Are you interested in creating a healthy, vibrant and inclusive workplace culture? Does your organization have an aligned human capital strategy? How might we co-create conditions for human flourishing and invention so your organization thrives?

1. Hi there.
Want to encourage human flourishing
and invention in your organization?
We do.

2. Why is invention important
to your success? What
conditions are required
for human flourishing?

3. What conversations do we
need to catalyze to ensure
human flourishing
and invention are priorities
in your organization? What
will the impact be?

4. Let’s walk together through
elements and questions that
will transform your culture
and encourage human
flourishing and invention.

5. The quest for meaning is the key to mental health
and human flourishing.
Viktor E. Frankl

6. Meaning
• How have you engaged people’s hearts and minds
around your organiza7onal purpose, vision, mission
and values? Do team members share your passion
around why you do what you do? Where do people
find meaning in their lives?
• How might we involve team members in crea7ng
a shared vision for your organiza7on? What will
the impact be?

7. Engagement
• Do people know how their day-to-day ac7vi7es impact
the purpose of the organiza7on?
• Do team members receive regular and effec7ve feedback
regarding the impact they have on living their purpose
and values?
• Do team members feel valued for their unique
contribu7ons? How might we engage them and find out?

8. Empowerment
• How do we build a sense of freedom to create?
• How do we encourage and support self-organizing teams?
• What beliefs or mindset do we need to embrace
in order to empower others to engage with and actualize
posi:ve transforma7on?
• What is at the root of resistance? Why is dissonance
important? How might we engage team members
in crea7ng win-win solu7ons?

9. • Why is diversity important to organiza7onal success? Do
we hold diversity as a core value?
• What is the posi:ve impact of having individuals
represen7ng all dimensions of diversity on our teams?
• How have we integrated the need for diversity into
our human capital strategy? What drama7c ac:ons
will we take to ensure diversity at all levels - is the norm?
Diversity

10. For human flourishing and invention to take root
we must understand stakeholders’ needs,
consciously create a human capital strategy
aligned with your desired culture, and provide
the light of effective communication.

11. Stakeholders
• How are you catalyzing meaningful conversa7ons
with stakeholders? Do you understand your stakeholders’
latent needs? Are you mee7ng and exceeding these needs?
• Do you see team members as key stakeholders in your
organiza7on’s success? How do we truly engage team
members and create an environment of trust?
• What might the impact be if you focused on win-win
solu7ons with all key stakeholders?

12. There is no power for change greater than
a community discovering what it cares about.
Margaret Wheatley

13. Culture
• What does your current culture reveal you care about?
• What beliefs around human nature do you want to shape
your culture? How have you engaged team members
in co-crea:ng a shared vision for your culture?
• How will we integrate key culture elements into your
organiza7onal structure, strategies, systems and prac7ces?
What will the impact be on human flourishing, inven7on
and organiza7onal health?

14. One way to think about change is that the way
to change a culture is to change the conversations.
Joel Henning

15. Conversations
• What do your current conversa7ons reflect about your
culture? What are key messages? Do you ensure clear,
consistent, aligned and transparent communica7on?
• Do you view all conversa:ons, priori:es
and ac:ons through the lens of your purpose?
• How do your conversa7ons establish, repair or maintain
trust? What impact do your conversa:ons have on shaping
a healthy, vibrant and inclusive workplace culture?

16. What are the beliefs you hold around human
nature? How do these beliefs shape
your culture, systems and practices?
What is the impact?
Let’s explore key elements of your human
capital strategy and how we might change
the conversation, and catalyze a healthy, vibrant
and inclusive workplace culture.

17. Selection
• How will you select for purpose and values alignment
while ensuring diversity on your teams?
• What knowledge, skills and abili7es will build capability?
• How will you ensure your selec7on process is streamlined,
fair, and equitable? How will we engage team members
in iden7fying crea7ve prac:ces to integrate into the
selec7on process? How will these prac7ces reflect
and support a healthy, vibrant and inclusive culture?

18. Integration
• What do you do to integrate new team members
and create a sense of unity? How do you engage team
members around your purpose, vision, mission and values?
• What conversa7ons do you have around your culture
journey and how team members contribute to the overall
health of the organiza7on? How will we engage team
members in this conversa:on and create a sense
of purpose and belonging?

19. Belonging
• What does it mean to belong?
• What is the experience of belonging? How will we create
a sense of belonging and togetherness?
• What will the impact be on the mental, emo7onal, physical
and spiritual well-being of team members? What will
the impact be on happiness and produc7vity?

20. • How do you focus on what people are doing well?
• What are mechanisms for providing regular
and effec7ve feedback? How do you ensure team members
feel aligned and connected to their purpose and values
in their day-to-day ac7vi7es? How do team members
define high performance?
• What is needed to create an environment that supports
healthy ‘high’ performance? Have you asked your people?
High Performance

21. As humans we are naturally creative and whole.
We possess an infinite energy within us.
We are powerful creators.
As organizations how are we tapping into
this unlimited human potential
and recognizing it?

22. • How you incen:vize reflects what you value -
so what are you demonstra7ng you really value?
• Have you engaged team members in providing feedback
and ideas around crea:ve ways to recognize each other?
• How have you made recogni7on meaningful
and - the way we do things around here? Are you
open to new ideas? Why is this topic important? What
are essen7al intrinsic mo7vators?
Recognition

23. Motivation
• How do we ensure team members feel a sense of purpose,
autonomy and mastery in their work?
• Do teams set agreements and determine how conflict
will be dealt with?
• How do we support teams in developing high levels
of trust, healthy work prac:ces and harmonious
work environments?

24. • Are you open and transparent regarding your
compensa7on strategy? Are team members compensated
fairly and equitably - from their perspec7ve?
How do you determine what is fair?
• How does your total compensa7on strategy align
with crea7ng a healthy, vibrant, engaged, mo7vated
and inclusive workplace culture where everyone thrives?
What are win-win solu7ons?
Compensation

25. • What will have teams and your organiza7on thrive?
• What is your desired leadership culture? How might
we engage team members in this conversa:on
and integrate ideas into your development strategy?
• What knowledge, skills and abili7es do leaders need
in the future? How are we developing these capabili:es
now?
Development

26. Success
• Who contributes to the overall health of the organiza7on?
How do we define health? Who demonstrates through
their beliefs and behaviors elements required for human
flourishing?
• How is the value of diversity represented in choices
and decisions made around who succeeds? What does
it mean to succeed? How will we engage all team members
in this conversa7on?

27. Do you believe we live in an interconnected world
where our thoughts, words and actions
have an impact? What is needed to thrive
in an uncertain world?
What additional elements contribute
to human flourishing, invention
and the impact we co-create? What do
we need to consider now?

28. Systems Thinking
• How do we encourage all parts of the system to work
together for the benefit of the whole?
• What conversa:ons and strategic interven:ons
might we focus on - over a sustained period of 7me
to ensure posi:ve transforma7on?
• Do you believe your organiza7on is a living system,
opera7ng in an interconnected world, where change
happens as awareness shiHs?

29. Nimbleness
• How do we ensure a nimbleness and agility
in our organiza7ons?
• Is our desire to predict and control greater
than our ability to sense and respond?
• What capabili:es allow us to move comfortably
in a world of uncertainty? Are we developing
and placing value on these capabili7es?

30. Circular Design
• How do we use a circular design approach to ensure
con:nuous improvement and eliminate waste
for the health of our human community
and natural world?

31. Divergent thinking is the route, not the obstacle,
to innovation.
Tim Brown

32. Innovation
• How might a design thinking approach assist
team members in crea7ng innova:ve solu:ons
to meet stakeholders’ latent needs and develop
greater empathy? What might the impact be
on achieving our collec7ve purpose?
• What kind of an environment enables inven7on?
How are we co-crea:ng this environment?

33. Room to Breathe
• What impact is a go, go, go mindset having on the mental,
emo7onal, physical and spiritual well-being of people?
• What impact does room to breathe have
on our ability to create, innovate and the overall
health of our human community?
• How are we suppor:ng team members in developing
healthy resilience to stress, and inspiring individuals’
emo7onal, spiritual and systems awareness?

34. What if … invention and achieving results
are outcomes of an environment that inspires
human flourishing? What if … the mood we create
influences productivity, well-being
and engagement?
As leaders do we believe we are responsible for
creating environments where everyone thrives?
What is the impact when we replace self-interest
with service? What might your legacy be?

35. Legacy
• How do you want to be remembered?
• What will your impact be?
• What mood do you desire to create?
• How will you contribute to the health of our human
community and natural world? What is your purpose?

36. We want to
work with
you ...

37. … to ensure
human
flourishing
and make
people’s lives
better.

38. Our Code is:
1. We challenge the status quo – it is who we are.
2. We celebrate differences and encourage crea:vity.
3. We are commiOed to con7nuous learning.
4. We are vulnerable and compassionate.
5. Catalyzing posi:ve change is what we do.
6. If we aren’t making people’s lives beOer, we need
to change what we are doing.

39. Want to consciously create
a healthy and inspired
workplace?
We’d love to hear from you.