Why SEAM + PERVIEW?

50% of costs are hidden. 40% are buried in trauma and stuck thoughts. SEAM (Socio-Economic Approach to Management) developed by Henri Savall reveals these hidden dysfunctions through the Cloverleaf and DPIE Spiral model. PERVIEW (Processes of Embodied Restorying + VIEW) developed by Boje & Rosile provides the coaching methodology to transform these hidden stories into new strategies.

The 'death spiral' is also known as the downward demand spiral" (source). I teach a course in small and large business consulting, on how to turn around the death spiral into upward spiral momentum. The death spiral is not knowing where you are, and not adjusting your course. "What you really need to know is that about 20% of small businesses fail in their first year, and 50% of small businesses fail in their fifth year" (source). Forbes gives 5 reasons for business failure. In accounting, "the term death spiral refers to the repeated elimination of products resulting from spreading costs on the basis of volume instead of their root causes. Here we focus on more than accounting.

We look at the PERVIEW SocioEconomic consulting, coaching, and traiing to keep the business 'agile.' Here is my rendition of downward 'death' spiral.

Figure 4: The death spiral from socioeconomic view

The Seven Steps of PER+VIEW

SEAM Coaching Questions for Each PERVIEW Step with VIEW Protocol

Each step below integrates SEAM diagnostic categories:

• Working Conditions
• Work Organization
• 3 C’s: Communication, Coordination, Cooperation
• Time Management
• Integrated Training
• Strategic Implementation

   

  

  
  “The cloverleaf of SEAM reflects the narrative of structures, behaviors, dysfunctions, and hidden costs. Indeed, behind each petal of the trefoil, people can express themselves… everyone tells their ‘stories’ through the different axes and devices of the tetrahedron” (IBID. p. 3).

  50% of the costs are ‘hidden’ from the accounting reports (IBID. p.5). Another 40% is below the Trauma Memories and Stuck Thoughts recoverable by story coaching.

  Story coaching interventions address the three epistemological pillars of SEAM: cognitive interactivity, contradictory subjectivity, and generic contingency (IBID, p. 6).

STEP 1: Characterize current dysfunctions and contradictions and the Organization at its Best

Vibrations of Embodiment (V):

• What vibrations are felt in the workplace under current working conditions? Are they tense, sluggish, erratic?

Internal Thoughts & Emotions (I):

• What silent beliefs do workers hold about organizational dysfunctions?
• What emotions arise when employees think of communication breakdowns or time pressure?

Energy (E):

• On a scale of 1–10, how much energy do individuals report when engaging with their daily tasks?

Wave Collapse into Choice (W):

• What coaching question helps the client choose a new way of sensing or narrating hidden costs?

SEAM Coaching Questions:

• What unspoken stories are present about unsafe or unhealthy working conditions?
• How is the current work organization adding to confusion or redundancy?
• Where do employees feel most cut off from the flow of communication or coordination?
• What moments in the day drain energy most?
• What is being ignored in time scheduling that masks real labor?

STEP 2: Externalize - Move the 'Problem Saturated Account' outside the person, into systems and shared patterns by giving it a Character Name.

V:

• What shifts when people feel the problem is not “their fault” but embedded in a pattern?

I:

• How does separating self from dysfunction release fear or guilt?

E:

• Energy rating now—does externalizing offer relief or empowerment?

W:

• What new story becomes available once the dysfunction is depersonalized?

SEAM Coaching Questions:

• How have training gaps created predictable role strain or dysfunctions?
• What role does policy (not personality) play in time mismanagement?
• Where is poor coordination a structural—not individual—issue?
• What system dynamics are driving the same failures across departments?

STEP 3: Sympathize with the Payoff for kepeing habits in place.

Deep listening and emotional attunement

V:

• What vibrations signal compassion or despair in team storytelling?

I:

• What old emotions are being surfaced and spoken aloud?

E:

• Energy level during sharing of stories—does expression bring fatigue or flow?

W:

• What new wave of emotional truth is choosing to emerge?

SEAM Coaching Questions:

• What do employees feel when asked to perform without adequate strategic direction?
• How has communication fatigue (too many meetings, not enough clarity) impacted emotions?
• What does the body say when given a chance to express the weight of dysfunction?
• Which past efforts were never honored, and how has that affected morale?

STEP 4: Revise - what are the consequences of keeping the habits as they are.

Imagine and test revised narratives

V:

• What new vibrations are felt when imagining a more cooperative future?

I:

• What hopeful or creative thoughts are emerging?

E:

• Energy rating now—how charged do people feel about testing the new narrative?

W:

• What coaching question helps the client collapse the wave into a new embodied possibility?

SEAM Coaching Questions:

• What does a more humane and effective training system look like in story form?
• What simple revision in time allocation might open space for wellbeing?
• What would improved work organization feel like, moment to moment?
• What one change in coordination could be tried this week?

STEP 5: Strategize - Lies 3 to 7 'Little Wow Moments' that were exceptions to the usual way of handling things

Craft actionable and embodied plans from all the 'Little Wow Moments':

V:

• What body-level sensations signal resonance or resistance to the plan?

I:

• Are internal thoughts aligned with readiness to act?

E:

• What is the collective energy score when preparing to implement?

W:

• What choices now feel sustainable?

SEAM Coaching Questions:

• What strategic implementation step can be tested immediately?
• What rituals or rhythms support better time management?
• How will integrated training be co-designed by the people doing the work?
• What 3 C’s protocol (e.g., daily huddles) can boost coordination?

STEP 6: Rehistoricize - Embed the new story into a timeline of past, present, and future that does not include the Problem Staurated Account

V:

• What energetic echoes of past dysfunction are still in the field?

I:

• What old storylines can now be honored and released?

E:

• How does energy change when employees connect their story to the larger arc?

W:

• What historical moment (trauma, success, or betrayal) is ready to be retold?

SEAM Coaching Questions:

• What legacy beliefs about working conditions are no longer valid?
• How did old ways of organizing work contribute to both success and stagnation?
• What stories of past coordination failures are now being healed through new practices?
• How is time and training being revalued through hindsight?

STEP 7: Publicize - Who can you tell, and what people are  to be in your support group?

Broadcast and embody the new cultural story

V:

• What vibration is emitted through stories now being shared publicly?

I:

• Do people feel proud, aligned, and connected to the new story?

E:

• What is the energy rating when storytelling to others?

W:

• What final choice affirms the transition from internal change to external impact?

SEAM Coaching Questions:

• What story do we now tell about strategic excellence?
• What message do we want others to receive about our new training culture?
• How do we perform better communication through voice, posture, and ritual?
• What symbols (visuals, language, rituals) will transmit our new identity.
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The VIEW Framework at Each Step

Vibrations of Embodiment, Internal Thoughts and Emotions, Energy Levels, Wave Collapse into Choice. Each coaching moment uses these somatic markers to evaluate readiness and transformation.

The Cloverleaf and DPIE Spiral

Used together, these tools map out dysfunctions in work organization, time, coordination, communication, and strategic misalignments—making the invisible visible.