Humanity Pty Ltd and Organisational Change

I spend a lot of time working in organisations – from small, to very large – whose focus is on organisational change, on change management programs, team development and the like.

One of the things that fascinates me is the interplay between the people with a clear sense of the change in organisations that is required in the organisation, and the responses and reactions to that change.

Some get on board quickly and ‘sign up’, so to speak; some get on board and then drop off; some only become interested in organisational change when enough other people are involved; some fight tooth and nail for what they feel they will lose; some try to ignore the need for change altogether (comfortable that ‘they are doing okay’ and/or ‘it doesn’t apply to them’).

Regardless of the starting positions, a person’s level of willingness to sit with discomfort appears to be the critical attribute. It’s interesting to observe that those who have no interest in any discomfort can cause extreme discomfort in others, all so they can avoid looking at their own way of working, while others see the discomfort as a growth opportunity and find a way to develop from the process.

Of course, there are also the cynics who – after seeing so many failed changes in organisations, or changes that move from one way of working back to another – are soundly (and at times rightly), sceptical of anything new.

When you look at the literature about organisational change, peoples’ varied responses seem to apply regardless of whether you are dealing with a multi-national or small organisation. It was this fact that led me to the possibility that humanity could be the biggest ‘organisation’ on earth.

If you look at humanity as an organisation, it is possible to see all of these same responses and reactions to change in organisations at play.

 Like an organisation, the only way we, as humanity, truly develop, is by working together.

The only way we stay viable is by adapting as the external circumstances shift and move – whilst still staying true to what is central and core (organisations would call these values).

Like an organisation, some divisions can form, and different departments can start to think they are more important than the next. Like organisations, humanity sometimes requires a visionary – able to offer an alternative to how life might be.

And like organisations, for every visionary there are those that defend, reject, ignore, challenge, blindly follow, wait for others to join, or just watch cynically from the sidelines hoping for it to pass.

It is fair to say that Serge Benhayon is one such visionary: someone bold enough to present an alternative to the way life is at the moment. However, from the view of someone who has tested the practicality of that vision, it is so very, very normal.

The biggest difference I find with the presentation of ‘The Way of the Livingness’, is that while it presents a possible future for humanity, what is presented is done so in very real and practical terms.

It also doesn’t ask me to ‘believe’ or ‘have faith’ in anything other than the evidence provided by my choices in life.

In that way, ‘The Way of the Livingness’ is not a faith in what might be, but very practical and simple ‘potential’ for how our lives can be right now.

… A life that is more interested in self-responsibility than it is about a grand vision for the future by making a difference in other peoples’ lives. A life that, through self-responsibility, builds a level of vitality that can be of true value to society; a life that understands true change begins with self; a life that reflects true organisational change, and true working together for all…

Starting with self-responsibility allows us to understand what affects us, and what supports us in truth. It also brings awareness and consideration for how we impact others.

By Joel Levin

357 thoughts on “Humanity Pty Ltd and Organisational Change

  1. “Like organisations, humanity sometimes requires a visionary – able to offer an alternative to how life might be.” I agree and the visionary can sometimes be a member of our family, a friend or colleague or someone we might never have considered as one. What is required is that we let ourselves be open to people and this is what changes things.

  2. “Like an organisation, the only way we, as humanity, truly develop, is by working together.” How true, if we lived with more appreciation of what we each offer rather than compare and work against each other we would truly prosper.

  3. “It’s interesting to observe that those who have no interest in any discomfort can cause extreme discomfort in others, all so they can avoid looking at their own way of working, while others see the discomfort as a growth opportunity and find a way to develop from the process.” – Great reminder of the effect we have on everyone and the choices that we have at hand in how to approach a situation! I’m learning more to see and appreciate challenges as opportunities to evolve, to love more.

  4. “A person’s level of willingness to sit with discomfort appears to be the critical attribute” – this is a great point. I used to be such a whinger who wanted to see change, but I wanted to others/system to change, not me – but nothing changed, and I had to come back to me as the unsettlement within was not something I was prepared to live with any longer.

  5. Great to re-read Joel! This is a reminder that even when something is on offer to change in our lives we sometimes need to feel a level of discomfort to achieve that growth.

  6. Imagine if humanity was one giant organisation and God was the CEO, and we were all here together for the same purpose, it puts a whole new perspective on life – what if we are actually here to all work together, and not just in our little family units?

  7. The Way of The Livingness does not offer us a grand vision of the future, so much as a way of living right now, something that anyone of us can choose. It isn’t the promise of a heavenly vision, but an awareness that we can know God today, through our innermost connection. There is no charter for seeking truth, but a simple way of knowing it, for it is within us all. It is in fact a truly practical way of living from the love already innate in our hearts, rather than a hopefulness that we will get there one day.

  8. ‘It also doesn’t ask me to ‘believe’ or ‘have faith’ in anything other than the evidence provided by my choices in life’. This is so well said, our movements are what bring the learning if we are willing to observe them.

  9. Change is still not something I am comfortable with, yet it is a guaranteed constant in all of our lives. I like this quote from your blog Joel – ‘a life that understands true change begins with self.’ I am feeling the truth of this sentence as my experience and understanding of change deepens. When I change, I have observed transformations take place around me in my relationships and the behaviours of others. We are all extremely powerful, without having to preach or be imposing, but simply by being the change we seek, and living that.

  10. I was very good at pointing out how I thought others should change. It kept me very busy, but all the while I was ignoring the place where I could have the biggest effect. Now That I am willing to look at my own discomfort and look beneath the surface of my reactions, the changes I have made to how I live have had a huge impact on all areas of my life. Change truly does start with ourselves.

  11. I love how looking at the larger picture and seeing how our responsibility to walk, nourish and move our bodies in connection to our souls brings a grander alignment to the whole organisation i.e the world. That is something pretty remarkable for us all to consider what part we play in the whole.

  12. ‘ Like an organisation, the only way we, as humanity, truly develop, is by working together.’ This is so true, when we all learn that we each have our own strengths to offer, and that no matter what part we play it is all part of the whole, we build amazing and thriving communities.

  13. Expectations are a real killer or change, rather than accepting where we are and understanding what will support everyone in that process of change. It’s interesting to reflect on this personally as well as organisationally. I always thought I loved changed and thrived on it. Over the last 12 months I found myself in a new position at work that is quite different to any I had done before. I have been very fortunate to have a great colleague who has a vast experience in the area I work in and a great manager, both have been very supportive of me in the last 12 months. But I could see how I was struggling with the change too. I could see that I wanted to resign, pull out, go back to where I came from (even though it was clear that I needed to move on). Because I was being asked to be more, more of who I naturally am and my resistance was about fighting that and not accepting that I am so much more, so that my colleagues and clients can see the same in themselves.

    I am 12 months in now and not struggling so much, still learning an enormous amount, but very much more appreciating how much I have stepped up in my work and how I have been to support that.

  14. I have seen the huge difference between a wave created by right words, right ideals, right systems on one hand and on the other hand someone living a truly loving, inclusive, transparent life that is dedicated to the whole. Nothing inspires and initiates a loving and harmonious change greater than a true role model.

    1. Beautifully said Golnaz, I absolutely agree. Words are empty if expressed from knowledge only and not our Livingness. If we want true change we have to first live it ourselves.

  15. Without our purpose in life for and about ‘the All’ we keep ourselves in the imprisonment of creation in separation to the divine (origin where we come from), hence we have only one way, we can choose to go back (which we will anyway) or delay.. it is up to us!

  16. It feels to me that we will never see true organisational change until we stop our current siloed ways and realise God’s true organisational structure – that we are but one company, with one purpose and objective – to finally comprehend we are equal parts of a divine business plan, all equally incorporated to help bring about God’s master plan. Our place and role on the agenda is clear – to return to Love and be each other’s greatest friend. Who could ask for better company on this earth to help us return home? Thank you Joel for this awesome report.

  17. Great to come back and reread your blog Joel; such a powerful reminder of self responsibility and the impact our attitude and behaviour have on the whole;
    “A life that, through self-responsibility, builds a level of vitality that can be of true value to society; a life that understands true change begins with self; a life that reflects true organisational change, and true working together for all”

  18. I have found since accepting self-responsibility, my awareness, sensitivity and love towards myself and others have improved dramatically. Hence my relationship with people has also massively improved. I also realise when I am willing to change one aspect my life to be more loving, it naturally flows on and expands to all areas of my life.

  19. These are very valid points. As a humanity we are so resistant to change, even though we want it so very much. The fact that true change starts with ourselves is the sticking factor, and the fact that willingness is the key to change highlights how very unwilling we usually are. Getting people to make changes is like hauling a heavy giant rock out of the ground. So often we are content to moan about how things are instead of take the required steps.

  20. So interesting what you share here Joel about how we are with change, I can be all of those different people you describe and different times! And the fact it all comes down to personal responsibility and what that is for us all as a whole, how that impacts the whole is actually beyond measure.

  21. Beautiful Joel. I have often been amongst the first to point out when things do not work or to criticise a company’s modus operandi. But reading this I have been confronted with the fact that I also resist change in myself, in the most profound way. Like a young child adrift at sea I stubbornly and persistently hold on to the life raft I perceive is keeping me afloat. But the truth is it’s these things I hold onto that drag me down and cause me to sink. Just allowing for the discomfort of change and letting go, that’s a great thing to hear and bring into my life.

  22. I love this blog Joel. If humanity is an organisation then there has never been an organisation that needs change as much as this one does! We cannot afford to sit on the sidelines any longer as we will only find our way out of this mess together.

  23. Change may be uncomfortable but in world that is going around and around if we stubbornly resist change and don’t open ourselves to it, we stay marking time in the same status quo over and over and don’t grow or develop ourselves or the world around us.

  24. The true purpose of an organisation is to work together for the whole of us to evolve, rather than compete, compare and try to out-do another. And the integrity of the organisation is made up of all of us as individuals and the way in which we choose to live our life in every aspect of it.

  25. It’s very true Joel, there are many varying reactions and responses to proposed change… personally I love it, I find if things don’t change regularly that I feel a stagnation and ‘sameness’ that is wearying. Change feels invigorating, enlivening and inspiring.

  26. A main difference between any organization and humanity is that the former chooses in one way or another who becomes and ceases to be a member. It has the power of selecting, recruiting and firing. In the case of humanity, this does not happen. You become an instant member. You cannot be fired either. This is important. While in the first case, the organization has power to steer the process of change, in the second one, change is a more open process. Leading the way, we need people who are already living the future.

  27. Organisations reflect the values held by those who own and oversee them, and so the culture that pervades throughout any workplace will also be directly reflective of those who ‘hold the power’ further up the chain.
    Introducing change to a living organism such as this is always fraught, as it is when introducing it within a family unit or even just a partner. Resistance to change is very common, even for those who ultimately accept or welcome such shake ups.

  28. For an organisation to change it does require individual self reflection and then a coming together for a unified purpose and movement towards shared values.

  29. The organisational change The Way of The Livingness will bring to us will be a change, that as you say Joel, will not be accepted by everyone in one go and will be even fought, but eventually will bring us back to that state of being and way of life that adheres and belongs to our being and may be 180 degrees opposite to what we are living now and therefore needs leaders and visionaries that show us this way back to where we belong.

  30. I think I have played all those parts you describe at the beginning about change, I also note that I have lots of crafty ways around trying to avoid responsibility even when I know what is being called for is what will support me and my family and therefore everyone in my life.

    1. I related to being the one putting on the brakess when it comes to changes and also the one that sees what change is needed and jumps in boots and all. Many times when I’ve thought a change is going to be so hard and full-on, it actually turns out to be very simple and smooth. It depends on if I stay open to what is on offer or be quite closed and aloof.

  31. It’s interesting to note how so many are willing to help when their is a world crisis or disaster afoot but in what energy is the help truly coming from and why is it only when crisis points hit? If we are not taking responsibility for our own heath and wellbeing and running ourselves ragged then are we truly helping others? The responsibility for change starts within the frameworks of our own companies (i.e bodies) . It is here we can begin to explore how are very own movements, play a huge part in the overall running of the largest organisation there is and that is humanity. We must start from the fine and intricate details of the organisationals motto for life and work our way up. To explore, learn and then move from a quality that shows a deep understanding for self then leads to a deeper understanding of the whole.

  32. ‘Regardless of the starting positions, a person’s level of willingness to sit with discomfort appears to be the critical attribute’. We love our comfort and love to avoid discomfort and at these times the pull to make everything ‘ok’ is strong. Lost in these moments is an opportunity to expand and bring out more of who we are. When one opens to this opportunity so much changes and opens for others also. It is true that someone who is constantly open to change and trying change out in their lives can feel that this is normal. Thank you to Serge Benhayon for living the way forward and reflecting to us all how this can be.

  33. If we all started with and took the responsibility that we know we have and then deepened it with very step we take the world soon would become a very different place. It is simple to start with oneself and very very empowering as the choice then is always ours to either let ourself be dictated by the worlds demands or living according to our inner knowing and bringing this quality to everything we do.

  34. ‘Humanity as an organisation’ – I agree Joel, yes that’s we we are… an interconnected whole. Whether we ‘like it’ or not, this fact is inescapable.
    And so all that you have shared here about personal responsibility comes to the absolute fore – for without it, even our one-on-one relationships cannot work in and with any respect for ourselves and each other, let alone in true harmony…

  35. The thing is, when true self-responsibility is taken and embraced in every aspect of our lives, then there is actually zero ‘self’ in the equation – our lives become about the All, with acute awareness of the part we individually play in relationship to it.

  36. I’ve seen where there are changes that are most needed and beneficial for all and then there are changes that are made just to change and are quite individual and more made from wanting recognition. This can be said for how we as humanity live as well. With ‘The Way of the Livingness’ never asks you to follow anything but feel from your body and go from there.

  37. Self responsibility is not just about our own lives but about how the way we live that has an impact on others, therefore it is not just about self but about the all we are a part of.

  38. “In that way, ‘The Way of The Livingness’ is not a faith in what might be, but very practical and simple ‘potential’ for how our lives can be right now.”
    This to me, is worth quoting. I also loved how you described Serge as a visionary, it is very fitting with how he conducts himself. Sometimes I am asked by certain people if I follow Serge and I always say no, for to me it sounds very demeaning and undiscerning. Serge is not the chosen one and if you spend anytime listening to his philosophy’s and presentation, his message is always to reawaken each person to be in their authority and live to their full potential. From what I have observed over the last 12 years, Serge actually invited people to take his position within the organisation, in fact he relishes in people stepping up to the plate, this is nothing like the completive nature displayed within most companies. So do I think he is a visionary and a leader, yes but am I a follower, well no but I am someone that will always stand by those that vocalise truth.

  39. The truth is change is inevitable, as no moment ever remains the same, and we are responsible for the direction in which change progresses through what we choose every day. You are so right, Joel, being aware of how we are living and of the choices we are making, embracing self-responsibility, is paramount if we are to truly work together to bring a quality of change to the world that supports us all to live harmoniously. We are one body of movement, all we do has an effect on us all, as such our true power is realised and lived when we live for the all. It is in fact only through working together that we can truly evolve, and it is only through our willingness to evolve that we as a humanity will come to live our full potential.

  40. I love the understanding that comes with your description of how individuals react or respond to organisational change. When applied to Humanity it supports us to drop any judgements we may hold towards another and to be able to be understanding of where they are at and what they are feeling.

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