First, it signaled that the organization was committed to its cultural theme of focus. They will also guide you to decide which options are best suited to move forward. Clearly, doing vs being are fundamentally different modes of mind. Why? But what if we cannot find any effective actions, and our attempts to think up possible solutions get nowhere? According to Tolle, There needs to be a balance between noise and silence and between thinking and not thinking. This refers to the idea of Being While Doing, which well explore shortly. Although we are more inclined to follow Jesus into service than into solitude, it is really the time we spend in "secluded places" with Him ( Mark 1:35; 6:31) that will energize our outward service. By contrast, the being mode is not devoted to achieving particular goals. Perhaps there are thoughts about how youd like them to be different. Being is who you are. Being Something vs. Doing Something | Psychology Today While doing mode can be applied effectively in many different aspects of life, sometimes it only makes things worse we call these moments examples of drivendoing, rather than just doing. Tucker Carlson is facing a lawsuit from his former head of booking, Abby Grossberg, who says she was subjected to a hostile and discriminatory work environment. Language is primarily used to build relationships, not to get things done. Accordingly, each needs its unique culture to power the new agile operating model. Drivendoing mode also involves a sense of continuously monitoring and checking up on progress toward reducing the gap between these two states (How well am I doing?). It opens a way for us to use aspects of everyday experience to learn new ways to relate to the kind of mind states that lead to rumination. Spark boldly decided to go all in on agile across the entire organizationin 2017flipping the whole organization to an agile operating model in less than a year. But, as we have seen, when, in the drivendoing mode, the goal is to be rid of certain emotional states, these habits can backfire and lead to perpetuation rather than cessation of unwanted mind states. Now, rest in the relaxed state you have cultivated. ING managed to measure culture progress, establish the correlation between culture and performance, and use culture data to bring its agile operating model to life. The answer lies in the role of time in communication, also known as chronemics. Even the best-designed culture programs can fail if the surrounding context does not supportor worse, hindersnew mindsets and behaviors. being allowing oneself to experience the present moment. Unlike doing, being doesnt require any special knowledge. Our recent research found that agile organizations responded faster to the crisis, while those that do not embrace agile working may well forfeit the benefits of speed and resilienceneeded in the next normal after the COVID-19 pandemic. Doing and Being differ in their time focus. Taking your time. Payam Djavdan, INGs global head for One Agile Way of Working, explains that as the agile culture metrics improvedspecifically the sense of belonging, motivation, purpose, and empowermentemployee engagement consistently increased. In this mode, there is no need to emphasize discrepancy-based processing or constantly to monitor and evaluate (How am I doing in meeting my goals?). All though it is intuitive to reach it, the western lifestyle made it more difficult to reach. Allowing your awareness to sink into your feet and fill them from the inside to the outside, from the bones, right out to the surface of the skin, perhaps sensing the many small bones within the feet, maybe feeling the sensations of touch on the skin, the sensations in the soles of the feet, the sense of touch and pressure where the feet make contact with the floor. When we burden ourselves with the day to day actions that must be performed, we sometimes feel as though we are operating like rats on a wheel or automatons. The ultimate guide to the research on the effects of mindfulness and meditation for our health, psyche, and overall quality of life. The loss of this magnificent part of our being a human being, is that we may never know the inner part of our beautiful essence and authenticity. ING also shared its findings with universities, sharpening both the companys tracking efforts and university research. 'We will cope with today . Certain tasks require the kind of focused concentration or autopilot response that the doing mode promotes, while at other times, wed seriously benefit from the peace and stillness of just being. Culture counts in all organizational transformations; it becomes critical in agile transformations. Similarly, the digital work environment was updated with agile tools such as Jira issue-tracking and Confluence collaboration software, enabling efficient handling of epics, features and user stories. . Therefore, most of us spend too much time in doing mode and very little time appreciating our core experiences in the present moment. When negative emotions arise in our minds it could have been brought on by a stressful activity, We've all been there. Mindfulness teacher Eckhart Tolle speaks about the dangers of losing yourself in doing, AKA getting lost in certain activities and the stresses, anxieties, and reactivity they produce. Sparks culture change started with its Sounding Board, a diverse group of 70 volunteers from across the organization. We can be responsive to the richness and complexity of the unique patterns that each moment presents. If we looked long enough, we would see that a limited number of core patterns of brain activity and interaction seem to crop up as recurring features in a wide variety of different mental activities. Doing vs being: Practical lessons on building an agile culture. Doing vs Being: The Art of Getting Unstuck - Enchanting Marketing We are called by the Father to be disciples . These were opinion leadersthe water cooler leaders and Sparks neural networknot the usual suspects visible to management. But just as there must be a balance of receiving and giving, there must be a balance of do-ing and be-ing. By channelling our skills of attention and awareness in specific ways, we can go about life in a more intentional way. The fromto changes were incorporated in all major design choices, events, and capability-building activities. In being mode, there is a sense of freedom and freshness as experience unfolds in new ways. As a result, in doing mode, the mind often travels forward to the future or back to the past, and the experience is one of not actually being here in the present much of the time. The work stream brought culture to life through action. As exciting as it can be, returning to Our greatest moments, memories, and experiences arent defined by their magnitude or greatness, but by You are exactly where you're meant to be. Let me explain. This means, as we have seen, that thoughts are seen as a valid and accurate reflection of reality and are closely linked to action. To take change from the organizational to the personal frontier, leaders need to give their people the space and support to define what the agile mindset means to them. In this sense, doing is plain boring. Being mode, on the other hand, is characterized by direct, immediate, intimate experience of the present. Zindel Segal, PhD, is Distinguished Professor of Psychology in Mood Disorders at the University of Toronto He has pioneered the use of mindfulness meditation for promoting wellness in the area of mood disorders and has been continuously funded by the National Institute of Mental Health and the Canadian Institutes of Health Research for the past 15 years. Perhaps thoughts about problems they may have caused you. By Ann: A "Doing" person is active all the time even on a day off. Throughout the program, leaders came to recognize the ways in which their individual mindsets, thoughts, and feelings manifested in the design architecture and culture of the organizations they led. Being vs. When you stop and think of your actions for a minute, you can see how to improve the quality of your actions, and how to make yourself more effective. Another powerful way to ingrain culture is to change the physical and digital environments. And in much the same way a car can only be in one gear at a time, when the mind is in certain modes, it will not be in other modes at the same time. Four global success stories offer insights and lessons learned on achieving organizational agility. While this can be frustrating, ultimately there needs to be a balance between the two states. Roches head of talent innovation (the primary architect of the initiative) heard dozens of stories of leaders coming back from Kinesis and showing up differently. What thoughts come to mind when you think about your feet? In fact, being while doing is the essence of everyday mindfulness. In parallel, ING used qualitative methods to track the shift toward an agile culture. No one is going to rescue you from this chore. Just as each gear has a particular use (starting, accelerating, cruising, etc. From the beginning, Spark understood that the change needed to be a hearts and minds transformation if it was to successfully enable radical shifts to structure, processes, and technology. For example, ownership became we deliver what we commit to., agile organizations responded faster to the crisis, People & Organizational Performance Practice, agile organization designed for innovation, This dynamic is amplified in agile organizations, All messages employees receive from the company are consistent with its cultural values, The cultural values and themes of focus, ownership, and retrospection are embedded in all HR and people processes, The employer brand, recruitment process, and onboarding journey ensure every new employee understands the agile cultures cornerstones, Criteria for career progression define and support agile mindsets and behavior shifts. Doing mode is when we are living in our heads, thinking about the present, the future, and the past, making plans, and completing tasks. But if you accept that the dishes have to be done and approach the activity in being mode, then the activity exists for its own sake in its own time. Did we confuse being and doing to a point where we think that doing IS being? Members used their experiences, inspirational examples from other companies, and Sparks work on culture and talent to define these shifts. Use them to inspire others to start a culture of change,. Read More, The science of neuroplasticity tells us that what we practice grows. This article demystifies culture change in an agile world through four practical lessons drawn from real-life success stories from around the world. When you are thinking about what you want for your life and what you want to create, being is the natural first step. This is the doing being continuum. Agility to action: Operationalizing a value-driven agile blueprint, Revisiting agile teams after an abrupt shift to remote, To weather a crisis, build a network of teams. Doing gives us a sense of control. Melissa Anastasiou, the team member who led the companys culture workstream, observed: Like many organizations, the companys experience has been that culture change is hard and does not happen overnight. First, it will be to understand where you stand. Think of the distinction like this: being mode is about appreciating the complexity of experience, while doing mode is about boiling down the complexity of experience into one narrow, one-dimensional question: How does this relate to me reaching my goals? In order to fully understand the differences between these two ways of living, lets explore them both individually. And now, just relaxing the toes, keeping the awareness in your feet and noticing any changes in the sensations in the feet and toes as they relax. With the new mindset and the invitation, most participants did. Once this discrepancy monitor is switched on, it will find mismatches between how things are and how we think they should be. The broader sense of the present, in what might be called its full multidimensional splendor, is missed. An early task for the Sounding Board was to identify the behavioral shifts teams would need to thrive in the new agile operating model.
