Das dialogische Konzept einer beratenden Motologie: Organisationsberatung. Die Kunst der Unterredung.

The organisation consultation feels confronted currently with the problem to want to implement on the one hand technical experts knowledge, on the other hand to protect the autonomy of the organisation, or to reject the rational control of organisations. If one moves in a paradigmatic division, the professional or technical consultation lacks methodical measures and result- openness; as well as the process consultation lacks the basic possibility to feed technical knowledge (experts knowledge). The discourses of the organisation consultation have recognised the problem and looks for a way out in reflecting processes. Indeed, no theoretically consistent draught has still succeeded which brings together the technical and the process consulting. This work can see her origin connection in practice in which a school was accompanied by the change in a whole-day-school. On this occasion, became the wish for experts knowledge with the concurrent fear to get a little bit put, very clearly. From a motological perspective it was brought itself near this basic, ambivalent source situation: The organisation could be understood by the stress qualitative and psychodynamic view manner to large parts by her organisation culture. However, basic underlying assumptions of the organisation culture are to be understood only at an unaware preverbal level – they are to be defined as (implied) präsentative Symbolismen. These are obstructed to the language or other discursive Symbolismen for the time being. Hence, another way must be smashed: the draught of the reflexive Leiblichkeit offers a possibility by his phenomenological adjustment to approach of unaware, preverbal contents. By the metaphoric movement situations which pick out as a central theme the person in his organisational being and in the context of his organisation the organisation culture should become decipher: the organisation member becomes capable to become more deliberate to himself of his everyday, dogmatic, maybe ideological value settlements. It should be accompanied and be supported to produce a (self) critical distance to his professional activities, around his blind spots, to reflect his monologic discussions with the world. This step seems necessary to be able to take up the other (experts knowledge) in his own identity construction with. In this manner the other becomes in itself (in this case: advisers knowledge) not as a menace, as a barrier or obstacle felt, but as a developing possibility. The Motology offers not only methodically a key to a succeeding organisation consultation, it also disposes of a generated specialist knowledge which understands the person in a growth oriented developing environment.