organizational spirituality
Post on 18-Jan-2016
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ORGANIZATIONAL SPIRITUALITY
The clash of personal and organization spiritual values
Personal and Organization Assessment
A story
Spiritual Assessment Questions
• Identify your core personal value and mission. (your personal covenant)
• Identify the stated value and mission of the organization
• Identify the functional value and mission of the organization
Discussion
• Where are the connects and disconnects between the areas
• What is the impact on the organization, employee and patient experience
• Share in groups
Theory
• Organizations and individuals have spiritual values (or covenants) from which most decisions are made
• They are not often identified• They don’t always agree• They don’t always match the stated Mission and
Values of the organization• The organization is limited when the impact of
the clash is unidentified or underappreciated
Unattended Clash
• Leads to diminished trust in leaders
• Positioning and third partying grows
• Ideology and values are hardened and opportunities for creativity and collaboration are lost.
• Focus is on differences rather than bridge building
Survey
• Those who experience the clash 90% had looked for work in the last year.
• Gallup Survey Data– Disengaged employees cost
• 10%-12% employees on average are disengaged• In a 32,000 person work force that would cost over 200,000,000.
– When the disengaged become engaged• 37% drop in absenteeism• 49% drop in turnover• 48% in employee safety issues• 41% in Patient safety incidents• 60% in quality defects
BREAK
WHEN THE GOING GETS TOUGH
Centralize Power
&
Defer to the CFO
WHEN IT’S ABOUT MONEY
• IT’S NEVER JUST ABOUT MONEY
• IT’S ABOUT THE CLASH OF SPIRITUAL VALUES.
• UNATTENDED OR UNRECOGNIZED IT BECOMES
• THE ROOT OF ALL EVIL.
Case Studies• CPMC
– Shared Leadership CEO, Top down COO– Different covenants
• Cleveland Clinic– Inverted Pyramid– Centralizing of power and decision making
• ACPE, FCPE & Organization Change– Do Values match with the change– Have we identified and attended Sp Clash
DEMONS & DEMANDS OF
SPIRITUAL LEADERSHIP
SPIRITUAL LEADERSHIPo “A good Leader is intensely aware of the
interplay of inner shadow and light• Lest the act of leadership do more harm than good.
Parker Palmer
• Whenever a “family” is driven by anxiety, what will also always be present is a failure of nerve among its leaders.
» Edwin Friedman
• Ride the monsters down to the Unified field where our caring & life together resides
» Annie Dillard
The Demons
• Insecurity about identity and worth
• Belief that the universe is a battle ground hostile to human interests.
• Functional Atheism
• Fear of the natural chaos of life
• The denial of death
» Parker Palmer (Let Your Life Speak)
THE DEMANDS
• Invert the pyramid, share the power
• Commit to collaboration & trust
• Act like there is a greater power in control
• Trust the process
• Act like there is new life from the death of change
DEMONS DEMANDS• Insecurity about identity and
worth
• Belief that the universe is a battle ground hostile to human interests.
• Functional Atheism
• Fear of the natural chaos of life
• The denial of death
• Invert the pyramid, share the power
• Commit to collaboration & trust
• Act like there is a greater power in control
• Trust the process
• Act like there is new life from the death of change
• Understand this is a Spiritual Values clash• Identify the spiritual values that influence
decision making
• Evaluate and Broaden organizational spiritual values
• Evaluate and Broaden personal spiritual values
• Change organization and leader communication patterns to align with agreed upon values
• Make priorities for the organization more consistent with personal and organization values
The Process
Conclusion• The demons are what keeps organizations
from living into their missions.• It is our covenants that protect us from our
demons and paradoxically keep us from living into our missions.
• It is our unexamined covenants that create the Two Sins that lead to the failure of organizational change.
• Dealing with our demons and freeing our covenants can restore our trust, collaboration and creativity and thus renew us and our organizations
The Two Sins(That Create Organization Failure)
• Centralizing Power
• Giving responsibility for change to others
• IF I SEEK TO CHANGE THE WORLD
• I MUST FIRST SEEK TO CHANGE MY SOUL
The New Mission Statement
• 12 words, one sentence:
“To advance and advocate for experience-based, professional, theological and
spiritual care education.”
The New Vision Statement
• 21 words; 1 sentence
“To be the premier global provider of professional spiritual education by setting
standards, certifying educators, accrediting centers and providing
continuing education.”
ACPE Values
• Spirituality
• Transformative Processes
• Transparency
• Advocacy
• Diversity
What Do These Values Really Mean?
Spirituality
Maintaining clear identity as an organization with spiritual foundations
Including spiritual values in all philosophy and work
Transparency
Collaborating and cooperating at all levels
Clear accreditation and certification processes
Fostering mutual accountability in all matters
Members participating in decision-making
What Do These Values Really Mean?
Transformative ProcessesStriving for excellence in educationIntegrating personal and professional identityUpholding professional competenceMaintaining highest ethical accountabilityEngaging in creative and generative dialogueTruth-telling
Advocacy Strengthening professional collaboration
Advocating for quality spiritual careIntentionally mentoring members to become leaders
Diversity Commitment to social, religious and cultural inclusion
Valuing scholarship from a variety of perspectivesEmbracing power sharing
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