• The number of families that grew stronger because employees left their work each day present and energized.
  • The number of children who saw their parents role model a healthy life style because employees were developed as conscious leaders (not just someone who could finish a project).
  • The communities that grew deeper bonds of trust because employees grew the skills to create collaborative environments.

Organizations can be selfish; the unconscious dodge the responsibility of contributing to the health of the system upon which their own wellbeing depends.

You can be different. (You probably are different.)

As the end of 2022 nears, it may be worth asking your team:

  • How did we improve as people this year?
  • In what ways are we better parents, life-partners, neighbors and children as a result of dedicating each day to this organization?
  • To what degree are we healthier emotionally, mentally, physically and spiritually?

All of the strategies and plans and budgets that are being prepared for 2023 – all of those mean nothing if the employee and system is worse because of it.

You can be the leader who ensures the team realizes a potential beyond achieving the standard metrics. Be the one who makes us better in the process.

P.S. We’ve dedicated November to ensuring families don’t get the leftovers – and instead get the best of each of us. On November 22 at 11:00 a.m. Eastern I’ll host a lively Collaborative Leader’s Huddle exploring the best practices professionals use to be at their best for the holidays. You can join (and contribute) to the inspiration here.



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