Tag: Values

Stepping into the Realm of Possibilities

The level of employee engagement hinges on their sense of fulfillment in their contributions to the organization, their colleagues, and their own growth. This is equally influenced by the organization’s demonstrated behaviors and actions.

Saying they have created a culture of care where employees can be themselves and contribute fully isn’t enough for an organization. Their actions throughout the company must consistently reflect this value.
How employees choose to engage will depend on their need to feel fully realized in their contributions to the organization, their colleagues, and themselves.

As well as the organization’s demonstrated behaviors and actions.

I have had the good fortune to collaborate with fabulous leaders professionally. Leaders that honed their leadership, intrapersonal, and people skills, in a manner that enabled their direct reports to contribute meaningfully.

Engaging fully!

Company culture: a balance of what you say and do

And there were those leaders, through their behavior (from micromanagement and bullying to sexist and racist tropes), that resulted in my stepping back in how to choose to engage.

Resulting in a self-protective mechanism of armoring and then camouflaging.

You may be thinking that I might have been overly sensitive. And I could have been. Yet, the environment did not feel trustworthy.

For me, at the heart of employee engagement is choice—saying yes to an organizational value because it aligns with one’s personal values.

This belief holds that choice exhibits one’s personal power in an ecosystem that has cultivated multiple pathways to engage.

Engagement is about meaningful interactions and curating a mutually beneficial partnership.

My experiences with these ineffective leaders helped me define the kind of leadership and work environment that fosters my ability to contribute my full potential; bringing my best self to work.

There are safe enough environments to experiment with novel ideas, stepping into the realm of possibilities. People riff off each other in a supportive, cross-functional, collaborative manner, using time and space to create.

Do you feel that you’re engaged meaningfully in your work life?

There is no universal formula for engaging employees. Given the workforce’s global nature and diverse needs, some behaviors can help amplify engagement across an enterprise.

You’re cordially invited to The Engagement Factor, an interactive virtual event that offers approaches to cultivating engagement across your organization.

Register for The Engagement Factor with Novelette

I have greatly enjoyed serving on a Board with Anu Gupta at BE MORE with Anu (BMA). I have seen first-hand his passion for providing individuals and organizations with ancient wisdom, blending it with modern science, to bridge understanding and strengthen compassion across differences.

Anu brings mindfulness-based and science-backed DEIB, antiracism, and wellness training to organizations of all sizes to build more equitable and inclusive workplaces and beloved communities.

His BMA Organizational Coaching Program is a unique opportunity to collaborate directly to drive tangible behavior change, understanding, and compassion.

Registration is open!

I invite you to check it out: BMA Organizational Coaches | BE MORE With Anu — BE MORE with Anu.

The Intentionality of Choice

For many, this time of the year offers an opportunity to reflect on the past and make resolutions for a future reality. Even if you’re not inclined to make a new year resolution, I invite you to bring attention to what matters through the intentionality of choice, by bringing full consideration to the subtler vibrations of what is calling your heart! 

It is akin to moving beyond autopilot, engaging in every activity with the attention a pilot might give to landing a plane. 

As complex, multiple-dimensional individuals, we live in systems and have learned to adapt to their ebbs and flows through our moment-by-moment choices. Dr. William Glasser’s Choice Theory emphasizes that all behavior is chosen and is driven by the desire to satisfy the need to:

  • be free
  • have fun
  • to survive
  • be powerful
  • be loved and accepted

When individuals are intrinsically motivated, they behave and act from a sense of volition and choice. They recognize – they have control over their behavior – and the freedom to chart a course.

Oxford Languages defines choice as an act of selecting or making a decision when faced with two or more possibilities. 

Two possibilities might be too dualistic … pitting one off the other … so consider offering yourself enough possibilities to feel whelmed (yet not overwhelmed). 

When individuals are open to possibilities, they arrive at a place they want to go, that they may not have known they wanted to get to. 

Since organizations are comprised of individuals, when they are encouraged to be autonomous, self-determined, and connected to one another within organizations, both they and the organization thrive.

Encouraging autonomy with resources and accountability leads to mastery and engagement. 

Organizations that cultivate a culture that promotes autonomy grew at four times the rate of control-oriented firms and had one-third of the turnover. They encourage their employee’s choices of mastery, connection, and creativity of their talent. 

Individuals have different desires. The best strategy for a leader would be to figure out what’s important to each individual.    

From the individual and organizational perspective, what possibilities await you in 2024?  

With the opportunity to coach more than 1,000 individuals, I am uniquely positioned to understand the evolution of individual, interpersonal, and organizational choice management.

A central tent of BETA Coaching & Consulting is choice – working with clients to chart the pathway that will serve to satisfy their unique needs. This is fostered through an inclusive approach, being an intentional, trustworthy partner, and listening deeply, while partnering with the client to realize their insights.   

Rayner and Bonnici explore how intentional restructuring of social and environmental arrangements brings about social change — be it in healthcare, racial justice, or education reform — in their book, The Systems Work of Social Change: How to Harness Connection, Context, and Power to Cultivate Deep and Enduring Change. I draw from this book that system work is akin to purpose in action — embedded in principles and practices that cultivate a more peaceful and just world by engaging the primary actors in the change process while limiting unintended negative consequences.

Rayner and Bonnici offer many case studies of our individuals and organizations creating social change — each chapter offering a wealth of perspectives. This is a must-read for anyone interested in the day-to-day actions and relationships, and how they are as much about the ways we work as they are about the outcome we pursue. Centering the collective identity within groups — to explore new ways of seeing the current situation with new awareness to shift to a new perspective.

What will you be reading this winter? Love to hear from you. Share this with me on LinkedIn and let’s start a conversation.

 

What You Need is Not Simply Their Hands

When an organization views its purpose as a commitment they are working toward, its impact can be far-reaching both internally and externally. A successful implementation process requires a purpose-based business strategy where the proposed shared values are made explicit.

An organization’s purpose statement clearly demonstrates what it stands for. It should not be a branding exercise, nor should it be intended to capture more market share. It is about the direction that orients an entire community of people toward an aspired future by undertaking a period of authentic discovery modeled on the organization’s values.

Employees need to understand what the company’s purpose means for them and how it connects with the business strategy. They need to explain it in their own words without changing the meaning. When employees feel integral to this experience, there is alignment with the organization’s purpose. If not, they will experience heightened stress or other well-being concerns and likely leave the organization.

Leaders who demonstrate curiosity to listen.

Organizations that have a deep sense of purpose and have achieved alignment with their employees’ purpose have a more engaged workforce that is whole-heartedly and fully involved.

❝ [Organizations] are truly made up of people.
So, if you want people to be fully engaged, really committed
… what you need is not simply their hands …
… but their head, heart, and hands …
It takes a commitment, usually to a shared mission and this thought
of a compelling vision that they’re looking toward.❞  ~ Shundrawn

Without good communication and implementation, an organization’s purpose will ring hollow. Communication is vital, linking the organization’s internal identity, actions, and stakeholders to its external identity, actions, and stakeholders.  Listening for actual or potential value alignment with colleagues allows them to feel seen and heard, which are different skills than those required for a tactical or strategic meeting.

Creating a safe enough space for colleagues to speak up and reinforce the organization’s values is key. Building these psychologically safe teams goes hand in hand with creating positive, ethical, and purposeful environments. As leaders, understanding what your colleagues are really all about is key to curating a purpose-driven organization that effectively engages all employees.

Coleman states, “corporate purpose is deeply connected to the ability of individuals to achieve greater meaning and engagement in the organizations in which they work. And for leaders who care about the well-being of their employees, and individuals who want to thrive at work, there is little more important than that.”

The happy-side benefit of aligned purpose is a flourishing, engaged workforce that knows what their organization stands for and supports it.  This is deeper than the messages listed on your website. It means prioritizing and following through with practices that willfully interrogate the actions and behaviors which support the stated values and tweaks flawed or outdated practices that no longer serve the organization. Purpose makes a difference in companies only when it changes how people operate.

How is your organization living its purpose?

I recently learned about Tony’s Chocolonely vision and was moved by its commitment to producing 100% exploitation-free chocolate. While your organization might not be in the chocolate business, its purpose can be equally dynamic, guiding internal and external stakeholders’ daily actions. This example is provided for your consideration as your think about your purpose statement.


This is a beautiful meditative read that I will revisit many times! Rick Rubin shares 78 thoughts in The Creative Act: A way of being, stating that being creative is a fundamental aspect of being human. We exist in a creative universe. A mysterious realm beyond our understanding in a society that wants to make meaning out of everything.

Being in the world and appreciating the wisdom of nature when it is noticed, awakens our creative nature. Our creative energy. Rubin inspires the reader to lean into their awareness of the multiple options available to them and become attuned to their intuitive knowing.

At the onset of the book, he states that nothing written here is known to be true … and each of the thoughts shared is an invitation for further inquiry, a zooming out or in for a new way of being. To create is about playing to play. It is about innovating and self-expression. 

How are you creating an environment where you’re free to express what you’re afraid to create?

Book A Discovery Session

A discovery session is largely influenced by a kaizen process, a philosophy based on the concept that change for the better is fostered through small modifications that create improvements. The session is centered on learning about one another, including your values, goals, and processes. 

The discussion will help determine our chemistry match and how collaborating will add value for you. There will be an opportunity to understand your needs and what is top of mind for you, especially what it is that you wish to improve upon. This is an opportunity for us to co-create a win-win partnership.

Some discovery session questions are:

  • What is your biggest challenge as it relates to ______?
  • How are you feeling about this challenge? 
  • What about solving the challenge is most important to you? 
  • How will you benefit from finding a solution to this challenge?

To schedule your no-obligation appointment, email novelette@betacoachingconsulting.com or visit our calendar to book an available time.

Living Our Values Everyday 

I have been reflecting on how I show up for my needs and give them the same attention I would if talking with a client. Here I am referring to what Stephen Porges defines as “one of our inherent needs to be attuned with — “well met” — a neural expectancy. Maslow’s Hierarchy of Needs is a framework for how human needs are categorized and expressed, which was formulated after he observed the Canadian Blackfoot. They believed that self-actualization is attained by being fully human and serves as their community foundation. So, I ask, what does it mean to be fully human? At the core of being human is how we meet our needs both individually and communally.

It has occurred to me that my unspoken expectations and the internalization of an external narrative can short-circuit being “well met.” I see the challenges behind those who might operate unconsciously by the Golden Rule “Do unto others as you would have them do unto you.” What’s missing is the nuances that we might want to be treated individually. Whereas the Platinum Rule “do unto others, wherever possible, as they would want to be done to them.” centers on the individual’s need.

Even when needs are expressed, they are not guaranteed to be met. So, how do we manage our expectations? There’s no simple answer, and I invite you to reflect on this with me. One way to start is by utilizing the Needs Constellation. Find a quiet spot, then answer the questions offered in this article to learn more about yourself.

  • What are your top needs during this season of your life or at this moment in your organization?
  • What makes these needs important to you? What do you value?
  • How will your behavior change or stay the same to align with your values and priorities?
  • How will you know when your needs have been met?

The more we attune to our feelings and the needs behind our words, the less intimidating it is to express them. This can be empowering and support our core values. It is both an expression of vulnerability and courage to go below the surface when authentically expressing ourselves in relationships. This touches on our humanity.

Even with clarity of our intent and expressed needs, they may be heard as a demand, which intensifies based on positional power. Yet, we should not undermine our personal power, which is self-sourced and is the only power that can transfer from context to context.

Since we do not fundamentally separate who we are as individuals from how we are in our professional lives, many of our core needs, such as belonging, mastery, and purpose, will show up in the workplace. Team performance and team members’ feelings are largely bound to colleagues’ needs, and how their interpersonal relationships manifest in the group process.

In an atmosphere of psychological safety, an organization cherishes open, honest dialogues, respects the needs of diverse team members, and asks contributors what they need to be successful in their role and how leaders can support their growth. A key to unlocking employee engagement is the leaders’ understanding of their talents’ needs and how to fulfill them, first by asking them, then by ensuring a work environment that is safe enough and offers meaningful work, clearly stating objectives while offering timely feedback, and by demonstrating the value of work-life integration. When leaders prioritize their talents’ needs, employee retention, motivation, and engagement will positively impact the organization, while affirming the individual’s agency.

Well-being is a central strategy ensuring that we each contribute our best, which includes navigating our many challenges while negotiating our needs. The combination of speaking authentically and listening deeply is a key path to becoming a better-connected society. This is done in community — communal mutuality — through the promotion of inclusive well-being. Identifying and articulating our needs is how we can live in harmony with our values, contributing greatly to our well-being and our societal well-being. Now, how will you feel when your needs are met?

James Baldwin writes, “Writers are extremely important people in a country, whether or not the country knows it. The Multiple truths about a people are revealed by that people’s artists.” With the slower pace and longer daylight of summer, I find sitting under a tree reading after work an absolute joy. Sharing with you a synopsis of the books read this summer, and I invite you to share your favorite books from your summer’s read list. 

Book A Discovery Session

A discovery session is largely influenced by a kaizen process, which is a philosophy based on the concept to change for the better through small modifications creating improvements. The session is centered on learning about one another including values, goals, and processes. 

The discussion will help determine our chemistry match and how collaborating will add value for you. There will be an opportunity to understand your needs and what is top of mind for you, especially what is it that you wish to improve upon. This is an opportunity for us to co-create a win-win partnership.

Some discovery session questions are:

  • What is your biggest challenge as it relates to ______?
  • How are you feeling about this challenge? 
  • What about solving the challenge is most important to you? 
  • How will you benefit from finding a solution to this challenge?

To schedule your no obligation appointment, email novelette@betacoachingconsulting.com or visit our calendar to book an available time.

May your skies be blue

… starting off on the right foot

During this time of the year, there is a tendency to make a resolution that leverages behavior in the coming year. The practice of making resolutions first caught on among the ancient Babylonians some 5,000 years ago, when individuals made promises in order to earn the favor of the gods and start the year off on the right foot. 

Whether or not you make a resolution, I invite you to consider, “how would you like to step into this new year physically and metaphorically?” As the adage goes, if you don’t know where you’re going, any road will take you there, so being intentional about what you desire to be is paramount. For many of us, we are still weathering the impact of a global pandemic which has shaken up who we thought we were and has opened an opportunity to redefine what we value.

Sometimes you have to figure out who you’re not before you can become who you are writes, Chenjerai Kumanyika. Whom have you become since COVID? Global pandemic? Racial unrest? War? Recession? Quiet Quit. A call to care for our mental health? The passing of family members and friends? And since there is no single formula, having a clear foundation grounded in our values is foundational in weathering the storms of life. For me, the new year signals a recalibration, becoming clearer about evolving values, and what it means to dynamically live into my well-being.

As you imagine what becomes possible in 2023, what is your heart calling for?

I have been gifted the opportunity to coach more than 1,000 individuals. This uniquely positions me to understand the individual–interpersonal–organization change management evolutions. Organizations that encourage their employee’s prosocial behavior promote positive social relationships by welcoming, helping, and reassuring others through these moments of adjustment.   

Dr. Murthy, Surgeon General of the United States, noted that organizations have an opportunity to reinvest in the nation’s workforce well-being, by showing that workers matter, their work matters, and they will be supported to flourish. Well-being is not only personal and subjective but also universally relevant. Although environmental factors – such as a person’s workplace – affects how they experience their well-being, such as their relationships with themselves, their interpersonal relationships with colleagues, the decisions they make, and the tools and resources they have access to – that play a role in how they might select to engage.

Fostering inclusive strategies starts with being intentional, trustworthy, listening deeply,  making collaborative interactions a priority, and enhancing individuals and organizational well-being. 

The strategy states that a holistic approach takes into consideration the individual – the interpersonal relationships – the organization – and the change management plan. 

We have a golden opportunity to curate inclusive initiatives – by unleashing the magic that will amplify individuals’ well-being by providing them with opportunities to identify and engage in habits to live their best life.

Life is a process and, as complex multiple-dimensional beings, we live in systems, and learn to adapt to their ebbs and flows. Every day is a new beginning to choose how we will thrive. Share what you’re adding to your ecosystem of well-being in 2023 and how we might be of service to you and your journey. 

One of my favorite activities is reading – for pleasure! I have a personal goal to read two books per month – on a great month four books.  Inspired to be a better storyteller, the final read of 2022, “How To Tell A Story.”

When you say something out loud, change is being shaped, expectations meet reality. A shift of perspective happens.  Although I may not be on The Moth stage sharing a story, the principles shared in this book will allow me to hone the art of storytelling. Whether I am talking about BETA Coaching & Consulting or about a loved one or an event that touched my heart it is essential to connect bringing the past and the present in this living moment.

It is not often that we are listened to without being interrupted. Storytelling is a lovely opportunity to share our vulnerability in that way, breaking down barriers, and increasing both understanding and human connections.  

As winter is in its full glory – and the earth is resting in preparation for the birth of spring – it is a wonderful time to curl up with a great book. This can be a time to reflect and nourish the mind and heart. On my nightstand are these books, which are in the queue to explore this winter!

What will you be reading this winter? Love to hear from you.  Share this with me on LinkedIn and let’s start a conversation.


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We believe that a well individual is integral to the well-being of society.

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