This presentation is based on my new book A New Psychology of Human Well-Being which will be published in August 2016. The presentation explores the root cause of depression (lack of ego-soul alignment) and shows how to measure well-being at work.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
How to Build an Authentic, Winning CultureO.C. Tanner
Ann Rhoades, workplace culture guru and founder of People Ink, shares her insights into building a strong, authentic culture to attract and retain top talent.
Inspired Storytelling: Engaging People & Moving Them To ActionKelsey Ruger
Most projects, presentations or initiatives are driven by facts and features the team believes will help them deliver a product or message. While facts and data are important for setting the stage and communicating goals, they’re rarely what persuades an audience or gets them to take action.
In this workshop, you will learn how to use that connection, by teaching basic skills in visual thinking and storytelling that will that transform projects and initiate action.
What is great company culture? Free food? Extra vacation? Flexible hours? More than $720 million is spent on engagement every year, yet only 30% of the workforce is actively engaged. That’s because it takes more than “stuff” to truly engage team members.
Check out our ‘Creating a Magnetic Culture’ webinar presentation with HR strategist, writer and speaker, Laurie Ruettimann, to:
– Uncover how to give your team members real meaning in their jobs … no matter where they are in the employee life cycle
– Define what it means to have a “magnetic” culture and how to build it by design, not by default
– Get actionable tips on how to create an engaging culture from companies like Texas Roadhouse and Jeni’s Splendid Ice Creams
– Discover which “perks” can actually drive record sales and continued growth
– Learn how a meaningful culture gives you a competitive edge to attract and retain top talent
Learn more about "The Science of Memorable Presentations" by checking out the Ethos3 blog post on this topic: http://ethr.ee/1ULMrxy
Ethos3 is a presentation design agency with premier PowerPoint and presentation designers. We can create the perfect presentation for you: www.ethos3.com
If you need help creating professional presentations, email us at: info@ethos3.com
Imposter Syndrome is a condition in which one feels like they aren't qualified to do what they've been tasked to do or have gotten to where they are through sheer luck. Not only have I personally experienced this and continue to almost 20 years into my career, but almost every developer I've ever met has dealt with it.
When developing/designing/managing/cooking, do you ever feel like:
- You are faking your skills
- You are only where you are due to circumstances and/or luck
- Anyone could do what you're doing
- You don't understand why you're being trusted with the task
- At any moment, someone is going to discover how bad you are at your job
If you answered yes to any of these questions, then you may be suffering from Imposter Syndrome. Congratulations. Acceptance is the first step to recovery.
In my presentation, I'll talk about common ways that Imposter Syndrome expresses itself and some concrete tips & tricks on how to deal with it, both for yourself and coworkers or employees.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
How to Build an Authentic, Winning CultureO.C. Tanner
Ann Rhoades, workplace culture guru and founder of People Ink, shares her insights into building a strong, authentic culture to attract and retain top talent.
Inspired Storytelling: Engaging People & Moving Them To ActionKelsey Ruger
Most projects, presentations or initiatives are driven by facts and features the team believes will help them deliver a product or message. While facts and data are important for setting the stage and communicating goals, they’re rarely what persuades an audience or gets them to take action.
In this workshop, you will learn how to use that connection, by teaching basic skills in visual thinking and storytelling that will that transform projects and initiate action.
What is great company culture? Free food? Extra vacation? Flexible hours? More than $720 million is spent on engagement every year, yet only 30% of the workforce is actively engaged. That’s because it takes more than “stuff” to truly engage team members.
Check out our ‘Creating a Magnetic Culture’ webinar presentation with HR strategist, writer and speaker, Laurie Ruettimann, to:
– Uncover how to give your team members real meaning in their jobs … no matter where they are in the employee life cycle
– Define what it means to have a “magnetic” culture and how to build it by design, not by default
– Get actionable tips on how to create an engaging culture from companies like Texas Roadhouse and Jeni’s Splendid Ice Creams
– Discover which “perks” can actually drive record sales and continued growth
– Learn how a meaningful culture gives you a competitive edge to attract and retain top talent
Learn more about "The Science of Memorable Presentations" by checking out the Ethos3 blog post on this topic: http://ethr.ee/1ULMrxy
Ethos3 is a presentation design agency with premier PowerPoint and presentation designers. We can create the perfect presentation for you: www.ethos3.com
If you need help creating professional presentations, email us at: info@ethos3.com
Imposter Syndrome is a condition in which one feels like they aren't qualified to do what they've been tasked to do or have gotten to where they are through sheer luck. Not only have I personally experienced this and continue to almost 20 years into my career, but almost every developer I've ever met has dealt with it.
When developing/designing/managing/cooking, do you ever feel like:
- You are faking your skills
- You are only where you are due to circumstances and/or luck
- Anyone could do what you're doing
- You don't understand why you're being trusted with the task
- At any moment, someone is going to discover how bad you are at your job
If you answered yes to any of these questions, then you may be suffering from Imposter Syndrome. Congratulations. Acceptance is the first step to recovery.
In my presentation, I'll talk about common ways that Imposter Syndrome expresses itself and some concrete tips & tricks on how to deal with it, both for yourself and coworkers or employees.
How To Get Clients & Sell Without Selling (Social Selling)Jane Frankland
http://jane-frankland.com Let's look at how to sell! If you're interested in how to get more clients, sell without selling and social media marketing, then this is for you.
If you want to change the feast and famine lifecycle you regularly experience; modernize the way you sell and create just ONE system for client generation that you can use over and over again, instead of having to 'reinvent the wheel' each time you go to market then watch the presentation.
In it I'll be sharing how you can:
1. CREATE: How to create a personalized Client and Lead Generation Plan that focuses on attracting your ideal clients, growing your email list and gearing you up to sell more. This will revolutionize your lead generation process and enable you to obtain security with your income.
2. ATTRACT: I'll share with you how you can free yourself from cold calling and endless networking events, and enable sales with speed, plus I'll give you a brand new "Social Media Quick Tip" that I've never shared on a free webinar yet. This one tip recently landed me a 7-figure client and is guaranteed to help you attract your ideal clients on any social media platform.
3. PROMOTE: Learn how to create a quick and easy "Social Media List Building Funnel" to grow your email list and in turn your sales.
4. SELL: Find out how to create posts, status updates and tweets to sell your programs, products and services via all the social channels. These are what I call your social media daily wins and you can be certain that you'll not feel in the slightest bit salezey whenever you use them.
Thanks for watching!
One of the leading experts on introverts, Jennifer Kahnweiler, shares how introverts can stand out at work.
Connect: Professional Women’s Network is online community with more than 450,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
Powered by AI: Communications and Marketing in the Algorithm AgeMSL
MSL partnered with research firm Toluna to survey 1,846 marketing and communications leaders from Brazil, China, France, Germany, India, Italy, Poland, UK and US. We partnered with our colleagues at sister agency Publicis.Sapient who are experts in counselling companies and brands on the AI revolution.
We held the largest ever Virtual SlideShare Summit a week back, if you missed it here's your chance to hear from the experts once more on some of the takeaways on presentation design and SlideShare Marketing
When it comes to launching a great career, even the most successful stars, TV personalities, and journalists had to
start somewhere.
Here's what some of the world's most creative professionals learned from their mentors along the way.
Visit https://mentor.linkedin.com for more amazing stories of mentorship.
15 Powerful Team Building Quotes to Inspire Successful TeamworkWeekdone.com
Read more: https://blog.weekdone.com/team-building-quotes-inspire-teamwork/
No matter what situation you are currently in, your success as a leader depends on your ability to build and inspire a team. Here are 15 keys to successful teamwork and 15 great team building quotes to inspire it.
Don't underestimate the power of team building quotes. They are a great source of inspiration. Furthermore, team building quotes are a great way to start or end a team meeting.
Read further: https://blog.weekdone.com/team-building-quotes-inspire-teamwork/
Emotional Intelligence And Leadership: The Incredible DuoMichael Lee
Emotional intelligence and leadership go hand in hand in many ways. If you want to become an effective leader, then you need to understand that emotional intelligence can help you in leaps and bounds.
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
40 Tools in 20 Minutes: Hacking your Marketing CareerEric Leist
Marketing today requires doing a little bit of everything from creative writing to HTML to light Photoshopping. There are a ton of free tools to make those tasks easier and scalable.
Originally presented at Suffolk University's Bridging the Gap Conference--April 18th, 2014.
WEB APPS
http://zapier.com
https://ifttt.com/
http://twitterfeed.com/
http://gaggleamp.com
http://landerapp.com/
https://support.google.com/analytics/answer/1033867?hl=en
http://99designs.com/
http://visual.ly
http://www.alexa.com/
http://www.hubspot.com/blog-topic-generator
http://www.wordle.net/
www.inboundwriter.com
http://litmus.com/
http://www.inboundwriter.com/
https://www.optimizely.com/
http://thenounproject.com/
http://fortawesome.github.io/Font-Awesome/
https://www.facebook.com/help/459892990722543/
http://ads.twitter.com
https://plzadvize.com/
DESKTOP APPS
https://itunes.apple.com/us/app/caffeine/id411246225?mt=12
http://jumpcut.sourceforge.net/
http://www.gifgrabber.com/
http://www.gimp.org/
EMAIL TOOLS
http://getsignals.com
http://www.yesware.com/
http://www.boomeranggmail.com/
http://rapportive.com/
http://www.wisestamp.com/
http://verify-email.org
MOBILE APPS
https://play.google.com/store/apps/details?id=com.xuchdeid.clear
https://itunes.apple.com/us/app/cardmunch-business-card-reader/id478351777?mt=8
BROWSER PLUGINS
https://chrome.google.com/webstore/detail/omnidrive/gpnikbcifngfgfcgcgfahidojdpklfia?hl=en-US
https://addons.mozilla.org/en-US/firefox/addon/klout/
LEARNING PLATFORMS
http://www.google.com/analytics/learn/
http://www.codecademy.com/
http://teamtreehouse.com/
https://generalassemb.ly/
http://www.intelligent.ly/
http://smarterer.com/
Too many people view partnerships as a form of sales. While similar, partnerships are much more involved. Here are a few tips for cultivating strategic partnerships that can generate growth and lead to long term revenue growth.
Pitching Ideas: How to sell your ideas to othersJeroen van Geel
Learn how to convince others of your UX ideas by understanding them.
We are good in designing usable and engaging products and services. We understand the user's needs and have a toolkit with dozens of deliverables. But for some reason it remains difficult to sell an idea or concept to team members, managers or clients. After this session that problem will be solved!
Selling your ideas and convincing others is one of the most undervalued assets in our field. This ranges from convincing a colleague to use a certain design pattern to selling research to your boss and convincing a client to go for your concept. You can come up with the best ideas in the world, but if it is presented in the wrong way these ideas will die a lonely dead. This is sad, because everybody can learn how to bring a message across. The main thing is that you know what to pay attention to.
In this session I will take you on a journey through the world of presenting ideas. We will move through the heads of clients and your colleagues, learn what their thoughts and needs are. We will move to the core of your idea and into the world of psychology.
Supervisors need to
~ Offer mystery, compassion, openness, and a simple presence instead of answers or being the expert
~ Learn contemplative listening which means
~ Being receptive to visual, auditory, kinesthetic and intuitive cues
~ Without an agenda
~ Without a compulsion to help
~ The most important phrases a supervisor can learn are "I don't know" and "I could be wrong"
Incorporating photos and videos into your PowerPoint decks can greatly enhance a presentation. Learn how illustrating concepts with meaningful imagery can make your presentation great.
Learn more: http://www.lynda.com/Photography-training-tutorials/70-0.html
How To Get Clients & Sell Without Selling (Social Selling)Jane Frankland
http://jane-frankland.com Let's look at how to sell! If you're interested in how to get more clients, sell without selling and social media marketing, then this is for you.
If you want to change the feast and famine lifecycle you regularly experience; modernize the way you sell and create just ONE system for client generation that you can use over and over again, instead of having to 'reinvent the wheel' each time you go to market then watch the presentation.
In it I'll be sharing how you can:
1. CREATE: How to create a personalized Client and Lead Generation Plan that focuses on attracting your ideal clients, growing your email list and gearing you up to sell more. This will revolutionize your lead generation process and enable you to obtain security with your income.
2. ATTRACT: I'll share with you how you can free yourself from cold calling and endless networking events, and enable sales with speed, plus I'll give you a brand new "Social Media Quick Tip" that I've never shared on a free webinar yet. This one tip recently landed me a 7-figure client and is guaranteed to help you attract your ideal clients on any social media platform.
3. PROMOTE: Learn how to create a quick and easy "Social Media List Building Funnel" to grow your email list and in turn your sales.
4. SELL: Find out how to create posts, status updates and tweets to sell your programs, products and services via all the social channels. These are what I call your social media daily wins and you can be certain that you'll not feel in the slightest bit salezey whenever you use them.
Thanks for watching!
One of the leading experts on introverts, Jennifer Kahnweiler, shares how introverts can stand out at work.
Connect: Professional Women’s Network is online community with more than 450,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
Powered by AI: Communications and Marketing in the Algorithm AgeMSL
MSL partnered with research firm Toluna to survey 1,846 marketing and communications leaders from Brazil, China, France, Germany, India, Italy, Poland, UK and US. We partnered with our colleagues at sister agency Publicis.Sapient who are experts in counselling companies and brands on the AI revolution.
We held the largest ever Virtual SlideShare Summit a week back, if you missed it here's your chance to hear from the experts once more on some of the takeaways on presentation design and SlideShare Marketing
When it comes to launching a great career, even the most successful stars, TV personalities, and journalists had to
start somewhere.
Here's what some of the world's most creative professionals learned from their mentors along the way.
Visit https://mentor.linkedin.com for more amazing stories of mentorship.
15 Powerful Team Building Quotes to Inspire Successful TeamworkWeekdone.com
Read more: https://blog.weekdone.com/team-building-quotes-inspire-teamwork/
No matter what situation you are currently in, your success as a leader depends on your ability to build and inspire a team. Here are 15 keys to successful teamwork and 15 great team building quotes to inspire it.
Don't underestimate the power of team building quotes. They are a great source of inspiration. Furthermore, team building quotes are a great way to start or end a team meeting.
Read further: https://blog.weekdone.com/team-building-quotes-inspire-teamwork/
Emotional Intelligence And Leadership: The Incredible DuoMichael Lee
Emotional intelligence and leadership go hand in hand in many ways. If you want to become an effective leader, then you need to understand that emotional intelligence can help you in leaps and bounds.
As a leader, you spend a lot of your time making sure that your team is working well together. Here are the secrets that every manager should know to make your team successful.
Subscribe to our free 11-day email course on HOW TO BE A BETTER LEADER:
http://officevi.be/29Sx4bK
Read more on employee engagement on Officevibe blog:
https://www.officevibe.com/blog
40 Tools in 20 Minutes: Hacking your Marketing CareerEric Leist
Marketing today requires doing a little bit of everything from creative writing to HTML to light Photoshopping. There are a ton of free tools to make those tasks easier and scalable.
Originally presented at Suffolk University's Bridging the Gap Conference--April 18th, 2014.
WEB APPS
http://zapier.com
https://ifttt.com/
http://twitterfeed.com/
http://gaggleamp.com
http://landerapp.com/
https://support.google.com/analytics/answer/1033867?hl=en
http://99designs.com/
http://visual.ly
http://www.alexa.com/
http://www.hubspot.com/blog-topic-generator
http://www.wordle.net/
www.inboundwriter.com
http://litmus.com/
http://www.inboundwriter.com/
https://www.optimizely.com/
http://thenounproject.com/
http://fortawesome.github.io/Font-Awesome/
https://www.facebook.com/help/459892990722543/
http://ads.twitter.com
https://plzadvize.com/
DESKTOP APPS
https://itunes.apple.com/us/app/caffeine/id411246225?mt=12
http://jumpcut.sourceforge.net/
http://www.gifgrabber.com/
http://www.gimp.org/
EMAIL TOOLS
http://getsignals.com
http://www.yesware.com/
http://www.boomeranggmail.com/
http://rapportive.com/
http://www.wisestamp.com/
http://verify-email.org
MOBILE APPS
https://play.google.com/store/apps/details?id=com.xuchdeid.clear
https://itunes.apple.com/us/app/cardmunch-business-card-reader/id478351777?mt=8
BROWSER PLUGINS
https://chrome.google.com/webstore/detail/omnidrive/gpnikbcifngfgfcgcgfahidojdpklfia?hl=en-US
https://addons.mozilla.org/en-US/firefox/addon/klout/
LEARNING PLATFORMS
http://www.google.com/analytics/learn/
http://www.codecademy.com/
http://teamtreehouse.com/
https://generalassemb.ly/
http://www.intelligent.ly/
http://smarterer.com/
Too many people view partnerships as a form of sales. While similar, partnerships are much more involved. Here are a few tips for cultivating strategic partnerships that can generate growth and lead to long term revenue growth.
Pitching Ideas: How to sell your ideas to othersJeroen van Geel
Learn how to convince others of your UX ideas by understanding them.
We are good in designing usable and engaging products and services. We understand the user's needs and have a toolkit with dozens of deliverables. But for some reason it remains difficult to sell an idea or concept to team members, managers or clients. After this session that problem will be solved!
Selling your ideas and convincing others is one of the most undervalued assets in our field. This ranges from convincing a colleague to use a certain design pattern to selling research to your boss and convincing a client to go for your concept. You can come up with the best ideas in the world, but if it is presented in the wrong way these ideas will die a lonely dead. This is sad, because everybody can learn how to bring a message across. The main thing is that you know what to pay attention to.
In this session I will take you on a journey through the world of presenting ideas. We will move through the heads of clients and your colleagues, learn what their thoughts and needs are. We will move to the core of your idea and into the world of psychology.
Supervisors need to
~ Offer mystery, compassion, openness, and a simple presence instead of answers or being the expert
~ Learn contemplative listening which means
~ Being receptive to visual, auditory, kinesthetic and intuitive cues
~ Without an agenda
~ Without a compulsion to help
~ The most important phrases a supervisor can learn are "I don't know" and "I could be wrong"
Incorporating photos and videos into your PowerPoint decks can greatly enhance a presentation. Learn how illustrating concepts with meaningful imagery can make your presentation great.
Learn more: http://www.lynda.com/Photography-training-tutorials/70-0.html
Describes method and tools for measuring well-being at work. Shows how to measure cultural and personal entropy. Improved version of previous presentation
This presentation is based on my new book which will be published in August 2016. The book is entitled... A New Psychology of Human Well-Being. The presentation looks at the root causes of depression (the ego-soul dynamic) and how to improve the level of well-being in organizations.
Berlin: How leaders build cultural capital--A MasterclassBarrett Academy
A masterclass in building cultural capital using the Cultural Transformation Tools. The sixth in a series of lectures as part of a tour of Germany in April 2016.
Frankfurt: Transforming organizational cultures through values a deeper pers...Barrett Academy
A deeper, more profound perspective on organizational and personal transformation. The fourth of a series of lectures as part of a tour of Germany in April 2016.
Algunos de los programas y servicios que en combinación con Tony Scotti's Vehicle Dynamics Institute impartimos en México.
Mas información y calendarios en www.securitydriving.mx
India is a land known for many things and most profoundly it is known for Yoga. Yoga is an ancient form of mediation which not only relaxes your mind but also liberates your body and spirit of fatigue due to daily work routine. A lot of foreign people now travel to India not in search of beaches and food but for Yoga retreats in India
El conocimiento de sí mismo y su experimentación es lo que llamamos consciencia. Expandir nuestra consciencia es sencillos si tenemos las herramientas adecuadas para llevarnos de regreso al ser. Ser más libres y tener una vida más plena es el objetivo de una vida vivida conscientemente. Ser quien uno es, verdaderamente, sencillamente. Fluir con la vida. Llave Esencial www.esencial.info
El LIDERAZGO INTEGRAL CONSCIENTE es un nuevo enfoque tipo filosófico y trascendental de un Rol que el ser humano desarrolla constantemente en cuatro campos de las actividades humanas. Fundamentado en conceptos orientales, esta nueva forma de interpretar el liderazgo en los tiempos modernos, sorprende e interpela la reflexión sobre su validez. De ser denostado por la crítica haya servido al menos para sacar al pensamiento de su zona de confort.
The spiritual psychological dimension of creativity and flow richard barrett ...Barrett Academy
This slide deck was presented in a key note speech at the ESADE Spirituality and Creativity in Management World Congress held in Barcelona on 23-25 April 2015
What is being called forth in business and politics is a global paradigm shift. It’s a shift from a world focused on self-interest to a world focused on the common good. It’s a shift from “what’s in it for me” to “what’s best for everyone.”
Rethinking employee engagement from the perspective of psychological developm...Barrett Academy
This presentation looks at employee engagement from a psychological perspective. It provides an overview of the seven stages of psychological development and describes the needs at each stage.
FanatiCo - turning workplaces into fan-bases
This session presentation, led by Nina Dar of FanatiCo looks, into;
• What is leadership?
• Emotional tagging
• What makes a good leader
• Knowing your team as a leader
• Leading your team
• The challenges of being a leader
www.fanatico-company.com
@FanticoCompany
Leadership talk designed to engage Generation Z and Millennials and understand what they believe is important. Relevant now more that ever in the run up to the election.
A description of the Humanity Awareness Initiative, its origins, its purpose, and vision. Showing details of the audiences and the implementation process.
Nuremberg: Values-driven organizations, communities and societiesBarrett Academy
Experiences of using the Cultural Transformation Tools in building values-driven communities and nations. The second lecture as part of tour of Germany in April 2016.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
WHO AM I?
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Chairman and Founder of the
Barrett Values Centre
(www.richardbarrett.net)
OUR MISSION
To support leaders in building positive values-driven
organizations.
OUR VISION
To create a positive values-driven society.
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… powerful metrics to support
leaders in building values-
driven organizations
and values-driven
societies.
provides …
Phil Clothier, CEO of Barrett
Values Centre.
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Key Stats:
Founder: Richard Barrett
Since: 1997
Scale: Over 6000 organisations use
CTT assessments in 94 counties
Values Assessments for:
Individuals, Leaders (360°), Teams
Corporations, Governments,
NGOs, Schools, Communities and
Nations
Global Network: Over 5,000
Certified Practitioners and
Consultants
Supporting Leaders in Building
Values-Driven Organisations
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THE SECTORS WE WORK IN:
• Agriculture / forestry / fishing
• Banking / Financial Services
• Central / Local Government
• Chemical and pharma
• Construction
• Education / University
• Fast Moving Consumer Goods
• Food and drink
• Healthcare
• Hospitality / Entertainment /
Tourism
• IT/ Telecoms/ Electronics
• Manufacturing
• Media/Film/TV/Publishing
• Military
• NGO / Not for profit
• Oil/gas/mining
• Police & Justice
• Professional Services
• Retail and wholesale
• Scientific / Technical /
Engineering
• Scientific and technical
• Social housing
• Transportation
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“Richard Barrett has made
extraordinary contributions to
our understanding of
organisational values and
culture. His frameworks for
measuring culture and enabling
whole system change are
elegant. His reservoir of know-
ledge is vast and his connection
to timeless wisdom is profound.”
Raj Sisodia, Co-founder and co-
chairman of Conscious
Capitalism Inc. and Professor
of Global Business, Babson
College, USA.
WHAT REVIEWERS ARE SAYING …
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This is not a book about coaching per
se, it is about the framework of
human development that coaches
need to be familiar with to facilitate
the full emergence of their client’s
potential.
“I rarely do reviews, but This one blows
everything out of the park. It provides a
frighteningly accurate and scientifically
grounded framework that explains the entire
process of human consciousness development,
with practical tools especially for coaches.
Coaching aside, Every human being needs to
read this. Period.”
Pang on Amazon.co.uk
WHAT REVIEWERS ARE SAYING …
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“A brilliant synthesis of the psychology of
the future.” John Gray, author of Men Are
From Mars, Women Are From Venus
“Richard’s brilliant book redefines the
meaning of well-being for the 21st
century. A must read!” Patricia Aburdene,
author of Megatrends 2010: The Rise of
Conscious Capitalism and Conscious Money.
“A brilliant book that will challenge your
understanding of who you are and the
world in which you live. Highly
recommended.” John Mackey, co-Founder
and co-CEO, Whole Foods Market.
Available August 2016
WHAT REVIEWERS ARE SAYING …
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
IN ORDER TO UNDERSTAND THE EGO-
SOUL DYNAMICS OF DEPRESSION
WE MUST ADDRESS THE
PROBLEM OF IDENTITY
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Let’s do an exercise
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EXERCISE
I am going to make a series of statements.
If the statement is true for you,
please stand up.
Otherwise remain seated.
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Who are you?
EXERCISE
(Practice run)
I have a television
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Who are you?
EXERCISE
(Practice run)
I am a television
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Who are you?
EXERCISE
(Now the real thing)
I have a body
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Who are you?
EXERCISE
(Now the real thing)
I am a body
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23
Who are you?
EXERCISE
I have an ego
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24
Who are you?
EXERCISE
I am an ego
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Who are you?
EXERCISE
I have a soul
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Who are you?
EXERCISE
I am a soul
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Who are you?
EXERCISE
3 minutes
Discuss with your neighbour
1. Are you primarily an ego or are
you primarily a soul?
2. Do you have a soul or are you a soul?
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Progression in Enlightenment
1. I have a soul
2. I am a soul
3. Your soul has you
A fundamental shift in IDENTITY
A shift from 3-D awareness to 4-D awareness
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
… WE MUST ALSO SOLVE THE
PROBLEM OF PERSPECTIVE
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Understanding the difference between
the Ego and Soul Realities
FIVE FINGER EXERCISE
If we can understand the difference between two-
dimensional reality and three-dimensional reality then
we can get a sense of what the difference is between
three-dimensional reality and four-dimensional reality.
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FIVE FINGER EXERCISE
FLATLAND
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Our physical senses are only tuned in to
interpreting what is happening in our 3-D
material reality—a narrow band of
frequencies.
As long as we identify with our physical
body and its senses, we will be unaware of
what is happening in our 4-D energetic
reality.
PERCEPTION
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Three-dimensional reality
SEPARATION
THE COMB ANALOGY
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Four-dimensional reality
CONNECTION
THE COMB ANALOGY
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Perception is the root of reality. Because of our
limited senses we can only perceive a small spectrum
of frequencies.
What you perceive and believe
becomes your reality.
The only thing stopping you from identifying with
your soul are the beliefs of the ego about who you
are and the world in which you live.
PERCEPTION
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SOUL Four-dimensional
energetic awareness
(The reality of the soul)
BODY MIND
Science Psychology
Three-dimensional
material awareness
(The reality of the ego)
EGO AND SOUL AWARENESS
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The non mathematician is seized by a
mysterious shuddering when he
hears of four-dimensional things, by
a feeling that is not unlike the occult.
But there is no more commonplace
statement than the world in which
we live is a four-dimensional
continuum.
FOUR DIMENSIONAL AWARENESS
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Properties of 3-D
ego awareness
Properties of 4-D
soul awareness
Time Timelessness
Space Omnipresence
Matter Energy
PROPERTIES OF EGO AND SOUL AWARENESS
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The ego’s 3-D experience
of reality
The soul’s 4-D experience
of reality
Death and decay Being
Separation Connection
Limitation Possibility
Lack Abundance
FEAR LOVE
THE EGO’S AND SOUL’S EXPERIENCE OF REALITY
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What separates us from our souls (energetically)
are the ego’s conscious and subconscious fear-
based beliefs—your belief in separation, limitation,
lack, death and decay (personal entropy).
The four-dimensional energetic soul lives in an
energetic field of love energy—abundance,
possibility, connection and being.
EGO-SOUL SEPARATION
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Ego’s material
awareness
Soul’s energetic
awareness
Death and decay Being
Separation Connection
Limitation Possibility
Lack Abundance
FEAR LOVE
THE SHIFT FROM EGO TO SOUL AWARENESS
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If you want to be happy and
find meaning in your life
then this is what you must
focus on.
The soul’s 4-D experience
of reality
Being
Connection
Possibility
Abundance
LOVE
THE SOUL’S EXPERIENCE OF REALITY
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
WITH THIS BACKGROUND ON IDENTITY AND
PERSPECTIVE WE CAN NOW
DISCUSS DEPRESSION AND WELL-BEING IN
THE CONTEXT OF EGO-SOUL DYNAMICS
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45
MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
A THEORY OF EMOTIONS
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My theory of emotions starts from the premise that
all emotions are a reflection of energy shifts: a
sudden increase or decrease in the amplitude of
vibration of our energy field caused by the body’s or
the ego’s reaction to changes in their external
environment.
A positive energy shift enhances the stability of the
human energy field, thereby supporting the health of
the body. A negative energy shift diminishes the
stability of the human energy field thereby inhibiting
the health of the body.
A THEORY OF EMOTIONS
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POSITIVE EMOTIONS
Meeting the needs of the ego—happiness
Meeting the desires of the soul—joy
NEGATIVE EMOTIONS
Not meeting the needs of the ego—anger
Not meeting the desires of the soul—sadness
Emotional needs might not be met—anxiety
Body needs might not be met—fear
THE SIX BASIC EMOTIONS
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THE SIX BASIC EMOTIONS
Ego emotion Body emotion
(feeling)
Soul emotion
(feeling)
Needs/desires
met Happiness (alive) Joy
Needs/desires
might not be met Anxiety Fear (not applicable)
Needs/desires not
met Anger (distress)
Sadness
(depression)
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HAPPINESS
Happiness is the automatic energetic reaction that arises
when we release the anxieties we have about not being
able to meet one of our deficiency needs or when a
potential threat to a need we have already satisfied is
removed.
Once the anxiety is released, happiness is felt but quickly
dissipates. When we are able to master our deficiency
needs, we experience the feeling of contentment.
Happiness is linked to the following feelings: relief, pride,
pleasure, satisfaction and cheerfulness.
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JOY
Joy arises from the delight of the soul about getting its
desires satisfied. Joy is the longest lasting positive emotion
because it is linked to a sense of fulfilment.
Happiness quickly dissipates because it is linked to the
release of fear. Joy is associated with the following feelings:
optimism, enthusiasm, commitment, expression, creativity,
connection, trust, and contribution.
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FEAR
Fear is the basic emotion shared by all living organisms.
Fear is a present moment experience of the possibility of
not getting your needs met. As soon as a threat disappears,
the fear associated with the threat dissipates quickly. Fear
is linked to the following feelings: shame, guilt, worry,
distress, horror, shock, terror and fright. Thus, we can state:
A threat to our needs Fear
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ANXIETY
Whereas fear is a present moment experience of the
possibility of not getting your needs met, anxiety is a
present moment experience of the possibility of not getting
your needs met in the future.
Anxiety about being punished for something you did, for
example, is an experience of the possibility of not getting
your love and safety needs met in the future.
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ANGER
Anger is the emotional upset associated with coming to
terms with the implications arising from a need not being
met.
The more attached we were to satisfying a particular need,
the angrier we become when that need is not met or when
we believe it might not be met.
Unmet need Anger
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ANGER
We suppress our anger when we feel vulnerable: when we
believe that expressing our anger could compromise our
ability to get one of our other deficiency needs met.
This is why children suppress their anger towards their
parents. If they expressed their true feelings, they would
risk compromising getting their needs met in the future.
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ANGER AND DEPRESSION
Anger/hatred turned inwards Depression
Hatred is the most physiologically damaging of all the
feelings associated with anger, especially when your hate is
turned inwards; when you believe you are the cause of the
reason for not getting your needs met.
Hatred of others creates external separation; hatred of self
creates internal separation; the ego’s separation from the
soul.
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SADNESS
When the ego is unable to get its needs met, it experiences
anger.
When the soul is unable to get its desires met, it
experiences sadness.
When the sadness of the soul accumulates, we experience
depression.
Unmet ego needs Unmet soul desires Sadness Depression
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DEPRESSION SICKNESS AND SUICIDE
When the soul continuously experiences sadness—when the
ego consistently fails to get its deficiency needs met—the
soul’s will to be present in 3-D awareness begins to wane.
When the soul’s will to be present wanes, the body’s will to
stay alive weakens and the ego’s will to survive declines.
When the body’s will to stay alive weakens, the body’s
immune system becomes compromised. When the ego’s will
to survive declines, the ego begins to contemplate suicide.
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A measure of your ability to meet the
needs you have at the stage of
psychological development you are at
(personal mastery) and the needs of the
stages of psychological development you
have passed through.
DEFINITION OF WELL-BEING
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Flourishing occurs towards the end of the
second part of our lives after we have
mastered the seven stages of
psychological development…
and we are able to live in
full-spectrum consciousness
FLOURISHING
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Living in internal alignment (coherence)
Living in external alignment (cohesion)
You must experience both at the same time
to feel a sense of well-being
TWO PARTS TO WELL-BEING
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Internal alignment = Personal alignment
External alignment = Cultural alignment
You must experience both at the same time
to feel a sense of well-being
TWO PARTS TO WELL-BEING
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If you do not have personal
alignment, it doesn’t matter what
cultures you live in, you won’t be
able to feel a sense of well-being.
You will never be happy and find
meaning.
PERSONAL ALIGNMENT IS PRIMARY
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If you do have personal
alignment, the cultures you live in
matter significantly.
They can support you in finding
well-being or they can hinder you
in finding well-being.
IMPACT OF CULTURAL ALIGNMENT
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A measure of your ability to meet the
needs you have at the stage of
psychological development you are at
(personal mastery) and the needs of the
stages of psychological development you
have passed through.
LET’S GO BACK TO OUR DEFINITION
OF WELL-BEING
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Serving
Integrating
Self-actualising
Individuating
Differentiating
Conforming
Surviving
EvolutionofPersonalConsciousness
WHAT ARE THE STAGES OF PSYCHOLOGICAL DEVELOPMENT?
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Serving 60+ years
Integrating 50-59 years
Self-actualising 40-49 years
Individuating 25-39 years
Differentiating 8-24 years
Conforming 3-7 years
Surviving 0- 2 years
EvolutionofPersonalConsciousness
WHEN DO THEY OCCUR?
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Contribution
SOUL DESIRES Connection
Self-expression
START OF EGO-SOUL ALIGNMENT Freedom and autonomy
Security—recognition
EGO NEEDS Safety—belonging
Survival—competence
EvolutionofPersonalConsciousness
EGO NEEDS AND SOUL DESIRES
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In his book, Towards a Psychology of
Being, Abraham Maslow asks the
question: “How does growth happen?”
He answers in the following way:
The single holistic principle that binds
together the multiplicity of human
motives is the tendency for a new and
higher need to emerge as a lower need
fulfils itself by being sufficiently
gratified.
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Abraham Maslow calls our ego needs
deficiency needs and the needs of our
higher self (soul) growth needs.
Man’s higher nature rests on his lower
nature, needing it as a foundation.
The best way to develop this higher
nature is to fulfil and gratify the lower
nature first … (happiness).
…satisfying our deficiencies avoids
illness; growth satisfactions produce
positive health … (meaning).
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Ego needs and Soul desires
Contribution
GROWTH NEEDS Connection
Self-expression
START OF EGO-SOUL ALIGNMENT Freedom and autonomy
Security—recognition
DEFICIENCY NEEDS Safety—belonging
Survival—competence
EvolutionofPersonalConsciousness
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Roberto Assagioli makes the following
observation about the link between
values and stages of development:
The existence of different levels of
being having different values is an
evident and undeniable manifest-
ation of the great law of evolution,
as it progresses from simple and
crude stages to more refined and
highly organized ones.
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Whatever we need is what we value.
Our values are a reflection of our needs.
Values are the energetic drivers of our
aspirations and intentions.
Map your values: www.valuescentre.com/pva
NEEDS AND VALUES
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Because the ego believes it inhabits a body and
lives in a material world, it thinks it can die.
Because it thinks it can die, it thinks it has needs,
and because it thinks it has needs, it develops
fears about not being able to get its needs met.
NEEDS AND FEARS
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The ego has needs and the soul has desires.
When the ego fails to get its needs met we
feel anxious and fearful.
When the soul fails to get its desires met we
feel sad and depressed.
EGO NEEDS AND SOUL DESIRES
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When you are able to meet your deficiency needs you
feel happy and at ease with the world.
When you are unable to meet your deficiency needs
you feel unhappy, anxious, fearful and may become
depressed or suicidal.
When you are able to meet your growth needs, you
want more. You feel joyful.
MEETING YOUR DEFICIENCY NEEDS
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Your ego is a field of conscious awareness that identifies
with your physical body and material awareness.
The ego is not who you are. It is the mask you wear to
get your needs met in the cultural framework of your
material three-dimensional framework of existence.
Ego = False Self
WHAT IS AN EGO?
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“A man without a mask is
indeed very rare. One even
doubts the possibility of such
a man. Everyone in some
measure wears a mask.”
R. D. Laing
The Divided Self
THE EGO MASK
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Your soul is an individuated aspect of the
universal energy field from which everything in
our physical world derives its being.
Your soul is a field of conscious awareness that
identifies with your four-dimensional energy
field. It is who you really are. You don’t have a
soul; your soul has you.
WHAT IS A SOUL?
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Soul Self = True Self + Unique Self
At the level of the true Self, we all share the same values. At
the level of the unique self, we all have different skills, gifts,
and talents. This, I believe, is what Maslow was referring to
when he wrote:
“Each person’s inner nature is in part unique to himself
and in part species-wide.”
THE TWO ASPECTS OF THE SOUL
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Because the soul identifies with your four-
dimensional energy field and not with the
body, the soul knows it cannot die.
The soul has no needs because at the level of
reality at which it exists it instantaneously
creates through its thoughts.
Because the soul has no needs, it has no fears.
THE REALITY OF THE SOUL
81. 2013 2014 2016
These are the books I will be
referring to today.
BOOKS ABOUT PSYCHOLOGY
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What is different about these books compared to
almost all other works on the topics of stages of
development and human well-being is that they
explore psychological development from the
perspective of the ego-soul evolutionary dynamic.
You will not find this approach in any scientific papers
because the soul (sometimes called the higher-self or
the inner core), along with the topic of consciousness,
for the most part, is ignored by the academic world.
WHAT IS DIFFERENT ABOUT THESE BOOKS
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
WHAT IS THE EGO-SOUL DYNAMIC AND
WHAT ARE THE SEVEN STAGES OF
PSYCHOLOGICAL DEVELOPMENT
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A personal journey
Every person is on an
evolutionary journey of
psychological development.
Surviving
Conforming
Differentiating
Individuating
Self-actualizing
Integrating
Serving
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85
We grow in stages of psychological
development
We operate at levels of consciousness
We live inside (are embedded in)
cultural world views
STAGES, LEVELS AND WORLD VIEWS
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All things being normal, the level of
consciousness we operate from will
correspond to the stage of
psychological development
we have reached.
LEVELS OF CONSCIOUSNESS
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Stages Levels of Consciousness
Serving SERVICE
Integrating MAKING A DIFFERENCE
Self-actualising INTERNAL COHESION
Individuating TRANSFORMATION
Differentiating SELF-ESTEEM
Conforming RELATIONSHIP
Surviving SURVIVAL
EvolutionofPersonalConsciousness
STAGES AND LEVELS
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Surviving
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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INFANCY
-2 Years Old
Staying alive!
LEARNING TO CONTROL
Ability to get basic
physiological needs met.
Surviving
Stage Motivation
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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Where does the will to survive come from?
You will not find the answer in any scientific papers.
The will to survive is the soul’s will to be
present in 3-D material awareness.
The will to survive is the motivating force of the
body-mind (reptilian mind/brain), the emotional-mind (limbic
mind/brain) and rational mind (neocortex mind/brain).
THE WILL TO SURVIVE
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Conforming
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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Stages of Psychological Development
Conforming
Stage Motivation
CHILDHOOD
3-7 Years Old
Keeping safe and secure!
LEARNING TO BE LOVED
Ability to feel accepted and
sense of belonging.
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The ego begins to form soon after the limbic mind/brain
becomes dominant around the age of two and continues
developing until our early 20s.
The soul mind creates the ego mind when it becomes
overwhelmed by the pain of being present in 3-D material
reality. This pain is caused by the energy of fear and
separation.
Repression and dissociation
THE BIRTH OF THE EGO
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Stages of Psychological Development
Differentiating
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Differentiating
Stage Motivation
TEENAGER +
8-24Years Old
Distinguishing yourself!
LEARNING TO BE RECOGNIZED
Ability to feel respected
and recognized by others.
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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The ego mind is comprised of the emotional mind (limbic
mind/brain) and the rational mind (the neocortex
mind/brain).
The will to keep safe and feel secure is how the ego
interprets the soul’s will to be present in 3-D awareness.
The ego is the unknowing guardian of the soul’s incarnation
intention.
THE EGO MIND
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Whereas the ego-mind is responsible for the
survival, safety and security of the body in its
physical, social and cultural framework of
existence, the body-mind is responsible for the
homeostatic functioning of the physical body—
keeping the body alive.
THE EGO MIND AND THE BODY MIND
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INDIVIDUATING
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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INDIVIDUATING
Stage Motivation
YOUNG ADULT
25-39 Years Old
Releasing your fears!
ACCOUNTABILITY
Finding freedom and
autonomy to understand
who you really are.
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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SELF-ACTUALIZING
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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SELF-ACTUALIZING
Stage Motivation
ADULTHOOD
40-49 Years Old
Becoming who you are!
SELF-EXPRESSION
Ability to satisfy your
desire for meaning
and purpose.
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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INTEGRATING
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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INTEGRATING
Stage Motivation
MATURE ADULT
50-59 Years Old
Aligning with others!
CONNECTION
Ability to satisfy the desire
to make a difference
in your world.
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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SERVING
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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SERVING
Stage Motivation
SENIOR
60+ Years Old
Finding fulfilment!
CONTRIBUTION
Ability to satisfy your
desire to serve the
greater good.
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
UNDERSTANDING
EGO-SOUL DYNAMICS
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Ego
Development
Ego-Soul Alignment
Soul
Emergence
SURVIVING
CONFORMING
DIFFERENTIATING
INDIVIDUATING
SELF-ACTUALIZING
INTEGRATING
SERVING
PSYCHOLOGICALDEVELOPMENT
STAGES OF PSYCHOLOGICAL DEVELOPMENT
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Individuating
Integrating
Differentiating
Conforming
Surviving
Stages of Development
Serving
Self-actualizing
SOUL
EGO
Control
If you have fears about surviving
you will not be able to self-express
Self-expressionEGO-SOUL
ALIGNMENT
No existential fears
MASTERING SURVIVING PREPARES YOU FOR SELF-ACTUALIZING
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SOUL
EGO
Belonging
If you have fears about being accepted
you will not be able to connect
Connecting
Individuating
Integrating
Differentiating
Conforming
Surviving
Stages of Development
Serving
Self-actualizing
SOUL
EGO
EGO-SOUL
ALIGNMENT
MASTERING CONFORMING PREPARES YOU FOR INTEGRATING
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SOUL
EGO
Recognition
If you have fears about your self-worth
you will not be able to contribute
Contributing
Individuating
Integrating
Differentiating
Conforming
Surviving
Stages of Development
Serving
Self-actualizing
SOUL
EGO
EGO-SOUL
ALIGNMENT
MASTERING DIFFERENTIATING PREPARES YOU FOR SERVING
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A failure to master to ego stages of
development results in mental and
physical disorders when you reach the
soul stages of activation.
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Let us for a moment use the incidence of
suicide as a proxy for the incidence of
depression (sadness of the soul) and show
how the scale of suicide/depression
relates to the stages of psychological
development.
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A FAILURE TO
DIFFERENTIATE
Issue of
Recognition
NUMBER OF SUICIDES BY AGE IN UK
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A FAILURE TO
INDIVIDUATE
Issue of
Autonomy
NUMBER OF SUICIDES BY AGE IN UK
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A FAILURE TO
SELF-
ACTUALISE
Issue of Self-
Expression
NUMBER OF SUICIDES BY AGE IN UK
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A FAILURE TO
INTEGRATE
Issue of
Connection
NUMBER OF SUICIDES BY AGE IN UK
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A FAILURE TO
SERVE
Issue of
Contribution
NUMBER OF SUICIDES BY AGE IN UK
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Differentiating
8-24
Striving for
Recognition
Self-actualizing
40-49
Striving for Self-
expression
Individuating
25-39
Striving for
Autonomy
Integrating
50-59
Striving for
Connection
Serving
60+
Striving for
Contribution
The key issues related to depression at work.
The dysfunctions associated with a failure to meet the needs
of a stage of development may show up in that stage or the
early years of the subsequent stage.
Age
Overlap
Age
Overlap
Age
Overlap
Age
Overlap
DEPRESSION AT DIFFERENT STAGES OF DEVELOPMENT
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The fears you develop during the first
three stages of development can cause
stress and prevent you from fulfilling
your soul’s desires, thereby leading
depression and sickness later in life.
THE IMPACT OF THE EGO’S UNMET NEEDS
ON SOUL ACTIVATION
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1. … we believe we may not be able to cope with the
demands that have been put on us.
2. … we believe the demands that are being put on will
prevent us from getting our own needs met.
3. … we are afraid to confront those who are putting
demands on us. The resentment thus created creates
internal instability—lack of personal alignment.
STRESS OCCURS WHEN …
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1. Stress is not a derivative of what is going on in your life; it
is a derivative of the meaning you give to what is going on
in your life through your beliefs and your ability to cope.
Stress originates from your fears, not from any external
source (lack of personal alignment).
2. Your boss may press you to get a job done, but you are
the one who converts this demand into stress. Without
your inner fears, there is no pressure and stress, there is
only what is.
STRESS
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1. … we allow the ego’s fear-based beliefs about meeting its
deficiency needs prevent us from fulfilling the desires of our soul—
lack of personal alignment.
OR
2. … the situation (cultural context) in which we find ourselves
prevents or blocks us from meeting the needs of the stage of
development we are at—lack of cultural alignment.
DEPRESSION OCCURS WHEN …
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We can get stressed, depressed and even suicidal when we
allow our fear-based PROGRAMMING from the first three
stages of development block us from meeting the needs of
the stage of development we are at (lack of personal
alignment).
OR
We can get stressed, depressed and even suicidal if the
CONTEXT we are living in prevents us from meeting the
needs of the stage of development we are at (lack of
cultural alignment—parental, organizational, community).
IN OTHER WORDS …
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Cultural contexts that prevent us from meeting
our needs and in particular the work context.
Any fear-based programming (lack of personal
alignment) we have will acerbate the downward
spiral into depression or suicide due to lack of
cultural alignment.
The focus of most of the rest of this
presentation will be on:
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Surviving Stage (Survival):
Parental (abandonment, uncaring, etc.)
Conforming Stage (Belonging)
Parental (lack of acceptance and abuse, etc.)
Differentiating Stage (Recognition):
Parental (lack of recognition, etc.)
School (bullying)
Community (discrimination)
CAUSES OF NEUROSIS AND DEPRESSION
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Individuating Stage (Autonomy):
Work (high cultural entropy)
Community (discrimination)
National (lack of freedom and discrimination)
Self-actualizing Stage (Self-expression):
Work (high cultural entropy)
Community (discrimination)
National (lack of freedom and discrimination)
CAUSES OF NEUROSIS AND DEPRESSION
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Integrating Stage (Connection):
Work (high cultural entropy)
Community (discrimination)
National (lack of freedom and discrimination)
Serving Stage (Contribution):
Community (discrimination)
National (lack of freedom and discrimination)
CAUSES OF NEUROSIS AND DEPRESSION
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
MEASURING WELL-BEING AT WORK
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Our own lack of internal alignment—ego soul
dynamics. Issues we have with regard to our unmet
survival, relationship and self-esteem needs, and
The culture of the organization
The character and behaviour of our boss
WHAT PREVENTS US FROM FINDING
WELL-BEING AT WORK
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I am going to focus on these two issues
in the remainder of this presentation:
The culture of the organization
The character and behaviour of our boss
WHAT PREVENTS US FROM FINDING
WELL-BEING AT WORK
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
MEASURING CULTURAL WELL-BEING
IN AN ORGANIZATION
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Levels of Well-being
Service to Humanity and the Planet
Social Responsibility, Future Generations, Long-Term
Perspective, Ethics, Compassion, Humility.
Strategic Alliances and Partnerships
Environmental Awareness, Community Involvement,
Employee Fulfilment, Coaching/Mentoring.
Building Internal Community
Shared Values, Vision, Commitment, Integrity,
Trust, Passion, Creativity, Openness, Transparency.
Continuous Renewal and Learning
Accountability, Adaptability, Empowerment, Teamwork,
Goals Orientation, Personal Growth.
High Performance
Systems, Processes, Quality, Best Practices,
Achievement, Pride in Performance.
Harmonious Relationships
Loyalty, Open Communication, Customer Satisfaction,
Collegiality, Friendship, Harmony.
Financial Stability
Financial Stability, Shareholder Value, Organisational
Growth, Employee Health, Safety.
`
CULTURAL WELL-BEING INDICATOR FOR ORGANIZATIONS
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Higher is only better if all the previous levels have
positive values indicators. We need a strong
foundation.
Well-Being Inhibitors
The presence of limiting values at the financial
stability, harmonious relationships and high
performance levels can lower the overall level of
cultural well-being in an organization.
CULTURAL WELL-BEING INDICATOR
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Well-being Inhibitors
High Performance
Bureaucracy, Hierarchy, Complacency, Arrogance,
Confusion, Power-seeking, Silo Mentality
Harmonious Relationships
Blame, Manipulation, Internal Competition, Empire
Building, Internal Politics.
Financial Stability
Control, Micro-management, Greed, Demanding,
Exploitation, Job Insecurity, Short-term focus
`
CULTURAL WELL-BEING INHIBITATORS
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1. Customer satisfaction
2. Making a difference
3. Commitment
4. Employee fulfilment
5. Continuous improvement
6. Humour/fun
7. Shared vision
8. Customer collaboration
9. Balance (home/work)
10. Teamwork
CULTURAL WELL-BEING OF ORGANIZATION “A”
`
Top ten current culture values
Cultural Entropy = 7%
93%
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CULTURAL WELL-BEING OF ORGANIZATION “B”
`
1. Long hours(L)
2. Confusion (L)
3. Short-term focus (L)
4. Blame (L)
5. Information hoarding (L)
6. Manipulation (L)
7. Hierarchy (L)
8. Results orientation
9. Bureaucracy (L)
10. Quality
Top ten current culture values
Cultural Entropy = 47%
53%
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Customer satisfaction
Making a difference
Commitment
Employee fulfilment
Continuous improvement
Humour/fun
Shared vision
Customer collaboration
Balance (home/work)
Teamwork
ORGANIZATION “A”
Long hours(L)
Confusion (L)
Short-term focus (L)
Blame (L)
Information hoarding (L)
Manipulation (L)
Hierarchy (L)
Results orientation
Bureaucracy (L)
Quality
ORGANIZATION “B”
High Well-
being and Low
Cultural
Entropy
7%
Low Well-being
and High
Cultural
Entropy
47%
WHICH ORGANIZATION WOULD BE THE LEAST STRESSFUL TO WORK IN
Stress
Inducing
Values
No
Stress
Inducing
Values
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
FULL CULTURAL VALUES ASSESSMENT
RESULTS FOR ORGANIZATIONS
“A” AND “B”
139. Organization “A” (19 people)
customer satisfaction 13 2(O)
making a difference 13 6(S)
commitment 10 5(I)
employee fulfilment 10 6(O)
continuous improvement 9 4(O)
humour/ fun 9 5(O)
shared vision 9 5(O)
customer collaboration 8 6(O)
balance (home/work) 6 4(O)
teamwork 6 4 (R)
customer satisfaction 12 2(O)
continuous improvement 10 4(O)
employee fulfilment 10 6(O)
making a difference 9 6(S)
shared vision 9 5(O)
continuous learning 8 4(O)
accountability 6 4(R)
innovation 6 4(O)
teamwork 6 4(R)
trust 6 5(R)
Values PlotCopyright 2015 Barrett Values Centre
I = Individual
R = Relationship
Black Underline = PV & CC
Orange = PV, CC & DC
Orange = CC & DC
Blue = PV & DC
P = Positive
L = Potentially Limiting (white circle)
O = Organisational
S = Societal
Matches
PV - CC 4
CC - DC 6
PV - DC 4
Cultural Entropy:
Current Culture
7%
family 15 2(R)
making a difference 13 6(S)
humour/ fun 11 5(I)
well-being 11 6(I)
continuous learning 10 4(I)
commitment 8 5(I)
accountability 7 4(R)
financial stability 7 1(I)
trust 7 5(R)
compassion 6 7(R)
Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC)
7
6
5
4
3
2
1
IRS (P)=6-4-1 IRS (L)=0-0-0 IROS (P)=1-1-8-1 IROS (L)=0-0-0-0 IROS (P)=0-3-6-1 IROS (L)=0-0-0-0
140. Organization “A” (19 people)
Personal Values
Values DistributionCopyright 2015 Barrett Values Centre
Positive Values
Potentially Limiting Values
Current Culture
Values
Desired Culture
Values
C
T
S 2
1
3
4
5
6
7
C = Common Good
T = Transformation
S = Self-Interest
0%
0%
0%
5%
14%
9%
21%
25%
17%
9%
0% 20% 40% 60%
1
2
3
4
5
6
7
2%
0%
5%
6%
10%
4%
20%
28%
24%
1%
0% 20% 40% 60%
1
2
3
4
5
6
7
0%
0%
0%
5%
9%
10%
27%
23%
22%
4%
0% 20% 40% 60%
1
2
3
4
5
6
7
CTS = 51-21-28 CTS = 53-20-27 CTS = 49-27-24
Cultural Entropy = 0%
Cultural Entropy = 7%
Cultural Entropy = 0%
Low level of
Cultural Entropy
= High level of
Employee
Engagement
26%
46%
28%
25%
48%
27%
26%
50%
24%
141. Organization “B” (35 people)
confusion (L) 15 3(O)
long hours (L) 12 3(O)
short-term focus (L) 11 1(O)
blame (L) 10 2(R)
information hoarding (L) 9 3(R)
manipulation (L) 8 2(R)
hierarchy (L) 8 3(O)
results orientation 7 3(O)
bureaucracy (L) 6 3(O)
quality 6 3(O)
continuous improvement 11 4(O)
information sharing 10 4(O)
quality 9 3(O)
customer satisfaction 8 2(O)
teamwork 8 4(R)
accountability 7 4(R)
professionalism 7 3(O)
efficiency 6 3(O)
balance (home/work) 6 4(O)
continuous learning 6 4(O)
Values PlotCopyright 2016 Barrett Values Centre
I = Individual
R = Relationship
Black Underline = PV & CC
Orange = PV, CC & DC
Orange = CC & DC
Blue = PV & DC
P = Positive
L = Potentially Limiting (white circle)
O = Organisational
S = Societal
Matches
PV - CC 0
CC - DC 1
PV - DC 2
Cultural Entropy:
Current Culture
47%
commitment 26 5(I)
honesty 12 5(I)
integrity 9 5(I)
adaptability 8 4(I)
continuous learning 8 4(I)
responsibility 8 4(I)
cooperation 8 5(R)
efficiency 7 3(I)
family 6 2(R)
humour/ fun 6 5(I)
Level Personal Values (PV) Current Culture Values (CC) Desired Culture Values (DC)
7
6
5
4
3
2
1
IRS (P)=9-3-0 IRS (L)=0-0-0 IROS (P)=0-0-3-0 IROS (L)=0-3-5-0 IROS (P)=0-3-8-0 IROS (L)=0-0-0-0
142. Organization “B” (35 people)
Personal Values
Values DistributionCopyright 2016 Barrett Values Centre
Positive Values
Potentially Limiting Values
Current Culture
Values
Desired Culture
Values
C
T
S 2
1
3
4
5
6
7
C = Common Good
T = Transformation
S = Self-Interest
2%
0%
0%
6%
10%
13%
21%
36%
7%
5%
0% 20% 40% 60%
1
2
3
4
5
6
7
11%
11%
25%
6%
6%
11%
16%
7%
5%
2%
0% 20% 40% 60%
1
2
3
4
5
6
7
2%
0%
0%
3%
10%
18%
32%
23%
9%
3%
0% 20% 40% 60%
1
2
3
4
5
6
7
CTS = 48-21-31 CTS = 14-16-70 CTS = 35-32-33
Cultural Entropy = 2% Cultural Entropy = 47% Cultural Entropy = 2%
High level of
Cultural Entropy
= Low level of
Employee
Engagement
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
WHAT IS CULTURAL ENTROPY?
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The amount of energy that is consumed in an organisation
doing unnecessary or unproductive work
that does not add value.
It is a measure of the conflict, friction and frustration that
employees encounter in their day-to-day activities that
prevent the organisation from operating at peak
performance and cause employees to experience stress.
WHAT IS CULTURAL ENTROPY
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Cultural entropy significantly impacts employee engagement.
25%
35%
45%
55%
65%
75%
85%
0% 5% 10% 15% 20% 25% 30%
Cultural Entropy
EmployeeEngagement
Low Entropy =
High Engagement
High Entropy =
Low Engagement
Cultural Entropy and Employee Engagement
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Cultural Entropy and Employee Engagement
Cultural Entropy Most employees
are ….
10% or less Highly Engaged
11% to 20% Engaged
21% to 30% Becoming Disengaged
31% to 40% Disengaged
41% or more Highly Disengaged
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Cultural entropy is a function of the
personal entropy of the current leaders of
an organisation and institutional legacy of
personal entropy of past leaders as
embedded in the structures, systems,
policies and procedures.
HOW DOES CULTURAL ENTROPY ARISE?
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
MEASURING PERSONAL ENTROPY
OF THE LEADERS
149. Powerful metrics that enable leaders to measure and manage cultures.
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Personal entropy is the amount of fear-driven
energy that a person expresses in his or her
day-to-day interactions with other people.
It is a measure of the lack of personal well-
being and personal mastery skills. Fear-driven
energy arises from the conscious and
subconscious fear-based beliefs of the ego
about meeting its deficiency needs.
WHAT IS PERSONAL ENTROPY?
150. Personal Well-being Indicator
Levels of Well-being
Service to Humanity and the Planet
Compassion, Humility, Forgiveness, Ethics, Future
Generations, Wisdom, Ease with Uncertainty.
Making a Difference in the Community
Actualising Meaning, Collaboration, Intuition,
Mentoring, Empathy, Community Involvement.
Finding Meaning in Existence
Integrity, Authenticity, Creativity, Passion, Honesty,
Trust, Fairness, Generosity, Humour/fun.
Continuous Growth and Development
Adaptability, Continuous Improvement, Courage,
Autonomy, Independence, Freedom.
Building a Sense of Self Worth
Pride in Self, Self-Reliant, Positive Self-image, Being
the best, achievement, recognition.
Harmonious Relationships
Family, Friendship, Belonging, Caring, Open
Communication, Listening.
Physical Survival and Safety
Health, Nutrition, Financial Stability, Self-Discipline,
Job security, Wealth.
`
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Each level corresponds to a separate stage of
psychological development. See Annex.
Higher is only better if all the previous levels have
been mastered—have positive values indicators.
PERSONAL WELL-BEING INDICATOR
152. Powerful metrics that enable leaders to measure and manage cultures.
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The presence of limiting values at the survival,
relationships and self-worth levels can lower
the overall level of personal well-being.
I am not enough
I am not loved enough
I do not have enough
PERSONAL WELL-BEING INHIBITOR
153. Powerful metrics that enable leaders to measure and manage cultures.
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Personal Well-Being Inhibitors
Well-being Inhibitors
Building a Sense of Self-worth
Complacency, Arrogance, Image, Power-seeking,
Status-seeking, Boasting, Lack of Confidence.
Harmonious Relationships
Blame, Being Liked, Manipulation, Jealousy,
Neediness, Relationship insecurity, Demanding.
Physical Survival and Safety
Control, Caution, Risk-averse, Greed, Job
Insecurity, Short-term focus, Impatience.
`
154. Powerful metrics that enable leaders to measure and manage cultures.
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PERSONAL WELL-BEING OF LEADER “A”
`
Top ten values based on
Feedback from collaborators
Personal Entropy = 8%
1. Vision
2. Appreciative
3. Enthusiasm
4. Making a difference
5. Global perspective
6. Accessible
7. Authentic
8. Balance home/work
9. Experience
10. Wisdom
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PERSONAL WELL-BEING OF LEADER “B”
`
1. Long hours(L)
2. Confusion (L)
3. Short-term focus (L)
4. Blame (L)
5. Information hoarding (L)
6. Manipulation (L)
7. Hierarchy (L)
8. Results orientation
9. Bureaucracy (L)
10. Quality
Personal Entropy = 27%
Top ten values based on
Feedback from collaborators
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Vision
Appreciative
Enthusiasm
Making a difference
Global perspective
Accessible
Authentic
Balance home/work
Experience
Wisdom
LEADER “A”
Long hours(L)
Quality conscious
Drive and determination
Ambitious
Commitment
Cautious (L)
Reliable
Achievement
Demanding (L)
Internally competitive (L)
LEADER “B”
Personal
Entropy
8%
Personal
Entropy
27%
WHICH LEADER WOULD BE THE LEAST STRESSFUL TO WORK FOR
Stress
Inducing
Values
No
Stress
Inducing
Values
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What Low Entropy Leaders Focus on …
Based on 3600 Leadership Values Feedback
carried out on 100 leaders from 19 countries (2008-2010)
Commitment
Controlling (L)
Ambitious
Results orientation
Demanding (L)
Experience
Goals orientation
Authoritarian (L)
Humor/fun
Power (L)
Commitment
Positive attitude
Accessible
Teamwork
Trustworthy
Integrity
Accountability
Customer satisfaction
Enthusiasm
Fairness
Low Entropy
Leaders (0-6%)
High Entropy
Leaders (21%+)
Values that address employees needs and
create internal cohesion
Internal
Cohesion
Focus
Self-
Esteem
Focus
Stress
Inducing
Values
158. Powerful metrics that enable leaders to measure and manage cultures.
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Cultural Capital is the new frontier of
competitive advantage.
Mantras Implications
The Culture of an organizations is a
reflection of leadership consciousness
Measurement matters. If you can
measure it, you can manage it.
Who you are and what your organization
stands for is vitally important.
Organizational transformation begins with
the personal transformation of the leaders
You can make the evolution of
consciousness, conscious
Focus on Vision, Mission and Values
Begins with Leading Self
Measure and Map the Values
THE THREE MANTRAS OF ORGANIZATIONAL
PERFORMANCE
159. continuous learning 11 Level 4
generosity 11 Level 5
commitment 10 Level 5
positive attitude 10 Level 5
vision 10 Level 7
ambitious 9 Level 3
making a difference 8 Level 6
results orientation 8 Level 3
honesty 7 Level 5
integrity 7 Level 5
intuition 7 Level 6
leadership developer 7 Level 6
1. customer satisfaction 16 Level 2
2. commitment 11 Level 5
3. continuous learning 11 Level 4
4. making a difference 11 Level 6
5. global perspective 9 Level 3
6. mentoring 9 Level 6
7. enthusiasm 8 Level 5
8. leadership development 8 Level 6
9. integrity 7 Level 5
10. open communication 7 Level 2
11. optimism 7 Level 5
12. shared values 7 Level 5
Low Personal Entropy of Leader Creates Low Cultural
Entropy Organization
Cultural Entropy 7%Personal Entropy 9%
Cultural ValuesLeader’s Values
The culture of
an organisation
is a reflection
of leadership
consciousness.
CVA Current Culture
PL= 12-0 | IROS (P)= 4-2-5-1 | IROS (L)= 0-0-0-0
Internal
Cohesion
LVA Feedback 27 Assessors
PL = 12-0 | IRO (P) = 9-1-2 | IRO (L) = 0-0-0
Internal
Cohesion
160. The culture of
an organisation
is a reflection
of leadership
consciousness.
LV A Feedback 14 Assessors
PL = 1-9 | IRO (P) = 1-0-0 | IRO (L) = 1-8-0
High Personal Entropy of Leader Creates High Cultural
Entropy Organization
power (L) 11 Level 3
blame (L) 10 Level 2
demanding (L) 10 Level 2
manipulative (L) 10 Level 2
experience 9 Level 3
controlling (L) 8 Level 1
arrogant (L) 7 Level 3
authoritarian (L) 6 Level 1
exploitative (L) 6 Level 1
ruthless (L) 6 Level 1
1. short-term focus (L) 13 Level 1
2. blame (L) 11 Level 2
3. manipulation (L) 10 Level 2
4. caution (L) 7 Level 1
5. cynicism (L) 7 Level 3
6. bureaucracy (L) 6 Level 3
7. control (L) 6 Level 1
8. cost reduction 5 Level 1
9. empire building (L) 5 Level 2
10. image (L) 5 Level 3
11. long hours (L) 5 Level 3
CVA Current Culture
PL= 1-10 | IROS (P)= 0-0-1-0 | IROS (L)= 2-4-4-0
Cultural Entropy 38%Personal Entropy 64%
Cultural ValuesLeader’s Values
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LEADER’S VALUES
Which of the following values/behaviours
most reflect how you operate? Pick ten.
ASSESSOR’S OBSERVED VALUES OF LEADER
Which of the following values/behaviours
most reflect how Leader “X” operates? Pick
ten.
http://www.valuescentre.com/our-products/products-
leaders/leadership-values-assessment-lva
LEADERSHIP VALUES ASSESSMENT
HOW TO MEASURE PERSONAL ENTROPY
164. Powerful metrics that enable leaders to measure and manage cultures.
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MY SPEECH TODAY
HOW TO CREATE
A VALUES-DRIVEN CULTURE
MEASURING WELL BEING AT WORK
CULTURAL TRANSFORMATION TOOLS
165. Powerful metrics that enable leaders to measure and manage cultures.
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CULTURAL TRANSFORMATION TOOLS FOR
ORGANIZATIONS
Cultural Values Assessment
Cultural Evolution Report
Espoused Values Analysis
Small Group (Team) Assessment
Merger/Compatibility Report
Customer Values Assessment
CULTURAL WELL-BEING AND CULTURAL ENTROPY
166. Powerful metrics that enable leaders to measure and manage cultures.
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CULTURAL TRANSFORMATION TOOLS
FOR INDIVIDUALS
Self Assessment
Personal Values Assessment
Individual Values Assessment
Feedback Assessment
Individual Development Report
Leadership Development Report
Leadership Values Assessment
How aligned
I am with my
work place
culture.
Measures
personal
entropy.
PERSONAL WELL-BEING AND PERSONAL ENTROPY
167. Powerful metrics that enable leaders to measure and manage cultures.
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If you want to find
out more about
measuring cultural
entropy and
personal entropy
and creating a high
performance
organization that
supports employee
well-being.
168. Powerful metrics that enable leaders to measure and manage cultures.
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For more information:
Go to: www.valuescentre.com or www.richardbarrett.net
Contact Me: richard@valuescentre.com