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About
Adizes Institute
We help you create healthy and high performing organizations
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Mission and Vision
Dr. Adizes speaks about his life mission and how the Adizes Institute helps organizations around the world.
We believe that a strong and pervasive culture of mutual trust and mutal respect is what makes a business strong and allows it to become a dominant competitor over the long term.
This kind of culture is what underlies the ability to consistently WOW customers, attract and retain exceptional talent, and generate superior financial returns. The reason is simple; when employees really know how to work well together and harness their conflicts constructively, minimal energy is wasted on infighting and internal politics, which allows them to devote maximum energy to competing in the marketplace.
This kind of culture is an organization’s greatest asset. It is what customers are really buying, and the competitive advantage that is the most difficult to copy.
In every organization, in every market, in every country of the world, coping with a high rate of change in a complex and uncertain world is leadership’s #1 challenge.
The ability to change faster, better and more economically than competitors is therefore the leading predictor of any organization’s long term success.
Developing this capability to change is something best done “with” not “to” an organization.
Trying to change people is hard. Instead, we focus on changing the environment; which unleashes the talents and productivity of people.
Meaningful change necessarily creates conflict.
Harnessing conflict constructively creates the nuclear energy that drives superior performance.
The primary purpose of every organization is to WOW customers profitably and deliver compelling value to them.
Some organizations believe that making money is their primary purpose, which is a confusion of ends and means.
None of us is as smart as all of us. Close-knit complementary teams who work well together are the ultimate competitive weapon.
The purpose of teamwork is to help leaders make better decisions than they would on their own.
Management-by-committee or consensus decision making is not how decisions are made in high-performing organizations.
Transformation may not be easy, but we believe it must be simple.
If people don’t understand something, they can’t implement it.
Superior long term performance is realized by tying the achievement of results to shared monetary and non-monetary rewards.
By practicing these values, Adizes enables ordinary people to change the culture of their organization and produce extraordinary and sustainable results.
History
The history of Adizes dates back to the spring of 1966, when a young Ichak Adizes, as part of his doctoral dissertation, studied the Yugoslav industrial democracy-management system. This democratic approach to management stood in stark contrast to the top down management approach used in the United States, and it was by studying these two approaches and evaluating their relative strengths and weaknesses that the Adizes® Methodology was first conceived.
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In 1971, the book Industrial Democracy: Yugoslav Style was published to much acclaim. The book was immediately translated into many languages establishing Dr. Adizes as an expert on the subject of the democratization of organizations, a subject he was invited to speak on at events around the world. That same year Dr. Adizes established the MDOR (Management Development and Organizational Research) Institute where he worked with clients as a consultant. It was at this stage that the application of the Adizes® Methodology was first tested and refined. By 1979, the name MDOR Institute had been changed to the Adizes Institute and Dr. Adizes had already published his second and third books, Self Management – New Dimensions to Democracy and How to Solve the Mismanagement Crisis, respectively. With increased demands for Dr. Adizes’ consulting services, he resigned his tenure at UCLA Graduate School of Management so that he could dedicate more of his time to developing and documenting the Adizes® Methodology.
Dr. Adizes first started training and certifying others in the Adizes® Methodology as far back as 1977. Since then hundreds of individuals have been trained and certified in the Adizes® Methodology establishing thriving offices around the world.
Over the past few decades the Adizes Institute has emerged from a one-man operation into a multinational service organization. Dr. Adizes has written 26 books to 40 languages, has 21 honorary doctorates and two honorary citizenships for his contributions to the country.
Recipient of the Life Time Achievement award by the International Academy of Management.
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History
The history of Adizes dates back to the spring of 1966, when a young Ichak Adizes, as part of his doctoral dissertation, studied the Yugoslav industrial democracy-management system. This democratic approach to management stood in stark contrast to the top down management approach used in the United States, and it was by studying these two approaches and evaluating their relative strengths and weaknesses that the Adizes® Methodology was first conceived.
In 1971, the book Industrial Democracy: Yugoslav Style was published to much acclaim. The book was immediately translated into many languages establishing Dr. Adizes as an expert on the subject of the democratization of organizations, a subject he was invited to speak on at events around the world. That same year Dr. Adizes established the MDOR (Management Development and Organizational Research) Institute where he worked with clients as a consultant. It was at this stage that the application of the Adizes® Methodology was first tested and refined.
By 1979, the name MDOR Institute had been changed to the Adizes Institute and Dr. Adizes had already published his second and third books, Self Management – New Dimensions to Democracy and How to Solve the Mismanagement Crisis, respectively. With increased demands for Dr. Adizes’ consulting services, he resigned his tenure at UCLA Graduate School of Management so that he could dedicate more of his time to developing and documenting the Adizes® Methodology.
Dr. Adizes first started training and certifying others in the Adizes® Methodology as far back as 1977. Since then hundreds of individuals have been trained and certified in the Adizes® Methodology establishing thriving offices around the world.
Over the past few decades the Adizes Institute has emerged from a one-man operation into a multinational service organization. Dr. Adizes has written 26 books to 40 languages, has 21 honorary doctorates and two honorary citizenships for his contributions to the country.
Recipient of the Life Time Achievement award by the International Academy of Management.
Associates
Adizes Professionals are trained in various applications of the Adizes Methodology. Below you can find a list of different levels of qualifications and certifications.
Certified Adizes Organizational Symbergists™
We are a quickly expanding network of professionals coming from over 30 countries, crossing all cultural lines and professional backgrounds. We are engineers, psychologists, theologians, doctors, teachers, businessmen and even nuclear physicists. We are united by a common management language and the guiding principle of mutual trust and respect.
We work with all types of organizations, including religious, not-for profits, hospitals, government and academic institutions. We regularly meet to learn from our cumulative experiences and further develop our practice. We took the “symb” from symbiotic, and the “ergist” from synergistic to name our profession. We call ourselves “Symbergists” and we practice organizational transformation.
Certified Adizes Organizational Symbergists™ are trained and certified to deliver Adizes change management services in specific areas for which they have been certified as manifested by their rank/title: Associate, Senior Associate, Principal Associate and Senior Principal Associate.
Associates are able to both provide training in Adizes, as well as knowledgeably apply the methodology for organizational transformation, in relevant and meaningful ways that reflect the best practices of Adizes as developed and continuously updated since 1977. All Certified Adizes Organizational Symbergists™ are subject to the ethical codes of the Association of Certified Adizes Practitioners International, (ACAPI).
DR ICHAK KALDERON ADIZES
Sunil Dovedy
Shimon Rojany
Dr. Virginijus Kundrotas
DR ICHAK KALDERON ADIZES
Sunil Dovedy
Shimon Rojany
Dr. Zvezdan Horvat
Boris Vukic
Harpreet Bhan
Dr. Virginijus Kundrotas
Victoria Kucherchuk
Rufat Jahangirov
Irina Binetskaya
Iryna Sotnikova
Yulia Krylenko
Testimonials
For more than forty years, Dr. Ichak Kalderon Adizes has developed, tested and documented the proprietary methodology that bears his name.
The Adizes Methodology for Organizational transformation provides tools for corporations, governments, and not-for-profit organizations to achieve exceptional results and manage accelerated change without destructive conflict.
"Dr. Adizes’ methodology has been one of the reasons that we have grown from $12 million in sales to over $750 million without any outside financing.”
"Adizes has been an invaluable resource and insightful advisor in my efforts to restore entrepreneurial vitality to mature business organizations throughout the world.”
"Profound in its simplicity. The Adizes methodology has made me a better manager.”
"Thanks for exposing us to the ‘Founders Trap.’ Your methods and facilitators have been enlightening.”
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"When we began hearing about Ichak Adizes from various company presidents we knew and respected ...they simply said that he was a new breed of managementconsultant, one who really understood how busi nesses work and what could be done to make them better. Adizes is, in fact, more than a consultant. He is a pioneerin the field of management -a serious, insightful, and astute observer of organizational behavior, which he has been studying for 25 years. "
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