Satir believed people have an internal drive that propels them to become “more fully human”, meaning using less blaming, super-rationality, irrelevance, and placating. It does not mean avoiding giving feedback for example, it means giving feedback congruently and then trusting people to use it for themselves.
The aim of Satir based organisational development is to assist in clarifying choices which fit well with an organisations' vision and its true security needs. This includes clarifying decision pathways and facilitating decision making. Additional assessments and interviewing can be used, especially where people have doubts about the accuracy of assessments already done.