Culture Change: Reinventing Organizations

Culture Change: Reinventing Organizations

The following infographic adapted from Frederic Laloux's Reinventing Organizations shows: A path for reinventing your organization. The reason why management and workers need to care. Culture Change Model   The infographic shows that greater trust and consciousness leads to higher engagement and better results. Better results is proven out by case study after case study. As organizations develop [...] Continue reading »
Organizational Debt Cycle

Organizational Debt Cycle

Many consider the modern workplace inhumane and uninhabitable. People are not fully engaged. It is killing our bottom lines. It is putting our organizations at risk. With our prevailing management system we have created a vast organizational debt that inhibits growth and performance. We define organizational debt as the baggage that prevents people from delivering [...] Continue reading »
WholeHearted Manifesto: We Value People

WholeHearted Manifesto: We Value People

The WholeHearted Manifesto consists on one value statement: We Value People. (Period) People are the driving force behind getting results. This is the secret recipe for success. We value all people. Our customers. Our peers. But most of all ourselves. It would be a mistake to think this is fluffy bunny stuff. It’s not. It [...] Continue reading »
How to Hard-Wire Happiness to Develop your Leadership Capacity

How to Hard-Wire Happiness to Develop your Leadership Capacity

Would it be useful to learn how to hard-wire you happiness so that you can be a more effective leader? Or just a happy person? Read on as we explore the key ideas in Rick Hanson’s book Hardwiring Happiness. The New Brain Science of Contentment, Calm, and Confidence. Leadership is about Character Effective leaders are emotionally [...] Continue reading »
The Business Case for an Authentic Workplace

The Business Case for an Authentic Workplace

People are messy: they have personalities and emotions. In this post we explore how we can embrace people's messiness for advantage rather than have it act as a drag. Default Business Model is Mixed Engagement A recent study from Carnegie Mellon Training shows that there are very mixed levels of engagement from workers. See diagram [...] Continue reading »