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Worldwide research shows that investing in skills improvement training, performance enhancement, sales and communication skills, and the like, are no longer enough.
Therefore, every organization, striving to achieve long-term success, must invest in its employees, especially in their personal development.
Practice shows that modern businesses, that strive for sustainable development, invest heavily in employee personal development. Only this long-term investment has proven to be a return, as it motivates the development of personal, environmental and systemic awareness of each employee.
By investing in personal development of each individual who is part of the organizational system, employees are encouraged to develop mindful leadership, i.e. personal responsibility for enhancing the collective intelligence of the organization as a whole.
Investing in personal development of employees can be executed on several levels:
Environment - Creating awareness of maintaining the environment in which we are working and awareness of the systemic connectivity of all employees and teams. At this level, investing also refers to creating a clean and harmonious working environment.
Behavior - Behavior is what we see. It is, therefore, important that every employee is aware of what is causing with the own behavior. What culture of behavior do you want to create in your organization?
Skills - You can always do better and you can always learn something new. Arousing curiosity, a desire for growth, and the ability to think creatively and innovatively is invaluable.
Beliefs and Values - Values are the ones that can motivate or limit you. They influence abilities and behavior. Organizational and personal beliefs and values may be quite different but knowing them can cause very positive changes.
Identity - Investing in employees' personal development fosters an awareness of their role in the organization and a desire to contribute to its development and success.
Collectivity - Increasing collective, systemic intelligence leads to a change in organizational culture and affects the environment, behavior, abilities, beliefs and values, as well as the identity of the organization as a whole.
Provided that an organization truly strives to make long-term changes, it is important to train people in key positions that will further educate their employees, first through personal example and then through various techniques and tools.
The modern manager is - People developer!
An organization will only prosper if people make personal progress. For that to happen, it takes an investment of time, money, and energy to develop mindful leaders.
As long as the organization sees these 3 segments as an expense, it is not aimed at growth and development of people who will focus on success together, but on material success that is insufficient for the stability of the human factor in the organization.
The balance between hierarchical leadership and mindful leadership is crucial to the health of an organization. Of course, goals, completion of tasks, delegation, information sharing, decision-making and profit are important.
However, without awareness of the connectivity, transparency, involvement of people in the process of creativity and innovation, systemic perception and development of the people, the organization cannot expect motivated people who will feel as part of the organizational system.
More and more organizations around the world are moving from a hierarchical management system to a growth system. From EGO to ECO leader!
Socially responsible companies, with developed systemic awareness, have surpassed the creation of ego leaders and moved on to Mindful leaders.