Creating a Conscious Culture Where All Can Thrive!
What is ‘culture’ as it relates to the business world, your team, and your organization?
It doesn’t have anything to do with the ethnicity, geographic location, or physical characteristics of a group. The essence of ‘culture,’ as I’m identifying it here, strictly has to do with behavior patterns of organizations that have become the norm and which now influence the thoughts, choices, actions and outcomes of the organization. It’s the elusive meaning of the word ‘culture’ that most teams and organizations talk about changing but most really don’t know how to go about doing so.
What is a ‘conscious culture?’
‘Conscious,’ as used in connection with ‘culture,’ means two things. First, ‘conscious’ means the standpoint of increased awareness. Next, the term ‘conscious’ is used to describe the following behaviors that are elevated vs. contracted or limiting beliefs or behaviors.
As examples: leadership that nurtures, grows, and develops ideas and results vs. dictates; that connects vs. separates; that leads with compassion and empathy vs. relies on positions of power and hierarchy; that leads from a space of “YES…AND” vs. “EITHER…OR;” and that leads from a space where there is balance between ego, relationships, and results vs. an over-focus on only one of those areas.
These are only a few examples of what best describes ‘conscious leadership’ – the type of leadership that can grow and enable your “conscious culture.”
Why is moving toward growing your ‘conscious culture’ important for you, your team, and your organization?
Because the work world is weary and tired of the ‘old school’ command and control, militaristic hierarchy, and the “do as I say and not as I do” leadership style. Employees are tired of the hyper focus on RESULTS at the expense of relationships, along with the health and wellbeing of employees.
How do I know this?
I’ve worked in this environment for 25+ years and experienced it myself. But if anecdotal evidence is not enough (or even your own experiences!), just look at the data/research [hyperlink to study]. Gallup has been studying employee engagement since 2001, and the needle hasn’t moved yet on the levels of only slightly engaged or completely disengaged workers.
The data is quite compelling. Each disengaged worker costs an organization about $25,000 annually, and 30% of those employees in your company are disengaged. Additionally, these results come after many, many years of discussion, leadership development and training, and focus around this topic. It’s ironic.
Why hasn’t the needle moved?
Because we are relying on the same old methods of thinking, doing, and BEING that have evolved teams, groups, and organizations to this point in the past.
What is required?
New ways of thinking, doing, and BEING! It sounds simple, but if it were that simple, why don’t we all just do it? Ahhh…that’s where the brain comes in.
We are creatures of habit and creatures of our past emotional experiences, which subconsciously dictates our thoughts, choices, behaviors, and, therefore, the outcomes. It’s what causes our impacts to be out of alignment with our intentions.
How can you overcome these old habits and subconscious patterns?
The most important thing is simply to become aware, and then by applying our process, models, and tools for change to achieve new results in new ways.
Join me on October 26 to learn more about this topic with some ideas and tools that you can start applying right away.