Human Potential in an Organisational Context: one's ability to bring their full selves to work and contribute their unique gifts in meaningful ways.
When the Human Potential of people is untapped, the potential of the company culture, as a major and valuable asset, is also untapped and underutilized.
Therefore, our efforts to re-energize or rejuvenate the workplace culture should primarily be focused on raising the extent to which Human Potential is realized in the individual or organization. What will then emerge is a new type of workplace culture with higher and deeper levels of Human peak experience and language that is enduring, self-organizing and self-fulfilling.
People participating and experiencing in this new type of vibrant and enduring culture, perform beyond their perceived limits, and are able to access new creative abilities.
They co-create and rewrite the future outcomes of the company through new language, symbols, peak performance and purposeful engagement. Importantly, this kind of change and renewal comes through experimentation and experience rather than analysis and strategic planning.
By adopting the organizational Human Potential Realization Methodology, we are able to reveal how the intangible mindsets and attitudes are in fact the key levers influencing the more visible performance outcomes that are of utmost importance to every organization. These improved performance outcomes are namely: Staff Engagement; Customer Orientation; Self-Leadership; Inventiveness; Trustworthiness; and
Human Potential Realisation Summits
Working on the ‘mindset and attitude’ level is not something we are used to in the organizational context. It is not immediately clear how to do this in a way that brings about the desired organizational culture change.
This is why we organize a series of Human Potential Realization Summits around the world in 2016. These 2.5 day events are fully experiential with the sole purpose of accessing and raising our own Human Potential so that we can bring this ‘people-centric’ approach to culture change back into our own organizations.
Feb 01, 2016 by Peter Leong