The connection between each other and the target is poor?
Improving these issues is often on the desk of human resource managers as cultural managers. However, in large organisations, the focus tends to fade away as management levels move up the hierarchy, and reviews of engagement surveys become ‘filling in the blanks’.
Next year, the result is perhaps slightly up (often for inexplicable reasons) and we will start to create new action plans. The human resources department is again under pressure and there is hope that something will change.
As long as we are focused on providing mindfulness (action plans) and physical experiences (all kinds of physical activities, from pool tables to mindfulness mornings), problem solving will remain a ‘table-filler’. Something is missing in the addendum.
Every human being is a whole or holistic. This means that
HUMAN = BODY + MIND + MINSENSE.
The mind, in turn, is made up of thoughts and emotions. Perhaps, in essence, we have
1. Physical presence
2. Thoughts and Belief Systems
3. Emotions
4. Mind (and Spirituality).
Translating this into business language,
– body is the body with its processes (including abdominal sensation, breathing, movement)
– thoughts are analytical ability, rationality, purposefulness, etc.
– emotions are meaningfulness, importance to a person, intrinsic motivation
– spirit is connection and commitment to something greater than my ego and being.
In most cases, a person’s intelligence also develops in the following order:
1. PQ or Physical Intelligence
2. IQ or Intellectual Intelligence
3. EQ or Emotional/Social Intelligence
4. SQ or Spiritual Intelligence.
Because for a very large number of people, EQ development is not very mature, it is also difficult to reach a level of connection and commitment. The whole development journey is very human and it is normal that people are in different places. In turn, EQ development can be helped and supported. For example, moving from external ‘motivation packages’ to deeper conversations that explore intrinsic motivation; using new communication techniques in social situations, etc.
The most important thing is to make the crucial move from IQ (head-work) to EQ (heart-work) through common goals and commitment. One of the first steps in EQ is allowing emotions to be expressed to oneself, let alone naming them in a much richer way than “sad, angry, calm”. There are several hundred words in the English language that describe the experience of emotions.
Of course, there are many examples where making something together starts from something bigger, something that you come together to do. Then there are the challenges (moving from joy to materiality or bodily intelligence), but that’s for another time….
If you are faced with the challenges of unification, commitment in your organisation, before you start making action plans in this regard, start addressing the support for EQ development including the resistance to moving up from the IQ level that many, especially male, leaders deal with within themselves.
