Working with boundaries in systems psychodynamic consulting

Abstract

Orientation: The researcher described the systems psychodynamics of boundary management in organizations. The data showed how effective boundary management leads to good holding environments that, in turn, lead to containing difficult emotions. Research purpose: The purpose of the research was to produce a set of theoretical assumptions about organizational boundaries and boundary management in organizations and, from these, to develop a set of hypotheses as a thinking framework for practising consulting psychologists when they work with boundaries from a systems psychodynamic stance. Motivation for the study: The researcher used the belief that organizational boundaries reflect the essence of organizations. Consulting to boundary managers could facilitate a deep understanding of organizational dynamics. Research design, approach and method: The researcher followed a case study design. He used systems psychodynamic discourse analysis. It led to six working hypotheses. Main findings: The primary task of boundary management is to hold the polarities of integration and differentiation and not allow the system to become fragmented or overly integrated. Boundary management is a primary task and an ongoing activity of entire organizations. Practical/managerial implications: Organizations should work actively at effective boundary management and at balancing integration and differentiation. Leaders should become aware of how effective boundary management leads to good holding environments that, in turn, lead to containing difficult emotions in organizations. Contribution/value-add: The researcher provided a boundary-consulting framework in order to assist consultants to balance the conceptual with the practical when they consult. © 2012. The Authors.