Unicist N groups develop consensus-building activities that aim to initiate a partial or structural change in the functionality of an organization or to start a new stage in an evolution cycle. Operational changes do not require using this technique. They are analogous to those used in Japan. There is no conceptual difference, but their structure has been adapted for cross-cultural use in environments different from Japan.

Their origin lies in the technique of transplanting adult trees, where ensuring survival after transplantation is complex. Nemawashi facilitates the adaptation process of the adult tree to its new habitat.

The process begins before the transplant, by cutting the roots to establish a transplantable set and allowing the tree to live in those conditions in the same habitat with the cut roots. Once it has adapted to that condition, the habitat change with the transplant is then carried out.

Nemawashi groups are meetings of the participants of a structural or stage change who meet until they have been able to take the losses of what is left behind, to then incorporate the new stage. These groups include three roles: the coordinator, the ombudsman, and the fallacy-shooter.

These groups might last for minutes, days, weeks, or months, the duration varying with the significance of the change and the size of the “roots”. They commence with a “root-cutting” meeting, a concept grounded in defining the functionalist principles of the functions involved and their contexts.

Root-cutting implies restricting the comfort zone of processes, which works as a catalyst for the change that is being introduced. Without this step, the existing comfort zone persists, preventing any alteration in functionality.

The root-cutting meeting is led by the ombudsman who, from then on, participates only passively. The coordinator is in charge of the entire process, and the fallacy-shooter is responsible for supporting the group to prevent reverting to the previous stage.

The group ends when there is consensus on the need for the change that is needed and the group transforms into another type of group, functional to the design and implementation of the new stage.

The Unicist Research Institute

Artificial Intelligence Interpretations

Bard Google Interpretation

Thank you for providing me with this information on Unicist N Groups. I have summarized the key points below:

• Unicist N Groups are a technique for initiating structural changes in organizations.
• They are analogous to Nemawashi groups used in Japan, but have been adapted for cross-cultural use.
• The process begins with a “root-cutting” meeting, where the functionalist principles of the functions involved are defined.
• The root-cutting meeting is led by the ombudsman, who then participates passively.
• The coordinator is in charge of the entire process.
• The fallacy-shooter is responsible for preventing the group from reverting to the previous stage.
• The group ends when it transforms into another type of group, functional to the design and implementation of the new stage.

ChatGPT Interpretation

Unicist N Groups, inspired by the Japanese Nemawashi technique, are a method designed to facilitate structural changes within an organization or to initiate new stages in its evolution cycle. These groups are distinct from operational change methodologies and are adapted for cross-cultural application outside Japan. The concept is metaphorically derived from the practice of transplanting adult trees, focusing on the careful adaptation of the tree to a new environment to ensure its survival.

The process starts with a “root-cutting” meeting, which sets the tone for the necessary changes. This meeting, led initially by the ombudsman, is crucial for restricting the comfort zone of the current processes, acting as a catalyst for change. The ombudsman’s role becomes passive following this meeting.

Three key roles define the structure of Unicist N Groups:

1. Coordinator: Oversees the entire change process.
2. Ombudsman: Initially leads the root-cutting meeting and then takes a passive role.
3. Fallacy-Shooter: Helps the group avoid reverting to previous stages and supports the transition.

The duration of these groups varies, depending on the significance of the change and the ‘size of the roots’—a metaphor for the depth and complexity of the existing processes and structures. The group’s work involves preparing for and accepting the losses associated with leaving behind old methods or stages, thereby embracing the new changes.

The Unicist N Groups conclude their function when they evolve into a different type of group, which is then focused on designing and implementing the new stage or structural change within the organization. This methodology is particularly effective in ensuring a smooth and well-integrated transition during significant organizational changes.