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

375 thoughts on “Humanity Pty Ltd and Organisational Change

  1. “Like an organisation, the only way we, as humanity, truly develop, is by working together.” And it is as one organisation. I am a part of the marketing department, and many more roles I absolutely love and blessed to be in. My boss is God and I work for the most amazing people – You.

    1. ‘My boss is God.’ Rik I love this. It completely changes everything about how I am at work, at home, and with everyone including myself.

  2. If we miss the learning with ourselves, with our close family, it is impossible to live this learning with others. No one can change the world without first facing and changing the way they live with themselves.

  3. If we were to truly work together we would have the most amazing workplaces in the world because when we work together in a collaborative way magic happens.

  4. “Like an organisation, the only way we, as humanity, truly develop, is by working together.” There really is a lot we can learn from this one small statement – that when we do not work together, there is separatism, individualism and so much more, but when we do work together, like when there is a natural disaster, people come together, they support one another, humanity comes together, but why does it usually take a natural disaster for that to occur?

  5. After reading this and reflecting on the organisations I know I cannot name one that understands self-responsibility as the key to evolutionary change. The charities and structures I know to support various groups are straight in there helping people but without considering self-responsibility. Indeed, helping others can be an effective distraction especially as one can say one is making an invaluable contribution. But if this doesn’t come with self- awareness and responsibility what is driving that support and how supportive is it really? Is it supporting people to stay stuck but just a little bit better off?

  6. I’ve worked in a few organisations now and what I have observed is a common trend: each one espouses great aims and goals and ‘mission statements’ but matches this with just enough effort to get by. They delivered the absolute minimum thing they can to maximise ‘bang for buck’ but leave people so short changed, when it comes to offering a service with Love. Your words here Joel lead me to reflect how I do this too and settle for the bare minimum in my life. Especially in my movements I can see, I accept brisk and functional when there can be a richness and a sacredness to me. We dream of being millionaires but really this is nothing compared to the joy we can feel inside of us.

  7. Thought provoking sharing Joel. I agree the “Like an organisation the only way we, as humanity truly develop, is by working together”.

  8. I agree and ‘we’ as an organisation are defined by the sum total of how all the parts move within that framework. As is discussed some push against, some turn off, others follow, some lead and some accept, none are better or worse but more we all affect the end product or the end direction or quality of the organisation and it is only when we collectively all pull together that things change. This could mean a tipping point is activated where, not that majority rules, but where there are enough people within pulling in the same direction or adhering to the call of a quality of movement and in this we are all pulled to that same quality. This still allows for all the choices while at the same time bringing any tension with those choices clearer and clearer. It’s great to see ourselves as a whole or as a ‘team’ in a different way like this it supports me to bring more understanding to what I am already seeing.

  9. When we do not look at how we impact others then we can do the most horrendous things and resist and hold back a group, team, workplace or family from evolving. What I see at work is it comes down to hurts and protecting those hurts at all costs by using control.

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