Some guarantees are necessary to build a safe environment conducive to open participation, and to elicit the maximum commitment to the new organization. No one will lose their job as a result of restructuring. If job losses are blamed on the new structure, the new organization will be resented and not seen as a positive change leading to a healthy work environment for those who remain. No one will be forced to relocate as a result of restructuring. The facilitators teach participants the language and principles of Structural Cybernetics, and then allow participants a forum for testing and adapting it.
People use the model to diagnose existing problems, and then to design a new structure.
Then, actual tier-one leaders are selected from the candidate pool that designed the new structure. Their involvement in design ensures a deep understanding of and commitment to the new organization. Selected tier-one leaders then work on the teamwork processes which will tie together their various entrepreneurships. With a solid understanding at tier one of how the new organization will work, the process cascades to tier two. Once tier-two leaders are selected, they too study how processes will work in the new organization.