that the whole is greater than the mere sum of its parts or that the whole is other than just, once again, the sum of the parts that belong to it.
The word gestalt itself means “form”, “figure” or “shape” in German, but in the system, a gestalt is the structure of everything we experience, with a beginning, a middle and an end for each and every one of our experiences in life. It may be noted that gestalts are not exclusive to one another and before we see one experience finishing, another gestalt may be starting. Likewise, a gestalt becomes an entirely different process once one of its parts is taken away or changed, because as stated before, even if it is another thing more or besides than its parts, it would not have been anything without them in the first place.
It is also called a mental phenomenon, as it refers to our perception of forms where there isn’t one or our ability to complete a figure from separate shapes or objects.
Experts in the area declare that it is how we given an order and a structure to our mind and thoughts, a part of the human nature itself. Whether you agree or not with this mindset, the principle can be highly beneficial to organizations all around the world.
Going back to the principle, organizations are not made of secluded sections under labels based on what they know, and want, to do. Management, Human Resources, Accounting and Marketing, for example, are the parts of the whole the Organization, capitalized, is. The Organization is not the equivalent of all of its departments thrown together in a box but it would never function the same if one is taken away from it either, so it will always be important to remind the personnel that they depend on one another and work for the same goals.
Setting global goals encourages teamwork and, by extension, positive interaction between all organizational levels, which leads everyone to optimal development.
Secondly, gestaltism offers an interesting take on the notion of change and how to deal with it as an individual and as a group. Change is merely the experience, the gestalt, following its course and one instead of stopping it, can and should adapt to it, preparing when the situation allows it. Maybe even make the change happen, producing something to be experienced by others in response.
Individual change, for organizations, is a fantasy. Change will affect the organization as a whole because it is a whole. If a part, a department, is affected by any kind of alteration, then all levels are in need of a way to adapt to it. No matter where, when or how it may happen, change is for everyone. Even so, change is not an enemy to be feared but an opportunity to get the most out of the internal and external talents of the organization. This positive, and possibly slightly competitive, mindset will surely drive your personnel and yourself to success.
Wanting to work together for the same goal, then, is the key to becoming a successful business. In retrospect, while it may seem obvious, there are still organizations whose leaders allow themselves and their employees to forget how important it actually is, to give back to the job, to create a working environment where employees and clients alike can feel identified. Making people think ‘this is where I want to be’ whenever they go through your doors, making them feel welcomed, should be a goal as important as, if not even more so than, money.
This ideology goes beyond ‘fake it until you make it’, because there will be no need to fake positivity if you set up a company with it as its base. An interested clientele and a loyal group of employees will always invest their earnings, time and efforts in the company in the long run, so ensuring their presence and involvement is a must if you wish to keep afloat in the world of business. If you want to go further and place yourself above your competitors, you must make them wish they were you and make their people want to be a part of your gestalt.