What happens when we relinquish our usual control and instead make room for mistakes, for not knowing, for the unplanned? At the SOCIUS lab in Hamburg, we explored precisely this question – drawing inspiration from art therapy and organisational development.

Organisational development meets art therapy – this was the theme of the SOCIUS lab in Hamburg with Annika Trosien and Hannah from the SOCIUS team. The focus was on the question: How do we deal with (supposed) mistakes – in organisations and as process facilitators – when the „right step“ or the „right solution“ is becoming increasingly difficult to predict?

From an organisational development perspective, we have focused on Otto Scharmer's U Process and the concept of Psychological safety by Amy Edmondson Presence, openness and a culture of learning form the basis here. What prevents change are hasty judgements, cynical withdrawal and fear of evaluation – all of which are also expressions of an insecure team culture. Where teams are convinced that it is safe to show courage in their interpersonal relationships, these barriers come down. Being allowed to show vulnerability, to speak openly and to listen – this not only enables learning, but also allows the creative potential of mistakes to be exploited.

Annika Trosien's artistic exercises opened up spaces in which precisely this could be experienced: What happens when something doesn't work out – or turns out completely differently than planned? How do I deal with it when I'm supposed to draw a horizontal figure eight with a wax crayon in each hand at the same time – and my neighbour seems to be doing better? Slowing down, turning your gaze from the outside to the inside, letting go of comparisons – these were some of the insights that became very tangible.

The exercise with the „perfect circle“First, work on your own circle with the utmost care for a few minutes – and then pass it on. Another person should now deliberately add a massive „mistake“. A real imposition – and that's exactly why it's so revealing. Because then the picture came back, and the opportunity arose to create something new that not only accepts the change, but integrates it.

There were now very different feelings in the room: sadness about what has been lost, frustration about destroyed perfection – but also lightness, enjoyment of playing, Curiosity. Art helped transform feelings of failure, shame and fear. Respect and humility towards the process – but also towards the idea of something new – made this change tangible. Letting go of expectations, questioning one's own standards, embracing the unknown: all of this changed the perspective on transformation.

In addition to individual reflections, one thing has become clear with regard to organisations: change takes time. Time to let go, to appreciate, to acknowledge. Guilt and shame block change. But when space is created in which participation and play are possible, then what the future needs also emerges: trust, connection – and new ideas.

Perhaps that is precisely where change begins: when we are prepared to learn not only with our heads, but with all our senses – and to show ourselves even where nothing is yet „perfect“.