We have been conditioned to associate only performance and financial outcomes with our workplaces and organizations. Notions of enlightenment, mindfulness or self-actualization are viewed as grandiose and in opposition to a results-based mindset.
This tragic bias contributes to a workplace culture in which, according to Gallup surveys, only about a third of U.S. employees are engaged.
The word “enlightenment” means different things to different people. It means rising above our auto-pilot way of functioning, dictated by social, economic and political conditioning, and instead embracing a “higher” state of consciousness.
Inspired by the Indian mystic Osho, who left a legacy of thousands of books on enlightenment, here are a few examples that demonstrate the default state vs. an enlightened perspective.
Inner Chatter to Mindfulness
Consider a conflict with a co-worker and a prevailing sense of enmity. An enlightened consciousness goes beyond assigning blame and brings awareness to our unconscious mind, which constructs uncharitable stories and interpretations about others.
By consciously watching our continuous “inner chatter,” we can clear the fog of animosity -- through which neither party can see the other for who they are.
Social Masks to Authenticity
Although team members appear to relate well superficially, there isn’t a real sense of closeness. An enlightened perspective recognizes that we wear social masks, making it harder for a deeper level of connection and trust.
Workplace dynamics can be transformed when people recognize the emotional armor and move toward authenticity.
Roboticism to Wakefulness
Sometimes, an impressive level of efficiency and productivity has been achieved, but creativity, innovation and emotional alignment are missing. Employees sleepwalk like efficient robots.
This sabotages creativity and cohesiveness. By learning to be powerfully present in the ‘here and now,’ creativity is enhanced and relationships with customers and colleagues are transformed.
Ego-based to Ego-Transcendent
Team members often fiercely defend their points of view, unwilling to enter into genuine dialogue. In an enlightened state, the team becomes aware of how egos run the show, leading people to protect their self-image, be “right” in every situation and make others “wrong.”
Recognizing the silent epidemic of the ego in teamwork is the first step in transcending it. Osho reminds us that only when a wave dies as a wave does it carry the immense power of the ocean with it.
Myopia to Farsightedness
Teams often forget that every valley leads to a peak. Trapped in problem-focused mode, they miss the generative potential of failure. The repetitive nature of everyday work life can produce apathy.
Enlightenment brings fresh eyes that can see how valleys can be transformed into peaks, and that the novel is hidden inside the familiar. The comedian George Carlin called it “vuja de,” the ability to see something that’s old and stale as if you are seeing it for the first time.
Rediscovering Our Being
Systems, policies and procedures deplete our energy and put us in activity traps. Research shows that great managers have a way of being beyond having the knowledge and doing the skills.
Exploring meditative practices taps into the depth of our consciousness, where our true power and peak potential lie buried.
Organizations can grow enlightened cultures nicely aligned with the work/life aspirations of younger persons entering the workforce. The fusion of systems theory, consciousness transformation, design thinking, organizational change and mindfulness practices is helping build organizations where human potential can flower to its fullest.