We look at 3 paradigms of culture in the workplace. The Authority Centered, the Empathetic Centered and the Developmentally Centered. What they look like and produce in business outcomes.

We have no institutions or infrastructure in any organization that intentionally and rigorously develops whole humans. We see the need for training the functional skills, even behavioral skills, but not the management and development of being (choosing who I am at any moment of situations) or development of our will (what we seek to serve and take on that demands we extend beyond current motives.)

What happens when the Family culture announced downsizing. AirBnb shows us what not to do.

Purpose is a very hot topic. At the level of a person’s purpose and being a purpose driven organization. Learn why they may not be the best way to get direction or determine your best contribution

Today we looked at Missions and their role in motivation and keeping teams on course. We look at the effects of external management and motivation and how it is the real challenge, not getting the right kind of external method in place.

Today we look at how we look at Leadership Competencies, where people are assumed to need external management and we work to make it good leadership. We offer a non-hierarchical approach where everyone learns and uses leadership capabilities. None of the solutions offered in the MIT article, when have been tried in every downturn, will make any difference. We share what will.

Today we look at how we look at The Great Resignation,  where people are resigning to change jobs, create their own startup or do contract work for more freedom or meaning. None of the solutions offered in the MIT article, when have been tried in every downturn, will make any difference. We share what will.

Today we look at how we define our ideal customer and consumer and organize our decision making to offer the best product or service, or both. Go from seeing buyers as things, to types, to singular beings that have values and life purposes.

Once in a while, we see new ideas about the Future of Work and how to design work. Most designs are moving from traditional command and control to a Do less Harm paradigm and making it a better place to work. e.g. get rid of supervisors. It is rare to have articles or ideas on learning as a result of work Design in the Do Good Paradigm. Carol's third book, The Regenerative Business: Redesign Work, Cultivate Human Potential, Achieve Extraordinary Outcomes offers better path. So, prepare yourself to question all your good deeds again.

We look at a ‘do good’ paradigm idea of how to deal with uncertainty. To overcome depression and anxiety and ignite hope. But we discover that visioning a better future has bad side-effects for social systems and planetary health. Thank goodness there is a better way to do all three at the same time.

It is not a matter of the Quantity as our critiqued article from MIT Sloan Review proposes. It is the Quality of thinking that matters. Interestingly, when we have better quality and are managing from multiple levels at the same time, we can gain energy. It is counter intuitive but known to be true for decades. And the Quantity and effectiveness of decisions and actions is exponentially improved.