Do NOT survive, but THRIVE Corona Re-Purpose for Corporate Wellness
If I would tell you that COVID19 is here to teach us, grow us so that we can elevate our consciousness’ to our next level in evolution, what would you think and feel?
If I would tell you that Coronavirus is the biggest life-growth training for you, for your corporation and or our governments, what would you think and feel?
If I would tell you that post-Corona will be better than ever if you do the work NOW; re-purpose, re-calibrate, re-focus, what would you think and feel?
This is called the Growth Mindset!
I was on a Live MasterMind with Ford Motors Learning Center (Melanie Davis) and a team of conscious, skilled leaders to talk about “Build the Better Normal”. Amazing fresh data, as well as 100+ years old learned experience, came out of it. All topics and future visions, and current 3,6,9 months of strategic plans inspired me so much that I upgraded my content in my C-MANA (Ikigai-Mana Corporate) Training to a new level of awareness and execution.
In this article, I will share some content from the mastermind (2 Mindsets) and how I grew it into 4 Levels of Consciousness — 4 Types of Mindset.
Recent research done by neuroscientists on 1400 managers and 1300 employees shows that there is still a high level of perceived “threat” around the pandemic. Researchers from N-Leadership Institute indicated “Three Levels” to show the “Threat Levels” from low to high and asked these executives to choose the intensity level of the threat they think & feel about going back to normal as a post-process of this pandemic.
LEVEL 1: 0–1 Intensity LEVEL 2: 1–2 Intensity LEVEL 3: 2–3 Intensity
Results are 1400 managers still fell threatened at the average level of 1.5, 1300 employees still feel threatened at the average level of 1.9 of this pandemic. Employees feel more threatened than managers.
Per to Neuroscinests Ph.D. Joseph E. LeDoux and Daniel S. Pine, there is a Two-System Framework of how our brains detect and respond to threat. In their article which also published by NYU (The New York University), they propose that a conceptual “reframing” is needed to create progress to these two responses elicited by threats(“two systems view”):
1. behavioral responses and accompanying physiological changes in the brain and body
2. conscious feeling states reflected in self-reports of fear and anxiety
What do all these mean in terms of wellness in our corporate environment?
When our employees face “threat”, their immune system goes low (physical wellness); they have a poor perception, a poor judgment that affects their decision-making process (mental wellness), they feel anxious, in fear, aggressive (emotional wellness) which leads to poor social cognitions and creativity (soul wellness). As we are the leaders of these teams it is our responsibility to lift them with a Holistic Corporate Wellness Strategic Plan. So a minimum of 9 Month Wellness plan is needed when “Building the Better Normal”.
And all starts with a “WHY” — A purposeful Engagement is THE number one action to take, a constant, good quality, positive and a futuristic communication. This could be done with weekly digital meetings with top leaders, asking them how they are doing holistically, not only business goals but also how they are feeling, how are their families and closed ones. Q&A with the whole company is a second step to take to create connection & certainty during this time. Asking “Power Questions” is the key to “reframe” this period from a fixed mindset to a growth one.
A fixed-mindset; ME Consciousness — Taking things personal, defensive, in fear mode, scarcity, blame others and situation, avoid challenges, give up easily.
A growth-mindset; WE Consciousness -All is a procees of learning and growing, solution-oriented, in love mode, positive and in hope outlook, take responsibility, embraces challenges, persists in the face of setbacks, resilient.
There are even further 2 level up mindsets which essentially more of a “being” state than a mindset. Very few leaders and executives tap into those consciousness’ in business like Elon Musk (Tesla, Solar City) Marc Zuckerberg (Facebook), Tony Hsieh (Zappos), Oh-Hyun Kwon (Samsung), Steve Jobs (Apple), Travis Kalanick (Uber), Brian Chesky (Airbnb) and as in terms of 20+ years of established business Henry Ford (Ford Motors), Sr. Richard Branson (Virgin Group), Thomas Edison (General Electric) and so.
What makes them different than the other companies are their founders Transformative Vision and their seed level PURPOSE — MANA — IKIGAI to set up their companies. Everything starts with a WHY as Simon Sinek says. And as Mark Twain said once:
“The two most important days in your life are the day you are born and the day you find out why.”
The Chief Learning Officer of Ford Motors, Melanie Davis and Dr. David Rock (Neuro Leadership) shared a very similar 3,6 and 9 months strategy aligned with a high purpose of contributing the nation, their customers as well as the company and stakeholders. They said the first three months will be focused on “Staying OK”, later we must start to “Rethink work practices, schedules and meetings.” and in the upcoming 9 months we must focus on “Rebuilding Purpose and Culture as well as our methods for learning & communication.”
Seems as post-COVID19 the “Building the Better Normal” period will be focused on RE’s: RE-define Purpose, RE-activate Values, RE-build Culture, and Learning, RE-silience, RE-Juvenate, RE-mobilize, RE-organize…
Let the REVOLUTION begin than, like Madonna says.
And talking about RE’s, LOVE, CONTRIBUTION, COMPASSION, RE-PURPOSE, emotional intelligence, we just did a super RElevant-Talk with a dear colleague, #iamlovemafia member, a futurist, CEO, media professional, and international speaker TARIQ QUREISHY on how to help companies through the current crises, through inspiring, energizing and consulting in their transformation, digitalization process. Here is the RE-play of the talk:)
And for further relevant LIVE Shares pls sign up for FREE:
18.MAY: CASH FLOW SOLUTION AFTER COVID19
Last but not least here is the RE-Purpose Statements of ours: