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My thoughts on Richard Barrett’s latest book

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Towards a culture of the “4D” organization?

Rereading carefully the very interesting article gathering some of the essential aspects of Richard Barrett‘s new book: New Psychology of Human Well-Being: An Exploration of the Influence of Ego-Soul Dynamics on Mental and Physical Health, found on Innerself.

I would like to highlight the topic that addresses the implications of beliefs and thoughts, in the understanding of the reality in which each one of us develops his life, and how these beliefs and thoughts are intimately linked with how each individual lives and gives satisfaction to his needs defined by Richard Barrett as “the actual or imagined lack of something that is essential to maintain the physiological stability of the body (biological needs or emotional stability of the ego).”

In quality of human beings, the ways of understanding the world, life and ourselves, which are closely related to the level of “beliefs and thoughts” cultivated throughout our existence, will guide – consciously or unconsciously – the way (how and in what way) we face the different situations we are exposed to in professional, social, family, etc.

An evolutionary view of our being and species, which helps us to progress on a path towards a species that feeds the soul and spirit, which educates and is educated in values, not only those focused on satisfying biological and emotional needs in a balanced way, but also on connecting and bringing to the surface the levels of consciousness and energy of the “transcendent being and his soul.”

This “4D” level of consciousness, since it is not driven by “biological or emotional needs” and is connected with the abundant power of love, leads us to be in touch with plenitude and to connect deeply with our fellow beings.  And the practice and inclusion in our lives of values ​​such as compassion, sharing, cooperation, empathy, help us to develop this level of consciousness called “love.”

Business organizations, made up of humans, can be considered as a “human system”, with their beliefs and thoughts on how to develop professional and business activity, with their biological and emotional needs (objectives and economic results, “ebitda”, market share, ROI, knowledge and skills, business, salaries and compensations for its co-workers and managers, competitive positioning, image and power…), and with the development of their levels of transcendent consciousness.

This is where the necessity to satisfy the “biological and emotional” needs of the organization, invites its leaders and management chain, to consider and integrate the “biological and emotional” needs of its co-workers (compensation plans and attractive benefits, training and development of its staff, projects to introduce “best place to work” culture, culture of excellence, etc.), the strategic decisions that promote and impel the adoption of cultures with a focus on transformative and facilitative leadership development, the creation of value for all the stakeholders, the creation of spaces and policies that facilitate the emergence of collective intelligence, the collaborative work systems, the transverse and multifunctional teamwork, the integration of internal and external customer in genuine value creation processes, the production and supply of products and services with global consciousness.

The result of this type of approach will result in an increase in the organization’s capacity of adaptation and innovation, an rise in the level of collective commitment to the mission and strategic and operational objectives, the adoption of the values ​​of the “4D ” culture, an increase in the level of performance and excellence in operations, a greater ability to “reinvent” and “adapt.”

This is why I think it is a good idea to integrate into organizations’ strategic reflections a description of the cultures, beliefs and needs that exist in organizations (the organization as a whole, the authority structure, the stakeholders…) which is considered to be a “target” for the organisation. And as a result, design a strategic axis of development related to the path for the evolution of the organization’s culture, its leaders and co-workers, towards a “4D” culture.

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