The Contemplative Organisation:
1. Clearly holds and articulates its Values and Vision
2. Reflects regularly on challenges and successes attained
3. Acknowledges intent as well as action, cultivating tendency to compassion.
4. Uses time and resources more efficiently
5. Retains preferred employees and reduces the cost of retraining and turn around.
6. Holds a marked edge over its competitors for the synergies of the reasons above
Contemplative Sciences have been adopted by Human Resources as tools to facilitate Engagement, Cultural Integration and Organisational Change.
Such principals and practices address the most common systemic challenges at the level of the individual.
Organisational and Individual changes:
1. are accompanied by resistance ie there is an equal and opposite impetus NOT to change due to uncertainty and the unfamiliar.
2. multifaceted ie a change in one area necessitates a ripple-effect change in all others.
3. require message repetition, consistent application and intrinsic motivation in order to be sustained long term.
Research suggests contemplative sciences address such core challenges experienced frequently by human resource managers, especially during periods of structural or cultural change.
The Contemporary definition of Mindfulness:
“Paying attention;. On purpose,. in the present moment, and. non-judgmentally.”
- Jon Kabat-Zinn
The Original definition of Mindfulness:
"Contemplating body as body,
contemplating feelings as feelings,
contemplating mind as mind,
contemplating mind-objects as mind-objects,
ardent, clearly aware and mindful,
having put aside hankering and fretting for the world."
- The Greater Discourse on the Foundations of Mindfulness.