Tag Archives: Employees

‘Values in the work space’ – Improve communication in business

Integrating values in the work space and learning a values spoken language brings immediate results.  This system of learning has proven it will save time and money in the long run.  It will cut unproductive time spent to justify ones actions to prove who is right or wrong and replace water cooler gossip, that creates enemies,  with skills to speak up effectively in the moment. The roots of  discontent always comes back to misinterpretation of information at the time of any circumstance and the lack of skills to inquire for more information before drawing conclusions.  Without this there is only one unethical behavior option, reaction!

This business model continues to prove to me that it develops trust and safety for being honest and being heard.  What I am witnessing is a model of personal mediation that reflects courage for speaking ones truth in the moment and with ease!  Breaking through an old school concept of not being outspoken to be nice is replaced with true kindness to the organization.

In these long-term business integration sessions that have following introductory workshops,  I get to witness the participants breaking through the barriers of  those who ‘think they know everything,” and those ‘who never speak up.’  Those who think they know go beyond this self-induced wall of limited thinking and those who never speak up begin to make their presence known.  The result is more connection and less resentment.  Those who preach and tell stories are doing less of this and those who quietly listen to the stories and preaching to be ‘kind’ are doing so less.  It is eliminating the resentment and freeing up time for productive action.

As a facilitator it is very rewarding to engage and observe this transition that becomes  ‘deepened mediation in the moment.’  This model can cut through frustration immediately and end lengthy meetings trying to resolve and process reactions.  When you think about it, restorative justice is focused upon reactions of those who did not know who to speak up for themselves in the moment to get the results they longed for!

Employers, bosses and employees:  why are you not all focused upon understanding why we are having reactions and being honest in the moment?   Why wait until being disciplined or sitting around a tribunal?  Radical!

Workshop for your office or organization or 

Make and inquiry on Business Integration Options




 Renee Lindstrom, GCFP,
Feldenkrais® Practitioner since 2007, Communication & Empathy Coach since 2004, Art of Placement  since 2000, Labyrinths of Victoria since 2012, #yyj Peace Week Grassroots Calendar Founder, Vice-Chair of World Children’s Summit on Peace & Nature in 2015


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Have you implemented a mission statement at work? Is so,

do you clearly state what qualities are important for your company.  Qualities could mean values or needs that are meaningful.  Some of these may include:  respect, consideration, success, empathy, productivity, health and prosperity.

In your outline and support material for your supervisors and employees to carry out your vision, have you included actual examples of experiences to meet them?  Does this include learning what it means to have an experience of respect? What would an empathy conversation look like on paper and how would you create this in their relationships with other employees and clients/customers.

How would you support your employees not to see others as enemies and not take what they are hearing personally so that they can get to the message underneath and not go into reactions?

Find out more at this weekends upcoming workshop at Victoria West Community Association –https://insideawarenessblog.wordpress.com/classes/getting-intouch/business/

For a healthy society ~ Whats the missing link to a healthy society within an organization?

Society recognizes that the employers needs are different than those working for them.  Society also recognizes that patterns (structures or models) are valuable for progress within an operation.  Is society recognizing that the differences between employers, administrators and employees are equally as valuable?  If so, is there recognition of these differences?  Are employees hearing their needs identified and valued?   This does not mean an employer or administrator needs to give up their needs!  It simply is a basis for connection with the  most valuable asset to your operation, your employees.  Identifying their needs tells them  that they are being seen and heard therefore valued.  It does not mean an outcome.