When the world is in chaos, and our hearts crave peace, the time comes when the adage “enough is enough” consistently repeats in the mind until the statement meets the decision we place into action. And although there are some second guesses, we move toward them in the context of imminent action anyway. We move toward them because, more than anything, when the world and people around us prepare and deliver chaos, hearts need deliverance and, in all earthly knowledge, our hearts desire peace.
We plunge into the abyss of newness and care, dry off, don a different exterior, and we walk with grace and kindness. The same ideals we longed for in the place we moved from. Now it’s up to us to learn more about who we are and what we will accept as we articulate requirements and aspirations toward a life of care. The ultimate care we give is offered not only to a better us but likewise to better the world itself.
On claiming full citizenship, Peter Block shared this,
“Our workplaces are major testing grounds for the expression of our values because they are not designed to affirm idealism, invite more intimacy or encourage depth. In fact, they are breeding grounds for barter, virtual technology, and speed. If we want a shift from focusing on methodology to focusing on purpose, we will have to bring it to work.” (pg. 83).
Yet, it is impossible to bring such things to work when there may be some in work whose primary focus is to lead and hold on to this leadership as the only way forward. The title itself is the driver. Nothing else! It doesn’t matter who gets hurt in the process. The throne of leadership often rules. In awareness, citizenships are stripped, passing the ports of new ideas, suggestions, and innovation becomes obsolete, based on desired authoritatively led choices. Yet, there’s immense hope in the needed actions to move on. A hope that brings forth envisioned outcomes—the outcomes planned from the beginning.
With this hope of what a new work creation should look like, here are some required points.
– be diligent concerning those let into created workspaces
-in hired staff, consistently analyze perception of company’s missions and visions. Are daily actions aligned with these statements? Are there any vulnerabilities?
-revisit workplace policies often
-when red flags occur, never shove them off. Keep a close watch for those that will mostly like come. Also, watch for intimidating behaviors.
-always protect what matters
Remember, control is our personal control, but first, it is essential to understand and know what is acceptable toward a peaceful work environment. Because peace was intended all along does not mean that everyone adheres. However, as Block suggested, if desired ideals are brought into daily interactions, perhaps the cells of those causing strife may just be awakened. If not, cut losses, rehire or move on, if necessary. Value a good life, not consistent chaos.
Dr. M. Charlotte Oliver
Block, P. (2003). The answer to how is best. Acting on what matters. Berret-Kohler Publishers