
4 Rooms of Change — Where do you most like to live?
If we wish to find out what works, we must start with our own values and personal situation. Marvin Weisbord Change is all about
If we wish to find out what works, we must start with our own values and personal situation. Marvin Weisbord Change is all about
Whether personally or in business, January is a month for reflecting on the past and renewing commitments that move us forward on our chosen life
With the recent publication of our yoga actions book on legs and knees, I received a number of requests for help with eliminating knee pain.
In the words of Malcolm Gladwell, “cultural legacies cast a long historical shadow.” They persist, generation after generation, virtually intact, even as the economic and social
Take a moment now to do some sense making. Move your awareness inside your body and see if you can sense whether you are content.
Ask yourself, “Which emotions are most challenging for you to understand and then to master? If you are like me, you probably answer “anger, hurt and fear.” In many respects this should come as no surprise considering corporal punishment, one form of social oppression, was only outlawed in Canadian schools in 2004. In essence, we have only begun to change oppressive behaviours that support the development of anger, fear and hurt. Even though research has proven that raising children (or animals) without love develops loveless and fearful beings, we are slow to change our behaviours and beliefs.
From the macrocosm of our planet through to the microcosm of our physical bodies, we are experiencing a radical paradigm shift. A paradigm is a
In 1990, Peter Senge wrote a seminal article on leadership and what it takes to build an organization capable of continuous learning. Those of us
Whether you are parenting infants and teens or managing a team of employees, your ultimate goal is to develop their self-determination — the skills and
For the purposes of improvement and/or innovation, organizations redesign their strategies, structures, systems and processes. Over the past 25 years of collaborating with organizations to
I can safely say I spent the past 30 years of my consulting career working to disrupt the traditional leadership practices of command and control.
At a recent evening meal, I was surprised to hear one of the female guests say, “People don’t really change, do they?” Given the current
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