The Learning process never ends - a friend once said "Any discussion on spirituality needs to consider learning as integral to being on a spiritual journey."

Heart Leadership growth is not a task with defined parameters and a decisive ending. The learning and the process continue; the journey is is without and end. The true destination of teh process is the journey itself, the process or practice of drawing closer and closer to the mark, learning to be ever more conscious of how we BE in our relationships to ourselves, to others, and the experiences of life....

The glue that manifests itself in successful organizations is a spirit that presents itself as a positive belief in people, and a belief that the organization can handle whatever comes its way.

There is a consciousness, intentionality and commitment at living from that belief. The ingredients that engender creativity, quality, participation, leadership and health and allow an organization to flourish are those of a heart centered spiritual organization.

Energy Sector "Hearts and Minds" Cultural Maturity Toolkit
https://heartsandminds.energyinst.org/

Many Managers who try to lead organizational change keep "missing the mark". Their frustration mounts until many 'give up.' "I've tried so many times and none of my approaches work". What they are really saying is "I haven't been able to allow then to work because I am unwilling to own my part".

A heart centered spiritual practice brings us closer to out target. Without learning, spiritual practice is simply a study in failure: without learning we never draw closer to our target.

Let's explore some of the principles...

UN Sustainable Leadership Goals
https://sdgs.un.org/goals

Donald Cooper, Business Coach
https://www.donaldcooper.com/

Courage doesn't come in a bottle to be taken when needed when symptoms of weakness appear. To live the kind of courage required to bring spirit into the workplace, our communities requires the Heart Leader to take time to experience the relationship we have with ourselves and to discover what heart centered spiritual leadership is about.

It also requires an acceptance of emotions - ours and those of others: emotions drive drive most actions whether we acknowledge them or . When emotions are accepted, we can acknowledge fear or anger, or resentment and explore the sources of these very real emotions. With a shared understanding of where people are personally the organization can move ahead.....

We explore bringing spirit into everyday life and especially into our workplace. There appears to be 2 keys for understanding the 'Spirit/Heart Cycle" (as per the link below).

The first is seeing our work as a spiritual practice, like practicing on an instrument or a sport to get better and better at what we are doing.

The second is making a commitment to learn from each other and move closer and closer to what we want to create....

The Spirit/Heart Cycle
http://jimbennett.global/wp-content/uploads/2021/11/Spirit_Cycle.jpg

Relationships are different here - when people interact there is an unusual quality in their relationship. When people talk, they are really present with each other. Even although there are many activities - their focus is on the person to whom they are talking to - completely.

They listen carefully and ask question to get a deeper understanding on what they are talking about. The level of respect in which each speaks honours each of them. This is a heart centered culture in action....

Unleashing the Spirit Cycle at work and within our communities:
We explore my work in helping organizations harness the the zest, the innate energy within their work. A journey in working with creativity, leadership, quality and technical integrity.

Getting a deeper understanding of "what was putting people on fire" in some organizations and not others. Something called the "Spirit Cycle" - the way people relate to each other in a spirit respecting workplace that produces self perpetuating energy...

If we as Heart Leaders provide space for spirit to emerge, we need a new tool that seeks to challenge or assumptions, our creativity and our spontaneity rather than to restrict and control in order to ensure there are outcomes that are familiar and comfortable..

We need tools that help groups of people to learn and think together so that as a group they can discover things that would have been impossible to learn outside the group setting.

One such tool is that of "dialogue". This is combined with critical analysis and judgement based on independent data.

Research Data Links:
UK Government Nudge Unit
https://www.gov.uk/government/organisations/behavioural-insights-team

Psychological Operations
https://en.wikipedia.org/wiki/Psychological_operations_(United_States)

NLP
https://www.nlp.com/what-is-nlp/

UK Yellow Card Reporting System
Please check the source data from the spreadsheets - not the Nudge Unit 'Spin...'
https://www.gov.uk/government/publications/coronavirus-covid-19-vaccine-adverse-reactions

European Database
https://www.adrreports.eu/en/index.html

UK Independent News Feed - UK Column News
https://www.ukcolumn.org/

US VAERS
https://vaers.hhs.gov/data/datasets.html

Leaders in spirit respecting workplace are deeply connected with everyone. Heart Centred Leaders love, value and respect both themselves and other. Trust is assumed and faith is given. Trust and faith are unconditional.

They can not be earned; they can only be lost. When we are warm, caring and sympathetic - truly putting ourselves in each other's shoes - we can bring people together in a new dimension...

Respect is a word that has taken on a new meaning from a Leadership perspective. When we 'respect' people we give them the benefit of the doubt, we are willing to look at other considerations or look again at the old ones and to say ther must be something here that we initially missed.b We challenge initial assumptions. We see positive possibilities. With a seceond look, we usually see perspectives we missed at a first glance.

Heart Leaders respect people. They respect their workforce. They respect their customers. They respect their suppliers. They respect their competitors. They respect their neighbours and community in which they live. They respect themselves...