We are alive at a time when humans get to decide as a species, whether we (and countless others) will survive or not.

Fortunately, a great transformation is already underway. The scientific and business communities are already working toward technological transformation. But we don’t yet have new and comprehensive modes of organization to support those doing the work. We need organizational transformation. 

So, what exactly are the elements of this organizational transformation? 

• Structure: In a time of great change, our rigid, legacy forms of hierarchical organization won’t work. 

• Ethos: Too often organizations are not human-centered, even though all organizations exist to meet some form of human need. 

• Philosophy: Institutions, particularly those born out of the cultural roots of patriarchy and colonialism are philosophically flawed at their core. Benevolent as they may be, they operate within an infinite-growth paradigm on a planet with finite resources. 

In this new era our group endeavors need to be agile and flexible, while at the same time being oriented around purpose, health, performance, and the talents of everyone involved. 

Most of all, they need to be in tune with the rhythms of LIFE: the humans who fuel the endeavor, the social systems they exist within, and the living ecosystems that are impacted by the endeavor. 

We cannot successfully adapt as a civilization without adapting the way we work together toward these crucial objectives. 

So how do we do that?

Transforming organizations in this way cannot be accomplished by specialized training and consulting concepts of the old order. It requires an approach that is holistic and integrated, capable of working at the root level of group function, on the three pillars of organizational culture:

• People WHO do the work: the creative engine that makes the work of any organization possible. 

• Process–HOW the work gets done: the systems and workflows that determine the potential impact of the institution.

• Purpose–WHY the work is worth doing: the often intangible elements of culture that determine the effectiveness of the organization.

By working at the level of these three pillars, we can turn our current organizations into LIFE-CENTERED ORGANIZATIONS (LCOs). 

LCOs are human ecosystems that pursue a mission that contributes to life. The pursuit of generative impact both internally and externally, are integrated as founding principles, never as add-ons. As a result, individual wellbeing, meaningful work, and productive relationships are naturally emerging properties of a well-functioning LCO. Financial health (i.e. profit, fair wages, investor returns, etc.) is an outcome of well-designed and high functioning relationships within the org and with stakeholders/customers. 

These outcomes–the outcomes every mission-driven organization desires–are not only possible, but unavoidable when an organization starts by aligning people, process, and purpose with the principles of LIFE. 

The work required to make this transformation is not rocket science, but it requires commitment and a willingness to think and work holistically to meet the challenge. The rewards–and the stakes–couldn’t be higher. 

As Bill Mollison, the co-founder of permaculture once said, “Though the problems of the world are increasingly complex, the solutions remain embarrassingly simple.”

We are here to do the hard work of implementing simple solutions. If you want to join us or learn more, here are a couple of ways to start:

1. Subscribe to our newsletter and be part of the conversation.

2. Meet with us to talk about your organizational challenges.