Shedding the old paradigm that growth is hard work or that incompetencies should always be “hidden from view” the individual who leads a modern organisation, intent and committed to putting the heart and soul back into work, takes a new approach.
Capitalising on new found human integrity around self-leadership, teams can now create an exciting energy around competency skills they see as keys to success for the specific vision of the team. In other words, value the values of the organisation while at the same time putting their heart and soul into their work.
Simply put, you get to explore organisation, community or team “key traits” – (we’ll call them Team Traits -TT’s) that guarantee the human asset development for the future aspirations of the bigger picture at an organisational level, without sacrificing the heart and soul of the individual in the process.
So, you’re both building a skill set based on the organisational culture as well as your own.
Workshopping this concept of self-leadership, heart and soul at work, and merging this with organisational traits can be fun. We suggest that you enjoy the overt nature of understanding the colluding forces of personal and organisational design. There is never an argument. It is all nature and you can, by understanding this, be overtly collusive without losing your self respect, dignity nor everything that’s important to you.
I’m going to share with you a list of personal traits. I want you to choose 20 -30 that are your “winners” these will be, as I’ll explain later, your EXPRESSION of heart and soul, they are not your heart and soul at work, because they are character traits.
However, we must begin with the notion of communicating accurately and character traits are exactly this. Ultimately, your ability to manage these 20-30 character traits down to 15 and then 5 and then one or two, will determine your long term success at home and at at work. These will become your “INTENTION” and it will be on this that you hang your hat, place your feet, anchor your behaviour and operate in all aspects of your life. But please, follow through the whole process. There are some incredible shocks to conventional wisdom in this process of being a part of a global community of heart and soul leaders.
This process of “trimming” the list can be fun. However, if there’s a struggle to reduce the list to less than 15 – simply recognise why decision making has been so hard for you, or why people don’t fully get you. 15 traits is like a chameleon, people love it, but find it hard to trust it. (keep this potential shift in number of traits up your sleeve). Your heart and soul is diversity personified, it is open, adaptable, diverse, inclusive, however, it must also be grounded and these are the traits we are intent on expressing consistently.
Now the final step in self evaluation. Again, keep this step up your sleeve until the “trimming” is complete and the list is set, then move to “the Traits our Team will Need to Win.”
This total process is a two day fully guided workshop. But you can do it DIY, at home in 30 days.
Outcome of Heart and Soul at Work
- Self motivation increases.
- Supervision cost decreases
- Health and time out costs decrease
- Motivation and Loyalty increase.
The Goals of Heart and Soul at Work
To develop and implement a personal development programme which will move people to higher levels of skill and achieve greater job satisfaction, whilst achieving company/team goals.
Objectives of the System
The process will add value to the employee and the employer
The process will reflect self recognition
The process will support career development
The process will highlight skill development needs for the individual in keeping pace with business development
The process will be a structure in which interpersonal communication is supported
The process will inform the employee of how they are going relative to expectation
The process will help to attract and retain quality people in the presence of participants
The process empowers the heart and soul of the individual over all else
The process engages Total Human Awareness for the first time in history of work
The process is non compliant .. belongs to no one, and isn’t governed by an entity invested in causing any outcome other that heart and soul at work.
What the process will do:
The process is a conflict resolution tool
The process is a supportive tool for coaching and giving regular feedback to others
The process includes management by objectives
The process does include Key Performance indicators.
The process is informal and unstructured but validated by research
The process is used as a self-termination tool
The process is designed to be used as a salary review by the individual based on worth.
What the process won’t do:
Shall not be used to justify or discriminate against any person on the basis of race, gender, culture, origin, physic disability, age, pregnancy, marital status, political opinion, attitude, stress causing or antagonistic contradiction etc. Instead it embraces the widest diversity of human existence, not for political correctness but because such boundaries are, at their best, mind over heart and soul and at worst a reflection of an individual’s blocked growth.
Use of Heart and Soul at Work respects the right of individuals to Self-Evaluate.
Privacy, security, and confidentiality will be respected. Create a Clear Objective of the Process – game – exercise – event
The objectives of this process are really simple.
To empower the individual over the top of any organisation/team/institution and thereby engage by choice.
To create clear industry/organisational expectations
To define a clear organisational/team culture (THE GAME)
To utilise our individual resources absolutely to their best (HEART AND SOUL)
To set up individual development on soft issues of self expression and communication
To create a language – clear communication to self about Heart and Soul level
To create a language – clear communication to team and organisational about “skills for tomorrow.”
Be Clear on Goals for the Individual for the Set Period
What are the Organisations “Hopes” for the set period?
What are the individual’s “Hopes” for the set period?
Link the Above = Heart and Soul at Work.
What are the Obligations to Management for the set period?
What are the Obligations to Self and Family for the set period?
Benefits of hitting targets – both individual and team. Heart and Soul At Work
What are the possible obstacles that’ll get in the way?
What are the potential windfalls that can make the target “easier.”
An Evolving Process of Work Life Balance … Heart and Soul at Work
Total Human Awareness conflicts within Organisational culture?
Total Human Awareness conflicts within Personal culture (Self-Leadership?
No Blame Strategy = Heart and Soul at Work (Have a list of at least 40 options on hand.)
Drop the importance of rating the list from important to least important – with “they are all important”
Make a copy of the master list and engage it
Have lunch/dinner/ micro-break to review = Heart and Soul at Work
Self score and closure against each trait on a daily basis
High scores means opportunity for calamity
Beyond Emotional Rhetoric = Heart and Soul at Work