“Don’t ask yourself what the world needs. Ask yourself what makes you come alive, and then go and do that. Because what the world needs is people that have come alive.” – Howard Thurman
Focusing on appreciative actions result in positive performance. Contact us to talk about what we can do together to co-create a brighter future for you, your organization, and/or community.
We make the path by walking it.
We are social creatures, dependent on one another. When we bring our unique gifts to a group we paradoxically showcase our own diversity and union. It unites and separates us from others. This brings richness to communities, organizations, and groups. It also creates tensions and stress.
In community, we balance group and personal goals all of the time. It is natural when we join groups, organizations and communities to surrender pieces of ourselves to be a part of something bigger. People often surrender too much or see themselves as small compared to the larger group. The truth is, we define the group and the group defines us. Some may think it impossible to actively define the groups, organizations, and communities they are a part of. A group is defined by the culture, norms, and structure mutually created by the participants. We make the path by walking it. Then others follow.
We practice organizational transformation assisting groups and individuals to support one another for the benefit of the entire system, utilizing our unique leadership capabilities to explore the context of groups and our role in them.
When the markets are in flux we need creative solutions.
During the time of industrial revolution many companies adopted Frederick Taylor’s philosophy of Scientific Management. His time and motion studies were some of the first models to consider the worker. The studies treated employees as machines due to the repetitive, transactional work in factories at that time. Scientific Management led to increasing use of discipline, planning, monitoring, direction and control in management. Today many businesses are still applying pressure to their employees. They are reengineering for greater efficiencies and less flexibility. Taken to the extreme this is a recipe for disaster in a constantly changing businesses environment because it propagates low moral, group think, little accountability, and inability to respond to market changes. Neither approach is right. There needs to be a balance of planning and spontaneity.
When the markets are in flux we need creative solutions. Many employees are ambitious and motivated to be part of something successful. They have a unique pulse on the market. When interpersonal relationships, integration of individual and organizational goals are fostered it is a win/win/win. The organization wins by not having to apply excess force to employees. The employees are fulfilled by their work. The greater environment is strengthened by a flexible organization able to fill the changing needs of a changing society.
Change the Conversation
“Communities are built from the assets and gifts of their citizens, not from the citizens’ needs or deficiencies. Organized, professionalized systems are capable of delivering services, but only associational life is capable of delivering care. Sustainable transformation is constructed in those places where citizens choose to come together to produce a desired future.” Peter Block
Does this sound like your community? I hope so but probably not. Most of our communities are based on fixing shortcomings. This is reflected in conversations about fault, blame, and problems. When we are motivated to “fix” our communities we attain incremental improvements, more laws, greater oversight, and less individual control. There is a better way… change the conversation.