What triggers a person to open up to a later, more complex stage of consciousness? According to the research, the trigger for vertical growth always comes in the form of a major life challenge that cannot be resolved from the current worldview.Frederic Laloux, Reinventing Organizations
In their exploration, they found consistently that humanity evolves in stages. We are not like trees that grow continuously. We evolve by sudden transformations, like a caterpillar that becomes a butterfly, or a tadpole a frog.
Human consciousness evolves in successive stages; there is no wishing away the massive amount of evidence that backs this reality.Frederic Laloux, Reinventing Organizations
The main idea is that, while growing up, a person often has powerful and emotional experiences that inform their worldview and personality development.
According to the Heath brothers (and all the research they cite in their book), most of these “paradigm shifting” experiences happen during a person’s teens, 20’s, and begin tapering off during a person’s 30’s. They become almost non-existent for people over 40. And thus, people become frozen at a certain stage of their personality — and assume that’s how it’s supposed to be.
However, the Heath brothers explain that this doesn’t need to be the case. You can actually manufacture these experiences regularly, and throughout your entire life.
The reason most people stop having “peak experiences” — which according to Dr. Abraham Maslow, is required to become fully actualized as a person — is because they settle into societal norms.
They stop growing.
They stop putting themselves into wildly new and demanding situations. They stop exercising faith after having life experiences — and grow to become skeptical or cynical.
And it’s not just famous people who are done staying silent. Record numbers of workers from retail to restaurants to offices have left their jobs this year, often citing mental health as a factor. In one 2020 survey, 80 percent of workers said they would consider quitting for a role that offered better support for mental well-being.
Some of it may also stem from the pandemic, a time that inspired many Americans to reevaluate their lives and focus on what was really important to them. The events of the past year and a half “allowed people to sit with themselves” and “assess how to make things right in a way that is true to them and not just please everyone else,” Elyse Fox, founder of the mental health nonprofit Sad Girls Club, told Vox.
Whatever the cause, it’s become more mainstream in recent months to prioritize self-care rather than self-denial. For decades, Americans have been laboring under a play-through-the-pain mentality — “there’s this overall sort of ethic in our society around grinning and bearing it, taking it on the chin,” Michael A. Lindsey, the executive director of the NYU McSilver Institute for Poverty Policy and Research, who also studies mental health, told Vox. But in recent months, more and more people have hit their breaking point and are committing to caring for themselves — even if it means stepping away from something as big as the Olympics or the Grand Slam. For Biles and Osaka, “although this was a move for themselves, it’s also a step for the entire world,” Fox said.
The company’s stock price has tumbled nearly 10% this week, and CEO Bobby Kotick acknowledged in a message to employees Tuesday that Activision Blizzard’s initial response was “tone deaf.” Meanwhile, there has been a continuous stream of new reports unearthing horrendous misconduct as more and more former and current employees speak out about the working conditions and alleged rampant misogyny at one of the video game industry’s largest and most powerful employers.
Organizers of the walkout are calling for change. The demonstration was billed as “the beginning of an enduring movement in favor of better labor conditions for all employees,” organizers said ahead of the event. Now, those who participated say they “will not return to silence,” according to Axios.
However, once he learned to just observe his feelings and emotions separated from who he is, it has become much easier for him to ride the wave instead of getting knocked out by it. It took him a little practice and some reminders from me, but he is able to cope on his own now with the help of journaling. And that is huge for him. A simple question has not only kept him in business, but also allowed him to thrive emotionally.
Am I the feeling or that which is aware of the feeling?Here’s the question to consider asking yourself: “Am I the feeling or that which is aware of the feeling?”
This one question dissipates the basis of negative feelings. You are that which is aware of the feeling. If you are sad, you are not the sadness. You are aware of your sadness. You are not depressed, but that which is aware of your depressed mood. Often, I hear in my practice, “I am depressed” or “I am anxious.” With this statement, you identify yourself with what you are feeling. I help my clients separate their feelings from who they are. For many, that is their first time separating themselves from the feeling itself.
This separation allows you to create distance from your feeling, which is what you really want. Having that space gives you an opportunity to empathetically and unconditionally observe your feelings, and that observation helps you process and live through the feelings instead of being caught up in them.
If you are depressed, for example, try saying, “I am experiencing sadness or depression” or “I feel depressed.” Try not to say, “I am depressed.” That identifies you as depression. That speaks to your psyche very differently. Most often, we label ourselves with emotional and psychological symptoms. But we don’t identify as physical symptoms. Have you ever identified yourself as a headache, stomachache or cancer? Of course not. You would just say, “I have a headache. I have a stomachache. I have cancer.” Then why label yourself with the emotional and psychological symptoms you experience?
While B.C. restaurants are in the middle of the peak summer season, a massive struggle to retain employees continues to grow. As the cost of living in Metro Vancouver keeps rising, workers often can’t make a viable living wage.
The pandemic totally cracked it open; it exposed all of the bad parts of our industry and we have an opportunity now to fix it.
It’s pretty obvious what needs to change and it needs to change across the board and that’s just how people are treated in the restaurant business. It has to be treated more like how every other industry is, where people aren’t pushed to their limits because of stress, because of the amount of hours worked, and because of low pay.
We found that emptiness was characterised by a sense of inner void, coupled with lack of purpose in life and a sense of disconnection to the people in their lives and the world around them. This left people feeling that they were “going through the motions”, and not able to contribute to the world and their lives as they would like.
When you feel like everything you do is pointless and you’re just going through the motions. Just trying to fill in the time until you die. Sometimes you have fun or something good happens which can distract you for a while, but ultimately there is a hollowness inside which never goes away. It’s as if you’re transparent and anything positive like love or joy just passes right through you without sticking and afterwards it feels like it was never there at all.
Interestingly, half of participants had never struggled with a mental health difficulty – showing us that emptiness is not only experienced by people who have received a diagnosis of borderline personality disorder, but that it can be experienced by people with and without mental health problems.
By primarily focusing on staying on top of tech advances, we’re at risk of ignoring the reality of what’s actually driving business today: our people.
Purpose, meaning, mutual trust, and recognition are built by people one interaction at a time, and it’s up to leaders to build the infrastructure that facilitates these. Just as you expect a comprehensive plan to make your tech stack work smoothly, you need to be strategic about how your culture stack is making the most of that larger investment.
If companies want to better understand the needs of their employees, the easiest solution is to simply ask. As technology leaders, we’re used to a seemingly incessant cycle of feedback loops when it comes to our products and solutions, and we have an obsession with the customer that eclipses most anything else and drives our roadmap. What would happen to our culture if we brought that same obsession internally, too?
The time when it was a sign of success if work didn’t know anything about your personal life is over. It was a ludicrous notion to begin with. In today’s world, we know the value of celebrating the whole human. We must find ways to make sure that we’re seeing our coworkers for who they really are and, in turn, knowing that we are embraced and accepted for who we are.
Bringing this level of humanity into the everyday work experience is the best way to be in a position to hear from, listen to, and really get to understand what the humans in your organizations need. And understanding what needs will be a critical priority if we’re going to make it through another year of massive societal and organizational change.
One chart shows that it could be as contagious as chickenpox, which is one of the more transmissible viruses out there. It spreads more easily than the common cold, the 1918 flu and smallpox.
In that outbreak, vaccinated and unvaccinated people had nearly the same amount of virus recovered from test samples, indicating that vaccinated people are just as contagious as unvaccinated people when it comes to the delta variant.