Orgonomics™ MethodologyA systemic approach to organizational development that helps leaders develop and apply systemic thinking through the Role-In-System Framework and 3R Pathway (Rewire, Reframe, Repattern) to create second-order changes within organizational systems.[Submitter's Note: This StratML rendition was compiled from the source by Claude.ai and edited in the XForm at https://stratml.us/forms2/Part1Form.xml]Orgonomics™ORGNMC_9dc2e832-4ecb-11f0-a9e6-b2540e83ea00An organization founded to evolve frameworks and practices that help leaders develop and apply systemic thinking in the context of organizations, moving beyond dominant technical and psychological paradigms to integrate a systemic lens.Joan LurieCEO & Founder of Orgonomics ^^ A new way of seeing ^^ Joan Lurie is a leading developmental psychologist and acclaimed thought leader in the field of systems thinking and change. She is the founder of the emerging field of Organisational Ecology and the ground-breaking methodology Orgonomics™ which provides a ‘map’ for leaders to navigate today’s complex context. ^^ The story of Orgonomics began in Johannesburg, South Africa. Joan was born and raised in the context of apartheid. From an early age she was confronted with the destructive power of systemic racism, embedded prejudices and rigid patterns of thinking. She was challenged by the idea of changing these patterns and unlocking systemic change for social equality. ^^ She knew organisations presented one context for doing this work and she was curious about how they could be used as containers for change, but also how to bring about change in them. ^^ In 1993, her perspective on the adaptive challenges of organisational life was fundamentally reframed. While working in a culture change role at a successful publicly listed company, she was introduced to Irving and Bella Borwick, who had developed a revolutionary systemic approach to organisational change which was yielding remarkable results. ^^ Through this new systemic lens, she observed how new and different ways of seeing could be formed in the minds of individuals and different ways of relating could be mapped and reconstructed within organisations. It was a new way of understanding roles and repatterning relatedness, for adaptive change that really worked. And once seen, it could not be unseen. ^^ Practising this for years in South Africa in full-time and consulting roles, she worked in fields as diverse as banking, technology and manufacturing, which she continued after emigrating to Australia in 2004. ^^ Joan holds two masters' degrees – the first in Adult Education and Development from Wits University, South Africa, and the second in Developmental Psychology, from Columbia University, New York, where she was a Fulbright Scholar. ^^ The past two decades have seen her partner with executives and leadership teams from some of Australia’s pre-eminent organisations, developing their systemic and adaptive capacity and co-creating new ways of operating with transformative commercial and cultural outcomes. In her own words ‘Doing this work has always been good for organisations, but now it’s an imperative for our whole ecology.’OrganizationsDevelop systemic intelligence and create second-order changes that release trapped energy with liberating commercial and cultural results.LeadersDevelop and apply systemic thinkingOrganizations adapt and thrive in complexity_9dc2e9b8-4ecb-11f0-a9e6-b2540e83ea00To help leaders develop and apply systemic thinking in the context of organizations by providing frameworks and practices that go beyond technical and psychological paradigms to integrate a systemic lens for organizational transformation_9dc2ea62-4ecb-11f0-a9e6-b2540e83ea00Systemic ThinkingRecognizing that behavior emerges from the interactions between parts and is a property of the system, not the individual alone. Change occurs more effectively by changing the system rather than trying to change the person.Second-Order ChangeMoving beyond first-order technical changes to create fundamental shifts in organizational systems through rewiring, reframing, and repatterning approaches.Adaptive CapacityBuilding agility and adaptive capacity into organizational DNA through new shared language, frameworks, and systemic practices.FrameworkDeploy the R-I-S Framework as the core method, focusing on the three components -- the individual, the system, and the role, to understand how behavior emerges from interactions between parts._9dc2ea94-4ecb-11f0-a9e6-b2540e83ea001Organizational LeadersLeaders who need to develop systemic thinking capabilities to navigate organizational complexity.Context, Systems & RolesHelp leaders understand that behavior is defined not just by character, personality and values, but equally by the context, systems, and roles people occupy._9dc2eb20-4ecb-11f0-a9e6-b2540e83ea001.1ChangeFacilitate organizational change by modifying the system -- roles, role relations, and patterns of interaction between parts -- rather than trying to change individuals._9dc2eb48-4ecb-11f0-a9e6-b2540e83ea001.2Organizational SystemsImplement the comprehensive Rewire, Reframe, Repattern pathway to transform organizational systems and achieve different results through systemic intervention._9dc2eb70-4ecb-11f0-a9e6-b2540e83ea002Organizational SystemsOrganizational systems and subsystems that need transformation through systemic intervention.Neural PathwaysOpen up neural pathways to develop systemic intelligence, enabling leaders to see complex interdependencies, circular patterns of relations, and understand how the whole connects._9dc2eb98-4ecb-11f0-a9e6-b2540e83ea002.1Rewire ~ Traditional reductionist thinking and linear causal analysis is useful at times, but viewing the world through a mechanistic lens alone, you miss data which is right in front of you. Orgonomics Rewire opens up neural pathways to develop systemic intelligence. Looking through a systems lens, you can see complex interdependencies, circular patterns of relations and make different sense of how the whole connects.Mental ModelsUncover individual and collective assumptions, hypotheses, and systemic mental maps, enabling second-order observation to create new meaning and break out of self-limiting constraints._9dc2ebc0-4ecb-11f0-a9e6-b2540e83ea002.2Reframe ~ How we know and make sense of the world influences behaviour. Orgonomics Reframe helps you uncover the individual and collective assumptions, hypotheses and systemic mental maps that may have been previously hidden. By learning to be a "second-order' observer of your own and others’ perspectives you're freed to create new meaning and break out of self-limiting constraints.InteractionsDiscover and disrupt stuck patterns of interaction between members and subsystems, restructuring networks of roles and relations to reduce noise and enable coherent functioning with minimum effort and maximum flow._9dc2ebf2-4ecb-11f0-a9e6-b2540e83ea002.3Repattern ~ Every system evolves its own unique patterns of relating, with each part of the system taking up a role to co-create them. With Orgonomics Repatterning you discover and disrupt your stuck patterns of interaction between members and subsystems. Restructuring your network of roles and relations reduces ‘noise’ so you can function coherently ‘with minimum effort and maximum flow’.ResultsGenerate liberating commercial and cultural results by releasing trapped energy in organizational systems and building sustainable adaptive capacity._9dc2ec1a-4ecb-11f0-a9e6-b2540e83ea003Client OrganizationsOrganizations seeking to build agility and adaptive capacity through systemic transformation.Trapped EnergyUnlock trapped energy in organizational systems to deliver liberating commercial and cultural results through the 3R Pathway implementation._9dc2ec74-4ecb-11f0-a9e6-b2540e83ea003.1Agility & AdaptabilityDevelop new shared language, frameworks, and systemic practices that build agility and adaptive capacity into organizational DNA for sustained transformation._9dc2ec9c-4ecb-11f0-a9e6-b2540e83ea003.2https://orgonomics.com/methodology/2025-06-21OwenAmburOwen.Ambur@verizon.net