Expand Self-Aware Consciousness at Work
Ralph Kilmann
Co-Author of the Thomas-Kilmann Conflict Mode Instrument (TKI): Celebrating the TKI's 50th Anniversary Year (1974–2024)
I’m publishing this newsletter series to discuss the nuances of the four timeless topics for people and organizations: conflict, change, transformation, and consciousness. You can subscribe to never miss an article.
Since I started writing these articles, I have posted numerous discussions on various aspects of consciousness, conflict, truth, and resolution. As it turns out, those particular discussions were often drawn from an autobiographical book that I was writing, The Courageous Mosaic: Awakening Society, Systems, and Souls .
Most, if not all, mind/body/spirit modalities (such as meditation, mind/body awareness, energetic fields, Network Spinal Analysis [NSA], energetic healing, spiritual journeys to wholeness, etc.) are designed for separate individuals — not large organizations. As a result, even if members individually participate in such consciousness-expanding experiences on their own, there’s little encouragement (or even awareness) by an organization’s leaders (including the informal culture and formal reward system) to bring that greater consciousness directly into the workplace to improve performance and satisfaction. Maybe individuals benefit from raising their own consciousness and maybe their closest relationships (and families) benefit as well. But workplaces and organizations as a whole seem to proceed with “business as usual,” even though these consciousness-expanding modalities can greatly enhance (and focus) members’ commitment, engagement, creativity, and passion on the job.
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We have experienced (and perhaps conducted) all sorts of conventional, mainstream training programs on conflict management, leadership behavior, critical thinking, personality types, communication styles, problem solving approaches, teamwork, culture change, and other “well-accepted” topics. But what about these topics: self-aware consciousness, ego development, somatic (body) awareness, mindful meditation, gathering and focusing energy fields, mindful yoga to release tensions and stress in the workplace, and spiritual discussions to explore each person’s unique calling and how his/her team can thus provide a suitable outlet for deep-felt ego passions as well as members’ soul’s purpose?
In the history of managing human resources, we initially only considered employees as “hands for hire.” Then we gradually got to see their social needs and the social/motivational fabric at work. Next, we marveled at employees’ cognitive ability and their capacity to process and use information. I am convinced that the next phase for managing human resources is to make use of all the person…mind, body, soul, and spirit…to bring the whole person into the workplace. We thus have the opportunity to enhance consciousness in ourselves and our organizations.
Kilmann Diagnostics offers a series of eleven recorded online courses and nine assessment tools on the four timeless topics: conflict management, change management, consciousness, and transformation. By taking these courses and passing the Final Exams, you can earn your Certification in Conflict and Change Management with the Thomas-Kilmann Instrument (TKI). For the most up-to-date and comprehensive discussion of Dr. Kilmann’s theories and methods, see his 2021 Legacy Book: Creating a Quantum Organization: The Whys & Hows of Implementing Eight Tracks for Long-term success.
Photo by Ashim D’Silva on Unsplash
Thank you again, Ralph Kilmann, for bringing up these critical topics. And for so accurately tracing the evolution of how #hr views/interacts with the people in an organization. And the fact that most organizations conduct "#business as usual," meaning focusing only on profit-related strategies, tactics and results, hierarchical authority, decision-making, timelines, , etc. One of the sayings I've long abhorred is "it's just business, it's not personal," often used to excuse firing someone or some other negative, hurtful action. It IS personal, because it's impacting an individual's life. I believe the reason #organizationalchangemanagement has become such a wide-spread discipline is because we are finally realizing organizations are made up of people--living, breathing, human beings with emotions and needs that must be addressed for an organization to succeed. I applaud you for suggesting organizations acknowledge the whole individual, not just because it's the "right" thing to do, but because it will enhance not only the individual employee, but the organization itself.
PhD student at College of Social Science and Humanities in Multiculturalism and Governance program at Dilla University, Ethiopia..
1 年Conflict is an essential part of human life. It is natural with us yet the way we deal to resolve before it turns to violent is paramount. Accordingly, when the conflict related with consciousness especially with worker and organization, the interpersonal as well as the values, norms and systems of the firms matter. Also, setting is vital. Thus, the organizational systems such as rules, norms, values and among others have impact on the workers. Moreover, the principles of effective governance has explicit or implicit attachment with workers. All in all, the multidimensional approaches are indispensable while analyzing the conflicts and workers of the organizations.