What do you need to feel better… and why?

In my work, I love to inspire and empower people to open-up through divergent thinking by combining different brainstorm techniques with our mindfulness-based approaches. To encourage others to change the way how they feel and connect with themselves and their team members.

Everyone likes to feel better in the workplace; only if you start to become personal, people feel uncomfortable or even shutdown. They expect that the organization takes care of them, only usually if we ask them the simple question “What do you need to feel better… and why?”, they often don’t know how to answer it.

We’re losing the connection with our true desires and the reason why we are doing what we are doing. If we don’t become aware of our personal needs in the first place, every job will become sooner or later a burden on our shoulders.

Are you ready to open-up?

Why is it tricky to open-up in the workplace? Why do we see vulnerability and kindness as a weakness? Why is it such a challenge to talk about feeling to your colleges? Why is it more a trend to be narcissistic and selfish instead of compassioned? 

Because, let’s be honest to ourselves; are we not all seeking for, safety, love and belongingness? At least, if we believe the original hierarchy of needs (five-stage model) from Maslow (1943, 1954), we need to start with the foundation, before we can even taste fulfilment.

  • 1. Physiological needs
    these are physical requirements for human survival, e.g. air, food, drink, shelter, clothing, warmth, sex, sleep.
  • 2. Safety needs
    Once an individual’s physiological needs are satisfied, the need for security and safety become salient. People want to experience order, predictability and control in their lives. The family and society can fulfil these needs.
  • 3. Love and belongingness needs
    After physiological and safety needs have been fulfilled, the third level of human needs is social and involves feelings of belongingness. The need for interpersonal relationships motivates behaviour.
  • 4. Esteem needs
    The fourth level in Maslow’s hierarchy – which Maslow classified into two categories: (i) esteem for oneself (dignity, achievement, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige).
  • 5. Self-actualization
    Needs are the highest level in Maslow’s hierarchy, and refer to the realization of a person’s potential, self-fulfilment, seeking personal growth and peak experiences. Maslow (1943) describes this level as the desire to accomplish everything that one can, to become the most that one can be.

If we need to believe our government, they will take care of our safety 😉
But what if that’s not the case…? Who has the responsibility to fulfil our safety, furthermore who will take care of our sense of belonging?

Let’s create a compassion-driven work environment.

What if we create a work environment, where we take care of each other. An environment with a foundational goal, to fulfil the second stage “Safety” and the third stage “Love and belongingness” of our basic human needs. So we can make each other ready to level-up to the fourth “Esteem” and the fifth “Self-actualization” state.

“A human being is a part of the whole called by us universe, a part limited in time and space. He experiences himself, his thoughts and feeling as something separated from the rest, a kind of optical delusion of his consciousness. This delusion is a kind of prison for us, restricting us to our personal desires and to affection for a few persons nearest to us. Our task must be to free ourselves from this prison by widening our circle of compassion to embrace all living creatures and the whole of nature in its beauty.”
― ALBERT EINSTEIN

Be continued…

In my next article, I will share some examples of how to open-up yourself and your team.

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