Getting Started!
Congratulations on taking the Headspace assessment! This report is a doorway into understanding the headspace you’ve been experiencing recently. It’s important to remember that these headspaces are not permanent states but rather dispositions we find ourselves in from time to time due to our experiences and contexts. In other words, a headspace is not like a personality type that is difficult to change, but instead it is fluid and (as you'll see) well worth cultivating.
All of us have likely experienced all four of the headspaces described below. For instance, there is nothing more human than getting caught up in the everyday cares of work and wondering whether we've made a dent in our to-do list as is the case with Habituating. Similarly, all of us have longed for greater meaning in what we do from time to time, as is the case with Yearning. Sometimes we experience periods of feeling great connection to the present moment, and the ability to challenge assumptions about what we all take for granted, as is the case with Transforming. And still it is possible to experience deep sense of centeredness, wisdom, and connection with others as is the case with Transcending.
Whatever the case may be, many of us experience sustained periods in a given headspace until something significant triggers a change. So, while it might feel like you’re stuck in a particular headspace, change is always right around the corner, and this report provides some great ways to intentionally expand your headspace.
Understanding your recent headspace can have profound effects on how you are seen, understood, and even misunderstood by colleagues. It impacts your relationships, strategy, problem-solving abilities, team cohesion, and overall performance. By delving into this report, you’ll gain insights into the headspace you’re currently in, helping you to recognize patterns, strengths, and areas for growth. This self-awareness can lead to enhanced interactions, better decision-making, and a more fulfilling professional life.
As you read through the content, we encourage you to approach it with an open mind and a sense of curiosity. Reflect on what resonates with your experiences and observations. Trust your intuition to discern truths that perhaps you’ve never fully reflected upon before. Pay special attention to elements that spark a sense of wonder and excitement. This mindful reading can help you know yourself more deeply and elevate your experience and impact at work. Embrace this opportunity for growth and self-discovery. This report pairs especially well with the "Use of Self" GPT, an app trained to help leaders deepen self-awareness and apply their core values in service of positive change (free with Chat GPT subscription).
What is Headspace?
Headspace is a dynamic concept that integrates two key aspects of conscious life that greatly influence our well-being and the prosperity of teams and organizations we are part of. This concept is based on an integration of neuroscientific research and theoretical underpinnings from the fields of existential psychology, contemplative practice, and transformative learning (See the work of Brendel, 2016, 2022; Brendel et al., 2021; Brendel et al., 2023)
Presence
Presence refers to our level of mindfulness, the degree to which we are intentionally aware of practicing awareness of our thoughts, emotions, and surroundings in the present moment and without judgment. The degree to which we are mindful can vary in intensity and can be seen as a state or a trait. People who are more mindful show greater self-control and can respond thoughtfully rather than react impulsively to negative situations. Mindfulness also reduces ego-driven behaviors, which often harm others, and fosters a sense of oneness with others.
On the other hand, absentmindedness or mindlessness occurs when there is a lack of this balanced awareness, leading to less self-control and more self-centered actions. Cultivating mindfulness helps individuals achieve a deeper, more connected way of experiencing the world.
Purpose
Purpose, on the other hand, is the type of meaning we assign to our work, the overarching sense of direction and significance we perceive in our professional endeavors. The great existential psychologist, Irvin Yalom (2008) explains that people usually live in two different ways. The first way, which entails "Everyday purpose," involves focusing on things like appearance, independence, possessions, and status. This is the main focus of many self-help books. However, the downside of this way of living includes getting distracted by the need to stand out , win workplace conflicts, and engage with gossip, for instance.
The second way of living, which Yalom calls "Ontological purpose," is about having a deeper and more profound sense of being. Instead of worrying about how things are, it means being amazed that things exist at all. Living in this mode involves being aware of your existence, its fragility, and your responsibility for it. This way of living emphasizes genuine self-expression, deeper meaning, personal fulfillment, and humanity.
Aligning Presence with Purpose
At any moment, varying degrees of Presence and Purpose can give rise to four distinct headspaces, periodic dispositions that influence our curiosity, which in turn shape our questions and ability to engage with and navigate our changing environment. As you can imagine this is particularly important for professionals who help others facilitate and manage change, such as OD practitioners, HR Business Partners, and many other forms of leadership.
The 4 Headspaces
Yearning
Characterized by high purpose but low mindfulness, individuals in this headspace restlessly and intermittently seek deeper meaning behind problems, conflict, and personal identity. Marked by Transient Curiosity, those in the Yearning headspace ask fleeting, peppered questions from the heart that lack sustained focus. Individuals with transient curiosity often find themselves pulled in multiple directions, searching for insights to quell their existential unrest. This type of curiosity can lead to scattered efforts and a tendency to miss obvious insights because the focus is constantly shifting.
Habituating
Operating from an everyday sense of purpose, this headspace is less mindful of the present moment and finds greater meaning in productivity and task achievement. Habituating individuals may sometimes adhere rigidly to routines and exhibit an aversion to change, often overlooking deeper meanings and broader implications of their work. This headspace is marked by Routine Curiosity, which favors the familiar and predictable (If... then...). Individuals in this state tend to focus on maintaining consistency and reliability.
Transforming
With high mindfulness and everyday purpose, those in this headspace are open to change and continuously learning. They challenge and transform strategic and relational patterns, seeking to integrate new information and experiences to improve organizational effectiveness and personal achievement. This headspace embodies Adaptive Curiosity, where individuals are flexible in their thinking and eager to learn from diverse sources (As if...). They ask probing questions that drive continuous improvement and innovation.
Transcending
Marked by high mindfulness and a deep sense of purpose, individuals in this headspace feel a profound connection to others and a commitment to higher values. They see organizational strategy as a means to enhance social responsibility and well-being, fostering a sense of compassion and joy in their work. This headspace is driven by Integrative Curiosity, where individuals synthesize diverse perspectives to create holistic and innovative solutions (What if...). They seek to understand the interconnectedness of various factors and aim to foster inclusivity and holistic thinking.
How "Transcending" am I?
The blue dots on this graph indicate Headspace scores for all participants and updates automatically, whenever a new person submits their assessment. To determine how Transcending you've been lately, just approximate where your Presence and Purpose scores intersect. You can find your scores in the email you received after taking this assessment.
Approximate your Purpose score along the X axis (the horizontal line), and then see where that intersects with your Presence score along the Y axis (vertical line). For instance if both your Presence and Purpose score were 55, your dot would be located in the center of the graph. If your Headspace (dot) falls on a line, that simply means you are somewhere between headspaces.
Are Presence & Purpose Related?
Presence and Purpose are both ubiquitous aspects of conscious life, yet our research demonstrates that they are distinct concepts. So it's worth asking, if one is more present, do they become more purposeful (and vice versa). The dotted grey line (-----) in this graph represents a potential trend, in this relationship. As we continue to receive submissions we should begin to see whether a clear trend emerges. What do you think?
Why Headspace Matters
Modern organizational effectiveness hinges on the development of employees who can adeptly navigate Adaptive Challenges (see the work of Heifetz, 2009), which are often complex and systemic in nature. Adaptive challenges include things like AI Integration, Employee Experience (EX) Design, Boundaryless HR, and Global Talent Management. What often gets leaders and teams "stuck" is when they apply a technical paradigm to these adaptive challenges. Technical challenges, such as compensation structures, payroll analysis, and labor law compliance, are clear and targeted subjects with established solutions that rely on expertise and familiar roles. However, adaptive challenges demand a headspace that gives rise to genuinely innovative and considerate lines of inquiry. The key to successfully addressing these adaptive challenges lies in cultivating a headspace that encourages wise and provocative questioning. This headspace, both individually and within teams, is shaped by Presence and Purpose.
Static Curiosity
Neuroscience research underscores that headspaces dominated by attachment to ego and expertise—characterized by Yearning and Habituating—constrain innovation to Static Curiosity, which is routine and transient, leading to a sense of stagnation among leaders and teams. When individuals and teams operate from a headspace where ego and expertise are at the forefront, they tend to rely on taken-for-granted lines of inquiry. This often stems from a need to affirm their existing knowledge and expertise, leading to questions and approaches that are predictable and safe. Such an approach, while comfortable, inherently limits perspective and creativity because it confines thinking to familiar territories and resists venturing into uncharted domains.
This reliance on familiar methods not only resists change but also stifles innovation and the generation of new ideas. Teams and leaders who prefer sticking to what they know miss out on opportunities to explore novel solutions and approaches that could potentially transform their organizations. The resistance to change creates an environment where new and potentially groundbreaking ideas are dismissed or not even considered. This results in a growing sense of frustration and a feeling of being stuck, as efforts do not lead to meaningful progress or improvements.
Like trying to jam two jigsaw puzzle pieces together that don't quite fit, overreliance on static curiosity forces alignment between efforts and existing organizational goals without questioning their relevance, impact on employee well-being, or effectiveness. This rigid alignment can lead to a misalignment with the dynamic nature of external environments and internal needs, further exacerbating the sense of being stuck. Teams feel as if their efforts are in vain because they are bound by outdated frameworks and objectives that no longer serve the organization’s best interests. Consequently, innovation is not just stifled but practically halted, preventing the organization from evolving and adapting to new challenges and opportunities.
Dynamic Curiosity
Conversely, headspaces that are selfless and open-minded—embodied by Transforming and Transcending—promote Dynamic Curiosity. When we let go of ego and expertise, we invite flexible thinking that embraces diverse perspectives. This openness fosters psychological safety, as the threat to ego is minimized, allowing team members to share ideas without fear of judgment. Such an environment encourages forms of inquiry that are exploratory and innovative, breaking free from the constraints of conventional thinking.
This selfless approach to headspace challenges existing assumptions and encourages continuous leadership development. Leaders who practice dynamic curiosity are more likely to question the status quo and explore new strategies that align culture with organizational goals. This alignment is crucial for creating a cohesive and forward-thinking organizational strategy. By fostering a headspace where dynamic curiosity thrives, organizations can drive their strategy and culture forward in meaningful and measurable ways.
It is imperative for leaders and consultants in successful organizations to take headspace seriously, fostering environments where employees feel engaged, healthily challenged, and fulfilled. By cultivating a headspace that values flexible thinking, reduces ego threats, and challenges assumptions, organizations can develop a culture of dynamic curiosity that leads to innovative solutions and sustainable growth.
Yin & Yang of Headspace
Each headspace presents its own set of upsides and challenges. For instance, individuals in the Yearning headspace bring enthusiasm and fresh perspectives but may struggle with focus and direction. Those in the Habituating headspace ensure stability and consistency but might overlook or resist necessary changes and innovation. The Transforming headspace encourages continuous improvement and adaptability, though it can sometimes disrupt existing processes and norms and overlook deeper existential considerations. Lastly, individuals in the Transcending headspace inspire deep connections and ethical behavior, but they might face challenges in aligning their high ideals with everyday organizational realities.
As your read through this report, be careful not to dwell on the challenges but instead, note how you can leverage existing tools from the fields of leadership development, team development, and organization development to create a more innovative and inclusive headspace for yourself (and those around you!). By doing so, we can all impact prosperity across and beyond our organizations.
Transforming
A Transforming way of being is characterized by a high level of mindfulness and a focus on everyday matters that drive both personal achievement and organizational effectiveness. Individuals in this headspace invest their time and energy in change that enhances organizational processes, leadership, culture, and personal development. They exhibit little attachment to the status quo and are more likely to challenge and transform strategic and relational patterns at work. This developmental capability requires heightened access to consciousness and the ability to critically analyze underlying premises.
Transformative Learning Theory suggests that transforming individuals engage in processes that expand their consciousness, involving both appreciative access to unconscious content and critical analysis of underlying assumptions (Elias, 1997). These individuals find fulfillment in the process of change itself and are willing to expose themselves to situations that challenge their current perceptions. This headspace includes the conceptual clarity needed to challenge habitual ways of thinking, or "habits of mind" (Mezirow, 2000). Transforming individuals value achievement and prestige, pursuing these goals intentionally and flexibly.
Adaptive Curiosity
Individuals with a transforming headspace exhibit adaptive curiosity, characterized by a continuous learning mindset and flexibility in thought processes. This type of curiosity drives continuous improvement and responsiveness to change, fostering sustainable innovation. Adaptive Curiosity encourages collaborative problem-solving and learning, enhancing team dynamics and effectiveness. Leaders in this headspace demonstrate flexibility and responsiveness, fostering trust and innovation within their teams.
As if...
Self Curiosity
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How can I better integrate feedback to continuously improve my leadership approach?
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What new skills or knowledge should I acquire to stay ahead in my field?
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How can I inspire my team to embrace change and innovation?
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What strategies can I implement to foster a culture of learning and adaptability?
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How can I balance achieving organizational goals with supporting my team’s personal development?
Team Curiosity
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How can we ensure our goals remain aligned with the evolving needs of our organization?
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What can we learn from our past projects to improve future performance?
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How do you feel about the level of support you receive for professional development?
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How can we better collaborate to solve complex problems?
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What new ideas do you have for improving our processes or products?
Organizational Curiosity
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How are we preparing our organization to adapt to future market changes?
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What steps are we taking to foster a culture of innovation and continuous learning?
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How can I contribute more effectively to our strategic goals?
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How does our current strategy support the personal and professional growth of our employees?
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What initiatives are we pursuing to enhance organizational resilience and adaptability?
Collective Transforming
Understanding headspace is not just about individual experiences but also about how these experiences manifest at the team and organizational levels. Collective experiences such as strategic realignment, leadership transformation, and cultural shifts can significantly impact collective headspace. For instance, a team might collectively feel empowered by new leadership practices, leading to a shared headspace of innovation and adaptability. Similarly, an organization undergoing cultural transformation may collectively embrace new learning and development initiatives, enhancing overall effectiveness and resilience.
Developing Headspace
This section provides specific tools and frameworks for cultivating a more mindful and meaningful headspace for those whose disposition is Transforming at the individual, team, and organizational level. This includes a summary of the most common challenges faced by individuals, teams, and organizations in this headspace, as well as specific tools and frameworks capable of shifting into a more healthy and productive way of working together.
Moving from Transforming to Transcending is an important option and this depends greatly on the individual, the context, and strategy of the organization and team they are part of.
Individual Development
Individuals in the Transforming headspace often exhibit a need for continuous learning, as they seek new knowledge and skills to stay ahead. Reflection in Action, a practice by Donald Schön, involves thinking on your feet and reflecting on your actions in real-time. This tool encourages continuous personal and professional development by promoting real-time reflection and learning from experiences, sustaining growth and adaptability.
Embracing change and innovation is a hallmark of those in the Transforming headspace, marked by openness to new ideas and a willingness to challenge the status quo. Mindfulness Practice, which involves regular meditation and mindfulness exercises, enhances awareness and presence. This promotes a mindful approach to embracing change and innovation, helping individuals stay grounded and responsive in dynamic environments.
Balancing personal achievement and organizational goals is a critical aspect of the Transforming headspace, as individuals strive for excellence while supporting the broader organization. The Search Inside Yourself Program combines mindfulness, emotional intelligence, and neuroscience to enhance self-awareness and effectiveness. This program helps individuals develop emotional intelligence and mindfulness, connecting their daily tasks to broader organizational goals and fostering a deeper sense of purpose.
Seeking feedback and improvement is another characteristic of the Transforming headspace, with individuals regularly seeking feedback and using it to enhance their performance. The 360-Degree Feedback system provides a comprehensive feedback mechanism that gathers input from multiple sources. This holistic approach offers a well-rounded view of performance, highlighting areas for improvement and fostering continuous development.
Adaptive curiosity, characterized by flexibility in thought processes and a desire for continuous improvement, is prevalent among those in the Transforming headspace. Systems Thinking, a holistic approach to understanding complex systems and their interrelationships, supports this mindset. By encouraging a systemic perspective and continuous improvement, Systems Thinking fosters profound personal and organizational transformation, aligning individual growth with broader organizational dynamics.
Team Development
Teams in the Transforming headspace often embrace change and innovation, demonstrating openness to new ideas and a willingness to challenge the status quo. Design Thinking, a user-centered approach to innovation and problem-solving, involves empathy, ideation, and prototyping. This tool encourages creative problem-solving and innovation through a structured process, enabling teams to develop innovative solutions effectively.
Balancing personal achievement with organizational goals is crucial for teams in the Transforming headspace, as they strive for excellence while supporting broader organizational objectives. Social Presencing Theater is an embodied practice that uses movement and physical awareness to gain insights into current reality and potential futures. This approach helps teams gain a deeper understanding of current challenges and envision new possibilities through embodied practices, fostering a harmonious balance between personal and organizational aspirations.
Seeking feedback and continuous improvement is a hallmark of the Transforming headspace. Scribing, a visual practice that involves real-time drawing of conversations and processes, facilitates understanding and reflection. By visually capturing and representing conversations and ideas, scribing enhances team understanding and promotes effective reflection, supporting ongoing improvement efforts.
Adaptive curiosity, characterized by flexibility in thought processes and a desire for continuous improvement, is prevalent among teams in the Transforming headspace. Sensing Journeys, an experiential learning process, involves immersing oneself in different contexts to gain new perspectives. This immersive learning approach encourages teams to gain new insights and perspectives by experiencing different contexts and realities firsthand, driving adaptive thinking and innovative solutions.
Facilitating meaningful conversations is essential for teams in the Transforming headspace, as it creates spaces for deep and impactful dialogues. The Art of Convening focuses on bringing people together in a meaningful way, helping teams create spaces for meaningful conversations and deep connections. This practice fosters a culture of openness and trust, enhancing team dynamics and collaboration.
Understanding and managing communication is another critical aspect for teams in the Transforming headspace. The Coordinated Management of Meaning (CMM) theory explains how individuals create and manage meanings in communication. By enhancing team communication, CMM helps members understand and manage the meanings they create in interactions, leading to more effective and coherent team communication.
Perspective taking and empathy are vital for teams in the Transforming headspace, as they enhance the ability to understand different viewpoints. Perceptual Positions, a technique that involves viewing a situation from multiple perspectives, promotes empathy and understanding within the team. By encouraging members to see situations from various viewpoints, this technique fosters a deeper sense of empathy and improves team cohesion and collaboration.
Organization Development
Organizations in the Transforming headspace often have a need for continuous learning, seeking new knowledge and skills to stay ahead. A Learning Organization continuously transforms itself by facilitating the learning of its members, encouraging sustained organizational learning and adaptation. This keeps the organization at the forefront of its field, fostering ongoing growth and development.
Embracing change and innovation is a key characteristic of the Transforming headspace, marked by openness to new ideas and a willingness to challenge the status quo. Theory U is a framework for leading profound innovation and change through deep listening and co-creation. This framework encourages deep reflection and collaborative innovation, fostering profound personal and organizational transformation.
Balancing personal achievement with organizational goals involves striving to meet the needs of various stakeholders while maintaining a strategic vision. Conscious Organization Development, a method developed by William Brendel, integrates mindfulness, emotional intelligence, and systemic thinking into organizational development. This inclusive strategy development ensures that employees at all levels understand and contribute to strategic goals, fostering alignment and engagement across the organization.
Seeking feedback and continuous improvement is a hallmark of the Transforming headspace. The Dialogue and Action framework combines reflective dialogue with action planning to integrate insights into organizational practice. This approach encourages holistic improvement through structured reflection and collaborative action planning, ensuring that feedback leads to meaningful changes.
Integrative curiosity, characterized by flexibility in thought processes and a desire for continuous improvement, is prevalent among organizations in the Transforming headspace. Transorganizational Development is a framework for managing and improving inter-organizational relationships and networks. This framework promotes a holistic and systemic approach to problem-solving and continuous improvement across organizations, enhancing collaboration and innovation.
Balancing efficiency with human factors is crucial for organizations in the Transforming headspace.
The Socioeconomic Approach to Management (SEAM) methodology focuses on aligning organizational processes with human factors. This approach balances operational efficiency with a focus on human well-being, enhancing overall organizational performance and ensuring that processes are both effective and human-centered.
Innovative structures for engagement are essential for fostering creativity and participation within the organization. Liberating Structures Design provides a set of simple rules that make it easy to include and unleash everyone in shaping the future. This promotes inclusive innovation by providing structures that allow all members to contribute to the organization's success and creativity.
Finally, adaptive strategies for complex challenges are vital for organizations in the Transforming headspace. Strategic Adaptive Action from the Human Systems Dynamics Institute is a framework for taking adaptive action in complex systems. This approach encourages adaptive leadership, promoting flexible and responsive strategies to navigate complex challenges and drive organizational success.
The "Business Case"
Addressing a transcending headspace involves investing in tools and frameworks that enhance practical wisdom, knowledge sharing, and organizational storytelling while fostering a culture of continuous learning and mindfulness. Demonstrating the tangible benefits of these outcomes for individuals, teams, and organizations is essential to championing and improving developmental activities and targeting your leadership and organization development budget more effectively. This section provides a brief overview of Return on Investment (ROI), as well as the specific types of ROI that are logically candidates for addressing the transcending headspace, a review of how to calculate these types of ROI, and some illustrative examples.
Return on Headspace (ROH)
Return on Investment (ROI) is a performance measure used to evaluate the efficiency or profitability of an investment. It calculates the return of an investment relative to its cost. ROI is crucial in justifying the expenditure on development initiatives, as it demonstrates their value in terms of improved performance, reduced costs, and increased revenue. For initiatives aimed at developing headspace, several specific "Return on Headspace" (ROH) targets are particularly relevant.
Employee Engagement and Satisfaction: Improving employee engagement and satisfaction is critical for organizations. Employee engagement refers to the emotional commitment an employee has to their organization and its goals, often leading to higher productivity and lower turnover rates. Job satisfaction measures how content an employee is with their job. A meta-analysis of 44 empirical studies demonstrated a significant positive relationship between meaningful work and engagement, commitment, and job satisfaction, as well as life satisfaction, life meaning, and general health (Allan et al., 2019). Authentic leaders who align presence and purpose see a decrease in turnover intention in their employees (Azanza et al., 2015). Greater meaning also has a significant positive impact on employee satisfaction (Dehler & Welsh, 1994). An organization that successfully improves its Employee Net Promoter Score (eNPS) – a metric that measures the likelihood of employees to recommend their workplace to others – can see a direct correlation to increased productivity and reduced turnover costs.
Employee Value Proposition (EVP): Organizations whose employees lack a deeper sense of meaning at work experience dramatically increased rates of turnover (Dhingra et al., 2020; Fosslien, 2021; Kumar, 2021; Stier & Driggs, 2021; Valini et al., 2019). Organizations that proactively seek and develop employees whose sense of purpose aligns with the mission offer a compelling Employee Value Proposition (EVP). EVP refers to the unique set of benefits that an employee receives in return for their skills, capabilities, and experience. Organizations with wise leaders and meaningful work attract and retain top talent. For example, improved EVP can lead to higher retention rates and reduced recruitment costs.
Efficiency and Task Completion: A large body of research demonstrates that leaders who authentically express aa greater sense of purpose observe a significant increase in employee performance (Azanza et al., 2015; Nasab et al., 2019; Ribeiro et al., 2018a, 2018b). Employees who connect with a greater sense of purpose at work also experience a measurable increase in productivity and performance (Karakas, 2010; Paloutzian et al., 2003; Reave, 2005). Efficiency and task completion rates are essential indicators of an organization's operational health.
Innovation and Creativity: Research demonstrates that greater presence at work leads to increased creativity (Brendel et al., 2016; Colzato et al., 2012; Horan, 2009; Langer, 2007). Measuring the number of new initiatives successfully completed and the time taken from idea to implementation can provide clear indicators of the ROH of these interventions. For example, reducing the average time from idea to market by 20 days can significantly boost revenue.
Well-Being and Stress Reduction: Well-being and stress reduction are crucial for maintaining a healthy, productive workforce. Increased mindfulness at work leads to significantly improved employee well-being (Hanley et al., 2017). It should come as no surprise that well-being and performance both experience a dramatic increase when presence is increased at work (Anderson et al., 2007; Glomb et al., 2011; Good et al., 2016; Hülsheger et al., 2013; Kudesia, 2019; Li et al., 2016; Mesmer-Magnus et al., 2017). Organizations whose employees are experiencing change fatigue can also benefit from significant decreases in anxiety through increased mindfulness (Davidson et al., 2003; Gross et al., 2004; Ramel et al., 2004; Sagula and Rice, 2004; Shapiro et al., 2007; Tacon et al., 2003, 2004; Vieten and Astin, 2008). Tools such as the Search Inside Yourself program and mindfulness practice can lead to substantial improvements in mental health and stress levels. Lower stress levels can reduce sick days and improve overall productivity.
Collaboration and Team Cohesion: Research demonstrates that increased presence leads to prosocial behaviors (Chen & Jordan, 2018; Johnson, 2007; Prakash et al., 2020; Shapiro et al., 2006; Shapiro et al., 2012). Collaboration and team cohesion are essential for effective teamwork and project success. Improved team satisfaction and reduced turnover rates are direct indicators of the ROH on related initiatives. For instance, enhancing team cohesion can lead to better project outcomes and a more supportive work environment.
Critical Thinking & Problem Solving: Research also demonstrates a crucial correlation between presence and problem solving (Baer, 2003; Langer & Moldoveanu, 2000) as well as meta-cognition (Kudesia, 2019) and dialectical thinking (Gill et al., 2015) which are all essential to navigating complex, adaptive challenges.
Ethical Decision Making: Making the right choices at work doesn't only boil down to performance. Increased presence is shown to supercharge ethical awareness and decision making by awakening employees to the ethical dimensions behind the choices they make (Butterfield et al., 2000; Kish-Gephart et al., 2019; Rest, 1986; Reynolds & Miller, 2015; Sonenshein, 2007) as well as "moral disengagement", or the way they subconsciously talk themselves out of doing the right thing (Brendel & Hankerson, 2021)
ROI Examples
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Employee Engagement and Satisfaction:
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Scenario: Implementing the "Search Inside Yourself" program.
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Calculation: If the baseline eNPS is 30 and improves to 50 after implementation, calculate the financial impact of higher engagement on productivity and turnover.
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Equation: ROI = [(Increased productivity value + Turnover cost savings) - Program cost] / Program cost * 100.
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Example: Increased productivity adds $50,000, reduced turnover saves $20,000, and program cost is $10,000. ROI = [($50,000 + $20,000) - $10,000] / $10,000 * 100 = 600%.
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Efficiency and Task Completion:
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Scenario: Using Reflection in Action to improve focus.
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Calculation: Baseline task completion rate is 70%. After using Reflection in Action, it improves to 85%.
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Equation: ROI = [(Number of additional tasks completed * Average task value) - Training cost] / Training cost * 100.
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Example: 15% increase in task completion at $200/task, training cost $5,000. ROI = [(150 * $200) - $5,000] / $5,000 * 100 = 500%.
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Innovation and Creativity:
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Scenario: Applying Design Thinking to foster innovation.
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Calculation: The average time from idea to implementation is reduced by 20 days, leading to faster market entry and increased revenue.
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Equation: ROI = [(Increased revenue from faster time-to-market) - Cost of Design Thinking workshops] / Cost of Design Thinking workshops * 100.
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Example: Increased revenue of $100,000, workshop cost $10,000. ROI = [$100,000 - $10,000] / $10,000 * 100 = 900%.
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Well-Being and Stress Reduction:
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Scenario: Implementing the "Search Inside Yourself" program.
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Calculation: Stress levels decrease by 25%, leading to fewer sick days and higher productivity.
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Equation: ROI = [(Cost savings from reduced sick days + Increased productivity) - Cost of "Search Inside Yourself" program] / Cost of "Search Inside Yourself" program * 100.
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Example: $10,000 savings from reduced sick days, $15,000 increased productivity, program cost $5,000. ROI = [($10,000 + $15,000) - $5,000] / $5,000 * 100 = 400%.
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Collaboration and Team Cohesion:
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Scenario: Conducting Scribing sessions.
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Calculation: Team satisfaction survey scores improve, leading to lower turnover and better project outcomes.
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Equation: ROI = [(Savings from reduced turnover + Value of improved project outcomes) - Cost of Scribing sessions] / Cost of Scribing sessions * 100.
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Example: $15,000 savings from reduced turnover, $20,000 improved project outcomes, session cost $5,000. ROI = [($15,000 + $20,000) - $5,000] / $5,000 * 100 = 600%.
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Great Reads
"Theory U: Leading from the Future as It Emerges" by C. Otto Scharmer
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Amazon Link: Theory U
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Overview: Scharmer presents a framework for profound innovation and change, emphasizing deep listening and co-creation. The book provides tools for leaders to connect with their highest future potential and transform their organizations through shared wisdom and collective action.
"Transformative Scenario Planning: Working Together to Change the Future" by Adam Kahane
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Amazon Link: Transformative Scenario Planning
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Overview: Kahane presents a method for collaboratively developing scenarios that address complex challenges. The book is a valuable resource for those looking to use scenario planning to translate and transmit wisdom, fostering collective understanding and action.
"Flourishing Enterprise: The New Spirit of Business" by Chris Laszlo and Judy Sorum Brown
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Amazon Link: Flourishing Enterprise
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Overview: This book explores how businesses can integrate wisdom and spirituality into their practices. It offers strategies for creating enterprises that not only succeed economically but also contribute to the well-being of society and the environment.
"The Art of Convening: Authentic Engagement in Meetings, Gatherings, and Conversations" by Craig Neal and Patricia Neal
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Amazon Link: The Art of Convening
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Overview: This book provides a comprehensive guide to creating meaningful and transformative gatherings. It offers practical techniques for facilitating conversations that harness and transmit collective wisdom throughout the organization.
"The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization" by Peter M. Senge
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Amazon Link: The Fifth Discipline Fieldbook
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Overview: This companion to "The Fifth Discipline" offers a wealth of practical tools and strategies for fostering learning and wisdom in organizations. It is an invaluable resource for those seeking to embed wisdom into organizational practices and culture.
"The Courage to Teach: Exploring the Inner Landscape of a Teacher's Life" by Parker J. Palmer
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Amazon Link: The Courage to Teach
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Overview: Palmer's reflective work on teaching as a vocation offers insights into the inner life of educators and the existential challenges they face. It encourages readers to reconnect with their passion and purpose in their professional lives.
"Man's Search for Meaning" by Viktor E. Frankl
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Amazon Link: Man's Search for Meaning
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Overview: Frankl's classic memoir and psychological exploration of finding meaning in the face of suffering offers profound insights into the existential dimensions of work and life. It encourages readers to find purpose and resilience in challenging circumstances.
Validation Study
The Headspace assessment, grounded in the concept of Ways of Being, was thoroughly validated through rigorous research conducted by Dr. William Brendel, Dr. Sangwon Byun, and Dr. Mi Hee Park. Their award-winning article, "Ways of Being: Assessing Presence and Purpose at Work," provides a detailed explanation of the research methodology and results, demonstrating the assessment's reliability and validity.
The researchers employed Confirmatory Factor Analysis (CFA) as a key part of their validation process. CFA is a statistical technique used to verify the factor structure of a set of observed variables, essentially checking whether the data fits a hypothesized measurement model. In simpler terms, CFA is like double-checking that the questions in the assessment actually measure what they’re supposed to measure. The importance of CFA lies in its ability to ensure that the assessment accurately identifies the different headspaces as intended, akin to making sure that the pieces of a puzzle fit together perfectly to reveal the intended picture.
In their study, Brendel and his colleagues achieved high fit indices in their CFA, which indicated that the hypothesized model fit well with the observed data. Specifically, the Comparative Fit Index (CFI) was 0.95, and the Root Mean Square Error of Approximation (RMSEA) was 0.06. These statistics demonstrate that the assessment structure is sound and that it accurately identifies the four headspaces.
Another critical aspect of the validation process was testing the internal consistency reliability of the assessment. This refers to the consistency of results across items within a test, typically measured using Cronbach's Alpha. Think of this as checking that all the questions on the assessment are reliably measuring the same thing. High internal consistency means that the assessment produces stable and consistent results. In this study, the Cronbach's Alpha scores for the four headspaces ranged from 0.82 to 0.89. Such high scores indicate excellent internal consistency, providing confidence that the results are dependable.
The researchers also focused on construct validity, which assesses whether the tool truly measures the concept it claims to measure. It’s like verifying that a thermometer accurately measures temperature, not humidity. Ensuring construct validity is crucial as it guarantees that the assessment accurately captures the essence of the headspaces—presence and purpose in this case—providing meaningful and accurate insights into one’s headspace. The positive feedback from participants further supported the construct validity, with many finding the assessment relevant and insightful in their real-world experiences.
These rigorous statistical analyses and validations confirm that the Headspace assessment is both valid and reliable. The high fit indices from the CFA, the excellent internal consistency indicated by Cronbach's Alpha scores, and the positive participant feedback collectively ensure that the assessment provides an accurate reflection of one’s current headspace. The thorough research behind this assessment should instill confidence that the insights gained are grounded in robust scientific methods and real-world applicability.
Origins
Originally introduced in 2012 by Dr. William Brendel, the concept of headspaces, initially termed "Ways of Being," forms the foundation of the assessment you just completed. Dr. Brendel later partnered with Dr. Sangwon Byun and Dr. Mi Hee Park in a multi-year study to psychometrically validate his assessment, resulting in an award-winning article presented at the 2024 Academy of Management Conference titled, Ways of Being: Assessing Presence and Purpose at Work. In this groundbreaking work, Dr. Brendel and his colleagues established that these four headspaces are both distinct and crucial for understanding how individuals interact with their work and colleagues.
Deep Dives
Ways of Being: Assessing Presence & Purpose at Work
Conscious Organization Development
Conscious Inclusion
Hear No Evil: Investigating the Relationship between Mindfulness & Moral Disengagement at Work
Measuring the Impact of Mindfulness Practice on Leadership Traits
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Workshops & Talks
If you are interested in doing a Headspace Assessment with your team, contact Dr. William Brendel to talk about workshops and speaker opportunities.
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