U-Procedure
A sociotechnical and phenomenological process for organizational development that moves through technical, social, and cultural subsystems to diagnose and redesign an organization.
When you need to design a complete learning experience from scratch
You're planning a workshop, training, or learning session and need a proven structure to organize your content and activities.
Effective for organizational restructuring, cultural alignment projects, and workflow optimization within established institutions.
Observation of phenomena: Analyzing workflows, resources, and facts
Forming a picture: Understanding the social subsystem and role distribution
Understanding values: Identifying the implicit rules and policies shaping the organization
Judgment: Evaluating if the current state aligns with desired outcomes
Defining future values: Establishing new guidelines and cultural principles
Visioning: Designing new functions and social roles
Developing future phenomena: Planning new processes and technical implementations
Ensures your session has clear goals, logical flow, and measurable outcomes.
Instructional designers can use this as a diagnostic framework to ensure that a training intervention addresses the underlying cultural and social values of an organization rather than just the technical skills.
- 1Start by defining what success looks like at the end
- 2Work backwards from outcomes to activities
- 3Build in checkpoints to verify learning
- 4Allow time for practice and application
- Organizational development
- Change management
- Workflow redesign
- Phenomenological diagnosis of the present state
- Recursive reappraisal of organizational subsystems
- Integration of technical, social, and cultural layers
- More structured and analytical than the later 'Presencing' model
- Focuses heavily on internal organizational subsystems rather than global ecosystems