gestaltworks, llc

05/07/2026

Creative Adjustments in AI Implementation Process in Organization : A Gestalt Perspective

Gestalt creative adjustments in AI implementation focus on holistic adaptation, viewing AI not as a plug-and-play tool, but as an emerging part of the organizational "whole". It encourages addressing employee anxieties, fostering co-creation, and adapting workflows through awareness of current needs, ensuring the technology complements human interaction rather than simply replacing tasks.

Holistic Integration: Focuses on the entire system—culture, structure, and employees—rather than just the technology.

Creative Adjustment: Enables teams to adapt to AI by actively engaging, crafting jobs, and reducing anxiety, moving away from passive adoption.

Closing Gaps: Utilizing Gestalt principles to create meaningful, coherent AI workflows that feel "comfortably human" to employees.

Paradoxical Change: Allowing organizations to change by fully accepting their current state before adopting new AI tools.

05/03/2024

A day of teaching Gestalt Approaches to Coaching with this wonderful group of people in the Coaching Leader Program (CLP)! With Debra Brosan, MA OD, MCC! Thank you all for bringing your curious selves to a beautifully co-created experience.

04/19/2024

Amazing things develop when there's 165 engineers in a room with some things to solve for and co-creating an energizing environment!!!

04/18/2024

A Personal Statement about Gestalt

By: Mark Magerman

At each moment we are in a process of evolving from who we have been to who we are becoming. The Gestalt process is an experiential, dialogical and integrative approach to self-discovery and personal growth. Through compassionate understanding, confirmation of each persons’ uniqueness, attention to present-moment experience and heightened awareness, we can complete what is unfinished from the past, giving way to our emerging creative selves. Understanding how processes can function to sustain disruptive patterns, as well as challenge and support the possibilities for creative problem-solving, can lead to deliberate actions that transform relationships between people, and between people and organizations.

With Debra Brosan, MA OD, MCC

04/18/2024

01/12/2024

Another day of bringing Gestalt approaches to a wonderful group of coaches in the Coaching Leader Program with Debra Brosan, MA OD, MCC. What a pleasure it was to engage with each and all of you. Thank you!



Felice Tilin, Ph.D.

01/02/2024

6 Good Reasons to Have a Leadership Off-Site
Lately, we have been asked to facilitate various leadership off-sites, all with vastly different goals and dynamics. After decades of facilitating these, we've created a one-pager to help guide your thinking so that yours will be strategic, thoughtfully planned, and meaningful. We want to move away from the off-site being a one-off event to a way to deepen connections as a team, learn from each other, make commitments, and get good work done.

Reason #1: Create Alignment and Build Feedback-Rich Cultures
With so much on people’s plates, leaders often find themselves caught up in day-to-day tasks, leaving little room for reflection. Regular off-sites strengthen a team's ability to flex by creating an honest feedback culture that moves through tension and frustration leading to a more satisfying work experience.

Reason #2: Awareness of Self, the Other, the System
Often teams forget that they work with others and within a system. Time set aside to connect with each other as humans, while checking in on alignment, opens up opportunities for collaboration and enterprise thinking, and disrupts usual ways of doing things.

Reason #3: Defining Team Dynamics
Off-sites are an investment of time and resources, so they better be impactful. Asking the team what they want is always our first step in creating an engaging and meaningful experience. Delving into team wants and addressing challenges helps define whether the group functions as a team or as a working group.

Reason #4: Fast Tracking Team Development
Organizational changes, such as reorganizations, job cuts, or periods of extreme growth, often result in the formation of a "new" team. Off-sites are a tool used to integrate, clarify roles, and road map the larger organizational framework.

Reason #5: Deepen Relationships
Collaboration is at the heart of any high-powered team, trust is the guts. Spending time together strengthens bonds and a real life lived experience as a cohesive unit rather than individualistic, siloed efforts. Through shared experiences, the team develops a deeper understanding of each other, fostering trust and belonging.

Reason #6: Creating a Space for Diverse and Differing Thoughts
Diversity of thought is a must. Teams need dedicated space to work through diverse perspectives, moving away from the binary notion of right and wrong. By creating an environment where diverse thoughts are not only welcomed but actively sought, teams can tap into a wealth of ideas and insights. This inclusivity fosters creativity and adaptability, positioning the organization for sustained success in an ever-changing business landscape.


There you have it!
The gestaltworks Team Mark Magerman

12/14/2023

Cannot be more proud of Adam Magerman, PhD
Help Adam help Sharsheret. Check out the important role Sharsheret plays in helping women with breast cancer.

Dear Friends and Family ,I am SO thrilled to be an official member of Team Sharsheret for the 2024 Chicago Marathon.After running Philly I thought I was going to retire, but decided to put myself through it again in order to continue my support of Sharsheret, a national not-for-profit organization s...

10/02/2023

https://www.icfphiladelphia.org/event-5366178

Much of our psychological functioning happens outside of our conscious awareness and control. This can lead us to think and act in ways that are inconsistent with our values and beliefs. As coaches, it is critical that we investigate and identify and interrupt our own unconscious beliefs in order to...

07/14/2023

Leaders are often consumed by
overwhelming feelings of responsibility...

The greater the feelings of resposibility
can generate greater amounts of anxiety...

The greater the experience of anxiety
the greater the need for control...

The greater the need for control
can lead to a greater loss of self...

The greater the loss of self
the greater the loss of relationships...

The greater the loss of relationships
the greater the sense of isolation...

The greater the sense of isolation
the greater the sense of suspicion...

The greater the sense of suspicion
the greater loss of self-control, focus, vision, isolation, connection, belonging, creativity and innovation... can lead to poor performance, individually and collectively.

Take a moment to reflect upon your own situation. Should you notice a similar pattern in even a small way, consider the following questions:

In what ways might these feelings and actions be serving you? What do you value within this process? Are there things you'd like to change? What do you imagine differently?