Individual thought in the context of unity

What kinds of thinking will be involved in establishing unity in an organization?

Emotional Acceptance

The first kind of thinking will, in a sense, be non-thinking. In other words, emotional acceptance of the concept. This involves a gut level emotional response. Here’s the question you need to answer.

Do you believe that there are benefits to establishing unity?

For now, just imagine that you have achieved it. How would your organization look different? What might change in your meetings, your attention to customers, your team work, your ability to implement change, the overall maturity of the organization? What might change in the employees when they begin to understand concepts that change the way that they view themselves, their relationships and the way they view others and the services they provide?

Rational Acceptance

The second kind of thinking will be rational acceptance. If we emotionally accept that Organizational Unity has benefits, we can also rationally accept that it is, at very least, worth thinking about. Even if we’re not sure of how it can be achieved, it is still worth making the initial effort of investigating ideas and coming up with a vision for the future. If we can prove to ourselves by example that Unity is possible on a small scale then it’s just a matter of scale. Most of us can remember at least one relationship in our life that demonstrates elements of unity. So we have some understanding of how it works, and we understand some of the benefits to our well-being and our ability to function. The question is “how do you convert the scale to encompass an organization?”. 


The third kind of thinking will be that of scale. If we can emotionally and rationally accept the benefits of Organizational Unity and accept that it’s possible on a small scall, we still need to think about how to structure an initiative to establish Unity on a larger scale. This is something that is strongly related to the Context of Unity and the Environment of Unity. Both are essential. If you haven’t already read these sections, you may wish to do so. Essentially, scaling is about creating a structure and method that causes a new set of ideas and concepts to spread. It needs to provide direct and concrete benefits to each participant in the process. This causes buy-in, participation and a desire to put effort into it.


The fourth kind of thinking is around the very interesting possibilities when we begin to accept the possibility or even inevitability of it’s outcome. What if? What happens now? What’s possible for our future?

In this entry, we won’t go too deep into these ideas. We will just present them for your thought. In future articles we can explore these ideas in depth.

Garth Schmalenberg

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