1. Person or firm who created the framework
Theory U was developed by Otto Scharmer, a senior lecturer at the Massachusetts Institute of Technology (MIT) and co-founder of the Presencing Institute.
2. Description of the framework
Theory U is a change management model that emphasizes deep learning and transformation through a process of sensing, presencing, and realizing. The model is depicted as a “U” shape, where the left side represents the stages of sensing and letting go, the bottom represents the stage of presencing (a state of being fully present and open), and the right side represents the stages of realizing and embodying new solutions. The key stages of Theory U are:
- Co-Initiating: Building a shared intention and engaging stakeholders to understand the need for change.
- Co-Sensing: Observing and listening deeply to understand the current reality and the system’s dynamics.
- Presencing: Retreating and reflecting to access deeper levels of awareness and clarity about the future.
- Co-Creating: Prototyping and experimenting with new ideas and solutions.
- Co-Evolving: Implementing and scaling successful prototypes, leading to sustained transformation.
3. The framework's "secret sauce"
The distinctive feature of Theory U is its focus on deep personal and collective transformation. It emphasizes the importance of inner knowing and presencing, which involves accessing deeper levels of awareness and tapping into the highest future possibilities. This approach fosters innovative and sustainable change by addressing both the internal and external dimensions of transformation.
4. Situations for which the framework is particularly well suited
- Organizational transformation and cultural change
- Leadership development and personal growth
- Innovation and strategic planning
- Complex problem-solving and systems change
- Any context requiring deep learning and transformation
5. Practical instructions for using this framework
Step 1: Co-Initiating
- Engage Stakeholders:
- Identify and engage key stakeholders who are affected by or can influence the change.
- Build a shared intention and purpose for the change initiative.
- Create a Safe Space:
- Establish a safe and open environment for dialogue and collaboration.
- Encourage trust and mutual respect among stakeholders.
Step 2: Co-Sensing
- Observe and Listen:
- Conduct deep observations and listening sessions to understand the current reality and system dynamics.
- Use interviews, focus groups, and immersive experiences to gather insights.
- Identify Patterns and Themes:
- Analyze the data to identify patterns, themes, and underlying issues.
- Use systems thinking to understand the interconnections and root causes.
Step 3: Presencing
- Retreat and Reflect:
- Create opportunities for retreat and reflection to access deeper levels of awareness.
- Use mindfulness practices, journaling, and silent retreats to facilitate presencing.
- Access Inner Knowing:
- Encourage participants to connect with their inner knowing and intuition.
- Explore visions and possibilities for the highest future potential.
Step 4: Co-Creating
- Prototype and Experiment:
- Develop and test prototypes of new ideas and solutions.
- Use iterative cycles of experimentation, feedback, and refinement.
- Collaborate and Innovate:
- Foster collaboration and co-creation among stakeholders.
- Encourage diverse perspectives and creative problem-solving.
Step 5: Co-Evolving
- Implement and Scale:
- Implement successful prototypes and scale them to achieve broader impact.
- Ensure alignment with the organization’s strategic goals and values.
- Sustain Transformation:
- Embed the new solutions into the organizational culture and practices.
- Foster continuous learning and adaptation to sustain the transformation.
6. Further Reading
- “Theory U: Leading from the Future as It Emerges” by C. Otto Scharmer
- The U-School for Transformation
Download the complete Field Guide to Change Managment Frameworks
