Why Being In Systems:
In Depth
Every organization exists as a co-created manifestation of the human beings that both comprise it, and generatively add value to the world through their individual and collective creativity and contribution.
On a fundamental level, realizing the maximum generative potential of any organization is directly related to employee engagement. Through the lens of the prevailing work paradigm, this is traditionally characterized in three ways: actively engaged, not engaged, and actively disengaged. With that as the spectrum, the question becomes, “Where do your people fall?”
Most large organizations in the world today are finding it progressively more and more challenging to positively affect employee engagement in a sustained way. With the advent of online anonymous employer review sites, the amount of lack of engagement or active disengagement reveals recurring themes responsible for their disenchantment.
Some of the most recurring circumstances are related to:
Internal competitive or hostile cultural dynamics, or fear-inducing management hierarchies.
Structural or management changes, and volatile decision making with lack of continuity, or sensitivity to emergent successful team formations that are disrupted or reorganized.
Absence of any means or mechanism to effect change or improvement, on a grass roots level, compounded by themes one and two above; and.
Lack of emphasis on values-centered purpose alignment, and recognition of individual contribution and fulfillment, on an organizational level, to contributing positively to the world.
In response to the above, Being in Systems has identified proven means and methods designed to support and catalyze internal HR department co-creation of programs and events responsive to these challenges. We have found that the creation of times, places, and opportunities for people to speak with others to, connect, share, and co-create, materially contributes and affects the experiential quality and value of individual engagement in the organizations in which they work.
When Being in Systems catalyzes engagement of the people within an organization, in a co-creative, collaborative, sustained, and supported process, it enables individual voice, power, and generative potential to be shared and revealed. The effect releases individual and collective untapped generative potential.
On a peer-to-peer basis, sustained and dynamically interactive creation of the means for cross-organizational conversations, on an ongoing basis, of small cohorts of employees, is an essential ingredient to sustain fully embodied employee engagement. The energy, insight, feedback, and catalyzed creativity, when harvested, can be an invaluable source of innovation, to inform the collective generative course and actions of the organization going forward.
When enabled, this emergent and exponentially valuable untapped resource directly increase and enhance employee engagement, responsiveness, innovation, and productivity on an unprecedented scale and scope; and materially enhances organizational responsiveness and resourcefulness in adapting to the fluid and constant demands of our changing world.
The implementation of these interactive, co-created conversations, with minimal resource demand to implement, has had major positive outcomes in many organizations. We would love to talk with you to see how Being in Systems can support and revitalize employee engagement in your company.