We give them a raise, a bigger title and a job description that includes overseeing and developing their peers so their results can be multiplied.
It’s a terrific idea.
There’s a snag though. We’re talking about human beings.
The more likely scenario is that the peers left back will resent the recently promoted and form a quiet thiefdom against them. Conversely, the person promoted may retreat to the Executive Washroom and begin the political plotting toward the next station.
In the current Exclusivity Ethos, someone who excels gets placed in perfect balance between their expertise and their incompetence.
"Go at it boldly, and you'll find unexpected forces closing round you and coming to your aid." —Basil King
When I first heard that I was quite literally emboldened. The idea that taking the risk of putting a bold idea or piece of work out there will summon unseen forces was… is still thrilling.
I consider this quote a touchstone for a New Model of rewarding excellence. I call it the...
Concentric Enhancement Model.
A Promotion raises someone's position while an Enhancement improves value and quality.
Instead of lifting these people out of their expertise and above others, an Inclusivity Ethos Manager will surround them with the others in concentric circles to aid them, enhance their resources and learn what’s working on the same level.
Of course this person should get the raise, but there should be an extra stipend for those peers who aid the most and strive to duplicate their best practices.
These people are being bold and we should bring mighty forces to their aid.
OSA3: Bliss Assessment
While following the protocols and customs of your workplace like a Monk, be sure that you resisting conventions that obstruct you or your group from inclusive productivity.
Regularly ask yourself and your colleagues, “What skill or talent do I have that I wish more people recognized?”
This will unveil what it is you wish you were doing. The harder it gets to answer that question, the closer you are to your bliss.
Some of us tend to subdue our true passions — either because the pleasure they bring makes us feel guilty or we simply want to keep them for ourselves alone. Whichever it is, whether we share them or not, identifying gets us closer.
This conference challenges us to “Commit to Something Bigger”.
With these principles of inclusivity, I’m hoping you will commit yourself to something wider as well.
The rebel spreds the word like Thomas paine via digital pamphlet
The monk is patient
"...since we have a little more time, I want to share with you a personal practice I call the Lawndala Dharma.
You probably know what a Mandala is — a symbolic pattern created with colored sand or other media as a meditation.
Dharma, in this instance, means conformity to one’s duty and nature — in other word using mundane tasks or chores as meditations.
By Lawndala, I means…well…Lawn (as in Grass)
Whenever I need to mow the lawn, I first plot out a new pattern and, even though it can make the chore take longer, the practice of seeing it through makes it a Dharma for me..."
My lawn managed its own Facebook page for a time.
While obeying the laws of the world and the customs of the workplace, are you breaking enough rules and casting off enough conventions that bring You Closer to Your bliss?
Just as every group has a mix of cognitive styles, so does our own brain.
Every decision we make is the end result of a debate between the billions of neurons firing between centers of or brain and readings from our heart.
If you have a linear problem, draw a picture.
A spatial problem, write it out.
Or do what I do and mow the lawn.
Take advantage of having your people together and in a cooperative, inclusive frame of mind.
At the end of each Opens Source Session, invite everyone to answer one question:
“What skill or talent do I have that I wish more people recognized?”
The answer unveils our bliss path, if you will.
It’s what we wish were doing instead or doing more of.
And the harder it gets to answer this question, the closer we are, and the group is to bliss.
Invite but don’t require participants to share it with the group.
Then pose the problem or challenge for the next Open Source Session.
But ask the group to bear in mind their answer to the Bliss Question while developing their ideas.
Whether or not they shared their answer, coming at a problem from this angle will inspire a new set of ideas from a deeper place.