Is putting the development of people's personal, technical, and professional growth via work really a viable strategy for organizational thriving?
What lessons could be learned from several different work situations, about what makes work feel truly human and alive? Here are answers from one person's journey over years.
If sensing what is emergent, by working in flow and creativity, is important, then which subconscious attitudes need to be discovered and let go of?
Do you share any of these assumptions about what work requires, that can stifle joy, creativity and productivity until we let go of them?
This free test can reveal ways for even healthy well-functioning teams to improve their work together in self-managed organizations.
Can we be in more wholeness in work conversations by cultivating awareness of the open or closed attitudes underneath what is being said?
Does success depend on approaches, methods, or work paradigms or will none work "best" without personal and team development?
Drawing on modern and ancient wisdom, here is a detailed guide to help organizations build “wholeness” into their culture.
How much attention to processes, leadership, and people-support does implementing the Teal paradigm require?
Exactly how does our concept of leader decrease organizational thriving and success?