personal & corporate transformations
Old systems that were built on mindsets of linear thinking, simplistic viewpoints and predictable models act as traps that keep us from evolving past short-term strategies, fear-based governance and “fight and flight” reactions. In order to truly manoeuvre through the seas of uncertainty that are constantly rising around us and shape the future, we must construct a new understanding of how the world actually works - we must move beyond adaptation or resilience as our response to the future, and begin cultivating a mindset of continuous transformational change.
Business will decide the future of the planet. So it is very important that business becomes a sensible process, not a destructive one.
Many business leaders are only interested in their own personal profit and do not care a damn about humanity.
This is not just about saving the planet. This is about enhancing the human being. If you are a full-fledged being, not a psychological case, then everything that you do should be in sync with everything else.
Co-existing in this reality in an all-inclusive joyful way is always a possibility. Above all, human nature and genius can genuinely unfold and develop immensely only when there is no fear or suffering. When that happens, it means that you are joyful by your own nature.
Though business is oriented towards profit, there is a possibility to break all boundaries and create a different level of consciousness in the world – if only the business leaders become more conscious. A simple way to approach this is the yogic system. When we use the word “yoga,” most people think of twisting and turning your body but the word “yoga” means “union.” This union means you consciously obliterate the boundaries of your individuality and can see life just as it is, in a completely different perspective.
If you have a great level of intelligence and memory capacity, you may be the boss today. Once Tech, Machine Learning and AI come with more memory and processing capabilities than you, those skills won’t be such a big deal.
A lot of people are worried that they will lose their jobs and often ask “What will we do?” but those are also the same that say “Thank God, it’s Friday.” and complain about Monday Blues…
In that sense, they should say, “Thank God, it’s Technology!”
If everything mundane is done by a machine, then what kind of a human being you are will become the most valuable thing.
What will determine this value will be how conscious and how wonderful a human being you are.
From the moment that you acknowledge this, will you wait any longer to start transforming yourself into a wonderful human being?
Business & Organisational Transformation
When business is faced with tough challenges, and/or compelling opportunities, change is simply not enough. Transformation and Transcendence are required—and in our increasingly volatile, uncertain, complex and ambiguous world, circumstances, more and more often, demand nothing less.
Business transformation requires profound shifts that go to the core of the business. Transformation requires confronting and changing the organization’s identity and strategy, leadership and culture, practices and processes, products and services. Business transformation is the process by which a business reinvents itself for a sustainable future in complex and changing environments.
Transformation demands hands-on, persistent and courageous leadership combined with full-hearted engagement from your entire organization, suppliers and customers to make it work and sustainable.
Our approach is designed for those who are ready to challenge current working practises. We can help you to spark new attitudes towards work, to distribute leadership, to increase participation, or to seed self-management. This is what we usually provide:
Inspiration, ideas, the latest thinking and proven practices in new, progressive and participatory ways of working and doing business.
Practical, tested and actionable tips and collaboration tools to begin experimenting with new ways of working and that empower individuals, teams and the whole organisation.
Even if we are talking about big and complex companies that have tried before and can not change, we believe that if we start by the right individuals that have the power to change locally, the movement will eventually spread in a ripple effect!
That is why we work on helping companies to set up movements on topics such as purpose, consciousness and self-awareness, transformational leadership, sustainability and inclusiveness.
Reinventing Business & Work ModelS
Lasting and sustainable change doesn’t result just from working on things, creating habits or on certain tools, frameworks, methodologies or systems. Truly lasting change is within people themselves; something they can take with them on their personal journey through life and through which they might also inspire others.
This kind of change and possible transformation springs from dialogue and conversation and isn’t limited to organisational boundaries. It crosses and bridges them; might even blur them, it can be much more profound than working within the framework or context of the organisation. Real change can only be Human.
There is a good reason for this. Most inspiring workplaces find a unique way to success by empowering its people and creating the right mindset and context for people to be their true selves and flourish, co-creating a workplace where every voice matters, everyone thrives, flourishes, succeeds and finds meaning, and where transformation, transcendence and innovation happen naturally.
What kind of organisation do you want to create?
Here are three simple steps that can help you start:
Search for inspiration. The most progressive organizations understand that they rarely need to re-invent the wheel. They know it has probably been done before. So, try to search both inside and outside your organization for inspiration. Study how others may have faced similar issues, and found good solutions.
Listen to your people. The most progressive organizations have leaders who truly listen. They constantly ask others: “What do you need to feel well about your work? Is there any way that we can be more productive? What are the constraints that are blocking your work and the progress and success in the organisation? What support do you need to be able to perform better?” Using these very valuable inputs, ensuring adequate communication and that all are heard, are perfect drivers for action and great buy-in. The key is doing everything that's possible to implement the suggestions—thereby promoting trust, participation and respect among all.
Experiment! Arguably the most important thing about progressive organizations is that they ‘just do it’. Because it’s only with constant experimentation that they move on and evolve. And when this is done well, we see that radical ways of working in the workplace are rarely more than a combination of outside inspiration, gut feeling and common sense—they also have the capacity to change lives for the better.
A New Way of Working
Be Purpose-Driven and design the organisation around the impact you’re trying to achieve together, and use that clarity of purpose to shape and guide your work and build your business.
Enable people to contribute and ensure that they all have the opportunity to do it, regardless of who they are or what they do – across functions, divisions, levels of seniority, and even beyond the formal boundaries of the organization.
In the same way, give autonomy and empower your people, while holding them accountable, so that everyone has the authority to do what they think needs to be done, as long as they've sought the advice (not permission) of the colleagues who are affected. This is a great and quick way to improve the work and outcomes.
Adopt an experiment → learn → iterate approach to all work, combined with a steady rhythm of inspecting and adapting on a frequent basis.
Make sure that all information is easily accessible and open to all by default.
Inquiry & Critical Thinking
Questioning may be natural, but inquiry is strategic.
Philosophical inquiry is the essence of an executive’s job. Philosophy, unlike other fields, offers no assumptions, just relentless inquiry. By subjecting every belief to critical reflection, individuals start down a path of inquiry that can lead to genuine understanding, better business decisions, and, eventually, wellbeing and joyfulness. But that only happens after a deep and somewhat painful period of introspection and reflection, which will often involve abandoning the deceptive stories we tell ourselves.
This means that we’ll deeply examine our own beliefs, sometimes for the first time. While psychologists aim for a therapeutic approach, philosophical counsellors (who do not treat those with mental illness) focus on identifying and dispelling illusions about one’s life and belief systems.
For making smart decisions, critical thinking skills matter more than IQ. - Adam Grant
Critical thinking allows leaders, managers and collaborators the ability to consider evidence carefully on all issues from all viewpoints in order to access all possibilities and scenarios to determine what is the best way, decision or realistic solution when developing a strategic focus, plan of action or solving a problem within the organization.
Critical thinking should not be confused with being argumentative or being critical of other people. Although critical thinking skills can be used in exposing fallacies and bad reasoning, critical thinking can also play an important role in cooperative reasoning and constructive talks and tasks. Critical thinking can help us acquire knowledge, improve our theories, and strengthen arguments. We can use critical thinking to enhance ways of working and doing business.
“Purpose is not the sole pursuit of profits but the animating force for achieving them. Profits are in no way inconsistent with purpose — in fact, profits and purpose are inextricably linked.”
- Larry Fink
What is your company’s core reason for being, and where and how can it have a positive impact on people’s lives, communities and society?
Navigating Complexity and Uncertainty
Decision-making & Negotiation
Transparency & Radical Candor
Sociological+Psychological Safety & Trust
Inclusiveness & Cognitive Diversity
Collaborative Leadership & Culture
Human Workplaces Design
Consciousness & Self-awareness
Human Skills & Capabilities
Page Under Development
“A good question is not concerned with a correct answer. A good question cannot be answered immediately. A good question challenges existing answers. A good question is one you badly want answered once you hear it, but had no inkling you cared before it was asked. A good question creates new territory of thinking. A good question reframes its own answers. A good question is the seed of innovation in science, technology, art, politics, and business. A good question is a probe, a what-if scenario. A good question skirts on the edge of what is known and not known, neither silly nor obvious. A good question cannot be predicted. A good question will be the sign of an educated mind. A good question is one that generates many other good questions. A good question may be the last job a machine will learn to do. A good question is what humans are for.”