Why would you want more wholeness? How can you talk about it with simplicity, grounded in authenticity and organizational purpose?
What kinds of people experience subtle cultural barriers to showing up in their wholeness, even in a company that wants to be safe?
Which ways has the recent increase in remote working enabled people to be more vulnerable, more whole, more human, at work?
What kind of presencing of both "I" and "We" can resolve the paradox and tension of I versus We?
Dropping the mask at work can bring more creativity, satisfaction, and successful self-management. Explore your own fears and longings for wholeness.
Which 5 foundational processes need to be changed, to form 90% of the shift into self-management, along with culture and mindset?
About 20 hours, 130 insights for transforming existing organizations into "next-stage organizations"
How does operating with an evolutionary purpose trickle down to new ways using sense and respond vs plan and control?
Does operating from evolutionary purpose make strategic planning unnecessary? Perhaps, but might strategic thinking replace it?
What if you listen for a possible new evolutionary purpose of your organization and discover the current one is actually destructive?