A love letter to my fellow value-creators & paradigm shifters (P1/2)

A week ago I came across a graphic that kept me at night. See above ^

It resonated with me because of what I see in the world, the types of people I attract, the questions we are collectively asking, and the confusion I face in my own journey.

I reframed The New Happy’s infographic to be: 
Column 1 = Hiding who you are to succeed*
Column 2 = Being and knowing who you are but facing friction*
Column 3 = Being supported, thriving, and compensated for who you are*
*Within the system of capitalism

And it led me down a rabbit hole where I began pondering the following questions:

1. Is Taylor Swift so magnetic and fascinating because she appears to be in Column 3? Are there any other highly visible people experiencing this? Do we have any other examples in society?

2. If our current work culture is obsessed with encouraging authenticity (transition from Column 1 to Column 2) through L&D, employee engagement, and organization development, are we creating environments that allow for Column 3?

3. Is Column 3 even possible? And, what would it take for Column 3 to be possible?

And here’s what I’ve come to understand: the majority of healers, artists, original thinkers, paradigm shifters, and conscious beings are grappling with how to make money and transition from Column 2 to Column 3. How can we be fully ourselves and be financially supported?

[I will further explore this question tomorrow in Part 2]

Current value-creators in my solar system: Alice Hahn, Amy Wilson, Sana Alimohamed, Zil Ricker, Theresa Valenta, Alejandra Matallana Hoyos, Corrie Ham, Selena Calleri, Gail Hataitham, Katie Tooke, OD for Life

Article FAQs
1. Is it "being loved" that's the flourishing criteria? What's the difference between performative appreciation and genuine appreciation? How to disentangle high visibility/fame from being loved? – from Sana A.
The flourishing criteria extend beyond merely "being loved," as genuine appreciation encompasses a deeper understanding and acknowledgment of one's values and contributions. Performative appreciation often appears superficial and driven by external factors, while genuine appreciation arises from authentic connections and understanding. Disentangling high visibility or fame from genuine love involves evaluating the authenticity and depth of connections and support received, rather than relying solely on public perception or fame.

2. If there's no way for work cultures to avoid conditional love and acceptance, how can we change them so there's room for innovation, experimentation, and liberation? – from Sana A.
Organizations can prioritize creating environments that value diversity of thought and encourage risk-taking. This can be achieved through promoting psychological safety, providing opportunities for autonomy and creative expression, and fostering a culture of continuous learning and growth. Additionally, leaders can lead by example by embracing vulnerability, openness to new ideas, and supporting employees' individuality and authenticity.

3. What baseline assumptions about 'work' make the North Star of "the most important thing a leader can do is make a colleague feel loved and safe" hard to imagine? – from Sana A.
In traditional work cultures, the emphasis often lies on tangible outputs rather than fostering psychological safety and emotional connection among colleagues. This shift in focus challenges existing norms and requires a fundamental reevaluation of the purpose and values within work environments. If we can shift priorities from productivity, efficiency, and hierarchy to emotional well-being – we are leaning into this regenerative North Star.