Aloha and your Thought’s Fingerprints

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Comments

[Rosa Say]

An update...
I received a great email today related to some of what I've written in this post, and I asked Steve Davidson of our Ho'ohana Community if I could share it with all of you. In part, Steve wrote:

"...I am glad to hear that you are referring to MWA as a "movement". I definitely see that we need a cultural shift. And I think MWA certainly offers a more than viable alternative to the dominant culture, not only in terms of management relations, but in terms of "mental health"! So, I agree that a "movement" is what is called for. A movement something similar to the 60's, but less bellicose and self-destructive!"

Aloha for your mental health... I like that.

Mahalo nui Steve :-)

[Phil Gerbyshak]

I would agree with the movement idea Rosa. It's why your book transcends the language differences some have mentioned. The language of love is the language we all understand. MWA is all about love, and more. Thanks for re-introducing it to managers like me.

[Rosa Say]

I can introduce it Phil, but it takes managers like you - devoted to their staff, and willing to invest in their own learning and growth - to ho'o: to make it happen!

...and as you are, committed to "making it great!" versus just settling for happenstance :-)
Rosa

[Phil Gerbyshak]

Point taken Rosa. I completely agree. Sometimes we just need a nudge of inspiration to remember to aloha with our staff. Not at them, *with* them.

[John Keane]

I totally agree with Steve that it's very important that we have a movement. Keeping this in mind, perhaps you've already read it, but if you haven't, you must read this manifesto called 'Why your boss is programmed to be a dictator' (http://www.changethis.com/19.BossDictator). The manifesto makes the point that changing individual behavior is only one part of the story, because there's one component of leadership that's often missed out - the system that people are a part of. Without a change in the system, making large changes is impossible.

[Rosa Say]

Aloha John, welcome to the Ho'ohana Community, and thank you for your comment! I looked over the manifesto just right now, reading about a third of it, and your recommendation was a great one, mahalo. I need to read the rest, particularly to reach the solutions he suggests.

I do agree with the point he makes, in fact so much so that there has been a definite shift in my coaching business at SLC since MWA was published in late 2004. It has become the exception versus the norm in our business model that we do one-on-one coaching unless it is with an individual at CEO level or above who wishes to own the MWA philosophy in bringing it to his or her company.

The mainstay of what we now do is whole-organization coaching, taking a top>>down approach so that we work with the entire organizational culture and the systems within them. We stimulate positive changes for them so that proactively chosen change (versus security-shaking crisis management from reacting to unforeseen change) is something people continually expect and welcome as part of their own learning, self-development and growth.

There is another simultaneous bottom-up involvement we introduce with tools like D5M, our Daily Five Minutes.

All good stuff - fun - but also designed so that no one needs feel they are going it alone with MWA and getting frustrated "bucking the system" that is on auto-pilot against their best intentions and efforts.

Thank you again for recommending the manifesto to us: what I have read so far is very well written. And a BIG thank you too for your vote of confidence with our MWA movement!