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Shamanism is the oldest spiritual tradition. It goes back over 20,000 years and remains in the cultural and religious traditions of aboriginal societies throughout the world. The phenomenon of shamanism has elements of religion, healing, magic and mysticism. In practice, shamanism draws on the knowledge and techniques of these elements in a holistic and integrative manner which highlights the non-physical, spiritual dimension of life in personal and organizational arenas.
Within the shamanic belief system, spirituality is not a religion with a fixed set of dogmas but rather, spirituality pervades and infuses all forms of existence -- human, animate and inanimate. The human spirit and search for spiritual meaning in life play integral and essential roles in personal and community development. There is a need for holistic balance between the physical reality of the body, the intellectual and social reality of the mind, and the spiritual needs of the soul. When these three facets are out of balance either at individual or collective levels, then we experience pain and distress. It is at these times that shamans are called in to facilitate the transformational process of change to regain a new balance for the individual and the community (Eliade, 1964; Halifax, 1979; Harner, 1980; Rogers, 1982; Walsh, 1990).
We contend that there are close parallels between the roles of shamans in their communities and the role which organizational change and development consultants can play in guiding organizational transformations which are both holistic and healing (Egri and Frost, 1991). Fundamental to the concept of holistic healing is the following definition of a shaman offered by Serge Kahili King: A shaman is a healer of relationships between mind and body, between people, between people and circumstances, between humans and Nature, and between matter and spirit (1990, p. 14).
In drawing our analogy between traditional shamans and modern organizational change and development consultants, we highlight the potential for a holistic approach to healing during times of individual and organizational crisis. We further contend that if such an integrative and holistic approach is not taken, then we witness unfulfilled potential or unforeseen consequences which challenge the long-term viability and success of any organizational change and development intervention.
There are two sets of concepts which we need to introduce in order...