Sing Me Home, Back to Me

When we notice individually that we are much more than we’ve been taught to believe we are, and we trust that, collectively we can create a workplace that is a welcoming and healthy one for employees. As per Cellular Biologist, Dr. Bruce Lipton, the biological imperative of the human living system, you and I (our cells), is growth. In my view, it’s a way of living that is to be embraced and celebrated, both at home and in the workplace.

Dr. Lipton’s discoveries have many implications in our lives and I believe, in our workplaces. For example, it probably comes as no surprise that human beings are what make an organization tick. We need to give that the consideration it deserves as it relates to organizational success. In doing so, the question arises; how are we treating each other when we arrive at our respective workplaces? That has less to do with our colleaguers and much more to do with our own internal state.

With the human biological imperative being growth, it is time for organizational structures to implement and make available to its employees, programs that facilitate the imperative. In so doing, an environment is created where human resources feel respected, appreciated and are encouraged to work to the full extent of their potential, absent of the typical monetary compensation and promotions as the sole motivator. There are far too few promotional opportunities / positions available to depend solely on that to motivate employees. Not to mention, the subjective and competitive nature of promotional processes can often be de-motivators in and of themselves. For those two reasons, we must hold to the consideration that even absent of rank, employees at all levels have value to add to the organization. Otherwise we would not
have hired them.

Short of implementing strategies that are in keeping with the biological imperative of growth, human resource(s) will revert to the absence of growth, “protection”. Given that we cannot be in both states at the same time, protection is the only alternative. In the workplace this translates into an experience of survival as opposed to thrival. A survival mentality is directly linked to perceiving the workplace as dangerous as opposed to safe. Perceiving one’s workplace as dangerous can in some cases be cause for undesirable behavior that presents as harassment, discrimination, bullying, humiliation and yes in some cases, violence in the workplace. And of that, hurtful interactions result, this in spite of our knowing that going to work shouldn’t hurt.

To my point; that our cells cannot be in a state of growth and protection at the same time, human beings operating from a state of protection make for limited and in a worse case scenario, stymied growth for themselves personally and as such, for the organization in which they work. Technological and equipment advances do not qualify in the context of growth that I speak of here. Very much like our recreational toys, the novelty of newly acquired technology wears off over time and or when the technology improves itself and we’re still working with the “old” model. Such growth is temporary and serves to feed us at environment / behaviour/ capability levels at best, negating any opportunity to grow at much higher levels of self, most notably at the level of our identity.

That said, if for no other reason than we cannot be in both a state of growth and protection at the same time, it’s imperative to implement strategies and programs that promote and facilitate personal and professional growth, outside of a promotion or salary increase being the indicator of such. Respect, dignity, encouragement on a daily basis is where the sustaining properties for a welcoming and healthy workplace reside.

As imperative as growth is to the human being, so too, as a practice, is offering human resources the opportunity and support to participate in personal health and wellness experiences that provide a new lens through which to see and realize their personal and in turn their professional potential. In this vein, organizations and their human resources have the opportunity to not create a thrival mentality in the workplace but to exercise their potential and thrive each day that they report to their workplace. It is the reward the organization reaps for allowing their personnel to notice their own brilliance and celebrate themselves!

And so it begs the question; What internal state are you operating from?

  • Kae S. Roberts
    is a former Police Sergeant with the Ottawa Police Service and the Founder of Awakening Wave, Organizational Evolution, (AWOE). She is a WEL-Systems® CODE Model™ Coach, specializing in Bill 168 Training, Harassment / Discrimination Workshops and Team Building Workshops. AWOE also offers Diversity in the Workplace and Personal Wellness Experiences. Kae’s is a new lens through which to see and realize your potential and that of your employees, using innovative, cutting edge learning models. In turn, organizations and their human resources have the opportunity to grow and evolve, exercising their personal and professional potential each day. For more information on programs and services offered by Awakening Wave Organizational Evolution, including her signature “From Survival to Thrival in the Workplace three day intensive,  visit or contact Kae at

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