About Persons, Their Relationships, and the Structures that Support Those Relationships re Workplace Transition 2219

workplace transition 2219

Workplace Transition 2119 highlights important considerations about persons, about their relationships, and the structures that support persons’ relationships ... 

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mentoring 18-04 well-living world 1918

As you manage and lead, one of the more important leading elements is to guide persons to be natural in their trustworthy interactions with one another. 

Persons rather than people ... to remind you - me - those who manage-lead - that people is about a group of persons - their uniqueness adding to the mix - their ideas advancing the work - their actions supporting (or not) the organization of work.
With people I feel you skim the surface of a vibrant dynamic ... just saying ))smiles 

Natural ... while natural often refers to nature informed, here natural means being straightforward in your interactions with others - there are no masks, no lies, no exaggerations - you are relaxed and without airs in your presence and your conversations.

Trustworthy interactions ... involves conversations and resultant actions that are reliable, honest, sensible, and full of integrity - what is on the table is open for dialogue. There is no need to look under the table for hidden agendas or outlandish requests.

Also, interactions implies working in some form of grouping. Herein, when managing & leading those involved you determine and support the grouping approach that works for everyone, until such time all review the approach to determine what to continue, stop or start. 

A suggested list of groupings include group, gream, team, community of practice, and community of significance. And others like committee, quality circle, peer learning circles, skunkworks, etc. 

business pivot overview

Pulling from a Client Consultation

With one client I was assisting them through a considerable break-up/break-down, breakthrough initiative. I asked a group of staff who supported the initiative for their employee perspective of the initiative. That is, I asked what they required from the managers-leaders when moving forward.

Here is their perspective (with my facilitative assistance) ...

  1. We share in our dream … the organization mission and vision is clear to you through words that mean the most to us
  2. We appoint boundary connectors … people who interface with the other groupings of the organization
  3. We leave our egos at the door … we keep connecting with the dream and others because our commitments matter
  4. We acknowledge what is at the heart of what we do with others in mind
  5. We see ourselves collaboratively contributing into the everyday flow of organization
  6. We support one another in ways that balance the day-to-day with the week-to-week including our life outside of work
  7. We interact through shared leadership nurtured in the best interest of each person for the whole
  8. We discover and develop each other’s contribution
  9. We explore the generational needs of our group in light of the work at hand and from the future 
  10. We produce something for the organization, we celebrate, and disband before we come together again in the interests of those involved and the people we serve to reframe - recreate - reestablish our working relationship, and the structure that supports those relationships

Onward

Review the 10 statements listed above.

Which two statements call you to investigate more? Then do so ...
Suggest you search the term in our Blog. Add your search term in the Blog Search box in the upper right corner - push the magnifying glass - and, explore.
 
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In association with Workplace Transition this article complements actions to create the well-living workplace ... 

Download the book: Creating the Well-Living Workplace for free. Click the image to the right -->

The book contains 139 insights - action_outcome statements at the organization level. 

And if you want to go further faster, purchase the Well-Living Workplace online course.
Click here to learn more ...

Leadership Legacy Well-Living Workplace

Here are two eBooks - cost affordable - with 30 suggested action_outcomes per book - to move you forward together - in their words, on your terms

managing leading well living workplace
managing leading groups teams

In Closing Workplace Transition 2219 ...
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As we co-create well-living workplaces - places of work where we work well together - realize:
WELLth Movement guides inspired practitioners to become natural educators who deliver extraordinary experiences with their community of significance using eco-ethical architecture.

Inspired Practitioners
_ Managers and Leaders in organizations of all types, sizes, and locations
_ Parents & Grandparents looking to involve their children/grandchildren with nature

Natural Educators​
_ Facilitative Mentors
_ Navigators & Weavers
 

Extraordinary Experiences
_ Employees & Customers
_ Children and Grandchildren 

Community of Significance
_ Elevate groups and teams (departments/units) to communities of significance
_ Involve family and friends in nature-based activities to benefit of all & trees

Eco-Ethical Architexture
_ use of Ecological Literacy
_ use of Ethical Decision-Making
_ use of language that evolves love and compassion in being for the world


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-30- Workplace Transition 2219

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