Personal Symptoms
At Choice Awareness Management, we have recorded some systemic personal symptoms, which have shown-up during many of our coaching and mentoring activities. We place them here for you to gain an initial understanding about the impact to your organization and your connections.
Background
We have observed and personally experienced many of the typical symptoms identified below, in many cases furthering the unhappiness, and isolation identified in the study referenced in the footnote below - a great read.
(Wisdom Sidebar): When reading each item, ask yourself if it is possible that any of these conditions occur within your organization? How were you able to notice it happening? How many people in your group recognize these conditions beside you? Have they ever brought them to your attention? What does it mean to your productivity, the morale of your people and your customers and clients? What would your vendors say about you?
If you are willing to question and listen, diagnosing and understanding the underlying challenges and issues in your life can be very enlightening…
Our Top 5 Observations
Employees are not usually closely aligned with their employers company Purpose/Existence statements but connect either with a reporting relationship(s), their choices system or associates and colleagues within a business, unit, department, etc.
Item 1 creates alignment with varying commitment levels upon the relationship(s) instead of the business: both are needed for growth and overcoming challenges/issues.
Processes within the business units and departments are not always articulated and/or associated with a high-level process, further disconnecting the units, department and individuals.
Employees are under-valued, either unintentionally or intentionally, harmed, disconnected, and unaligned: morale can deteriorate rapidly and impact the entire unit or business.
At times, individuals will group together and operate together with a collective resentment toward the organization or business unit, but the affect can be positive if this power can be channeled toward effective results. This will require inspection, understanding and connection aligning the beliefs systems - see unaligned with a bent toward recognizing the negative alignment.
If you concur that people are the primary assets of your connections, what kinds of actions, words and processes would you need to put into place to allow your people and other stakeholders to prosper and contribute at high levels of participation?
You may take the systemic symptoms and place the word "What", "Which" or "How come Our" to begin the sentence and it now becomes a question you can ask yourself, your employees and other stakeholders.
Be prepared to be open for new ideas with their feedback - you may be pleasantly surprised with what shows up for you..
Footnote
We further recommend you spend time reading the "Rise of the Caring Industry" (e.g. Hoover Institute Stanford University, Policy Review #161. “The central issue is the level of unhappiness and loneliness experienced by individuals in our culture”.) to ponder what has occurred in our society these past fifty years - we bet that you will notice similarities in the manner and ways in which people communicate inside your stakeholder groups.
