Conscious Business

What if business was like a game where the joy lies in playing, not just in winning?

1. Conscious Businesses Balance 'It,' 'We,' and 'I'

A conscious business thrives when it harmonizes technical needs, interpersonal relationships, and personal aspirations. These three dimensions—termed "It," "We," and "I"—must work together to create a successful organization. The "It" includes productivity and financial goals, the "We" pertains to fostering strong relationships, and the "I" centers on individual meaning and fulfillment.

Many managers focus solely on the "It" and neglect the human elements. This leads to a mechanical approach where a company's success depends purely on numbers and deliverables. However, when relationships among colleagues and personal values are ignored, motivation dwindles, and work becomes soulless.

A conscious company brings these aspects into alignment, creating a workplace where employees find personal meaning, teamwork flourishes, and technical targets are achieved organically.

Examples

• A firm that equally celebrates team achievements ("We") and individual career growth ("I") saw an uptick in team motivation and retention rates.
• Balancing employee well-being and shareholder expectations enabled a tech company to meet tough deadlines without employee burnout.
• Google’s focus on meaningful work ("I") and innovation-driven teamwork ("We") helped solidify its dominance as a tech innovator.

2. From Victim to Player: Taking Responsibility

People in the workplace often see themselves as either players or victims. Players take action and responsibility for situations in their control, while victims blame others and evade accountability. The key is recognizing which behaviors lead to empowerment and which to stagnation.

Players understand that they can't control everything, but they focus on actions within their power to influence, thereby maintaining agency. Conversely, victims relinquish their sense of control, becoming passive bystanders in their work environment.

By shifting the narrative from "This isn't my fault" to "Here's what I can do about this," employees foster a proactive culture that drives results and growth.

Examples

• A manager who took responsibility and rescheduled staff to address staffing issues succeeded in maintaining operational efficiency during a busy period.
• A designer improved project outcomes by acknowledging delays and proactively seeking feedback instead of shifting blame.
• An entrepreneur took ownership of their failing marketing strategy, reworked it, and gained valuable lessons for future campaigns.

3. Focus on Process, Not Just Outcomes

Adults often obsess over outcomes, leaving the important steps or processes undervalued. By prioritizing the process—the effort and integrity behind actions—success becomes more holistic and purposeful.

This approach ensures actions align with values, maintaining one's integrity even when the outcomes fall short of expectations. The measure of success shouldn’t solely be achieving goals but also staying true to core beliefs.

Appreciating the effort and problem-solving involved underscores a broader sense of accomplishment beyond achieving a defined result.

Examples

• A sales team celebrated their innovative approach to a challenging client pitch, even though they didn't win the deal.
• A marathon runner focused on her weeks of training and discipline rather than her race time.
• An engineering team solved long-standing machinery issues by staying committed to their quality standards despite production pressures.

4. Respect Different Perspectives

Everyone views the world differently based on their upbringing, culture, and personal experiences. Recognizing and valuing these differences fosters collaboration and prevents avoidable conflicts in organizations.

Developmental psychologists, such as Jean Piaget, showcase how shifting one's perspective is a critical developmental milestone. This ability isn't just for children—it’s crucial for adults working in diverse environments.

Acknowledging varied viewpoints enriches workplaces, as it encourages innovative solutions and stronger collaboration within teams.

Examples

• A 1996 Wall Street Journal study highlighted that accommodating cultural differences improved project outcomes in multinational firms.
• An advertising agency thrived by openly discussing varying creative approaches before deciding on campaigns.
• A manufacturing plant improved efficiency by surveying employees on workflow changes, leveraging their varied experiences.

5. Meaningful Conversations Transform Relationships

Effective communication is all about clarity, honesty, and mutual respect. Many workplace conversations fail because they become a series of monologues rather than dialogues with genuine understanding.

Conversations have three layers: the task, the relationship, and the self. Effective communicators address these layers with openness and facts, ensuring both sides feel heard and understood.

Giving clear examples and avoiding inflammatory language allows conversations to address problems constructively rather than escalating conflicts.

Examples

• An employee improved their relationship with a manager by clearly presenting data to support a proposal instead of expressing vague frustrations.
• A team resolved a scheduling issue by listening to everyone's constraints and finding a fair solution.
• Partners in a joint company venture avoided a split by clarifying business goals and mutual expectations.

6. Conflict Doesn’t Have to Be a Battle

Conflict is inevitable, but denial or avoidance often leads to worse outcomes. Constructive negotiation offers a better path, turning disagreements into opportunities for collaboration.

By promoting cooperation instead of competition, disagreements can give rise to creative possibilities. This requires shifting from narrow, adversarial thinking to a problem-solving perspective.

A culture of mutual learning ensures that all parties feel safe to voice concerns and work together toward productive solutions.

Examples

• A publisher resolved disagreements about schedules by instituting clear, mutually agreed project timelines through negotiation sessions.
• Two marketing departments collaborated effectively after both shared their frustrations openly and brainstormed new working arrangements.
• An HR conflict over vacation schedules was resolved when managers met and agreed on better coordination protocols.

7. Master Your Emotions for Better Decisions

While emotions and logic may seem opposing, they are interconnected. Mastering your emotions not only helps with rational decision-making but also strengthens personal resilience.

Through self-awareness, people can understand their emotions and decide how to act rather than being controlled by their feelings. Self-acceptance helps them let go of self-recrimination over natural emotional responses.

Ultimately, forgiveness allows for letting go of anger and creating space to rebuild trust and foster positive relationships.

Examples

• A CEO avoided an impulsive decision during a heated board meeting by pausing to examine her emotions first.
• A team leader salvaged workplace morale by forgiving a conflict-prone colleague and working on clearer communication.
• A customer service agent regained composure under pressure by accepting their frustration and choosing calm responses.

8. Care About the Team

Team success hinges on finding concern for not just individual goals but collective well-being. This care develops through stages, starting with egocentric and evolving into world-centric concern.

At higher levels, even the concept of winning transforms; the game itself becomes its own reward. Organizations embracing higher levels of concern create inclusive, progressive workplaces.

A conscious business cares about every member's needs while striving for shared success on a global scale.

Examples

• A small business increased productivity by introducing policies that honored both individual growth and team success.
• Workshops highlighting empathy-building helped foster deeper connections across departments in a consultancy firm.
• A world-centric company shared its strategies with competitors, believing it would also help industry improvements.

9. Lead With Integrity

Companies built on values empower individuals to consistently act in accord with their beliefs. This alignment creates stronger teams, loyal customers, and long-term success.

Actions dictated by integrity offer satisfaction that transcends trivial achievements. Leaders who embody these values inspire lasting trust among workers and stakeholders.

Through these practices, an organization can rise beyond traditional business models to create a community driven by purpose and mutual respect.

Examples

• Values-driven retailers have attracted loyal clientele who appreciate ethical practices.
• A tech startup doubled its workforce retention rate after embedding company values in everyday decision-making.
• Consistent charity work fostered public goodwill for a global corporation, boosting its reputation.

Takeaways

1. Foster a balance between productivity, collaboration, and personal growth in your workplace.
2. See conflict as a chance for mutual gain and address it through cooperative negotiation.
3. Develop self-awareness and emotional mastery to enhance both personal and professional relationships.