Management System Excellence–Highlights

It’s time to take a temporary break from the theoretical social-emotional development stuff and put the management system back hat on. I’ve been involved in several ISO9001 start-ups and re-toolings over the past twenty years, both internally and as a consultant. It’s been a hands-on chance to get a good feel for what works and what doesn’t.

Some of the following is Wisdom of the Ancients-things I’ve read or been told in my dealings with registrars and other assessors. Much of it is direct observations, summarized from my personal journal of this sometimes crazy management system journey.

One thing is certain: it’s tough to do everything right in a management system startup, but doing just a few things up front can dramatically increase the chances of achieving an end result that is effective and well-received by those the organization counts on to make it work. Several critical success factors and potential barriers are highlighted here.

“What Is” in a Nutshell

ISO9001 is an internationally recognized management model designed to guide a wide range of enterprises to more effectively execute their business plan. Organizations use the standard to demonstrate the ability to consistently provide products and services that meet customer and regulatory requirements. A steering committee of sorts assembles on a regular basis to review and improve the standard. Significant revisions are normally released every 6-8 years. My last ISO experience was with the 2008 revision, and 2015 saw the latest upgrade.

There are “shall” statements and “should” statements. A “shall” requirement means the company must show how they do it. There may be some “shalls” the company does not do because their processes do not require it or they simply did not consider doing it. For the first, exception clauses are included. For the second, if needed some additional elements may need to be added.

ISO is “non-prescriptive”—the company is not forced to do what they already do differently unless, while reviewing the standard, a better way of doing something is uncovered. ISO is a great benchmarking source as it holds the collective wisdom of numerous international experts. So while comparing current practices to the standard, process owner / experts may find a better way to do their work. This happens a lot, and it’s a great fringe benefit of ISO system design.

Certification does NOT mean the quality of an organization’s product or service is assured! It simply means there is a system in place that, IF consistently executed every day, ensures that requirements are met. Big difference!

Set Scope Wisely, and Strategically

The ideal is goals that are aligned with the rest of the company’s strategy, goals that people can easily connect to. Alignment is actually an ISO “shall” but too many design teams go to great lengths re-creating the wheel. You already have a vision, mission and strategies. Incorporate them into your quality policy and objectives, and the terminology you use.

_______ is a premier provider of _______. We have committed to the ___ standard to ensure we consistently, efficiently and effectively meet requirements in all departments and surpass internal as well as external customers’ expectations.

If certification is not a compulsory, externally-driven requirement, scope is yours to determine. Cover the bare bones—the “shall” statements only—and certification may be pretty painless, or use the disciplined best practices of ISO to develop a comprehensive business model. You’ll get out what you put in.

Sure, you can save money and “do” ISO without a registrar, without getting certified…IF the company has the discipline and the gumption to implement what is necessary then DO it every day, not just when it’s convenient. Hate to say it, but that kind of commitment is hard to find. A well-selected registrar is not just an external, impartial watchdog. The registrar can also be an invaluable business partner who ensures you get maximum return for your efforts.

Is it a “shall”? If so, how do YOU do it?

If it’s only a “should” would it help your business? If so, do it.

Say what you do, then do what you say you do, every day.

Then, prove it and continuously improve it.

Aim Low, Go Slow for Starters…

…but sight in on meaningful targets. It’s overwhelming to charge into documenting the whole enchilada at once, and it can be frustrating to set and (try to) stick to a comprehensive Master Plan / schedule. The right starting points establish enthusiasm, buy-in and momentum. People will see it makes sense, it removes gray areas from their work, and it even makes the work easier with fewer delays and mistakes. A little ROI never hurts either: see Dollars and Sense below.

Identify 3-4 work processes, not just “low hanging fruit” but areas where you’re experiencing an unusual amount of problems. When owners map their processes, then study and apply the standard’s relevant elements it never fails—improvements are sure to be identified, in both ease of task and quality of outputs. And people are learning how to do this ISO stuff too.

Shamelessly (But Honestly!) Sell the Benefits

Whether or not the cert is your primary driver, “we’re doing this to get certified” should never, EVER be publicly stated. Leadership must have a relevant, meaningful and believable pitch. Do-ers must believe that the management system is good for them, good for the business. Not cod liver oil good…tastes horrendous, but fixes what ails you…rather, they must believe that the management system will help their work get done better, smarter, faster, easier.

Identify some of your company’s specific issues or ongoing problems that the management system will address. Very clearly spell out the benefits of applying specific ISO elements to those issues. You will create “want in” rather than “thou shalt comply, or else.” Big difference.

A Little Dollars and Sense Never Hurts…

In an article for ASQ’s QP magazine, Oscar Combs summarizes results of a Harvard Business School study comparing 916 organizations that have adopted ISO 9001 and 17,849 non-adopters. As Combs explains, the “business benefits” enjoyed by the ISO 9001 organizations included higher rates of survival and growth, increased wages, enhanced productivity, reduced waste, and improved health and safety performance.

“ISO 9001 offers more than quality benefits. The standard should be thought of as a business management tool an organization can use to drive value, improve its operations and reduce its risks.” – Oscar Combs, Standard Wise

Communicate and Demonstrate

Share with people what is happening and why throughout design and implementation, and ongoing application including current status and future plans. They must see the management system in action. Look for success stories and loudly trumpet the before / after. And, hate to bring it up but that pesky “leadership by example” thing is essential.

Watch Your Foul Mouth!

Unfortunately, ISO terminology is peppered with confrontational words and negative connotations: compliance, audit, conformance to requirements, nonconformance, corrective action. No wonder the townsfolk board up their windows and hide the women and children in the cellar when the assessor posse rides into town.

Andre Agassi once said “Image is everything”. For ISO too, a good image sure helps, and part of it is nothing more than what you call things:

  • We aren’t “compliant to the ISO standard”. We have committed to a set of management best practices to improve our results.
  • We don’t “audit”. We assess our system’s effectiveness. IMPORTANT: assessments do NOT judge a person’s performance, only whether the system is working and being followed!
  • We don’t “conform to requirements.” We do what’s necessary to exceed customer expectations at all times.
  • Assessors don’t find “nonconformances.” They identify opportunities to improve the system.
  • We don’t take “corrective action.” We initiate improvements.

Broad Ownership, Broad Improvement

The management system is much bigger than “product quality” alone. Position ISO as a tool capable of managing all aspects of the business, ensuring that goals are met, desired results are achieved, and customers’ expectations are exceeded.

Get ISO out of the Quality Assurance closet where it is traditionally hidden, starting with appointing a non-QA person as management representative if at all possible. Enlist assessors (!) from all walks of life and don’t train them to just go out and catch nonconformances. Assessors become process experts with new eyes and are an extremely valuable resource to the areas they assess. Assessors are management system ambassadors, and each assessment is a PR event for the ISO-based system as well as a learning experience for both assessors and those being assessed. The “closing meeting” shares results with the assessed area. It’s an invaluable learning opportunity.

Engage the Troops

Engagement is that magical state where people put forth exemplary effort AND are getting the maximum level of satisfaction out of their role…they are busting their butts and are darned happy to do it. Their hands, hearts, and heads are all fully utilized. There is plenty of research and data that clearly shows the correlation of high engagement to double digit bottom line improvements.

It’s good business to design engaging elements into the management system. Success hinges on two basic motivational truths: the people doing the job know it best, and involvement builds commitment. Bring the troops in early and often in the design and ongoing maintenance and improvement of the system, and keep them in. Their ongoing commitment and full engagement is assured.

(see Engagement and Mojo—Peas and Carrots)

“What is the ONE Determinant of System Success?”

That was the “time to summarize” question from the registrar selection team for my biggest project. The “winning” response has proven to be an absolute truth, whether an external assessment team or an internal assessment: the first, most critical area to examine every time is the corrective and preventive action process, starting with how past assessments and findings are handled. Is the assessment schedule maintained? How well are corrective actions reported and closed with true root cause analysis then followed up on to ensure actions are sticking? Last, are preventive / continuous improvement actions formally and effectively pursued?

Simply: say what you do, and verify you are doing what you say you do every day. If you’re not, resolve the issue! If you are, IMPROVE! ISO9001 is really as common sense as that.

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Been Slammed by Slam Poetry

I had the privilege of observing 7th grade students reading original “slam poetry” compositions. It’s not really poetry, more like free verse. I found out later the students had signed up for the elective class. Those who read their pieces hadn’t had the chance to develop the necessary  comfort zone to infuse the emotional punch of “real” slam poetry. But there was plenty of punch just the same.

From the first line into the first reader, for forty five minutes I alternated between teary eyes and goose bumps, mostly same time. I was hoping, desperately hoping, these were not first-person, fact-based accounts. Four girls (reminder, 7th graders!) were nailing THE top issues for their age. Maybe they were assigned their topics?  While the dramatic interpretation wasn’t quite there, they were too graphically and emotionally convincing in the details of what they shared. The four topics:

  • Step-parent sexual abuse, parental substance addiction;
  • A younger sibling bullied because of his impairment;
  • Frustration, hopelessness, cutting;
  • Dealing with the recent death of a best friend.

I’m almost glad there wasn’t more time, I was emotionally tapped out after just the first share. Those issues…even if these young people weren’t dealing with them personally, it was a gut-punch. These things are probably going on far too often for us to even grasp.

But later that day, I was told every one of the slams was true, actually experienced by the girls who shared them. I talked to the girl who had so vividly and poignantly described how she was sexually abused by her step-father and her addict mother did nothing. She was seven years old at the time. This is not the projects, it’s not a big city horror story. This is a quiet community of 15,000 in the heart of Iowa.

She gave me permission to run her story, without her name of course. I put in a few breaks to help the readability, and bolded those passages she really punched in her reading. That’s all I’ve done—no editing, no correcting. I didn’t dare. You can’t hear her emotion, you can’t see the raw feelings pour out of her face and body almost as if she was reliving what she endured. It tore me up.

************

My mommy was sick. Come to think of it she was always sick. She met another man today. He was nice she said. He was funny. He was good. That’s what you would see about him. But under the covers weren’t so warm. They weren’t so cozy like it looked. It was cold and wet like a murky swamp on an early autumn morning.

He had a beer in his hand so often I  thought it was stuck there.  when mommy wasn’t there, He would get closer and closer to me like a predator does when it hunts its prey. She’d be in the other room “sleeping”.  He looked at me like I was a fresh meat. He swooped in so fast it caught me by surprise. I didn’t know what was happening until it hit me. This nice guy wasn’t so nice but mommy needed him.

He touched me and violated my skin. I will never be untouched by the filthy hands of the monster. I will never feel safe in the arms of a man again. I will never get to feel the comfort a little girl should feel. I will never be able to cleanse my mind of the images the feelings I witnessed in my young once innocent eyes. I will never be able to notice the sunshine on a summer day I used to.

He did that to me. My mommy didn’t notice though because she was too passed out to give a crap! To understand that her baby girl is crying herself to sleep at night and the man she thought she loved was sexually abusing her every night and not even caring because she was busy having a good time being so high she couldn’t walk!

Hours she would spend napping on the couch. I would escape to my friends house whenever i could. At night i would cry myself to sleep trying to get rid of my thoughts that clawed at my brain. I would lie in conflict. Who could i talk to about my issue. That’s what it was right, an issue.  One big issue that no one seemed to notice because they were too high or drunk to care. When i was being tortured i would try to think of a better place to take me away from what was haunting me in this hell hole i called home.

But the thing is there was no better place. I would sit there muffling my sobs letting my body be used for the pleasure of a drunken man who had the power to kill me if tempted. No one will ever understand what I felt. No one can understand how i thought this was all my fault. You never will. But that’s ok. What you need to do is be aware of the pain that hides behind my glossy blue eyes. You need to be aware that i am not a normal girl who walks through life like it’s all sunshine and rainbows. Everyday i would dread going home on a saturday because i knew what would happen when i got home. It would be happy hour for him and pills for my mommy. My mommy said she loved me. She said she would die for me. I believed her. But I  realized that if she loved me so much she would be here to protect me. He told me he loved me like a daughter of his own. Why would anyone do such a thing to there daughter! I thought to myself.

Often times i would ask why he did this to me. I asked if all girls had this happen to them.  But my therapist said it was all ok. It stopped. He is gone now. But that was a lie. You’re telling me that he is in jail HE’S NOT!  You’re telling me that i don’t have nightmares anymore I DO! Your telling me that he still doesn’t want every dark corner of my room every crowded area. HE DOES!

You may not feel my pain or know my thoughts but you don’t need to taunt me about it. My mind is a maze of thoughts that swirl around chasing me until i can’t stand it! These thought in my mind are far beyond comprehension. Far beyond normal.   I never had many friends but that’s okay. I have the voices in my head to talk to. I am fine i would say and put on a smile like its ok that i’m being abused. I don’t want to hurt you with my pain so i keep it inside like a volcano that sits and waits and sits and waits and sits… Until i express my feeling that come out like a wildfire a spark turns into crazy flame uncontrollable twisting and turning my thoughts escaping my head, my body i can’t stop.

I think that i’m ok. I keep my thoughts to myself. He broke me. He broke my mind. My sense of safeness.

Real-world Prep…Vision or Delusion?

I Had a Dream Last Night…

….a wickedly delicious dream. My small town had somehow pulled together an all-stakeholder collaboration complete with shared community vision, ethics and goals. We had even taken significant coordinated actions with no infighting, no control freaks, no country clubbing. That alone was strange.

What is this thing called “Real World Prep School”? It looked like education, employers, parents, community, civic leaders—all the players—were doing their part, shifting delivery and budget burden away from the overextended education system. Collaborative needs analysis, co-design and delivery by employers, community leaders and educators ensured actual workplace needs were met. It was working…our town was booming! I saw a banner at City Hall, kind of a vision statement-looking slogan:

We are a vibrant, economically and emotionally prosperous community. Our model of development is a magnet for economic growth, attracting families with children, new employers, and working adults to our community.

A smaller wall chart beside the banner had the header “Shared Community Objectives”. As I read the bullets I said out loud “is this Utopia, or what?” At the very least it seemed to be a great environment for families, employers, the whole community to grow. The objectives:

  • Whole-life engagement! We have a world-class talent pool: highly skilled, fully engaged, fully utilized by local employers;
  • Community retention and recruiting! New families and new businesses standing in line to join us. Our generational roots and stability are rejuvenated as young people have a reason to stay;
  • Employability among learners and the current workforce is assured. Free and meaningful “higher education” and skills updating for adults is provided with targeted, relevant topics leading to a great position with an excellent company that is a pillar of the community.
  • Equal opportunity to develop and grow! Each person can reach their full potential along their desired path, maximizing the probability of a long, fulfilling life on their own terms;
  • Strong relationships community-wide! Mutual respect, appreciation and inclusion are the norm, regardless of gender, ethnicity, nationality, or social / economic stature;
  • Well-informed and highly involved community members! The community’s greater good is held above individual gain, and citizens are fully engaged in civic matters. There is ample opportunity for all to contribute toward community goals, regardless of status or position as long as the willingness is there. The good of the many outweighs the good of the few. Ubuntu!

Can you imagine? Pinch myself…it’s only a dream. I didn’t want to wake up but I did. I grabbed a pad and pen and scribbled down details before they faded. As I wrote, the fuzzy dream became more clear.  And I got to thinking…“why not?”

Hold my beer, right?


Why would I dream all this? Maybe it has something to do with the nasty issues that had been consuming my waking thoughts for too long. I’ve been deeply involved in repairing potholes in the intersection of Workplace and Education. There are many issues in the interface between the two, or more appropriately the lack thereof. While academic and workforce issues are well known, I’ve documented a few here. But first…Potholes to Repair: Intersection of Education and Workplace (go here and come back…will make more sense)

What’s Really At Stake? (from Kids Bully, Big Kids Harass)

Too many young people suffer irreversible long-term harm, even commit suicide because of pressures they can’t handle. Key triggers: education demands, bullying, growing up in a vacuum. Too many adults are in pain too, suffering from isolation, lack of purpose, workplace pressures, big kid bullying a.k.a harassment.

     Stress, anxiety, formally diagnosed mental / emotional illnesses, self-harm, suicide are increasing across all ages. Hypothesis: we’ve turned our backs on the importance of treating each other like human beings, we have no purpose or meaning in our lives and we’re far too often killing ourselves and each other. We’ve devalued our humanity. Harsh? Reality usually is.

“Big” targets are a sub-surface iceberg: bullying, harassment, youth (all ages!) suicide; lack of civility anemic values and ethics, social and political polarization, inability to discuss our differences. Apathy, disengagement, low awareness of civics and issues = no community involvement. We can do better.

Real-world Prep School > Community Growth. RWPS is the education component of a broad social well-being and economic development initiative in disguise. “Whole-person / All-person Development” is the macro focus, and it extends into the working adult population and the community’s families.

The Dream Grows Legs: Details

RWPS is an application-intensive enhancement to existing 5-12 curriculum, balanced between interpersonal / social-emotional development and workplace preparation / hard skills.  Modular design ranges from quick-hitter stand-alone lessons to ongoing projects and full-term coursework, all based on employer needs. Learners are coached on how to increase their employability, building portfolios with specific examples of their work. Lessons provide resume-worthy bullets in lieu of job experience.

Initial focus is on high school students who may be unable to go to college, college students nearing graduation or recently graduated; employed, unemployed or underemployed adults needing an upgrade of workplace knowledge, skills and abilities.

The RWPS curriculum consists of topics employers identify as essential foundational skills, and utilizes private sector subject matter experts as adjunct instructors when possible. RWPS is not in competition with education, providing course content unavailable in a traditional education curriculum, and tapping the private sector for much-needed subject matter expertise and adjunct resources.

STEM + SED: Target = Develop People and Save the World

Teaming and STEM-based project assignments are all that right now. But kids are lost when they are assigned to a project team. They have not had the soft skills development needed to ensure success.

A huge concern is bullying and the growing numbers of youth suicides. And bullying morphs into big kid bad behavior…harassment. Society is a mess, there is general disregard for how to treat each other, human life is de-valued and there’s a huge void in ethical leadership to get us out of our funk. Current social-emotional development efforts in education aren’t effective. They’re not deep enough, are too infrequent, have no ongoing adult coaching. And we need to reach out to the adult population too.

Workforce Prep–More Than Job Skills

RWPS coursework is balanced between (1) social-emotional development and (2) mainstream workplace concepts, methods and skills. People before process:

  1. People: purpose / vision, values, social consciousness. Help people develop emotionally and socially; guide learners in personal branding, and in establishing a meaningful connection to themselves, others and their environment. Only then can skills development truly take hold;
  2. Process: toolbox mastery / workplace skills preparation. Provide hands-on experience with mainstream workplace tools and techniques, including direct interface with employers.

It is essential to balance how we prepare learners for the real world. Technology is here to stay, but so is the need for emotionally grounded people. The two are not a one-or-the-other proposition.

Social-emotional development (SED) is typically provided for elementary age kids, if at all, then it stops. Nothing for teens, even though adolescence is a particularly tough road to navigate, with future blues, social issues, peer pressure, raging hormones. Teen years are high-risk and common sense says there should be more and deeper attention given to their social and emotional development.

Employer WIIFM

Employers are a key stakeholder group, and their commitment and direct participation is essential. But there is plenty to gain for them, a hat trick (three!) of benefits in RWPS involvement: (1) additional internal development resources; (2) community CSR that matters; (3) goodwill and connection into their future talent pool, extending into earn while you learn, a highly effective internship program.

Employers develop a workforce committed to strengthening the company and community. A cohesive, sustainable culture grows, and future employees come on board already aligned with the culture and vision. My community is a good example: three employers are green industry and have high turnover, making productivity levels unsustainable. The Green Movement vision: fight environmental destruction especially atmospheric / climate damage, and health problems from fossil fuel production, transport and usage. Go for the jugular by adding “make the world worth living in for your kids.” This shared Green vision could boost retention and recruitment, but it is under-leveraged. Community-wide awareness is the key.

The long-range community and economic development potential: once RWPS is established, it is a highly marketable economic development magnet for additional employers, younger families with school-age children, and working adults (see “Develop People” model). This is CSR on steroids with substantial employer WIIFM. It’s not just the right thing to do. It’s good business.

Parting Shots

Workforce skills have been a long-time career focus. I saw the immediate need fifteen years ago and was closely involved in skills development. We also addressed demographic projections due to baby boomer retirements. RWPS is the original focus of my “career crowning achievement”. And I have a real passion for social-emotional development (SED) from extensive involvement in the classroom, but especially because I’m a crazy grandparent who wants to leave behind a better world for my grand kids. RWPS and SED are a powerful combination that can re-engineer this broken society and world.

These wild notions have evolved for over a decade, this project is my passion. It still needs thoughtful, in-depth analysis to make sure it makes sense. I’ve spent considerable time in both education and the workplace. It’s not a natural partnership to marry theoretical, research-based eggheads with pragmatic, results-driven managers. I understand the issues and needs, and speak both languages.

Here’s my greatest frustration. There is so much going on out there, huge initiatives and some of them are really, really good. But they may be just a bit off target here and there, and there’s no real concentrated focus driving things. Even more frustrating: with all the shotgun effort and in spite of lots of people with the best intentions, nothing sustainable is happening!

I want to help bring things into focus and make it happen—a catalyst / liaison who brings the players together, a resource that is shared among education, employers, community. Most of all, I want to be a proud grand parent who is reasonably sure we’ve done all we can to make things right for the next generations.

11-2017 New Model

Potholes to Repair— Intersection of Education and Workplace

 (Preface to Real-world Prep…Vision or Delusion?)

While academic and workforce issues are well known, I’ve documented a few heavy hitters here.

People Issues  Poor prep for post high school life: (1) socially / emotionally; (2) for the workplace; (3) for higher education. Hopelessness, lack of direction, apathy…why bother? Increased stress, anxiety, substance abuse, self-harm, suicide; youth bullying, workplace harassment, social polarization.

System Issues  Education budget and school resource cuts, talent pool shortage of the right skills, poorly / unrealistically defined skill needs, unnecessary expectations of “degree required” by employers; higher ed identity crisis, rising cost of higher ed, inaccessibility and irrelevance. Real-world expertise is outside the academic wheel house, and education resources are too thin to change.

 “Our talent pool is a mud puddle. We need job candidates who are better prepared!”

“But we’re doing a-b-c already, and x-y-z too. We’re doing what we can the best we can with what we’ve got to work with.” It’s just not enough. And is it truly the right stuff?

Paradigm Buster! It’s not just education’s responsibility. Why not some front-end partnering and ongoing collaboration, including delivery, among education, employers, and community?

Education and Workplace Prep Issues High school graduation rates are unacceptably low. Grads aren’t ready for college rigor or are unable to attend for various reasons. Our obsession with standard test performance and common core is under fire. The battle cry: “we need a new education model” but academia is painfully slow to change. It’s the nature of the education system.

“College is the new high school.” But college is out of reach for many. The relevance and value of higher education is being challenged too, with over-priced and under-valued degrees. Employers set unrealistic demands for “degree required” even for entry-level jobs when there is no real position-based need. Many positions simply do not require a degree as much as they require job skills training. Degree or not, employers consistently hire what they feel is unprepared workers. But education, parents and counselors still push young people into college-or-bust, especially into STEM fields. The issue may well be our current perception of “well-prepared” and unrealistic expectations of how much an education should do to prepare the workforce.

Real-world Prep School (RWPS) is driven directly by employer-identified needs, so content is relevant and timely. The high school RWPS curriculum may therefore be of more value than a post-secondary academic degree.

Wait…There’s More

Economic, demographic and political issues all point to the need to take a different approach to preparing young people for their post-high school lives, especially how we prepare them for life itself and as future workers able to meet the moving target of workplace expectations.

There is no longer much luster in providing a value-adding service or making things people want and need …“that’s blue collar, not good enough for my kid.” No matter if the work is skilled, pays well and has a huge upside. “Get a degree so you can get a professional position” is the only game in town. No matter if you’re miserable jockeying a desk the rest of your life, if you manage to find a desk. No matter if you end up owing a ton of money for the privilege of being miserable. Each of us deserves fulfillment.

Relevance and affordability are an issue. “Free college” is a sexy initiative, but deeper questions need to be answered. For starters, is a degree even necessary for a field, realistic position and required job skills? A trades program may meet immediate workplace needs better than a STEM education and degree. Mike Rowe isn’t an often- quoted academic expert. But he’s a highly regarded champion of workforce skills development. Mike feels that we’ve created much of the skill gap problem ourselves. He points out that we’re millions of workers short for existing jobs in high-paying occupations:

This is the great, underlying fiction that’s allowed the skills gap to widen. It’s the reason vocational arts have vanished from high school, even as those same vocations now go begging. It’s the reason we now hold 1.3 trillion dollars in student loans. And it’s why we continue to lend money we don’t have to kids who can’t pay it back, educating them for jobs that no longer exist.

The skills gap is real, but it’s not the problem — it’s a symptom of what we value…. we have to stop elevating one form of education over all the others, and begin treating all jobs for what they truly are — opportunities.

Employers are part of the problem, imposing artificial “degree required” stipulations even for low-paying entry level positions. As RWPS is built around employer input, it provides pre-job skills training which could be of more value than a degree. Alignment is needed: collaborate with employers to determine realistic pre-employment job requirements: what knowledge and attributes would most likely ensure a new hire’s rapid assimilation?. While we’re at it, help people redefine “good career choice” (hint: “me” is key, not others’ expectations, and values-based is the key to “me”). We also need to redefine higher ed’s role: when is it of value and for whom / what career paths, and what should it consist of?

It’s wrong to recruit, coerce or mislead students into choosing a STEM career path, turning them away from a more desired career choice. While a STEM degree may be of value, technical skill sets vary too much from employer to employer. Fine-tuning job training may be more ideally provided after a high-potential candidate is placed. And, tech giants are realizing that social-emotional “soft” skills can be a greater indicator of employee success than STEM-related chops. See Google’s Ginormous (Non-technical!) Breakthrough. Google’s Epiphany has nothing to do with algorithms or SEO…surprise!

Case Study: Right Here In River City

A local legislator pointed me toward a state-wide education and workforce prep initiative, and some relevant in-process legislation. My original thinking has been critical and confrontational but as RWPS needs allies not enemies, focus must be “Improve on a Good Effort”! Future Ready Iowa (FRI) is here to stay, it’s established, but it can be better. It’s not that “nothing is getting done”.  FRI is a stellar example of good stuff developed by good people with good intentions. It just needs better focus. I am bound and determined to do what I can to help focus and bring this to meaningful action!  You can see the original here: Future Ready Iowa Alliance’s Final Recommendations. There are a few bumps in the FRI highway…..

FRI is driven by projected workforce skill shortages in STEM fields and for high-paying, targeted industry positions. The resulting goal is 70% post-secondary education or training by 2025. This is my biggest concern. While lofty and noble, the post-secondary goal ignores the entry-level jobs that are a more realistic starting point for grads. And it’s dangerous to assume that even an advanced degree is a reliable indicator of capability to succeed in a specific position. College-for-all is not necessary or even appropriate and in the meantime too many people take on half a lifetime of college debt but still miss the employability mark.

The FRI model is based on industry sector and / or region needs. Not an effective education / training design driver–it’s too broad, too big! And even with a convoluted mashup of agencies and players there is minimal action or results! A terminal case of complexity, overkill, programitis.  The need is for more local, laser-sharp focus. The RWPS / community model is scaled down from FRI, key players  are directly connected and involved so coursework is designed to more tightly meet specific needs. Do what makes sense, when it is necessary to do so. Too many times the tool controls the craftsman, the process is sacred and the users’ real needs become secondary. While it is an amazing resource, the FRI process / program appears to be too overly complex to fully embrace without significant help;

Employers are asked to contribute to a broad pool for scholarship / grant funding: to provide financial support for unknown recipients, unknown studies. Contributors may or may not see a direct benefit. RWPS ensures early relationships / first contact with high potentials. RWPS increases the odds of a better employer-to-candidate fit than FRI. RWPS builds relationships from middle school on, with young people in the local community talent pool. High potentials learners are known to employers early on, and knowing they are being “scouted” for a future job is a powerful motivator for learners!

Along with direct and early interface with their most likely future talent pool—local students—employers need direct input to the local education / training curriculum and process, more control over their talent pool’s preparation.

Front end employer input kick-starts the RWPS model: define actual position skills requirements and realistic requirements to be met with a degree program. And workplace must align with coursework.

Employers aren’t done when they provide a list of needs and contribute to scholarship / grant funds. In-depth involvement is ongoing, from needs assessment to co-design, co-delivery and determining placement. Smooth handoff must be seamless from academia to employer, from education to internal training and development.

The need: a co-designed model that promotes systemic change. All we stand to gain is community prosperity, social well-being, personal attainment and whole life satisfaction. Social-emotional development is critical to the greater good.  Community-level action is the key, with the catalyst or enabler being a collaborative effort among community stakeholders—education, employers, legislators / local gov’t / civic and community leaders, families. Shared vision and goals. The RWPS model includes adults, not just kids in school.

Families, employers, learners, education, legislators, community…we’re all on this together.

Google’s Ginormous (Non-technical!) Breakthrough

The Google Epiphany has nothing to do with algorithms or search engine optimization.

Sergey Brin and Larry Page, both brilliant computer scientists, founded (Google) on the conviction that only technologists can understand technology. Google originally set its hiring algorithms to sort for computer science students with top grades from elite science universities. (see end: Wa-Po source)

In 2013, Google decided to test its hiring hypothesis by crunching every bit and byte of hiring, firing, and promotion data accumulated since the company’s incorporation in 1998.  Project Oxygen and Project Aristotle were the result.

“The seven top characteristics of success at Google are soft skills: being a good coach; communicating and listening well; possessing insights into others (including others different values and points of view); having empathy toward and being supportive of one’s colleagues; being a good critical thinker and problem solver; and being able to make connections across complex ideas.” (Project Oxygen report)

“Project Aristotle, a study released by Google (spring 2017), further supports the importance of soft skills even in high-tech environments. Project Aristotle analyzes data on inventive and productive teams.” Findings: “…the best teams at Google exhibit a range of soft skills: equality, generosity, curiosity toward the ideas of your teammates, empathy, and emotional intelligence. And topping the list: emotional safety. No bullying. To succeed, each and every team member must feel confident speaking up and making mistakes. They must know they are being heard.”

Google people are masters at collecting and analyzing data and translating it into meaningful information. We’re so used to command and control, being shoved in a box, fear of failure…all disengaging and counter-productive…that it’s no surprise the top impact on team effectiveness was  psychological safety: “…a group culture that Harvard Business School professor Amy Edmondson defines as a ‘‘shared belief held by members of a team that the team is safe for interpersonal risk-taking.’’ Psychological safety is ‘‘a sense of confidence that the team will not embarrass, reject or punish someone for speaking up…It describes a team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves.” (NYT source)

Project Aristotle has significant intersects with mainstream engagement theory. So all this is nothing new, no big secret. But how do you “do” psychological safety? Another way of saying it: what helps people feel comfortable with fully engaging? These Universal Engagers are a few proven “hows”.

We’ve known it for some time, but are so painfully slow to embrace the obvious. Unless you’re totally on your own or are work-at-home you’d best be good with people and be well adjusted socially and emotionally.  Google stumbled across the keys to organizations, effective teams and people leadership. The keys are standard practice non-secrets. What IS incredible is that a tech giant had this voluntary epiphany that soft stuff is at least as critical as tech skills!

Google is a tech giant, so Project Aristotle’s findings are likely to be relevant to the tech industry overall. Still, Education continues its obsession with filling the STEM hard skills pipeline. There’s still little attention given to social-emotional development, interpersonal skills, stuff for whole-life survival. Education needs to catch up in a hurry, and it wouldn’t hurt to partner with its customers in fully defining needs and meeting them. Our productivity and global competitiveness is at stake, as is quality of life and, even more importantly, our physical and emotional well-being, our love of being happy with our lives.

It’s A Man’s World (NOT!) Silicon Valley has been under fire for a grossly uneven gender playing field and recently, both covert and more subtle gender-based harassment and discrimination (search for “silicon valley good old boy culture” and look around). Remedy: a booster shot of decency in the form of social-emotional development…equal inclusion, understanding, respect, acceptance, dignity for all.

The Google Epiphany alone shouldn’t trigger a mad rush into a significant direction shift in education. But Project Aristotle isn’t the first or the only study to indicate the significance of soft stuff. From the Wa-Po article: Google’s studies concur with others trying to understand the secret of a great future employee. A recent survey of 260 employers …which includes both small firms and behemoths like Chevron and IBM, ranks communication skills in the top three most-sought after qualities by job recruiters. They prize an ability to communicate with one’s workers and an aptitude for conveying the company’s product and mission outside the organization…

STEM skills are vital to the world we live in today, but technology alone, as Steve Jobs famously insisted, is not enough. We desperately need the expertise of those who are educated to the human, cultural, and social as well as the computational.

We cannot dump STEM entirely because we need 21st century technical skills to compete. But we can do better at balancing hard and soft. When should young people as potential employees be trained on specific, necessary hard skills? Each company / situation / position has unique needs and skills, and Education cannot possibly hit so many targets. Why not focus on prepping students to succeed in life in general, to cope with what they will face emotionally and on the job, to be able to adapt and quickly pick up on the specific skills they will need to be a high contributor…but only after the skill gaps are more clearly understood. Hire for the intangibles: potential, the right attitude, soft stuff mastery.

What’s at Stake, Really? From Social Science Fiction

Too many young people suffer irreversible long-term harm, even commit suicide because of pressures they can’t handle. Key triggers: education demands, bullying, growing up in a vacuum. Too many adults are in pain too, suffering from isolation, lack of purpose, workplace pressures, big kid bullying a.k.a harassment.

     Stress, anxiety, formally diagnosed mental / emotional illnesses, self-harm, suicide are all increasing across all ages. Hypothesis: we’ve turned our backs on the importance of treating each other like human beings, and we’re far too often killing ourselves and each other. We’ve devalued our humanity.

Envision a company using its considerable influence to help provide a stabilizing force in the local community. Consider the impact on social issues if employees feel a sense of community, a purpose larger than “me”, an island of safety and sanity in the midst of the turbulence of their lives.

That community happens to be the company’s current and future talent pool. A forward-thinking company that champions the social-emotional well being of its host community would realize huge bottom line improvements. Not a hunch, it’s been validated over and over. Now, what if shared values were embraced throughout the community? All-community stakeholder alignment would exponentially boost isolated company impact. Conclusion: a broad collaboration to impact the greater good would boost our well-being, the social condition, and our economic prosperity.

Epiphany: capitalism’s Job One isn’t economic prosperity, competitive advantage or global market superiority—all outcomes—but to impact the human condition. People-first is a high-return endeavor that assures sustainable social-economic success and personal well-being.

Barriers

What S-E material should be used, and who will lead the charge? Good questions! There’s already an overabundance of material, but spotty half-hearted efforts. I’m concerned with what I’ve seen of social-emotional learning in education, and I’m also concerned with how a revitalized initiative would be handled. This is not a condemnation of education, just observations of the current state:

  •  Academia is not capable of real-time responsiveness to market needs for S-E or any other subject matter;
  •  No polite way to say it: educators can be a closed and protective group. As a result academia tends to suffer from inbred thinking, country clubbing, not-invented-here;
  •  Lack of funding is a huge constraint: no staff, no resources to give the necessary level of attention to soft stuff. Academic demands are stifling—educators’ hands are tied;
  •  S-E is more than a dinner garnish, it must be recognized as a main course;
  • Real-world practitioners are best suited to design and co-deliver real-world subjects. Even though the help should be warmly welcomed, Education would likely not embrace outsider meddling and would likely push back.

Education isn’t market or needs-driven, is slow to respond demanding validation, research, papered educator / expert design, academic rigor. How to sneak the Trojan Horse past the guards at the gate?

Resolution? We’ve missed the real-world skills target. Kids need much more in the social-emotional development a.k.a soft skills department. Employers have a vested interest, and we’d be improving the chances of kids having a much more fulfilling life. Proposed: don’t call it social-emotional development. Work around the associated baggage and NVA connotations by providing real-world prep skills. As such, it only makes sense for the future employers to step up to the plate and pull their weight.

Too Much of a Good Thing. Our STEM obsession is counter-productive and is potentially detrimental to young people who are herded into STEM education and careers regardless of their talents, passions and interests. We can do so much better for them, for ourselves, for the world.

No student should be prevented from majoring in an area they love based on a false idea of what they need to succeed. Broad learning skills are the key to long-term, satisfying, productive careers. What helps you thrive in a changing world isn’t rocket science. It may just well be social science, and, yes, even the humanities and the arts that contribute to making you not just workforce ready but world ready.” (from the Wa-Po article)

SOURCES

The surprising thing Google learned about its employees — and what it means for today’s students   Washington Post December 2017, by Valerie Strauss

What Google Learned From Its Quest to Build the Perfect Team  by Charles Duhigg Feb. 25, 2016

In Search of Lost Mojo: The Series   (lots of embedded links)

Blood Boiling, Counting to Ten….

…three different languages didn’t work, I must need a fourth.

I posted this short piece on WordPress as part of an experiment—not sure if FaceBook is agile enough to use like this. I sent a short invitation to a very small, select FB group because this is not yet ready for prime time:

“Needing some fellow “progressive” snowflake libtards. Please tag others you think can help further this grand notion but don’t “share” or open up to just anyone! Check the link on WordPress, but comment here on FB. If we keep the audience limited we can speak freely without getting into nasty arguments!”  (the blog post follows) https://onepondripples.wordpress.com/2018/03/16/blood-boiling-counting-to-ten/

I just saw an official Trump-connected Facebook post recruiting sheeples to join forces against “fake news”. And the story is breaking about Sinclair chain anchors being required to read a prepared piece railing against “fake news” in wording direct from the donald’s playbook. These latest overt attacks against independent media, free press, freedom of speech…a.k.a our First Amendment rights….are downright scary. It’s the 1st for good reason, and it’s in serious trouble.

Sane people are dumbfounded that so many actually fall for this crap hook, line and sinker. To most consciously breathing people around the world this president is the #1 notorious lie-peddler, the premier purveyor of mis / disinformation and outright stupid flaming falsehoods that are too easy to debunk. Both domestic and international credibility is pretty much flushed down the toilet and people who want to know the truth are hard-pressed to find it.

Trust No One….it’s our current reality, will it become our legacy?

He is attacking the vital democratic foundations of an independent press / free speech, and free thought along with the notion of an independent judiciary and FBI. He ignores the most sophisticated intelligence community in the world, choosing instead to spew made up stuff and Fox sound bytes because he’s a really smart guy, you know. The smartest. Anything negative about him is lies and fake news, and he tries to insult and bully his way through undeniably true but unflattering information and kill the messengers in the process. He’s getting away with it, his base loves it! Mutts licking the hand, showing unconditional adoration to a cruel master, even through all the beatings.

End of Rant, What Now?

There’s growing noise about our “democratic” system being a complete, overtly corrupt failure. Won’t go into the why’s and what for’s here, it is what it is. The big question: can either party clean up its act enough to be considered worth keeping around? Or is it time for a third party? My opinion, shared by a growing number: We the People deserve better choices in representation, and We the People demand real representation for our votes.

We the People need to get OUR act together to stop this madness. There’s no Lone Ranger on his / her way. So, Question du Jour….how would a third party gain a foothold?

What Can WE Do, Here and Now? There’s more ideas out there, just wanted to salt the mine and find a few of the right miners!

Real information can be a powerful lever–valid sources, clear messages, meaningful subject matter. Build knowledge, understanding, awareness, involvement. The right people cannot refuse to do something. What about the hard core “other side”? Cut ‘em loose, minimize losses, refuse to engage in mindless pissing matches. They’ve chosen to be on the wrong side of history, it’s normally a waste of energy, the ARE NOT the majority. There’s plenty to do without them, plenty of good people to cover their absence.

ACTION: collaborate on building an anonymous information clearinghouse, a closed group FB page? A source of real information that is snowballed out via personal channels. No huge discussions, just information gathering, clarifying and validation when needed. The collaborators all have their favorite sources, leverage strength in numbers. When sharing, tag with the mantra “share if you care”…or ??? to encourage broad dissemination.

Also, serve as hub / point of entry for various progressive movements / organizations, only valid players! Have contact information available and occasionally promote them

Leaders Acting Like Kids, Kids Stepping Up To Lead.

There’s a bright ray of sunshine peeking out from behind the Florida 17 cloud–a national movement that must be nurtured into FUTURE VOTER maturity! I teach, so I reach some kids. But I don’t connect with too many on social media and my hands are just a little tied as far as how much I can use the podium to preach. We need a conscious outreach!

ACTION: Connect with the numerous “Never Again” organizations / FB pages and the emerging major players. These people are already leaning the right way, but they will be under serious attack from bad influencers. ASAP, (1) initiate a “Register and VOTE” campaign; (2) help new voters / kids in general access valid and meaningful, progressive-leaning information.

No categories, no tags hash or otherwise, keeping this relatively quiet for now. That’s all from me…what’s on you mind?

 

Loops

(this article is a high-level summary of an in-process pdf that is (will be!) linked here: Loops . Please take a look when it’s available and comment. Download the pdf if you’d like but if you share it please leave the  contact information intact so people can connect to discuss)

I’ve always been process-focused, a product of an environment in various private sector roles. Focus morphed over the past several years into education and whole-person human development. It was a natural progression to dive into systems thinking, especially causal chains, process interrelationships, reinforcing loops.

Senge took us on a loops deep dive in The Fifth Discipline, exploring all kinds of different archetypes. I was given a copy shortly after its release, and loved it. Systems purists and academics really glammed on to the whole “systems thinking” thing and the resulting gobble dee gook is, in my opinion, a huge roadblock to furthering systems awareness and everyday application.

Loops are closed causal chains: a sequence of events where one thing leads to another, “closed” because the chain eventually links back into itself. Per chaos theory, if you look out far enough any loop is closed. Closed loops are self-perpetuating, or reinforcing: they tighten and gain strength on their own. There are good loops, sometimes called virtuous circles, and there are bad loops-vicious cycles. Bad loops can be straightened out with awareness and action. Good loops can be leveraged and are usually a whole lot more fun!

My big take-away was, simplified here for mortals like me, loops. Add a few key points to go along with those loops. There’s a lot that needs to be learned and accomplished.

  1. People Needs—social-emotional development, well-being etc—rule the roost, validated by decades of study and data on engagement and impacts on academic and workplace performance data. Can’t optimize “doing things” results without first meeting people needs;
  2. Human development, personal satisfaction and maximizing performance are interrelated in one big, lifelong reinforcing loop;
  3. We’ve thrown a monkey wrench into things starting with the way we raise and educate our children, through our adult working lives. Self-imposed authoritarian systems and potential- limiting practices have drastically suboptimized our ability (our right!) to be all we can be.

Big deal, right? Yes it is. We’re causing our own mental and emotional challenges up to and including increased levels of stress, anxiety, depression, suicides even among middle school children. Declining social health and spikes in significant social problems: opioid addiction, violent crime including mass murders, and intense rudeness and insensitivity…terminal redneck behavior. It’s fair to say our social fabric is tattered and torn, locally and globally. Emotional well-being, physical health and economic effects of these problems are profound.

Fall 2017 Impacts Profundity Update

We’ve been on a roll. Nationalism, race supremacy…random and planned lone wolf attacks. Most aren’t terrorists on jihad. ISIS is not the only group radicalizing, recruiting, hating. Newtown still wipes me out. And the Vegas slaughter was a whopper. Where do these people come from? Are there no warning signs? Neighbors and relatives said the shooter and his girlfriend were quiet, normal, stuck to themselves. So…why? My opinion: it comes down to chronic disconnection, self-imposed solitude. We’re social creatures and we must reunite with our tribe, badly. But that’s just part of it…..

Late addition, fall 2017: the huge spike in allegations of sexual harassment (see “Kids Bully, Big Kids Harass”)

Is the species simply dumbing down? From Carl Sagan, The Demon-Haunted World: Science as a Candle in the Dark

“I have a foreboding of an America in my children’s or grandchildren’s time — when the United States is a service and information economy; when nearly all the manufacturing industries have slipped away to other countries; when awesome technological powers are in the hands of a very few, and no one representing the public interest can even grasp the issues; when the people have lost the ability to set their own agendas or knowledgeably question those in authority; when, clutching our crystals and nervously consulting our horoscopes, our critical faculties in decline, unable to distinguish between what feels good and what’s true, we slide, almost without noticing, back into superstition and darkness…

The dumbing down of American is most evident in the slow decay of substantive content in the enormously influential media, the 30 second sound bites (now down to 10 seconds or less), lowest common denominator programming, credulous presentations on pseudoscience and superstition, but especially a kind of celebration of ignorance”

It’s not just poor education or inadequate preparation for the workplace or not becoming an acceptable member of society. Go back to #2 and #3. We’ve become skilled saboteurs of the loop of development > satisfaction > performance that would potentially ensure we realize our potential.

One major monkey wrench: compulsory education and command and control work environment–authoritarian practices, precision amputation of children’s and adults’ ability to think creatively, to freely explore the world around them, to develop and fully utilize their human capabilities. (see School and Work–One Big Prison System.) We’re posing a substantial threat to our selves and doing irreparable harm, making these issues high priority to address. It’s tough to see the subtle relationships behind these issues without a systems thinking view.

A Loopy Vision: make a positive impact on the greater good, improving social well-being through values-based and environmental interventions in all sectors of the general population: home, school, work, community. (1) Build a broad base of grassroots awareness, support and involvement to ensure  across-the-board, all stakeholder engagement. (2) Study, understand and leverage shared motivators, perceptions, attitudes and values that originate with basic human nature. And, (3) realize and leverage the existence of loops to formulate a systemic action plan.

This is nothing but incoherent babbling without first envisioning a systems and loops perspective.

The Greater Good Loop: closed loops connect me and others and connect employers, communities and society. If we are aware of the loops, we can consciously leverage them.

Do you buy into the notion that the Private Self and the Work Self are distinctly separate people? Sorry, it doesn’t even make sense. We’re not two people, we can’t somehow magically switch between them. We’re at work for the lion’s share of our adult lives, so it stands to reason that personal norms and belief systems are impacted by the work environment. And workplace influence does not exist just at work; it carries over to personal, home, social environments. To isolate them is to push any conflict under the surface, but only temporarily. What would really help things is if employers understood the systems relationships and took an interest in making sure there was no opportunity for conflict within its people.

Our work life helps shape our personal lives. A community’s social well-being certainly impacts the workplace, the sustainability of organizations that exist within a community. And a company’s success and results are driven by its internal culture, which is the collective influence of the individuals who work there. These are all two-way streets. Work, society and me: one big reinforcing loop. It may be a virtuous circle, may be a vicious cycle. One leads to prosperity, the other to failure.

https://onepondripples.wordpress.com/2014/10/12/virtuous-circles-aka-reinforcing-loops/

Organizational Loops: People Generate Profit (gasp!)

It’s human nature to search for a connection, to belong to something bigger than “me”. An employer is very probably the most influential force in peoples’ lives, just because of the amount of time we spend at work. Organizations and their leaders are capable of exerting significant influence not just on employees, but on the surrounding community through their employees.

Consider the potential of an organization with a strong values base and principles-centered, ethical leadership that helps people feel a sense of purpose, belonging and stability, people with something to care about. Think about the impact on social issues when employees have a strong sense of community, a purpose larger than “me”, a values-anchored island of safety and sanity in the midst of the turbulence around them.

Oh, the bottom line…a company with a winning sustainability strategy has values and principles-based organizational expectations for leaders and followers alike, and sets its sights on being a normalizing force in the community. Doing so beefs up the local talent pool, and the existing workforce is highly engaged. There is an encyclopedia full of studies that validate the direct relationship between level of engagement and performance.

Teaser: it should go without saying: community activism builds a strong democratic society. Later.

What About “Me” Loops?

My work environment and society both continuously shape me, that’s easy to buy. But the thought that it’s a two-way street is a bit tougher to embrace. You’re telling me my company and even society is impacted by me? Only when I mess up really bad! Truth: balanced, personally aligned individuals impact both the workplace and society. A culture and its norms are depend on people with strong values who, by intent or accidentally, impact others. So collectively, we enable culture to survive and thrive. DANGER: this could instead be a toxic culture. Both are self-sustaining, reinforcing loops.

Individual community members are the foundation of society, therefore culture. As the workplace influences people, employers have a direct and significant influence on community social well-being. Employer impact potential is much broader than an individual’s, impacting an entire region’s or even country’s ethical foundation, economic stability, way of life, quality of life. The collective influence of people undeniably shapes company culture. So no matter how insignificant an individual’s impact may seem, the reality is more than a bit humbling:

My values and integrity have direct influence on society’s norms!

There are three levels of proven payback from social-emotional well-being:

  1. Individuals: less stress and longer, healthier lives with greater personal satisfaction;
  2. Social problems: well-being in general is an amazing antidote and it’s preventive vs reactive;
  3. Companies and the economy overall: a highly engaged workforce is more productive. Oh, and that physical health thing…have you seen the cost impacts of health issues lately?

At least one of these are wildly important things for most of us. They should all be, because of the  Me > Community > Employer loop, but it goes deeper. A closer look…

Social Impact: the Greater Good

The main traditional socializing institutions where norms are established and reinforced—church, education, family—have all lost impact on influencing people. Social development and norming are not good to leave to natural evolution, but there is a huge void in the socializing process.

People need a sense of community, of belonging to something larger than they are. The workplace has a chance to reach people on a regular basis and people will gladly embrace what the workplace offers. But it’s the reciprocating nature of influence within our personal and our employer’s virtuous circle that is the scary proposition:  how can we as individuals and even a large, powerful company, expect to influence society? The real question:

How much are individuals and companies willing to commit to impacting society?

The potential is limitless but there are both risks and rewards. No company can survive long-term without a vibrant community. No community can exist without solid norms. Communities with staying power eventually become the building blocks of culture. Communities, even entire cultures, without a solid base are destined to crumble and fall. I take that back…what risks? A sure bet?

The workplace influences me, I influence my workplace and environment. The workplace and individual both impact social well-being. We need to better understand the interdependencies, whether we have earned calling them virtuous circles or reinforcing loops. Key components: engagement and well-being; satisfaction and contribution, (maybe explored later in greater depth in TWO: Loops and the Greater Good.)