This morning I wrote a text on Innovative Momentum that might interest you. It is one of the ‘raw texts’ for my next book ‘Conscious Interconnection Volume 2: Know your Potential, Passion and Joy’.

Emotions and needs
Emotions can be welcomed as spotlights indicating an area where one of our needs is not met to the fullest. Needs can be welcomed as life force generators.
Needs start as basic as food, shelter, safety, social belonging and extend into growing self-esteem, self-actualisation and self-transcendence (Maslow Pyramid).
Needs drive and motivate us to fulfill them until we find different sources of growth like inspiration. Needs are not ‘bad things’ one should try to get rid of. Needs are an inalienable part of being alive. They are evolutionary tools to motivate us to first of all stay alive. After that they propel growth into our highest potential.

It is important to know that needs can be denied or evenutally transcended (see volume 3) but they can not be discarded. They are a universal aspect of life and evolution. As human beings with an extra brain part we have the capacity to not only feel but also observe our needs. It might appear logical to try to loose those needs we deem inconvenient. This however is a waste of time and complicates matters by surpressing the needs into unconsciousness. Life force will not be stunted. Needs will pursue their fulfilment whether we like it or not. Better to see what we are dealing with instead of pretending we are ‘free’ of needs. We don’t have to like them to learn how to recognise inappropriate impulsive reactions driven by needs and learn how to respond to these same needs more wisely. After that we can educate our children and others who might be in need of wisely matured guidance on this matter. Needs are there. Emotions too. Let’s use them for our benefit instead of ignoring or abusing them.

We can choose to meet our needs in ways that are more passive or ways that carry a higher momentum. We can choose ways that are more closed, definitive, habitual or ways that leave us open to the temporary ‘inconvenience’ of ‘updating’ our system with new information coming in. This means one has to make oneself available for the updating process. While downloading the update our ‘operating system’ might not be as fully available for other activities. Depending on the complexity of the new information it takes time to receive them. After that there the changes need to be integrated in combination with putting the new information to practice. Sometimes taking a break or a walk is enough. Sometimes a nap or a sleeping through the night will do the trick. Especially when updates have not been postponed in the past the proces scan be very fluid. When updates are blocked it takes up energy to keep them ‘out’.

The updating process can appear to us as a period of being ‘out of control’. When seen that way it can cause feelings of unsafety and fearfull thoughts. Ken Wilber would call this the ‘frothy edge’. I call it ‘creative chaos’. Our rational mind does nog like that very much. It tends to prefer clear categories, polarity and linearity.

Not everybody has the curiosity, appreciation, courage and passion to invite creative chaos in when it knocks at the door to announce the next update. Some cannot live without it. My professional impression is that fear often is used as a guardian at the door. A guardian that often says ‘No’ to the unknown and to newness. There is not much mainstream information available about the very intimate life proces of letting newness in and what it means to abide at the creative edge of the known and the unknown untill the whole process has fully taken its due course.

What is abundantly available in the mainstream are suggestions and advice on ‘how’ to do things in order to make a change. I did this too in my first book with the kind reminder to please try everything for yourself to see if it fits. To see if it enhances your balance. Balance is not a static ‘thing’ but a fluctuating process. Dynamic balance needs a dynamic approach. So hone your feeling awareness. Check if advice, including mine, is beneficial to your dynamic balance and evolutionary growth.

‘Dos and Don’ts’ lists might be conclusions after scientific research or well meant personal hopes or beliefs about what ‘should’ work. They might be expressions of inspired insights another person got ‘updated’ with and is very enthusiastic about. Whatever the case, the advice might not be optimally compatible to your personality type, the phase of your life or your unique potential and passion.
Now let’s call receiving new information an update like several teachers of leading edge Integral Theory do. But please appreciate that we as human beings are far more complex and interconnected than computers in processing an update.

When we are younger we usually are more curious and more open to updating. Formal education might be too lineair and demanding for highly sensitive and creative students. Their naturally more associative and spiraling learning proces can get discouraged. This might also be the case for the extra-curious ones when the educational system is too slow to include fascinating new information that’s already available through the internet (on topics like brain functioning, human evolution, the cosmos and quantum physics). Unfortunately a lot of momentum gets lost that way.

Organisations have a great potential to bring back lost momentum. They can support and fascilitate those co-workers who for a number of reasons choose to stop welcoming updates and innovation. Who got weary of processes like continuous practicing, adult learning, creative chaos or inspiration. Without updates one can’t optimally respond to evolutionary needs of physical and social security, self-esteem and the fulfillment of our ‘lifework’. With lifework I mean our mission in life. When working in an organisation our personal mission and the collective mission preferably are aligned with eachother to mutually profit and optimise impact.

The point I would like to make it that when momentum slows down or might even get frozen our feeling of vitality, interest and and aliveness get lost too. This can turn into a dramatic downward spiral at home and at work. Pro-activity gets more difficult to generate, communication loses its transparancy and success might appear to slip through our fingers. When disappointments keep accumulating a downward spiral into passivity and inertia can potentially overwhelm you. We might call this burn-out or chronic fatigue.

I am very interested in exploring how co-workers and organisations can be optimally innovative and match individual and collective lifework in the most mutually inspiring way possible. How to work together in a meaningful and evolutionary way to keep a healthy momentum going for co-workers and organisation. How to create a dynamic support system (of buddies or triads) to be available when someone is in the ‘creative chaos’ phase that often accompanies updates and innovation. For creatieve chaos taking its due course is naturally innovative. Innovation is not a lineair process. If your organisation wants durable and dynamic innovation it needs to consciously invite creativity in. It has no use to shut the door in front of creative people’s noses and later complain that ‘nobody is creative or innovative anymore’. It has no use paying lipservice only to creativity and not provide the necessary interconnections for the work of creative pioneers to have an innovative impact on the rest of the organisation. It has nu use initiating yet another reorganisation that ‘succesfully’ re-enacts the processes of the old system, instead of becoming integrally future proof by applying the leading edge knowledge of ‘Reinventing Organizations’ (Laloux, 2014) or ‘An everyone Culture; becoming a Deliberately Developmental Oganization’ (Kegan et al, 2016).

The point is that innovation is sought after but predictable or accountable creativity and innovation does not exist. How can an organisation provide a safe harbor and welcome for the one’s courageous enough to allow for the ‘creative chaos’ necessary for true innovation? How to combine values, visions and missions in a meaningful way to spark continued creativity, communication and development together. Imagine what it would be like if everyone could delve into their passion daily and grow into their fullest potential over time and consciously interconnected with your organisation? Can you be creative enough to durably facilitate joint ventures of exploring life and work together in an integer and evolutionary, durable and integrating way? I see numerous possibilities for People and Planet to Profit from what I like to call ‘Sharity Ventures’. Which ones do you see?

*** Your reaction is more than welcome. Thanks for understanding your name and email will be asked only once at posting your first comment on my website. Your email will not be used for my mailinglist or any other purpose than spam control. To receive my newsletter please download the free E-book or subscribe at the contact page ***