I too am getting more and more enamored of this “sense of workplace” phrase as we continue to use it, for it attaches to so much sensory perception about what we can effect. Thank you so much for being part of the conversation Ann Marie; your experience is valuable sharing.

For now, this is the part of your comment which I feel we can learn immediately from: “We all valued type 2 people because WE were mostly type 2 people.” To me that is wise and not at all elitist, for no organizational culture can be all things to all people, and you need to choose your core values and stand up for them unapologetically. Of course there is balance, with valuing diversity and embracing “fresh blood” but there is a core grounding which is so essential.

How does that connect to the subject at hand? This economic shift and generational adjustment means that we have to reevaluate our core values and recommit to them with a newly articulated language of intention. Going back to what Karl and I were talking about, what is the Ho‘ohana we now value, and how will it help us grow in these challenging times?

I too would love to here from your previous head of HR on the topic; however I am also thrilled that his teaching lives on and is shared through your voice Rich – and I bet he would be too.

By the way – I took your last blog link to Fireside chats and the reading made me do my little hula dance of joy :-)

Viral video… While I adore giving presentations (one of my favorite things!) I do have to get much better in the video department. It’s been a suggestion my follow-up is long overdue on (If Phil Gerbyshak reads this you can bet he’ll be rolling his eyes at me). Meanwhile, I do think Ho‘ohana has had some traction, thanks to those who’ve enthusiastically jumped into the conversations of our Ho‘ohana Community; the encouragement keeps me going like that Energizer Bunny, so thank you for adding your voice to the music.

I concur with your insight, that “As a species, I think we are on the cusp of something new…” thus my optimism though this posting presents an issue of crisis proportions, and “the incredible amount of energy that goes into organizational overhead and keeping people in line” IS energy, and thus we can redirect it! Your last line, was one I tweeted earlier this morning before running off to an appointment so more people could be sure to read it (Twitter is my viral-tipping until I finally do video…)

The telling part though was how many people would lose their job with us either by leaving or being shown the door, who wanted to come back. One of the best things about working under the previous head of HR was that he recognized that there was much more to a job than the benefits package and paycheck and he tried to make people feel valued. He didn’t pretend he cared about us, he really DID care about us, and it showed in how he talked with us and treated us. It showed in how he stayed in touch after he went on to another job… not for more money, he wasn’t a type 1 person.

There are so many ways to pay people without touching the check book. I credit him with having taught me a lot of them. We worked really well together and the two of us spent a lot of years working hard to decrease turn-over and increase employee satisfaction within the confines of the payroll budget. I think he’d have loved to join into the conversation here, and had we not lost track of each other early last year I”d send him the link. I’d be eager to see his input.
Rich G.´s last blog ..Fireside chats

As a species, I think we are on the cusp of something new – a point where our brains and accumulated wisdom can pull us out of mere ’survival mode’.

When I read your posts I marvel at the technologies that you have developed for creating a nurturing loving empowering work environment.

What we don’t need any longer is the incredible amount of energy that goes into organizational overhead and keeping people in line.

And above all, there has to be fun in our lives, and the sparkle of mischief in our eyes.

You gave me a memory of my dad with this:

“What we can do first of all is recognize that no organization – governmental, business, religious, or other is going to act in our best interest.”

He phrased it this way: “No job will ever love you back” and I began to agree by merit of my own work experience until I arrived at the aha! moment that, “your Ho‘ohana can love you back, and love everyone, and everything else too.”

Hana ~ work
Ho‘o ~ make something happen
Ho‘ohana ~ make work happen as a Hawaiian value of living well
within our sense of place
Labor Day Aloha

I think you and I are reaching the same conclusions (the ending half of your comment), and what I want people to know is that what we propose is very realistic, very possible, and not just some woo-woo dreaming.

Bottom line: If we work on strengthening the individual (much in the spirit of your comment) we can’t go wrong. Healthy organizations are collections of healthy people.

I ask you to get involved in whatever way you can within your own circle of influence, even if that ‘circle’ is as small and tight as the realistic coaching conversation between you as teacher and one of your students. I’ve been talking to many of them, and they are feeling very alone. Many are not turning to their parents for help, for they are watching them struggle in battles of their own.

We vastly underestimate the positive effect of more frequent conversations – talking story can achieve wonders!

Over the years, I have refused to give in to the push-back I get from managers about the Daily 5 Minutes for a similar reason. They will say, “But Rosa, I talk to my people all the time – we talk every day!” and it may be true, but what is the quality of the conversation? Talking at people and preaching to them is dramatically different from listening to them and being willing to let conversations be emotionally revealing versus keeping them “professional.” This is an emotionally charged issue, and we need to be willing to have more conversations so we can better at them, enabling them to reveal solutions.

I loved the conversation we had about this at JJL: Learning to Listen with The Daily Five Minutes

Believe me, I have no intention of “picking one group over another, or pitting one against the other.” We Ho‘ohana Kākou; tackling this together, with Aloha, and with Lōkahi, the value of collaboration and harmony to guide us. I have an abundance mentality about this!

What I am personally doing, is choosing two audiences where I know my own circle of influence is more effective than not (business – the employer and entrepreneurial side of it, and education, particularly the administrators within academia) rather than taking a scatter-shot approach and being less effective. I see that you are doing the same thing with your level of involvement, and Steve, you are one of those people I often use an example, because you don’t just write and talk about this stuff, you get out there to effect action in a very hands on way — thank you for sharing that link with us.

I thoroughly agree with you that this is also about creativity: It is time for “yes we can” thinking versus “yeah, but” thinking.

Bravo about your clients: One of the things I have committed myself to doing is publishing more success stories that we can learn from – and flagrantly steal ideas from. Let me know if I can give any of your clients a voice on any of our Ho‘ohana Community platforms.