This center of events is a laboratory for inspiring new aspects
of the theory and for testing the theory as applied to education,
business, law, health and healing, technology, ecology, personal
living, life environments, community, the arts and culture
and more.
Frontliners are identified through our research and invited
to present their methods and discoveries for what is working
for them in their particular field. Inquiry circles are formed
around the Frontliner's work to explore how Life-itself principles
may be operating.
If there is enough interest and reason for in-depth study
of the topic, full in-depth projects evolve and funding is
sought to do further research for particular application of
the insights gained through the initial inquiry process.
Recent inquiries have focused on business and learning environments,
which produce what we call "Living Companies." We
have worked with three frontliners to examine successful company
environments where the workers were interviewed to determine
what works for them in the workplace? Link the following to
this point). A summary of their responses is as follows:
Above all
else, there was no sense of "fear" in the environment.
Competition was minimized to what each person felt useful
to his/her own motivation.
1) Each individual was able to find effective ways
of being herself, of expressing her or his own unique ability,
style and identity. Each person was encouraged to participate
in the co-creation of the workplace as a unit while valuing
and respecting individual differences.
2) Each person was able to find meaning and act in
accordance with what felt like correct action to him/herself.
3) Each person felt a connectedness, feeling part of
a greater whole, and each person experienced her part as important
and making a difference to the whole.
4) Each person felt he/she could change and feel in
control of what he or she is doing daily.
5) Each person discovered ways to grow and expand his/her
own genius beyond common boundaries or she discovered the
possibility for growing her own particular genius.
6) Individuals learned how to form teams around getting
work accomplished whether learning something new or meeting
the demands of some task or project.
7) Facilitators encouraged people to take time for
reflection and time out for renewal to integrate what was
being learned. Such times were free of new stimulus, a quiet
time turning inward, individually and as a group. Such times
were given to remembering why they were working and what they
were trying to accomplish with their efforts.
8) Stories of progress, process and personal achievement
as defined by the individual or the group was shared. Through
this process everyone got to know one another and discover
how their differences were valuable and not a barrier.
9) She encouraged each one to be tolerant for their
own and others' "not knowing", allowing for a process
of discovery and trial and error was O.K. when approaching
new or unfamiliar experiences. Everyone learns in his or her
own time and way.
10) Mistakes were not punished but valued as a source
for learning.
11) Rules come out of daily process to get done what
everyone wants to accomplish, discovering what works better
and better for everyone and individually as well as for the
employer.
12) Facilitators allowed rules to change frequently
as needed by each individual's own growing and the interdependent
growing in relation to others.
13) Facilitators supported workers in valuing learning
and discovery of themselves and others as they learned and
worked together.
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