This survey by Red Turtle below will support you in assessing to what extent and on what dimensions (culture, structure, governance) your organization is currently truly purpose driven. Followed by a number of suggestions for next steps in that direction if so desired.
Comprehensive summary of basis of Non Violent Communication (or Connecting Communication) by Breathe
See also Hearing feeling and needs and NL interpretation for more on NVC
Realizing more and more that if I want to change the world the only thing that really works is to change myself at a very basic, behavioral level. Meaning letting all the small day to day decisions and actions being inspired by the most wholesome version I can think of at that point in time.
The good news is that with this realization it is no longer necessary to spend lots of time and effort in trying to understand the complexity of the world as it is, or in figuring out strategies that will solve pressing world issues or in attempts to influence others into doing the ‘right’ thing.
Pieds de Mouton
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mixed weather leading to mixed output from the kitchen garden this year.
a gentle reminder of the benefits of (an increase in) diversity.
Only recently really dived into the diversity challenge. Mainly triggered by the natural flow within a new well intentioned venture towards a non-divers composition of the team. In the short term unity seems to to be more attractive than diversity even without the burden of legacy.
Still looking into this but putting it out now also to further activate my thinking and to invite input. The unity-path might be perceived as an easier way to quickly achieve a workable level of congruence within a group. Implementing diversity sometimes may also feel as something you have to do these days without fully understanding why or truly feeling it. And it is then also often limited to gender and ethnic diversity (excluding other aspects as religious, neuro and social diversity).
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Artichoke on iPad by HG vdSB Summer 2021
Over the past years I have visited the Massif the Bauges at regular intervals allowing for a nice evaluation of ‘internal’ developments over these years. Although challenges are always present the overall trend is clear: growing acceptance and consequently more presence and lightness (although the backpack itself feels heavier…).
Above, 2 nails I found this year: One representing a diminishing fear of heights (left) found near a tricky icy passage walking up to the Refuge du Charbon, the other representing the tough last 1% acceptance (right) found following the acceptance of the flow (and weather conditions) of the last 2 days of my visit.
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When experiencing a major disruption as we do now I usually tend to sense into the larger meaning in order to distill longer term implications. Resulting in a number of possible trends such as: reduction of things to a more ‘human’ scale, increase of speed of digitalisation in sensitive area’s such as health, education, government and a tendency towards more self-, family or community reliance.
This time around this however feels mainly like responding to a need to quickly fill a gap by creating a new ‘story’ in order to regain a sense of security about the future. Thereby nestling myself into this new ‘story’ and in doing so creating the basis for the next disconnect between my life and the abundance of the potentiality in every day.
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And an invitation to always choose for the most wholesome interpretation of whatever happens or is being said.
Small update on small scale permaculture experiment: After 1 year of observation and consideration with Lucas Broens and Maranke Spoor and 1 year of design and first steps in realization with Nanon Varekamp now moving into year 3 with focus on first harvest and next steps.
Overview of current varieties in lowest levels (90% perennial)
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One of the more challenging components around migrating to a fully purpose driven organization is the compensation of the people involved. In other words, how to make sure that the compensation structure does not create non-aligned incentives whilst still honoring each others contribution.
Continue readingThe idea behind purpose driven organizations is that the purpose is truly leading all the decisions made throughout the organization. At all times. Thus creating a safe and predictable environment in which everybody can thrive.
This in contrast with more traditional governance structures where the CEO and ultimately the shareholders can also decide based on other non-purpose driven interests.
The question then becomes how to structure governance so that it supports the former and discourages the latter. Easier said than done but I believe we have now cracked this nut through an adapted governance structure.
At the core of this simple governance structure are the following 3 principles:
1. a foundation is 100% owner of the operating company
2. this foundation is led by representatives of all relevant stakeholders
3. all decisions are made based on integrative decision making principles
Some simple but important question are not being asked because we are not yet ready to answer the same question truthfully ourselves if asked in return. Which is then in turn mis-interpreted as lack of interest, with all it’s consequences…
Sometimes its our role to break this pattern and sometimes it’s just our fate as the pain is too fresh or loyalty does not yet allow for it.
How do you feel, really?
And sometimes it is our fate to ask this question whilst our need is for somebody to ask this question to us… For a deeper reflection view interaction between Iris de Hond and Father.
Quality of the first oatmeal foam of the day
Previous KPI..
Slightly romanticized sharing of my journey through the healthcare landscape to date from ‘Health Angels’ via ‘NL Healthcare’ to ‘Gezond.nl’ with ‘Samen zo vitaal en gezond mogelijk, door beter inzicht, meer gemak en persoonlijke steun’ as its current purpose.
Interview by Breathe team members Q4 2020
NC.dGvE Cloud
