Dr. Stephen Bavolek, creator of a positive parenting curriculum subscribes to a world of possibility and has challenged our community leaders to make the social environment as beautiful as the natural environment. This challenge struck a chord and many people have engaged in conversations and ideas for about a year. All subscribe to the notion that Coos County has the capacity to see itself differently. For example, we could document the reduction in drug usage, the increase high school graduation, the health of families, and the value of volunteerism and continue to build on the things that are working within the context of our beautiful surroundings.
This challenge inspired new thinking about how we might reframe the questions and imagine new solutions instead of fixing old problems. What if we reinforced the positive? What if we acknowledged things that are going well and grew those? What if this fundamental shift launched a new way of seeing and being and a sense of positivity and possibility went “viral” throughout the community? Furthermore, what if we could document and measure our improvements? Most importantly what if the quality of life and the measure of success was not just based on economics?
On a personal level we often measure success by status and how much stuff you have and on a national level, we measure it by economic growth, as if that represented progress. The assumption has been that with more consuming and more spending we will have a higher quality of life. Now that view is being questioned by many individuals and public policy makers alike, who wonder if there might be another way to get a true sense of growth and improved quality of life.
The traditional measure of economic growth has been the GDP (gross domestic product) which only measures economic movement without revealing whether that activity hurts or benefits the environment and quality of life. Most importantly, GDP does not tell us who is benefiting from economic growth. However the GPI (Genuine Progress Indicator) includes environmental and social factors as well. You could think of GPI as the “net” revenue after subtracting the “costs” from the GDP. Simply put, net quality of life must take into account the cost of producing it, so there are three essential indicators; economic, environmental and social, This means that decisions cannot simply be based on how much money a project generates, if it the costs grossly impacts the environment and the social fabric of the community. These new indicators provide a framework for creating agreements upfront in a decision-making process and enabling all stakeholders the opportunity to agree on what success will look like before a project is completed.
I remember seeing a special about the country of Bhutan that weighs factors related to the environment and sustainability in addition to economic return. This has evolved into a very sophisticated set of metrics and is being looked at as a model all over the world. Not too long ago, Governor Kitzhaber participated in a trip to Bhutan to learn more about these factors in making public policy decisions. It turns out that Oregon, Maryland and Vermont are all taking a lead in crafting new metrics to measure progress. The Governor is committed to making GPI an effective driver for policy and budget decisions and as a first step these indicators are being tested in some pilots for the 2015-2017 budgets. The intent is use GPI to craft the state budget in all three capital accounts; physical capital, human capital and environmental capital. This means that the public sector is setting a tone that maintains a balance between the three indicators and perhaps this will set the tone for cooperative collaborative efforts between local governments and the business sector.
In addition, The 2013 Oregon Values and Belief Survey sponsored by the Oregon Health and Science University, The Oregon Community Foundation, Oregon Public Broadcasting and Oregon State University further confirms that Oregonians generally seek a balanced approach when it comes to weighing economic growth against protecting natural resources and promoting social wellbeing for the citizens.
Here in Coos County, we have an opportunity consider using new metrics for measuring local success in any number of developments and community-wide collaborations currently underway or planned. Since, Oregon is one of the states taking the lead in creating different indicators, we have an opportunity to extrapolate from the envisioned State GPI measures of success and use them locally as a model for others to follow, wouldn’t that be amazing!
Category Archives: Quality of Life
Learning the Art of Leadership and Followership Through Nature
This video of starling murmurings is so inspiring; they fly at the same speed, always turn to the center and stay equal distance apart. They change patterns and still stay connected, flying fifty times faster together then separately with constant changing direction with organic and flexible leadership…there’s a concept!
Invest in people, create an enlivened future
It is time to redefine the word “invest.”
It is not just about money. It is about heart and it is about time as well. When we talk about investing in the people of an organization, it is particularly courageous and daring in these times because it is a strategy of hope and possibility that inspires growth and prosperity.
No one can deny that we have been and continue to be in challenging economic times with accelerating technology and global connectedness. It seems we are faced with two choices: a) The Fear Model: hunker down, get small, cut back, and disinvest in the people, or; b) The Possibility Model: embrace the new, create, innovate, expand, and invest in the most treasured resource; the people.
Organizations are faced with balancing their priorities everyday; important choices that will determine their future viability. We look around today and see the same story played out over and over again in organizations that choose to hunker down — and, in many cases, while still making profits, at the expense of already stressed employees. We see health insurance eliminated, no or reduced 401K, no or limited wage and salary increases, and reduced hours. People feel less and less valued and that they simply don’t matter. They are treated as if they can be replaced by someone else who is desperate for work.
The quality of many workplaces is in a downward spiral where low morale has settled in. And in many cases, employees still work to provide the best customer service they can under dire circumstances.
The overarching message is “Be grateful you still have a job!” But what happens in the long run? We get smaller and more fearful and try to hang on to what we have.
But what if we could make a shift and start to turn things around? What if we could move to a sense of possibility, expansion and action by thinking differently and asking different questions when it comes to supporting and developing people?
I was struck by this quote from Peter Baeklund, a leadership coach who heard this exchange between a chief financial officer and a chief executive officer:
CFO: “What happens if we invest in developing our people and then they leave us?”
CEO: “What happens if we don’t and they stay?”
The power of this response cannot be missed. The CEO recognized the power of investing in people as being essential to the survival of his company. It was not just a “nice to have;” it was critical.
The value of any organization resides in its people because this is where creativity and inspiration lives.
By simply maintaining the status quo they are not just standing still, they are falling behind and will become dull, uninspired and eventually lose any forward momentum. It is just a matter of time.
Why not build an organization and re-ignite the passion that started it all in the first place? Yes, technology changes the way we work and automation has replaced massive numbers of jobs. And in all of that, we must see new and emerging opportunities and innovation. There are always new chapters to create, new needs to be filled and new innovations that build on the ones that went before. Such an approach assumes growth, expansion and vitality but only if organizations are willing to leave fear behind.
Investments in people can take many forms: •Training onsite (technical and people skills). •Paid time-off to attend relevant educational courses including leadership development. •Business training offered through the Small Business Development Center. •Job rotations within organizations and at customer sites. •Job Shadowing. •Scholarships. •Share training (pooled resources from various organizations). •Community leadership activities.
Aside from education and training, other investments in people can be simple no/low-cost activities that immediately shift the morale in workplaces and help to create an enlivened and productive environment. Something as simple as a “good morning!” might start someone’s day. Or, how about telling people you appreciate them and thank them for something they did right.
Maybe the “boss” could rotate through different functions within the organization, (not exactly “Under-cover Boss”) to gain new perspectives and appreciation for the staff. How about starting a shift or a weekly meeting with the questions such as; “What accomplishment are you most proud of?” or “What worked really well on this project last week?”
Making a living wage is the essential building block and all human beings need to be appreciated, valued and know that we matter. Let me know about a time you really felt valued at your job. These examples will give us all inspiration and ideas!
Deborah Maher, President DFM Consulting Inc., specializes in positive organization change and leadership coaching. She is teaching a series on Positive Change at Southwestern Oregon Community College and is currently a commissioner on the Bandon Planning Commission
Carl Sagan’s Pale Blue Dot, Animated in Motion Graphics | Brain Pickings
A reminder worth pondering
http://www.brainpickings.org/index.php/2012/12/10/pale-blue-dot-motion-graphics/