What is spiritual leadership in the workplace? IISL

Spiritual leadership involves intrinsically motivating and inspiring employees through hope/belief in a vision of service to key stakeholders and an organizational culture grounded in the values ​​of altruistic love to produce a highly motivated, engaged and productive workforce. The purpose of spiritual leadership is to tap into the basic needs of both leaders and followers for spiritual well-being through vocation (life has purpose and makes a difference) and membership (belonging); to create vision and congruence of values ​​at the level of the individual, the empowered team and the organization; and ultimately, fostering higher levels of employee well-being, organizational engagement, financial performance, and social responsibility – the Triple Bottom Line.

Read on to learn more about Spiritual Leadership, its core values ​​and beliefs, and how you can can benefit from it.

  • What is a learning organization?
  • What is workplace spirituality and how does it fit with religion?
  • How does the spiritual leadership model work?
  • Cultivate personal spiritual leadership
  • Values ​​of altruistic love
  • How does spiritual leadership maximize the triple bottom line?
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  • How do I set organizational spiritual leadership?

Spiritual leadership is an organizational development/transformation model designed to create an intrinsically motivated learning organization that maximizes the triple bottom line. A learning organization has the skills to create, acquire and share knowledge while changing behavior to reflect new knowledge and insights. In learning organizations, employees are empowered to achieve a clearly articulated corporate vision. High-quality products and services that exceed expectations also characterize learning organizations. This new learning organizational paradigm is radically different from what happened before: It is customer/client-obsessed, team-based, flat (in structure), flexible (in skills), diverse (in staffing), and networked (working). with many other organizations in symbiotic relationship) in alliances with suppliers, customers/clients and even competitors.

The employees of learning organizations are characterized by open and generous risk-taking, able to think in teams and motivate others to succeed. In addition, they must be able to forsake old alliances and forge new ones, see honest mistakes as necessary to learning, and celebrate noble effort while maintaining a “do-what-it-takes” attitude toward a “not- show my-job” attitude. attitude. Dedicated leaders at all levels act as coaches, constantly striving to listen, experiment, improve, innovate and create new leaders. The greatest challenge for the learning organization is to develop, lead, motivate, organize and retain people to commit to the organization’s vision, goals and culture.

Take it Take a minute and see if your company is a learning organization by answering the following questions:

  1. Do you have an emotional connection with your stakeholders? Long term successful companies exude genuine affection for their customers and employees Provide a sense of belonging so individuals feel understood and valued.
  2. Are you a fun place to work? The most productive Businesses tend to be the most playful. You don’t have to be down to be disciplined. People are committed to a company where they feel part of the family and are valued by leadership.
  3. Are you built for change? The only certainty in today’s business is this change must become a core competence in long-term prosperous organizations. The best organizations may look to the past as a source of inspiration, but they don’t use it as an excuse for a lack of change. Instead, they aim for future productivity through the implementation of innovative strategies.
  4. Do you embrace the value of values? Today, more than ever, stakeholders demand information; What values ​​do you stand for? The company with the clearest sense of purpose wins. At the heart of an organization’s success must be altruistic love – a sense of wholeness, harmony and well-being embraced by caring, concern and appreciation for both self and others.
  5. Are Are you as disciplined as you are creative? In successful organizations there is no contradiction between creativity and execution. In fact, the most innovative companies tend to be the most disciplined with a clear and compelling vision.
  6. Are you using technology to change expectations and transform your business? The Internet is the most powerful Business experimentation tool of all time. It changes the learning organization – how people work together and how organizations interact with customers.There is no hope/trust in the economics of an organization disrupted by the fear-driven, bureaucratic hierarchy that cannot keep up in this chaotic, internet-driven environment.
  7. Have you built a Company of Leaders? The organizations with the most confident, committed leaders, deepest in ranks – Win! A learning organization creates empowered teams and gives them the resources and freedom to maneuver outside of the established hierarchy. It moves decision-making authority deep within the ranks and gives employees a sense of purpose and belonging. Everyone has an opportunity to help blur the distinction between leaders and followers.

If you answered no to any of these questions, read on.

The spirit of a human being is the life principle or animating force traditionally believed to be the immaterial, life-affirming force in all human beings. It is a state of intimacy with the inner self of higher values ​​and morals, and the acknowledgment of the truth of the inner nature of others. Many people today struggle with what their spirituality means for their work, as that is where they spend most of their waking hours. The office is now where more and more people eat, exercise, date, drop their kids, and even take naps. Many naturally view their organizations as a community center because they lack the continuity and connection found in other settings. Additionally, recent polls have found that American managers and executives want a deeper sense of purpose and fulfillment at work—even more than money and time off.

A Call for Spirituality in the Workplace

From this one Because of this, a great shift is taking place in the personal and professional lives of leaders as many of them integrate their spirituality and work more deeply. Many agree that this integration leads to very positive changes in their relationships and effectiveness. There is also evidence that workplace spirituality programs not only lead to beneficial personal outcomes, such as greater job satisfaction and engagement, but that they also deliver improved productivity and reduce absenteeism and turnover. Employees who work for organizations they consider spiritual are less anxious, more ethical, and more engaged. And there’s mounting evidence that a more decent workplace is more productive, flexible, and creative. Most important to organizational effectiveness is the emerging research that spirituality in the workplace may be the ultimate competitive advantage. Because of this, there is a rising and growing call for spirituality in the workplace.

Spirituality in the workplace is not about religion or conversion or accepting a particular belief system. Spirituality in the workplace is about leaders and followers who see themselves as spiritual beings who have a sense of calling that brings meaning and purpose to their lives. It is also about membership, where people experience a sense of belonging, connectedness to each other and to their work community. It begins with the recognition that people have both inner and outer lives, and that the nourishment of the inner life can breed a more meaningful and productive outer life that also has a positive impact on employee well-being, corporate responsibility and sustainability can be as a financial achievement – The triple bottom line.

Religion and Spirituality

The respected Dalai Lama speaks about the relationship between spirituality and religion in Ethics for the New Millennium.

I suppose religion involves believing in the claims of one faith tradition or another, one aspect of which is acceptance of some form of heaven or nirvana. Associated with this are religious teachings or dogmas, ritual prayers, and so on. Spirituality, I believe, refers to those qualities of the human spirit—like love and compassion, patience, tolerance, forgiveness, contentment, responsibility, a sense of harmony—that bring happiness to oneself as well as to others.

Spirituality, like manifesting through these qualities forms the basis for most, if not all, of the world’s spiritual and religious traditions. Both non-denominational spiritual practices and world religions are all fundamentally based on hope/belief in a vision of love and service to others. This explains what some people and organizations (e.g. Alcoholics Anonymous) mean when they claim to be spiritual and not religious. Consequently, spiritual guidance can be implemented and practiced with or without religious theories, beliefs, and practices. In our work on leadership, we have chosen to use the term spirituality to enable its application to any organization interested in implementing spirituality in the workplace.However, this is in no way meant to imply that non-denominational or non-theistic spiritual practices are superior to religious traditions and their beliefs and practices.

Spiritual leadership is an emerging paradigm within the broader context of workplace spirituality that aims to create an intrinsically motivated, learning organization. Spiritual leadership encompasses the values, attitudes, and behaviors necessary to motivate oneself and to meet basic needs for spiritual wellbeing through vocation and membership, which positively impacts employee wellbeing, sustainability and corporate social responsibility, and financial performance – the triple bottom line.

Essential to spiritual leadership is:

  1. Creating a vision in which leaders and followers experience a sense of calling to give their lives purpose and purpose Matters and makes a difference, and
  2. Establishing an organizational culture based on the values ​​of altruistic love, where leaders and followers have a sense of belonging, a sense of being understood and valued, and genuine caring, concern and appreciation for BOTH oneself and for others.

As shown in the figure below, the source of spiritual guidance is an inner life or spiritual practice, such as B. Spending time in nature, praying, religious practice, meditation, reading, yoga or journaling. An inner life practice positively influences spiritual guidance through the development of hope and trust in a transcendent vision of service to key stakeholders, leading followers to look forward to the future. Hope/belief in a clear, compelling vision creates a sense of vocation – that part of spiritual well-being that gives one a sense of empowerment and therefore a sense of purpose in one’s life. Spiritual leadership also requires that the organization’s culture be based on the values ​​of altruistic love. Leaders need to exemplify these values ​​through their attitudes and behavior, which creates a sense of belonging—that part of spiritual well-being that makes you feel understood and valued. The dimensions of spiritual leadership and the process of meeting spiritual needs then positively influence the key individual and organizational outcomes that make up the Triple Bottom Line.

The Organizational Spiritual Leadership Model


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Content Creator Zaid Butt joined Silsala-e-Azeemia in 2004 as student of spirituality. Mr. Zahid Butt is an IT professional, his expertise include “Web/Graphic Designer, GUI, Visualizer and Web Developer” PH: +92-3217244554

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