The amazing story of Talents of Endearment evolving innovation

One of the biggest challenges of our time is how to balance between "PURPOSE" and corporate bottom line "REVENUES" to maintain a healthy corporate environment for employees to feel valued, appreciated, self-belonging and able to grow.?

A recent McKinsey?report?shows that "a record number of employees are quitting or thinking about doing so. Organizations that take the time to learn why - and act thoughtfully - will have an edge in attracting and retaining talent." According to the same report salaries and bonuses were not enough incentives to keep good employees from quitting their high paying jobs. Searching for "PURPOSE" was the main reason, which means a major shift in corporate culture and leadership mindset.?"If the past 18 months have taught us anything, it’s that employees crave investment in the?human?aspects of work. Employees are tired, and many are grieving. They want a renewed and revised sense of purpose in their work. They want social and interpersonal connections with their colleagues and managers. They want to feel a sense of shared identity. Yes, they want pay, benefits, and perks, but more than that they want to feel valued by their organizations and managers. They want meaningful - though not necessarily in-person -?interactions, not just transactions."

There have been a lot of great suggestions in the market to help businesses incorporate the culture of "PURPOSE", but mostly fell short of thorough applications.?

The Kao 6-Intelligences Challenge

John Kao, a former Harvard Business School professor, introduced in 2020 the 6-intelligences model that later became the framework suggested by the World Economic Forum to create a "PURPOSE" driven thriving company. See?Diagram 1.

The Kao framework is a brilliant one, once aligned with Diversity, Equity, and Inclusion; but Kao left it open for entities to figure out how to apply it effectively and efficiently.?

The Diversity, Equity, and Inclusion Challenge

To create the proper environment to nurture Kao' 6-intelligences, we need to figure out how they could be entwined with the culture of Diversity, Equity and Inclusion (DEI) to create PURPOSE. See?Diagram 2?for definitions of DEI.

Now, here are few of the challenging questions that I had to figure out for DEI to be impressive and sustainable:

1. How can we be sure that we have accounted for, without any biases, all possible IDENTITIES within the corporate environment to make sure that nobody is left out?
2. Is it good enough for people to feel strong self-belonging, or could it be stretched out to an extraordinarily strong self-belonging, and how?
3. Could external forces disrupt internal self-belonging, and if it did, what are those external forces, and would it be wise to be taken into consideration early on to avoid future disruptions?
4. Is internal self-belonging enough to sustain a strong bond between a company and its people, and if not, what else is missing to ensure sustainability of that bond?

The more I researched the questions, the more obvious it became that the current internal DEI definitions are narrowly considered, and not enough to peak and sustain self-belonging, and here is why.

Take for example company's employees, they are influenced by what goes on at home and the neighborhoods and therefore, those influences cannot, and should not, be ignored to create a balance between internal forces and external forces to sustain peaked self-belonging, but how and on what basis? ... The same, by the way, apply to all company's stakeholders (customers, investors, vendors, etc.) to maintain a solid market position based on a universal common PURPOSE.

Now, I determined that Kao 6-Intillgences framework can provide sufficient guidance to build the "PEAKED" culture. See?Diagram 3.

Putting it together

After determining that Kao provides enough guidance to PEAK culture, I had more nagging questions that jumped staring at me to address related to incentive for business:?

1. Why is it all that important?
2. What could be the long-term value for the business?

The one answer I was able to conclude is that, if I could bring all the internal and external forces together, I am going to be able to create a pipeline of viable fresh ideas that could be converted to a profitable business opportunity; and this was a good enough incentive for any business anywhere in the world to accept - it just makes sense.

Next, I had to identify the internal and external IDENTITIES that may effectively influence building this PEAKED culture (Diagram 3), but how and where do I start?

I needed to find an effective and efficient system that will allow me to bring together all identified internal and external IDENTITIES to collaborate and crowdsource fresh viable ideas and create relevant business opportunities; I needed to find a bundled?collaborative?and?crowdsourcing?system for it to work effectively and efficiently and?fortunately, I was not able to find one and I had to custom create it, but I needed a standard to do it.

Designing the bundled system, I needed to find a process that would help me build and maintain the "PEAKED" culture and doing so, I realized that I did not only have to consider the internal forces of any business, but also, to consider the external forces of every business.?

I had to consider all that matters to people to connect internal forces with the external human aspirations to establish a 360° PURPOSE driven culture to create a relevant common PURPOSE, internally and externally, but how? I found the "How" in my 2015 released protocol,?Sustainable Human Development?(SHD).

SHD provided me the standard that would guide companies to connect to peoples'?lifelong?journey and keep them?engaged?to continue?discovering?their evolving?aspirations. With SHD guidance, I can create a?scalable 360°?PURPOSE culture for business to be LOVED by people, internally and externally, and become sustainable.?

Now, I have a sound base to build a?universal?Collaborative?and?Crowdsourcing?platform to help business be LOVED for a PURPOSE; a platform where "everybody has a fair opportunity to succeed"?(my DEI definition).?

It became clear to me that, to achieve "PEAKED", we needed a platform that groups together the most universally PROGRESSIVE IDENTITIES, and?to meet my DEI definition,?we needed:

1. A space to include influencers from around the world (kids, youth, professionals, businesses, persons with disabilities, different ethnic groups).
2. A process that gives everyone a fair access to know-how, the opportunity to grow, and the chance to be all they can be.
3. Guidelines to make sure that everybody feels valued and appreciated for their ideas and who they are, to ensure their feel of self-belonging.

Now, I was finally able to complete the development of?Talents of Endearment?(TE) - a platform that brings together all PROGRESSIVE IDENTITIES - where everybody has a fair opportunity to succeed - to collaborate and crowdsource?viable-relevant-fresh-ideas?and build amazing things for everyone to thrive. The platform will also help business maintain a pipeline of opportunities to grow and maintain sustainability.?

Through TE, any business can now develop a meaningful relationship with all influencing internal and external forces with "LOVE" for a "PURPOSE". The results have been?phenomenal.?

The development of?TE was based on the mix of SHD, Kao's 6-intelligences, and DEI fundamentals, to achieve the "PEAKED" culture, see?Diagram 3.

This PEAKED transformation of TE is now available to help all targeted PROGRESSIVE IDENTITIES?develop the PEAKED culture through:

1. Talents of Endearment Labs?- 33-day online program that brings together high school and college students, professionals, and business from around the world become relevant to the present and the future
2. Internships of Endearment?- 16-weeks online work placement training for college interns worldwide to create career relevance. By January 2022, we are starting the first ever experience of international internship exchange for students from different universities across the globe to be a part of solving interesting, challenging problems and become accustomed to working across different cultures.
3. Talents of Endearment 20X?- A competition-based program of Talents of Endearment Labs to deliver to the world infinite opportunities in the next 20 year by high school and college students worldwide.
4. Talents of Endearment Capabilities Center?(TECC) - All?students?who successfully complete a Talents of Endearment Lab, Internship of Endearment, or 20X, will become?eligible?to join TECC and start a professional career working on paid projects for companies worldwide; never worry about unemployment - all they need is a computer and an internet connection to start from where they are in the world.
5. Aladdin Smarty Land?- for 6 - 12 years old kids from around the world to explore the world culture and share their perspectives on how they envision doing things?
6. Ibn Khaldun Assembly for Career Development?- taking DEI to a stretch, inviting academicians, researchers, and philanthropists to enhance the learning experience of TE programs participants.
7. Talents of Endearment Certification Boards?- to standardize and supervise TE programs to maintain programs integrity and promised deliverables.

Talents of Endearment is about creating the culture of "WE" to build a meaningful PURPOSE for all PROGRESSIVE IDENTITIES to feel PEAKED self-belonging; it is a smart platform that will help people and business create their own progressive model to build relationships, discover aspirations and convert them to viable opportunities, in real-time.

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