It is Valentine’s Day, so it feels appropriate to offer something into the universe about love in the workplace. For any saucy minxes out there, I do NOT mean that this blog is about doing it in the stationery cupboard!!! What I mean is that love is rarely talked about in the workplace and, as a wise friend of mine said recently, ‘the world needs more love’, which I think is particularly true in the challenging place we find ourselves in the world right now. As organisations grow they tend to take on machine-like qualities, to enable standardisation, replication and scale, and many of their original warm human features get lost. Just think about how many times we meet with colleagues and present at them in darkened rooms using PowerPoint – and leave those meetings with no idea of what’s really going on for them as human beings. It seems like, in doing this, we relinquish something vital and important about bringing people together to do work in the first place. I have a passion for re-humanising the workplace and, as part of that considering our colleagues as people, whom we may grow to love, in a comrade-like way…. Like the Greek form of love known as Philia. Personally I love Brene Brown’s view on love – taken from her book ‘Daring Greatly’ ‘We cultivate love when we allow our most vulnerable and powerful selves to be deeply seen and known, and when we honour the spiritual connection that grows from that offering with trust, respect, kindness and affection. Love is not something we give and get, it is something we nurture and grow, a connection that can only be cultivated between two people, when it exists within each one of them – we can only love others as much as we love ourselves. Shame, blame, disrespect, betrayal and the withholding of affection damage the roots from which love grows. Love can only survive these injuries if they are acknowledged, healed and rare.’ Regardless of which definition of love we are talking about, there are three elements considered universally necessary for love: Understanding, Acceptance and Appreciation. These quotes speak to these dimensions of love and how they relate. “Appreciation is a wonderful thing. It makes what is excellent in others belong to us as well.” ~ Voltaire “At times our own light goes out and is rekindled by a spark from another person. Each of us has cause to think with deep gratitude of those who have lighted the flame within us.” ~ Albert Schweitzer “Too often we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of caring, all of which have the potential to turn a life around.” ~ Leo Buscaglia “Love is a by-product of deep appreciation.” ~ Debasish Mridha So, if there are people you work with who you appreciate, and possibly love, because they SEE you, all of you, and they have your back… tell them how much you appreciate them today and add some more love to the world! Kenda Gaynham – thank you for all your help, including your input into this blog – I appreciate you, and the way you see me, and I see you!
The Harvard Business Review has published comprehensive thinking on how organisations can engage around agile working models. Agile, of course, started in IT and tech project management. It is now being explored as a way of working in all levels and departments of an organisation. Agile strategy development is something we are exploring and starting to bring into our client work. We work largely in upper management and C-suite levels. We are excited as this level of management dives into agile thinking and decision making. We see agile as part of being Teal, as in the Frederic Laloux's thinking in Reinventing Organisations. Teal and agile complement each other. Mastering both takes time and commitment. Also, we are using both concepts in our own growth as a company. Exciting times.
As the concept of self-management becomes more popular, there is much dialogue about the shift leaders need to make in order to make space for a 'bottom upwards' movement. Whilst this is a key shift that's needed in organisations that want self-management to thrive, there is also an equal shift needed in staff supporting the leadership to make this shift by taking responsibility. (more…)
This article was developed for Enlivening Edge.In 1999 I left my well-paid, corporate job to pursue my passion for facilitation and co-found Meeting Magic. Meeting Magic (MM) provided meeting facilitation services for large corporate organisations. Three years later Ingrid, my co-founder, and I were at capacity and the vision for the Meeting Magic Network was born. Little did I know the journey this would take me on! A journey to becoming Teal. (more…)
Becoming an effective meeting facilitator does not come overnight. It does not come without thoughful reflection about actual client work. And, it does not come without exploring what others think, along with reflection on others' insights. Being an advocate for organisational culture change through meetings comes from years of experience. Katherine Woods range from Peter Senge and David Sibbet in her early days as an internal graphic meeting facilitator to Frederic Laloux in her current thinking about organisational change through meeting culture. Her journey to meeting consultancy has been varied but informative. She demonstrates her passion for culture change through meetings. (more…)
Frederic Laloux is focusing thinking on organisations. Every generation seems to have a voice that challenges how to imagine organisations. Reinventing Organizations is his book that encapsulates his thoughts. We have much in common with Laloux. We find that we have been on the path to what Laloux calls the Evolutionary stage or Teal. (He uses colours to help identify the stages of his organisational understanding.) Katherine Woods shares her thinking about Meeting Magic's relationship to Laloux's Reinventing Organizations. She summarizes the basics then makes the connection to our passion for meeting facilitation and how to change organisations through high-quality meeting. There are three foundational ways of working that help identify if Teal is the colour of your organisation.
- Attention to purpose. Is the purpose of your organisation or, indeed, your meetings have clear purpose? This goes beyond visions, missions and goals. Question and think about your purpose.
- The whole person. Do you consider each person in your organisation from the perspective of them as whole persons and engage them on that level?
- Self management. Once you have identified your purpose and know you people do you trust them to step up and do what they say they will and do you give them the space to manage their own work?