Corporate Consciousness affects the world more than any other single influence. Corporate Consciousness can impact, where people live, what they eat, how they speak, and of course, life expectations.
Media companies affect social behaviour in their choices to write about, speak about or stay silent on social topics.
Of course trade and commercial interests impact these choices more than we wish to imagine. China for example, a major part of nearly every western country's economic survival strategy, has one of the worst human rights records of any country on earth, and yet, how much press? Near none.
Corporate Consciousness starts at a far more realistic level than the big momentum issues of relations between China and Western nations. It starts internally, within the company in what is commonly referred to as Ethics.
There are a range of opportunities within the ranks of Corporate Ethics to become a Conscious Corporation and you don't have to be a multinational business to implement this. It can be, a Conscious Corporation with a staff of one: you.
Classical old modelling of Corporate Ethics are an exercise in Public Relations. So, we are talking about a different exercise in Corporate Consciousness than Public Relations and Social Marketing.
The three Key elements of Corporate Consciousness are:
1. Realistic Expectations.
2. Honesty
3. Good Leadership
1. Corporate Consciousness Realistic Expectations:
Throughout time, the master slave relationship has driven most behavioural models of motivation. Such relationships have evolved over time from the extreme physical abuses of the past 2,000 years, to the current abuses which are manipulative, emotional and mental psychological games, such a Engagement Surveys, Myers-Briggs and a range of other tricks used to stimulate fear, shame and guilt in teams. This is the unconscious platform on which most larger organisations build their program of ethics. It is, in short, unconsciously corrupt game playing. And it's playing with people's lives.
Most entrepreneurs understand human psychology better than most psychologists and therefore would agree with the following human realities at work:
People Don't Change... Circumstances Do
Complacency is the worst of all the Baseline Human Circumstances
Enthusiasm is often the most expensive, unsustainable and corruptive Human Emotion.
Groups gravitate to the Lowest Common Denominator in the team. (most Unconscious Person).
Personal disarray, domestic unhappiness and poor health often drive people to work hard but not smart.
Realistic expectations are the first step in Corporate Consciousness and this involves a significant departure from the conventional master slave emotional and mental manipulations. For this we recommend a far deeper understanding of motivation, motivating factors, circumstance and environmental influences, in short, Inspiration versus desperation as a key ethical value in corporate human development.
2. Honesty
Dr Lou Cox, based in New York city has undertaken extensive work in the development of what he calls, "Conscious Conversations" a process of staged and accepted permissions for teams and groups to get past, toxic or radioactive emotional blocks that cause interactions and meetings within groups to be shallow, surface and fact based.
In such permission granting the individual is not really given an option to refuse but more accurately, given an understanding of a human dynamic in which honesty is not punished, and shame prevention is not the core defence barrier for human conversation.
This "Conscious Conversation" is an acceptance of the reality that a significant percentage of corporate interactions are not honest. This dishonesty is not in the classical sense of deceptive behaviours, but more, in the separation of mind, emotion, heart and soul. Robotic interactions where surface face means more than outcome or story.
Although Dr Cox's Conscious Conversation takes us a huge way down the path, what is still missing is a self regulating process for dealing with the personal blocks that stop conscious conversation. In other words, as one goes deeper in conversation to explore the opportunities for innovation and creative management, one will find "radioactivity" which, must be reconciled. Either in therapy, or, in a more simple sense, in self leadership.
This is the second phase of Corporate Consciousness.
3. Good Leadership
Putting the responsibility back in the hands of the individual for well-being, happiness, motivation, mood, temperament, causation, team spirit and professional representation takes a massive shift in self discipline on the part of the leader. This is commonly where leadership breaks down.
The leader might have good intentions, high integrity and great incentive to cause team members to flourish, however, they may also lack the personal regime to live out their hopes for others, in their own life.
The truth of this comes from my own experience working with leaders, entrepreneurs and families throughout the world. Sometimes, the individual cannot bring the qualities of their hopes for others into the own life, and end up living vicariously through the lives and hopes they have, for others.
It can be easily seen in a leader's "Pride."
Sometimes pride takes on a darkness. When a person is proud of what their children, team members, or group has achieved a form of transference can take place, is which they live victory through the life of someone else instead of their own life. Most obvious as an example is the obese parent, proud of the health and happiness, vigour and vitality of their child. As this parent speaks it is easy to get the impression that they are actually living their emotional reality almost inside the reality of their child. Leaders do this in corporate life too.
So, good leadership comes from the manifesto of "being the thing you want others to become."In the Long Term - people in a group cannot have a consciousness greater than the leader" and if they do in the short term, it is called, distress." So, good leadership starts when leaders do what they expect others to do... they actually walk their talk.
This includes:
Family Relationship - Past, present and future.
Health Management - 360 degree wellness
Well-being, mind, body and spirit
Financial Management.. planning and vision
Self Realisation.. motivation or inspiration
Social Contribution - Purpose greater than self
Career Development - Education and Re Education.
Innerwealth is a real life, everyday, raw and nature based awareness that helps people live from the inside out. It opens hearts from past challenges, frees vision, inspiration and life purpose and gives rise to true human potential in all the seven areas of life. Innerwealth is also a process, a process that helps people deal with everyday challenges, tap their intuitive nature and live, in a sense, guided from within. A leaders edge, a lovers heart. There are twenty books in the Innerwealth Series, including Sacred Love and Innerwealth, plus "the Laws of Nature for Better Relationships" weekly blogs and podcasts. Chris Walker also runs consultations, interventions and seminars on Innerwealth at work and at home.
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