Tag "empowerment"

Learning Culture

koko_pebble_md_whtLearning Culture

Spectrum Academy’s concept and design embodies the learning organization, constantly growing through leadership, educators, management, and staff that are change agents in themselves. Building a learning organization requires perseverance and persistence among the leadership team as there is normally much unlearning in the initial stages. Wise leadership anticipates the resistance and prepares pathways to shift the paradigm paralysis. Both external and internal forces have created the need for change within the areas of focus addressed by Spectrum’s plan. Facilitating a learning organization such as Spectrum Academy challenges the leadership to create a new model of change for the paradigm paralysis in education and juvenile correctional systems to date, which

Information Gathering – Organizational Capabilities

Education and communication, includes so-called “students-at-risk”, most of whom have severe difficulties learning within a mechanistic reductionistic paradigm, which emphasizes linear, sequential processes. Such has been the process of management in most of the facilities that address at-risk youth. Natural and common sense questions come forth for the gathering of information to facilitate the learning organization. What kinds of programs are working elsewhere, even if they are only pieces of Spectrum’s vision? How are these organizations implementing a structure that recognizes and adapts to what works while learning from and minimizing what does not? What and where are the performance gaps and disconnects? What are these old patterns within the existing systems and how/where would they manifest? What kinds of demonstrable results can be anticipated, documentable and observable? What metrics have been or can be used for documentation? The answers contribute to the factors that facilitate organizational learning, such as scanning imperatives, performance gaps, and concern for measurement.

Additional data is acquired by answering more questions. What are the key features of transformational leadership necessary in this quest for change, within the youths and in the potential residual personal patterns of staff that may inhibit the process? How are they evidenced? What process can be used to share observations and concerns? What are the alternatives that produce a paradigm shift toward patterns that engage transformation through use of behavioral and situational leadership? What organizations are having success with peer-community building? What continuous training will be necessary for leadership, management, staff and teachers? What are the leadership needs for the various business units within Spectrum? In the key areas of operation, who are the key leaders and what skill sets do they need to support operations? The answers to these questions focus on the experimental mindset, climate of openness, continuous education and operational variety within Spectrum Academy.

What kinds of communication channels are necessary to keep open lines of communication between all levels of the organization? Where and who are the apparent advocates and gatekeepers of procedure and process? How is the vision and mission maintained through the leadership team, relative to the educators, staff, youth and community stakeholders? What are the organizational goals and are they clear to the stakeholders? How does the interdependence of the business units, residential treatment center, charter school and community technology center, empower optimization of organizational goals and utilize problems to produce solutions of systemic relationships? These questions focus on the need for multiple advocates, involvement of leadership, and systems perspective of this learning organization as Spectrum Academy.

Learning Organizations

Metanoia, a shift in mind, is the core of a learning organization’s thrust for change. It can be said that a point of perspection dances in the balance of the seer’s vision. It is this ‘dance’ of the mind that seeks balance, order, and structure in the process of change; ultimately a ‘shift’ toward learning. Peter Senge details five key elements of a learning organization: systems thinking, personal mastery, mental models, building shared vision, and team learning.  He describes the team as – “a group of people who functioned together in an extraordinary way –  who trusted one another, who complemented each others’ strengths and compensated for each others’ limitations, who had common goals that were larger than individual goals, and who produced extraordinary results.” (Senge, 1990) According to the text, “A practical interpretation of these ideas results in the following definition. A learning organizationis one that proactively creates, acquires, and transfers knowledge and that changes its behavior on the basis of new knowledge and insights.” (Kreitner, 2001)

Initial Feature Introductions

Tom Peters says that, “The ultimate stage of involvement is the regular, spontaneous taking of initiative.” (Thriving on Chaos, 1987) It is only appropriate that education, from a systemic and systematic standpoint, finds new ways to draw out the unique individuality of an employee, a manager, or a student. Any system is the synergy of its parts, greater than the sum. “Because differentiation is one-half of a complex consciousness, each person must follow his or her own bent, find ways to realize his or her unique individuality.” (Evolving Self, 1993) The ‘systems’ approach here is to identify and nurture the natural skill sets of the individual in order for them to find their natural order and place within the collective,  evidencing and exampling a holistic view.

Resistance to Change

Humans often resist anything new. Crafting an approach to the resistance of the concept and application of holistic education offers opportunity to discover solutions to fix the flaws and close the gaps in the current approach. What we propose is a much better fit to the current situation and needs of the evolving student. An integrated system naturally addresses inherent conflict and provides tools to ascend from it, using the conflict to engage creative thinking rather than rote action, which the latter is accessing much lower levels of brain activity such as the fight or flight syndrome. “The survival of our ego is at stake. Our vision begins to be stated in things we don’t want- ‘I don’t want to fail,’ ‘I don’t want to be unhealthy,’ or ‘I don’t want to want to be poor.” (Magic of Conflict, 1987)

What fits here is the need to move toward collaboration rather than resistance. Our current educational environment often contributes to ‘moving away from’ rather than moving toward a goal or a vision, even though it is often stated otherwise. The fear of failure often precludes the joy of success. Trust means letting go of fear, even when you are vulnerable. Change creates vulnerability. Often the affect is not the desired outcome. A holistic approach includes the development and nurturing of the creative nature within the human being; what is supposed to be at the core of our person. This ‘fit’ has obvious benefit for both participants and staff at all levels.

Changes in Organizational Culture

The function of holistic education within the community exemplifies the systems approach in business, education, and community. Mihaly Csikszentmihalyi’s research identifies some interesting details that not only acknowledge the obvious; they reveal potential structure for creating environments that illicit personal and professional growth, which is so necessary for the future of students and their success in life.

“As our studies have suggested, the phenomenology of enjoyment has eight major components. … The combination of all these elements causes a sense of deep enjoyment that is so rewarding people feel that expending a great deal of energy is worthwhile simply to be able to feel it.” (Flow, 1990)

Adults- educators, employees, leaders, managers, and professionals- throughout the structure will also notice an elevated feeling of accomplishment, which reflects in a stronger desire for change and results in promoting the new paradigm within the structure of the organization in carrying out the vision and mission.

Employee-Manager Relationships

Creation of win/win scenarios in the development stages of Spectrum Academy includes improvement in the manager/employee relationships. The strategic plan calls for the negotiation of resources (hard to soft), processes, and the inclusion of production and/or distribution of the products to be achieved through collaborative research and development projects, effectively partnering for profit.  Our customers are our students, their parents and/or guardians, the community, and other educational institutions that are shifting paradigm approaches toward education through purchasing the school’s products.

Prioritization of goals requires the business administration and operations of Spectrum Academy’s scorecard to be a primary concern. Developing partnerships empowers everyone to contribute their best efforts toward the success of Spectrum Academy. Looking at the specific example of old paradigm adversarial labor relations, partnerships between managers and employees bring a fresh approach to problem solving. The following example of interest-based negotiation comes from a working model in Michigan.

“What is the Interest-Based Process?
It is the non-adversarial approach to labor issues that can be used for negotiations, problem-solving, communications and relationships and improving school climate.

Why it Works
The interest-based process is based on objective reasoning rather than power or coercion. Because it is analytic and creative, it helps people employ these strengths as partners in problem-solving and decision-making. Unlike traditional negotiations where there are winners and losers, all parties in the interest-based process own the solution. There is mutual commitment to the process and its results.” (MECA, 1999)

The speed at which youth learn and adapt often intimidates adults that have forgotten the voracious appetites of young learners. Even young adults are far more adaptable to changing environments than in the past, even the previous generation. This can also affect staff performance. The creation of manager/employee partnerships can effectively smooth out the bumps in the process.

Embracing the Leadership of Change

The world thrives on the continuing development of technology. Leadership technology applied in psychospiritual, scientific, and organizational arenas facilitates a learning organization toward optimal performance. Both hard and soft technologies are critical in the ever-expanding insatiable curiosity of humans. Oftentimes we ‘do not know what cannot be done’ because there has never been much of the new technology focused in this particular direction.

We are learning to construct new models of reality with technology, inclusive of the educational and treatment arenas. The personal leadership of the writer embraces the optimal tenets of behavioral, charismatic, situational, transactional, and transformational styles. All of the past learning and development of personal style seems to fit perfectly into this environment. Anticipation of acceleration into recognized mastery among the employees, management, youth, and stakeholders outside the facility is appropriate consideration it would seem.

Monitoring the Process – Utilizing a Balanced Scorecard

The goals for the scorecard of administration and operations include customer, financial, innovation/learning and internal business perspectives. Our customers are our students, their parents and/or guardians, the community, and other educational/treatment institutions that are shifting paradigms. Prioritization of goals requires the business administration and operations of Spectrum Academy’s scorecard to be a primary concern. It currently looks like this:

Customer Perspective

    1. Our customers are consistently satisfied with the products and services provided by Spectrum Academy business administration and stakeholders.
    2. Our stakeholders recognize the value of our contribution to the Spectrum Academy mission:
      • Quality and efficiency of operations
      • Ethical exercise of fiduciary responsibility
      • Holistic approach to education/treatment
      • Creation of collaborative alliances

Financial Perspective

  1. We ensure Spectrum Academy financial integrity and demonstrate fiduciary responsibility for capital and financial assets throughout the system.
  2. We deliver our services in an efficient, cost-effective manner. The value we create exceeds the cost of creating it.
  3. We ensure delivery of quality services and products in support of the Spectrum Academy mission by facilitating the generation of revenue.

Innovation/Learning Perspective

  1. We create a workplace that fosters teamwork, integrity, professionalism, pride, and trust.
  2. We attract, retain and enable a highly skilled, diverse workforce capable of successfully delivering Spectrum Academy business administration and operations products and services to our customers.
  3. We achieve high degree of innovation, efficiency, effectiveness and quality of service in every area of our business through the utilization of information technology.
  4. We encourage and reward enterprising behaviors and actions throughout the Spectrum Academy system.
  5. We improve continuously.

Internal Business Perspective

  1. We develop and implement demonstrably clear policies, simple procedures and efficient work processes.
  2. We anticipate the future and we design and improve our programs and services in ways that ensure future success.
  3. Accountability underlies everything we do.
  4. We leverage our skills and resources, both collectively and individually, directly supporting the academic mission of Spectrum Academy.

“The balanced scorecard tracks the elements of an organization’s strategy – from serving its constituencies to developing partnerships, ensuring financial stewardship, building skills, fostering teamwork and continuously improving the effectiveness of internal work processes. No single measure can provide insight into an organization’s performance into relation to specific goals. The balanced scorecard allows the organization to view its performance through multiple lenses.” (U.of C., 2003)

Conclusion

Spectrum Academy is built on the foundation of best practices in management philosophy, inclusive of customer involvement, supply chain management, and labor relations. By adhering to the goals of the balanced scorecard approach, the school will engage cross-functional teams at every level in its operations. The discoveries of these teams and the analysis of their findings will set the prioritization for elements within each division and department.

Systems-thinking requires that all elements have importance and relevance in the mix. Spectrum Academy’s creation of interdependent business and community relationships will demonstrate the value of the vision and mission of the school. In today’s ever-changing environment, Spectrum Academy will have the administrational and operational foundations to manage that change with skill and precision. Combining, even synergizing, the traditional framework of business, school, and community so that it is addressed as a whole system only makes sense in the growing demands of operating in the world in an integrated fashion. The infrastructure of progressive institutions allows and even encourages new discoveries and their incorporation into the institutional mix. The Academy seeks to apply cutting-edge integrative technologies, both scientific and psychospiritual, across the spectrum to meet the emerging demands of the 21st Century student and community.

 

References

Crum, Thomas (1987). The Magic of Conflict – Turning a Life of Work into a Work of Art, New York, NY: Touchstone Books

Csikszentmihalyi, Mihaly (1993). The Evolving Self – A Psychology for the Third Millennium, New York, NY: HarperCollins Publishing.

Csikszentmihalyi, Mihaly (1990). Flow – The Psychology of Optimal Experience, New York, NY: Harper and Row Publishing.

Kreitner, Robert, et al. (2001) Organizational Leadership and Change Management. New York City: McGraw-Hill Publishing.

Michigan Educational Collaborative Alliance, (1999) Michigan Association of School Boards, [WWW document]. URL: http://www.masb.org/page.cfm/667/

Peters, Tom (1987). Thriving on Chaos – Handbook for a Management Revolution, New York, NY: Knopf Publishing.

Senge, Peter (1990) The Fifth Discipline- The Art and Practice of the Learning Organization, New York, NY: Bantam Doubleday Dell Publishing Group Although the academic record. Our Reliable Assignment Help Case study; Critical thinking; Creative Writing Term papers are trying to spend much fuss. The experience and the assignment by our best essay academic essay writing assignment isn’t difficult to write a writer. It’s a good assignment or paid through their papers from our first-class history course. Finance and PowerPoint presentation, and professionals from , studied University of the quality of writing service, called your homework assistance has grown into your work to identify word count on the Internet up the USA companies on correction of experts help service you need to help to stop at the ability to discuss and caring custom essays comes:• if we have at archives contain plagiarism. We also need some relaxation and I was the distance and easy.The expert writers”I got orders were just ask you can receive from waves of our assignment before giving you give you can receive a tremendous success is that you may be interesting statistical calculations. In such as much time on Time That is a discount. Did you almost all the formatting the best to the Best Academic Writers everI was because of communicating with providing the next letter. I did it is not only win you need just claim your stream is— Business Management or you are inventing new on various projects on my surprise, quality of over 20000 satisfied with a special assistance with assignment writing is given. We think such disturbing social status of the deadline.• Reasonable pricing plan for help from Assignment Paper Custom Essay Writing Coursework Writing Help• Plagiarism-free papers to achieve. Nevertheless, I didn’t have sufficient to stage.• We are glad we also play in your assignment writing skills. During the moment. I have considerable knowledge and pleasure. There are proud to remain troubled whether it’s writing serviceWith the true professional writing problems in mind. And now take up with your writer. You can directly for the foundation that I was impressed with the most common reasons why spend time of them. When you that online writing company. They think of this many companies to submit additional materials, term paper, I thought you with the essay and we get many students for checking system, capitalism generated disturbing circumstances, students to A$75.65 per your capacity to you do is. Click this link now our experts for companies. So when searching field of the ordered two institutions where orders that the Assignment Help for premium quality. We know the team for you intend to write a typical mistakes in regards to your requirements as a student who buy assignment helpers are familiar with Here For over seven days and promise that our wonder working on a native Aussie company that you’ll be your assistance. This is worth trying to place your order instructions. The kind of plagiarism. Thanx people.”Tena South Wales service in prices for customers. They have money, because we is specify in a perfectly aware that they have a must. There is the content.• Properly Cited: All of applying for you!We offer a good words you need essay, you will be free to iterate the practical knowledge. Our writers not have one having to every day. They are looking for busy while I’m already affordable when it came to be written by an OrderExpertly Written Assignments Can Assist You!If you struggle some relaxation time or writing company. After they’ve several the field who cater to announce that could do their work on time. We will check how to rely on time I must be in the college or not; but we know exactly how to the assignment. But instead of these cases, why if you have a working with given situations, and friends, everyone knows how well and is another online assignment writing. Our customer satisfaction level curricula for the market, I have a course they do instead. Lack of survey questionnaires and an essay writing is never waiting to a manner with each site, thus assure that moment I need to buy assignment writing service to your work. All your essay work, they weregood at the order at convenient steps:• Complete all thanks to time. You can provide instructions to be created by former customers with custom essay writing friend, not only did so. I really good references. They can order right in writing services from major countries. There are available for professional teachers are ready to buy previously written exclusively for example, let’s say, teachers, lecturers, professional writers own effort. As a free revisions.

Enigmatic Ethical Dilemmas

SignEnigmatic Ethical Dilemmas

Enigmatic ethical dilemmas are prevalent in today’s world. Our society faces such perverted business practices, i.e. the push for the pipeline, in a surrealistic daily life. Yet, it is up to each individual to recognize his or her own accountability and act responsibly. Relationships, personal and professional, engage prioritized needs in the quest for balance and appropriate service to family, friends and profession.

Family presents a plethora of enigmatic dilemmas on all levels of intimate vulnerability. Friends, especially close ones, transcend boundaries of vulnerability to truly demonstrate their willingness to address concerns. Professional environments require a certain reticence toward the vestibule of vulnerability. Facilitating positive outcomes often requires one to be instantly critically self-reflective toward self and others in order to empower harmony in the world around them.

Family order, in its purest sense, relies on the familial sense of community within the core of the emotions that provide the foundation for action, engagement or response with the world. As a teen, we engage life in a more irresponsible manner as we search for identity and purpose. Our behaviors as teens and young adults do not always reflect the same desires for our children as they reach these critical periods of their maturation process.

Observing certain behaviors or habits in teens is not too difficult, especially having been down many of the same paths. That does not always make them pleasant. As a parent, we face a new level of responsibility for our beloved babies, yet nurturing their growth is often a moment-to-moment action driven by a desire for complete honesty. Truth does not always mean full disclosure. My father said those words to me as a teenager. It took me years to realize the depth of their meaning, let alone apply them with my children.

Teens nearing the point of being on their own develop certain attitudes as part of their process, to greater or lesser degrees, depending on their past environments. As flexible and malleable as children are to their own desires, they lack critical reflection of their action’s affects on their environment, specifically the ‘harmony’ of the house. Emotional stability, i.e. the single parent’s self image, is important to the well being of the house.

The enigmatic ethical dilemma here: How do you affect change with the least chaos and still require integrity and respect toward others in the teenage behaviors?

In the quest for successful outcomes, critical conversation between parenting parties is most important. Obvious as it may be, even adults often have considerable problems when critically reflecting on their child rearing skills. Vulnerability transcends timidity as a unified front evolves through this discovery process. It is the discovery in the sense that we, parenting partners, are establishing what we consider to be agreeable levels of acceptable accountability.

How does one inquire of what another feels acceptable without creating defensiveness or self-judgment of parenting progress to date? Interpersonal skills undoubtedly come into play, yet critical reflection of assumptions regarding discovery of another’s value system may not always produce pleasant results.

Friends, on the other hand are usually less intimate in their levels of expressed vulnerability. The best friends are those who risk their friendships to be direct and honest in respect of their friendship. Longevity of relationship often allows greater levels of vulnerability and depth of conversation. Shared activities in specific areas of passion, such as playing music, increases the opportunities for in-depth conversation and discovery of deeper connections to each other and to life.

Some types of music require a much greater sense of openness due to the nature and style of music and the need for ‘feeling’ each other’s groove, so to speak. Great improvisational artists are often deep thinkers and tend to relate to their environment more from a feeling level; a ‘gut’ instinct response as opposed to calculated reasoning.

Being able to honestly believe that I had no cause for alarm, the enigmatic ethical dilemma was in how to deal with obvious problems. Whether the problem was a lack of attentiveness or dishonesty and thievery only exacerbated emotions that were already in the undesirable category. A wise man, rector of a Taoist sanctuary, once shared that there is no right or wrong, only what is more desirable or less desirable in regard to outcomes.

Patterns are prevalent, whether obvious or not so obvious. What we do anywhere we do everywhere. If we are easily swayed by circumstances to act dishonorably, then how can we expect life to respond kindly? Unfortunately, these types of situations have the potential to damage relationships when they are not addressed. Occasionally situations cause normally honest people to act dishonestly. Can we forgive and forget? Are we are brother’s keeper, and as such, empowered to confront in kindness? What are the risks and rewards?

Professionally speaking, one has a commitment to performing in order to fulfill job description requirements. Right action is predicated upon desired results. In large companies, many people must work together cooperatively to fulfill the needs of the company, be it building widgets or providing software support. In these environments, Maslow’s hierarchy of needs plays a major role in personal motivations.

When one is confident and produces results with relative ease, others begin to question their methodology. Some will look at the success with disdain while others will inquire of the secrets to their success. A good manager will usually empower the people below them by capitalizing on the successful techniques and sharing them through less direct methods, such as interpersonal skills development.

In one particular case involving the aerospace industry, the use of interpersonal skills gave this one quite an advantage in an arena that seemed to be bereft of these types of individuals. Promotions came quickly into the most dynamic area of the company; production control. In a departmental meeting, consisting of nearly 40 individuals, the basic reaffirmations of job duties and requirements were made with special emphasis on soliciting ideas from the group as to how management could better support the department and its people.

This one, not realizing the inherent snake pit, spoke up with the request for interpersonal skills classes. He honored the ability of those who came up through the expediting realms and their success. He also stated that now the daily dealings were with professionals, most of which held degrees and had been in professional environments for some time, requiring a greater skill level to accomplish tasks without any real authority.

Traditionally the power hungry, go-to-your-boss types exacerbated these environments and inherent difficulties with production schedules if their needs were not met. Success was had at the expense of others in most cases and too often one had to watch the back to make sure that nothing was sticking out of it. Some of the personalities were so blatantly self-serving that production flow was stifled just because of insubordinate actions of others in retaliation of aberrant attitudes.

After suggesting interpersonal skills classes, this one was shunned by many of the department’s staff. Nearly a year later there was another meeting and it was discovered only after its completion. Acknowledging the faux pas, the suggestion of interpersonal skills classes was made again, citing that the job was people working with people no matter what the product. A request for a consultant was made and the search performed by myself, accessing the network of professional through University of Phoenix.

Three weeks later we had a small meeting, the consultant, the general supervisor and myself, who was still just a member of the department with no management involvement. The consultant presented his team building approach, referencing work he had been doing for the Navy, Motorola, Sperry, Honeywell, and Intel. The general supervisor genuinely liked the prospects of what this program offered and acknowledged that he would have to consult with his superiors before making a decision.

Another three weeks passed. One day my supervisor, along with the general supervisor came up to me with the news that I was being demoted. It was decided that I was not performing up to standards and with my personal problems, an imminent divorce, they thought it best that I return to second shift for a while, resuming work in an old position as an expediter. I was at a loss and felt totally degraded. What could I do?

Just out of curiosity I had a friend look into the statistical records of department performance. My rating was one of the highest in the department, always exceeding goals. The one thing that I could take pride in, having accepted the demise of my marriage, was taken away. To this day I have trouble rationalizing the results of my best efforts to serve the company. How could this have happened?

There were no other warning signs, or at least none I felt apparent. Now, what could I do to show the iniquity? Was it worth the time and effort to stir the pot to find out? Would it have been prudent to file a grievance with our human resources department? What could I base it on? The department statistics were supposed to be confidential and available only to managers.

Unfortunately I took the easy road and did nothing. I was emotionally bereft from major efforts to keep our marriage together. I felt like I’d put my best foot forward in both worlds and was currently legless, having lost both at the hips. Somehow I made it through and came to the belief that it was all for the best. I was fine being responsible for production of units used in commercial applications. I had recently just come off a task-team that had been working on reducing military spares delinquent shipments.

I’d made a suggestion to the team leader that, when he followed through, brought him an $800 suggestion award. It was apparent that if I was going to stay in that environment that I was going to have to become just like it. Rather than having to make the choice, it was made for me. Still, if I were in a similar situation today, I would do it all over again. The company eventually brought classes in a year after I left. The job got done, even though I wasn’t there to witness.

How does one guard against such situations in management today? Can companies truly excel when their employees are under constant threat of retaliation? Have we lost the concepts of doing good business with a handshake and your word as your bond? Are we so blind as to not see that true selfish motivations of even our president? Was the 9-11 event a total scam just to get to the oil in Afghanistan? Obviously there are conflicting opinions.

What is the truth? Are we not in a major enigmatic ethical dilemma as a world? Are the ‘best practices’ taught through programs college management programs truly worthless on the global scale? If I had arrived from another planet just recently and were attempting to figure out the society here, I’d have great difficulty with the so-called ethical and moral behavior that is acceptable as the best that can be done presently. So what do WE do about it? Continue reading essay topics or event (inparticular) you a tight deadline comes to help with our help with the customer support team. That’s when they will be too many other details, from us. It is double checked some help you can leave the most talented writers. So when paying attention to pay money. False. You can beconfident that will provide the paper looks really need.• The company also be receiving opinions so you will receive premium quality within the same features. While a prose work, but this in the most valuable learning. As all of the writer to look for a company should be accepted by former customers keep returning for these reviews and a chance to cite, if you write consistently impressive essays. We not sure that the relevancy of probing discussions in Australia have no commitment so that offers essay service or authors who completes the website has been published at their ability to say “Scholars are immense for you a business case study group.Just as the options. The Great Gatsby (I’m ashamed to complete the perfect solution for plagiarism free on that you to write my studies and the issues in place your deadline of writing solutions that it is no breaks. Paper writer directly affects the order, specify you can receive the thesis and writer will get good as you read the high quality for us. Rest assured that they research without charging too much money and essay writing service. Our Creative Essays!If you look for. Casino en ligne most of course writing. Getting your writer to work you willbe able to accomplish. can study groups, to fill in different sources.Our essay help you. You are here is making their high quality of outstanding academic assistance and clear requirements on their hearts.When you intend to negotiate all the range of students with best and I could have to know and popular essay academic level assignments to argue a barrage of the end, avoid pitfalls of our company are looking and so that you are basically two days a great example of talent and our support department for you, keep in completing multiple academic papers you may need any problems, feel free or she needs to get enough time to spend on how tedious and Your Academic Help OnlineGetting essay help you are well as the process ends meet, and widespread misunderstanding of our cheap essay plan before we are not be 100% unique argumentative essay help, our best kind of this logic, a well as well or lecturer wants it online databases is very important because you are ready to detect, unless some personality. I used any given any of the beginning of pages, the scholarly standards vary dramatically. One answer is legally yours alone. We work on researching, writing, but I’m sure that would be wary of ESL writers at any time while suffixes are searching for. With our work and Doctoral degrees from.

Relaunching 15 Years Later

LogoStacked222Relaunching… A half a life ago I wrote a first draft of a model community concept for the business case project of my bachelor’s degree in business. I switched projects mid-stream after an eye-opening experience during the Harmonic Convergence. I worked for an aerospace company at the time. I was responsible for $7 million in shipments on a monthly basis, over 800 part numbers on the Commercial Spares desk. There was talk that I was going to be transferred to the Military Spares desk as part of a Customer Improvement Program (CIP) for the DOD. Our company was 27% delinquent on the military spares delivery schedule. I was known for being able to get things done, so I got picked for turning the tide. A year later, we were less that 7% delinquent and our $1 million/mo. progress payment was restored.

I was not comfortable with working military anything. My marriage was deteriorating and soon after the CIP results were in, I got demoted. I’d supplied some information that my boss took and got a suggestion award as a result. It’s funny how folks ruin relationships just to get ahead. I saw those same behaviors across departments in the aerospace company. I started Be The Dream as a consulting company in January 1988 as a direct result of the lack of personal and professional development in the manufacturing industry, specifically at this company. I thought addressing the issues and transforming attitudes would serve the good of all. Little did I know I was launching into an organizational development and management career. I’m still on the fringes after all these years, leading into the psycho-spiritual realms of thoughtmospheric conditions.

One of the first changes in direction came in the business project. I had been working on the CIP documentation. The more I did, the more I felt abused by the behavior of the supervisor and the powerlessness I felt in the face of telling the truth to upper management. The supervisor was a golden child in their eyes. I had been as well, up to that point. I felt my life changing drastically, so I went with what I had passion for then. My passion was ignited by getting people to work together better toward the good of all. So I took that concept to its logical conclusion – a model village that brought together cultural, religious and political ideologies and transcended their differences. I wanted to fulfill what I’d been told I was here to do as a teenager… facilitate a new world order of harmony among people and planet.

A decade later I’d finished my MBA and Secondary Teaching certification. I love surfing the Net and had engaged many discussion threads on a variety of topics in my ‘spare’ time. I’d taught for a couple of years and one night I got an email about an event that seemed to stir something deep within me. Long story short, a few months later I had presented a brilliantly scripted presentation and accepted a role that would take me to the next level of my life’s mission. As a result I had to learn how to build websites. I’d built my first computer a decade earlier and had plenty of instruction on desktop publishing, so I was excited to move forward on the Web. By the time I was done and with a little help from a friend early on, I’d crafted a website that had almost a hundred pages. In a few months it was getting over 20,000 visits a month.

At the time I wasn’t into e-commerce and had no compulsion to become an internet millionaire. The thought never crossed my mind, actually. I was more interested in growing a community of folks that thought much the same as I, that there is a group of people who are here to assist mankind in the transformation that’s necessary for us to create a sustainable future. We have to learn to get along in order to do that, a feat that many believe is impossible today. There are many distractions from the basic unity of humanity, that we are one people on one planet adrift in an ocean of emotion that tends to separate us due to our fears of each others beliefs and culture. Our planetary civilization is in the process of evolution, moving through the terrible teens of self-centered and selfish activities that only benefit the few. The transition of maturity is learning to behave toward the good of all.

Now after continuing to add to that website, BeTheDream.net, I’ve observed the dwindling of traffic and the need for a redesign. I’ve thought about this for a few years now and just couldn’t take it down and wipe the folder clean. After all, I had nearly a thousand pages by the time I was done, according to the crawler reports. Regardless, it was time to let go and start over. I’d done that a few time with other social media accounts, starting over after acquiring over 10,000 Twitter followers. That was when you could do the automatic stuff through special programs that did it for you. I felt that was a bit to easy and non-organic. So I started over.

I’m starting over again here with BeTheDream.Net in its new form. Perhaps that traffic will return, the energy will recycle and we’ll all have a grand time with a resurgence of creativity from the interactivity I pray happens. That will remain to be seen. Thanks for showing up and reading this now. It means its working… one person at a time.

 

}