Overheads for Workshop

					                      Great Nations
                         Are The
                      Natural Result
                           Of
                       Great People


© 2006, Four Worlds International www.fwii.net
    The Medicine Wheel




                                    This is an ancient symbol used by
                                    almost all the Native people of North
                                    and South America. There are
                                    many different ways that this
                                    symbol is used: the four
                                    grandfathers, the four winds, the
                                    four directions, the four stages of life
                                    and many other things that can be
                                    talked about in sets of four. Just like
                                    a mirror can be used to see things
                                    not normally seen (like behind us,
                                    or around a corner), the medicine
                                    wheel can be used to help us see or
                                    understand things we can‟t quite see
                                    or understand because they are
                                    ideas and not physical objects.

© 2006, Four Worlds International
         The Medicine Wheel
                                    Fire




         Water                                        Earth




                                           The medicine wheel teaches us that the
                                           four elements, earth, air, fire and
                                           water, are all part of the same physical
                                           world. All must be respected equally
                                    Air    for their gift of life.



© 2006, Four Worlds International
                                                                  The Medicine Wheel
                                    White




          Black                                      Red




                                             We can think of the human family as having
                                             four symbolic races; red, yellow, white and
                                             black. The medicine wheel teaches us that
                                             the four symbolic races are all part of the
                                             same human family. All are brothers and
                                             sisters living on the same Mother Earth.
                                    Yellow


© 2006, Four Worlds International
The Medicine Wheel
                        Mental




Physical               Volition              Spiritual




                                  Human Beings have four interrelated
                                  potentialities, mental, physical, emotional,
                                  and spiritual, that are actualized through
                                  volition.
                     Emotional
The Medicine Wheel
                      Infancy




Elderhood                                    Childhood




                                Human Beings develop in four interrelated
                                stages; infancy, childhood, adulthood, and
                                elderhood.
                     Adulthood
                                    individual




                  world                          family




                                    community

© 2006, Four Worlds International
        PROPOSITION                 All dimensions of human potentially are inter-related and inter-dependent.
            Well-being in any one of the many dimensions of human life is inseparably linked to
            well-being in all the others.

            Reflection:
                                                             Political



                                                             Mental


                                      Economic       Physical        Spiritual     Cultural


                                                            Emotional


                                                              Social




© 2006, Four Worlds International
                                      volition
                                    participation
                                       vision




© 2006, Four Worlds International
                                                                                     Political/ideological
                                                                                        environment


                                                                                           political

                                                                                       conversational
                                                                                        environment

                                                                                           mental




                                                                                                                                                 economic and ecological
                                                                                                                                                      environment
                                                           environment




                                                                                                                        environment



                                                                                                                                      economic
                                environment
                                Multicultural




                                                                                                                          Physical
                                                                                                             Physical
                                                                         spiritual
                                                              values                      Volition
                                                cultural



                                                                                        participation
                                                                                           Vision

                                                                                          individual
                                                                                          emotional
                                                                                     environment family
                                                                                     Emotional support

                                                                                      social community


                                                                         social environment world




© 2006, Four Worlds International
                        The 5 Dimensions of Work
                                              INTELLECTUAL




       MATERIAL                                VOLITION      SPIRITUAL




                                              EMOTIONAL

© Copyright 2006, Four Worlds International
The Five Dimensions of Work


1. Material: concerned with physical issues such as
efficiency, equipment, comfort, safety and
adequate pay.
2. Intellectual: includes the collective intelligence
of employees plus their continuing drive for further
development and learning, as well as abilities to
effectively use available resources, to plan productively
and to be on the cutting edge.




© 2006, Four Worlds International
  The Five Dimensions of Work

  3. Emotional: involves the interpersonal work
  environment, how well people get along with each other
  and how effectively they can be a team. Research shows
  that effective teams usually need members to be concerned
  with the process skills of support, listening, positive
  feedback and lack of defensiveness, all of which require
  members with mature emotional development.




© 2006, Four Worlds International
 The Five Dimensions of Work

 4. Volitional: the desire or will to change for the better.
 We may know that some other behavior would be healthier
 but we may lack the will to change it. One psychiatrist
 wrote that the hardest thing for his patients was not to
 change but to decide to change. Once the will was there,
 change was relatively easy.
 5. Spiritual: concerned with moral issues, such as justice
 and respect, and working toward empathy. Understands
 each member to be a unique human being, a sacred soul
 with dignity.


© 2006, Four Worlds International
     Organizational Change in the Five Dimensions of Work
    Dimension                                 Organizational Change
    1. Physical                               Work design
                                              Working conditions
                                              Extrinsic rewards money, bonuses
                                              Financial well-being of organization
    2. Intellectual (Most                     Challenging work
    organizational change                     Training to see job differently
    takes place in the first                  Quality emphasis
    two dimensions.)
                                              Innovation and creativity
                                              New responsibilities
                                              Opportunities to learn and develop
                                              Freedom-to-fail environment




© Copyright 2006, Four Worlds International
     Organizational Change in the Five Dimensions of Work
    Dimension                                 Organizational Change
    3. Emotional (A small                     Supportive working relations
    portion of change or                      Mutually respectful relationships with the boss
    training programs deal                    Appreciation for work done
    with this dimension.)
    4. Volitional (Attention                  Desire for change
    given here to resistance                  Willingness to make necessary sacrifices
    to change and sacrifice.)                 Top levels ready to change and make real sacrifices, too

    5. Spiritual                              Capacity and willingness to love
    (Organizational change                    Integrity, trustworthiness, and respect up and down the
    in this dimension is quite                organization
    rare, yet it is necessary                 Justice at all levels
    to bring long-term health
    to the company.)                          Nobility and dignity of workers accepted
                                              Wisdom of love: love others as yourself

© Copyright 2006, Four Worlds International
      Questions for Examining the Material Dimensions of Work

            1. Does your organization operate mostly in the black?

          *2. Are you in continuous financial crisis?

            3. Do you have the resources to pay your employees decently? (Not do you
               actually pay them, merely could you.)
          *4. Are compensation differentials between top and bottom excessively large?
              Increasing?
          *5. Is there a high turnover rate for employees?

            6. Are the places of work (factories, offices) clean, comfortable, well kept, and
               adequately furnished?
            7. Is the equipment used modern, efficient and safe?


              Note: * indicates negative scoring.


© Copyright 2006, Four Worlds International
  Questions for Examining the Intellectual Dimensions of Work
        1. Do your employees keep up with cutting-edge technology?
        2. Do you spend adequate resources to send people for continuing education or to
           important professional conferences?
        3. Is spending on continuing education as a percentage of sales increasing?
        4. Are employees able to get reference materials, books, journals, and magazines
           that will help them learn more about their work and the environment?
        5. Do you reward employees who continue to learn?
        6. Are people happy to learn (rather than having to be coerced)?
        7. Do other organizations respect the knowledge of your employees?
        8. Do you respect the knowledge of your employees?
      *9. Do employees often lack the necessary competence to complete projects
          adequately and on time?


© Copyright 2006, Four Worlds International
    Questions for Examining the Emotional Dimensions of Work

         1. Do there seem to be high levels of job satisfaction?

         2. Do people enjoy working with each other?

         3. Do employees like one another?

        *4. Are there a disproportionate number of problems with depression, alcoholism,
            and frequent, even violent, outbursts.
        *5. In meetings, do people behave defensively or with power plays?

        *6. Are people afraid to bring up in meetings what they really feel?

        *7. Is there frequent concern about “not upsetting the boss”?




© Copyright 2006, Four Worlds International
     Questions for Examining the Volitional Dimensions of Work

        1. Is there a willingness to look at the new ways of doing things?


        2. Do you rarely hear “It won‟t work” or “That‟s impossible to do”?


        3. Is there a high level of energy on new projects?


      *4. Do workers put energy into maintaining the status quo?


      *5. Are new programs met with many complaints and much resistance?




© Copyright 2006, Four Worlds International
      Questions for Examining the Spiritual Dimensions of Work

       1. Is there an acceptance and assumption of integrity among coworkers and bosses?
       2. Do people trust one another? Do they trust management?
     *3. Do employees feel exploited or treated unjustly?
       4. Do those you serve expect and get a quality product and service?
     *5. Is cynicism common among employees?
       6. Do people joyfully help one another?
     *7. Is there a lot of backbiting?
     *8. Are there political fights? Political intrigues? Political posturing?
       9. Is there an openness of communication that depends on a deep level of trust and
          commitment?



© Copyright 2006, Four Worlds International
      Questions for Examining the Spiritual Dimensions of Work

        *10. Do people say different things to different people?

          11. Is there a unity of “theory” and “practice” (i.e., do managers practice what
              they preach)?


          12. Can groups discuss problems and handle conflict in a competent and
              dignified manner?

          13. Is there a “spirit” of service to one another, to clients, to suppliers?




© Copyright 2006, Four Worlds International
      A Principle Centered Approach
              In our field experience we have learned through a process of
             action and systematic reflection on the results of that action to
             turn to principles as a reliable guide for determining what to
             do and how to do it effectively. It is all too easy to react to
             people and situations in ways that do not serve the overall
             purpose of fostering sustainable well-being and prosperity. A
             principle-centered approach is a way of working that forces us
             to look again and again at what we are really trying to achieve,
             as well as what is really required for development processes to
             be effective. By comparing our plans, and our own actions in
             the field to known development principles we are able to
             continually adjust our strategies and refine our practices. In
             essence our growth and development as practitioners is
             directly linked to our use of principles to guide and evaluate
             our thinking and our action.
© 2006, Four Worlds International
                                  Principle #1:
                               Human beings can
                                transform their
                                    worlds



The web of our relationships with others and the
natural world, which has given rise to the problems
we face as a human family, can be changed.
                               Principle #2:
                           Development comes
                              from within




The process of human and community development
unfolds from within each person, relationship,
family, organization, community or nation.
                                     Principle #3:
                                     Healing is a
                                   necessary part of
                                    development.



Healing the past, closing up old wounds and learning
healthy habits of thought and action to replace
dysfunctional thinking and disruptive patterns of human
relations is a necessary part of the process of sustainable
development.
                DISCHARGE INDICATIONS AND SEQUENCE CHART

  “Kind” of Painful Emotion Tension               Manifestation During Discharge

  ZEST (absence of painful Emotion)
                                                 Happy relaxation, turning of attention away
                                                  from experience of hurt.
  BOREDOM
                                                 Laughter, Animated Talking, Reluctant
                                                  Talking
  LIGHT ANGERS
                                                 Laughter, warm perspiration

  HEAVY ANGERS
                                                 Angry noises, violent movements, warm
                                                  perspiration
  LIGHT FEARS
                                                 Laughter, cold perspiration
  (Embarrassments)
  HEAVY FEARS
                                                 Trembling, shivering, cold perspiration,
                                                  active kidneys
  GRIEFS
                                                 Tears, sobbing

  PHYSICAL PAINS AND TENSION                      Yawns, stretching, scratching


© Copyright 2006, Four Worlds International
     DISCHARGE INDICATIONS AND SEQUENCE
     The client will begin substantial discharge as close to the bottom
     of the painful emotion part of this chart as the tensions exist in
     that particular pattern and/or as he is able to discharge and will
     then tend to move upward on the chart as regularly as his
     particular discharge inhibiting patterns permit.




© Copyright 2006, Four Worlds International
       Patterns of Abuse in Aboriginal Boarding and
                    Residential Schools
     The patterns of abuse in Aboriginal and Residential
     Schools in North America, researched and documented
     by the Four Worlds International Institute for Human
     and Community Development and other Aboriginal
     research groups in Canada and the United States, include
     the following:




© Copyright 2006, Four Worlds International
                                              Physical Abuses
     Sexual assault, including forced sexual intercourse between men and women
     in authority and girls and/or boys in their charge;
     Forced oral-genital or masturbatory contact between men or women in
     authority and girls and/or boys in their charge;
     Sexual touching by men or women in authority of girls and/or boys in their
     charge;
     Performing private pseudo-official inspections of genitalia of girls and boys;
     Arranging or inducing abortions in female children impregnated by men in
     authority;
     Sticking needles through the tongues of children, often leaving them in place
     for extended periods of time;
     Inserting needles into other regions of children‟s anatomy;
     Burning or scalding children;
© Copyright 2006, Four Worlds International
                                        Physical Abuses (cont‟d)
     Beating children into unconsciousness;
     Beating children to the point of drawing blood;
     Beating children to the point of inflicting serious permanent or semi-
     permanent injuries, including broken arms, broken legs, broken ribs, fractured
     skulls, shattered eardrums, and the like;
     Using electrical shock devices on physically restrained children;
     Forcing sick children to eat their own vomit;
     Unprotected exposure (as punishment) to the natural elements (snow, rain,
     and darkness), occasionally prolonged to the point of inducing life-threatening
     conditions (e.g., frostbite, pneumonia);
     Withholding medical attention from individuals suffering the effect of
     physical abuses;
     Shaving children‟s heads (as punishment);
© Copyright 2006, Four Worlds International
                            Psychological/Emotional Abuses
   Administration of beatings to naked or partially naked children before their
   fellow students and/or institutional officials;
   Public individually directed verbal abuse, belittling and threatening;
   Racism;
   Performing public strip searches and genital inspections of children;
   Forced removal of children from their homes, families and people;
   Cutting children‟s hair or shaving their heads (as policy);
   Withholding presents, letters and other personal property of children;
   Locking children in closets, sometimes for extended periods (as punishment);
   Segregation of the sexes;


© Copyright 2006, Four Worlds International
                   Psychological/Emotional Abuses(cont‟d)
   Proscription of the use of Aboriginal languages;
   Proscription of the following of aboriginal religious or spiritual practices;
   Eliminating any avenue by which to bring grievances, inform parents or
   notify external authorities of abuses;
   Forced labour
   Long-term isolated confinement




© Copyright 2006, Four Worlds International
                   Enforcing Unsuitable Living Conditions
   Starvation (as punishment);
   Inadequate nutrition (e.g., nutrition levels below that of needed for normal
   growth and subsistence);
   Providing food unfit for human consumption;
   Exploiting child labour;
   Forced labour under unsafe working conditions;
   Inadequate medical services, sometimes leading to children‟s deaths;




© Copyright 2006, Four Worlds International
                     Omissions of Action - Church Inaction
    Failure to bring local incidents of abuse to the attention of higher church
    authorities;
    Failure to bring local incidents of abuse to the attention of federal and
    appropriate provincial governmental authorities;
    Failure to protect children under their care from the sexual predations and
    physical and emotional abuse from other children also attending Residential
    School;
    Failure to remove known sex offenders from positions of supervision and
    control of children;
    Acquiescence to federal funding levels below those the churches themselves
    believed necessary for operation;
    Starvation (as a cost-cutting measure);
    Neglect of their educational mandate;
© Copyright 2006, Four Worlds International
              Omissions of Action - Government Inaction
   Failure to adequately inspect or otherwise maintain effective supervision of
   institutions into which their legal wards had been placed;
   Failure to fund church schools at levels sufficient for maintaining the physical
   health of their legal wards;
   Failure to live up to the spirit of treaties signed promising education for
   Aboriginal Peoples;
   Collaboration with church officials in covering up the criminal behavior of
   officials, both governmental and ecclesiastical;
   Removal or relocation of internal personnel critical for Residential School
   conditions.


   *Excerpts from: The Circle Game, Rowland D. Chrisjohn, Ph.D., & Sherri L. Young, MA., 1994



© Copyright 2006, Four Worlds International
                                   Principle #4:
                                       Justice




Every person (regardless of gender, race, age,
culture, religion) must be accorded equal
opportunity to participate in the process of healing
and development and to receive a fair share of the
benefits.
                                  Principle #5:
                                 No Vision, No
                                 Development




A vision of who we can become, and what a sustainable
world would be like, works as a powerful magnet,
drawing us to our potential.
                                                      VISION

             THE PROCESS OF HUMAN DEVELOPMENT
                     STEPPING INTO AN EVER RENEWING VISION OF HUMAN
                                        POSSIBILITY
© Copyright 2006, Four Worlds International
             THE FOUR WORLDS DETERMINANTS OF HEALTH FOR
                  HEALTHY AND SUSTAINABLE INDIGENOUS
                            COMMUNITIES


            These determinants of health for Indgienous Communities have emerged
            from direct consultation with hundreds of Indigneous communities across
            the Americas.
            1. BASIC PHYSICAL NEEDS- adequate nutrition, clothing,
            shelter, pure drinking water, sanitary waste disposal and access to
            medical services.
            2. SPIRITUALITY AND A SENSE OF PURPOSE -connection to
            the Creator and a clear sense of purpose and direction in individual,
            family, and community life, as well as, in the collective life of the
            nation.


© 2006, Four Worlds International
    3. LIFE-SUSTAINING VALUES, MORALS AND ETHICS -
    guiding principles and a code of conduct that informs choices in all
    aspects of life so that at the level of individuals, families and
    institutions.
    4. SAFETY AND SECURITY -freedom from fear, intimidation,
    threats, violence, criminal victimization and all forms of abuse both
    within families and homes in all other aspects of the collective life of
    the people.
    5. ADEQUATE INCOME AND SUSTAINABLE ECONOMIES
    -access to the resources needed to sustain life at a level that permits
    the continued development of human well-being, as well as,
    processes of economic engagement that are capable of producing
    sustainable prosperity.




© 2006, Four Worlds International
     6. ADEQATE POWER -a reasonable level of control and voice in
        shaping one‟s life and environment through processes of
        meaningful participation in the political, social and economic life
        of one‟s community and nation.
     7. SOCIAL JUSTICE AND EQUITY -a fair and equitable
        distribution of opportunities for all, as well as, sustainable
        mechanisms and processes for rebalancing inequities, injustices,
        and injuries that have or are occurring.
     8. CULTURAL INTEGRITY AND IDENTITY -pride in heritage
        and traditions, access to and utilization of the wisdom and
        knowledge of the past, and a healthy identification with living
        processes of one‟s own culture as a distinct and viable way of
        life for individuals, families, institutions, communities, and
        nations.


© 2006, Four Worlds International
     9. COMMUNITY SOLIDARITY AND SOCIAL SUPPORT -to
        live within a unified community that has a strong sense of its
        common oneness and within which each person receives the
        love, caring and support they need from others.
     10. STRONG FAMILIES AND HEALTHY CHILD
         DEVELOPMENT -families that are spiritually centered, loving,
         unified, free from addictions and abuse, and which provide a
         strong focus on supporting the developmental needs for children
         from the time of conception through the early years and all the
         way through the time of childhood and youth.
     11. HEALTHY ECO-SYSTEM AND A SUSTAINABLE
         RELATIONSHIP BETWEEN HUMAN BEINGS AND THE
         NATURAL WORLD -the natural world is held precious and
         honoured as sacred by the people. It is understood that human
         beings live within nature as fish live in water.

© 2006, Four Worlds International
       12. CRITICAL LEARNING OPPORTUNITES -consistent and
       systematic opportunities for continuous learning and improvement in
       all aspects of life!
       13. ADEQUATE HUMAN SERVICES AND SOCIAL SAFETY
       NET -programs and processes to promote, support, and enhance
       human healing and social development, as well as to protect and
       enable the most vulnerable to lead lives of dignity and to achieve
       adequate levels of well-being.
       14. MEANINGFUL WORK AND SERVICE TO OTHERS -
       opportunities for all to contribute meaningfully to the well-being and
       progress of their families, communities, nations, as well as, to the
       global human family.




© 2006, Four Worlds International
                                  Principle #6:
                                  Authentic
                                Development is
                               Culturally Based




Healing and development must be rooted in the wisdom,
knowledge and living processes of the culture of the
people.
                                         Principle #7


                                    Interconnectedness




Everything is connected to everything else. Therfore, any aspect
of our healing and development is related to all the others
(personal, social, cultural, political, economic, etc.). When we
work on any one part, the whole circle is affected.
© Copyright 2006, Four Worlds International
                                      Principle #8
                                      No Unity, No
                                      Development




Unity means oneness. Without unity, the common oneness that
makes (seemingly) separate human beings into „community‟ is
impossible. Disunity is the primary disease of community.
                           The New Management Virtues As
                         Foundations for Management Practices

                                               TRUSTWORTHINESS




                                                                     RESPECT
           JUSTICE                                  UNITY            AND
                                                                     DIGNITY




                                              SERVICE AND HUMILITY



© Copyright 2006, Four Worlds International
               The New Management Virtues as Foundations for
                         Management Practices
     New Management Virtue                    Management Concepts      Behavioral Outcomes
     Trustworthiness                          Stewardship/Management Managers assume honesty
                                              accountability         Customers, employees
                                                                     expect integrity and no
                                                                     scandals or misuse of funds
                                                                     Toward Ethical Behavior
     Unity                                    Creating shared vision   Unanimity in important
                                              Commitment               decisions
                                              Reciprocity              Customers satisfaction
                                                                       ROI as only one
                                                                       performance measure
                                                                       Manager controller to
                                                                       coach
                                                                       Consulting when
                                                                       management really listens,
                                                                       respect for authority

© Copyright 2006, Four Worlds International
   New Management Virtue                      Management Concepts     Behavioral Outcomes
   Respect and Dignity                        Empowerment             Job enrichment
                                              Consensus decisions     Sociotechnical systems
                                              Commitment leadership   Group-centered problem
                                                                      solving
                                                                      Self Managed teams
                                                                      Manager as mentor, coach
                                                                      Utilization of discretionary
                                                                      effort
   Justice                                    Profit Sharing          Employee ownership,
                                              Equal Opportunity       bonus
                                                                      Removal of barriers to
                                                                      equal opportunity




© Copyright 2006, Four Worlds International
   New Management Virtue                      Management Concepts     Behavioral Outcomes
   Service and Humility                       Community orientation   Quality: communities view,
                                              Quality movement        systematic approach to
                                              Sharing power;          understanding, satisfying
                                              developing talented     internal, external community
                                              subordinates            Continuous improvement
                                                                      Zero defect goal
                                                                      Service mentality: learning
                                                                      to be a servant




© Copyright 2006, Four Worlds International
Factors that May Influence Respect and Dignity in Organizations

                                 Builds Respect and Dignity        Blocks Respect and Dignity

   Within My                     1.      I allow people to make    1.   I have been accused of
   Control                               their own decisions and        being insensitive at times
                                         to have the freedom to         and not noticing what
                                         fail.                          demotivates my
                                                                        employees.


                                 2.      I try to show             2.   When I am pushed
                                         appreciation for work          against a deadline, I push
                                         well done.                     others too hard, too.




 © Copyright 2006, Four Worlds International
Factors That May Influence Respect and Dignity in Organizations

                                Builds Respect and Dignity         Blocks Respect and Dignity

  Outside My                    1.      The organization has a     1.   Sometimes top
  Control                               good incentive                  management gets stuck in
                                        program.                        its own ideas and forgets
                                                                        the impact of the rest of
                                                                        the company.


                                2.      People are expected to     2.   People in a few
                                        succeed and are treated         departments complain
                                        with a positive sense of        that their ideas are stolen
                                        optimism.                       by management and not
                                                                        given due credit.



© Copyright 2006, Four Worlds International
  What Factors Influence Respect and Dignity in My Organization?

                            Builds Respect and Dignity   Blocks Respect and Dignity


   Within My
   Control




   Outside My
   Control




© Copyright 2006, Four Worlds International
             Factors That May Influence Justice in Organizations
                            Builds Justice                          Blocks Justice
   Within My                1.      When there were some            1.   I have been known to
   Control                          cutbacks, we discussed               spend more on myself
                                    options as a group and               than others get for nice
                                    came to a decision.                  furniture and travel.
                            2.      If there is a conflict, I try   2.   Last year I discontinued
                                    to listen to both sides              some privileges of a few
                                    before making any                    people, who called it
                                    decisions.                           unfair.
   Outside My               1.      Insiders are given              1.   Outsiders get higher
   Control                          preference for openings              salaries if they are
                            2.      Most people feel they                brought in for a position
                                    have a voice to air             2.   We had cutbacks
                                    grievances.                          recently when our top
                                                                         management got hefty
                                                                         bonuses.
© Copyright 2006, Four Worlds International
  What Factors Influence Justice in My Organization?

                            Builds Justice    Blocks Justice


   Within My
   Control




   Outside My
   Control




© Copyright 2006, Four Worlds International
              Factors That May Influence Unity in Organizations
                       Builds Unity                           Blocks Unity
 Within My             1.       My unit has a reasonably      1.   Sometimes I am impatient
 Control                        good shared vision                 and don‟t search out all
                       2.       We try to use consensus for        views in meetings.
                                most decisions in my unit.    2.   When I am too attached to
                       3.       There is a minimum of              an idea, I have a hard time
                                subgrouping in my unit.            listening to others.
                       4.       I discourage backbiting.
 Outside               1.       Strong company spirit         1.   There are too many cliques
 My                             exists.                            in our organization.
 Control               2.       Frequent social events are    2.   Too much political
                                planned and attended.              maneuvering takes place.




© Copyright 2006, Four Worlds International
  What Factors Influence Unity in My Organization?

                            Builds Unity      Blocks Unity


   Within My
   Control




   Outside My
   Control




© Copyright 2006, Four Worlds International
                                     Principle #9:
                                  No Participation,
                                  No Development




Participation is the active engagement of the minds,
hearts and energy of the people in the process of their
own healing and development.
                  FOUR WORLDS PRINCIPLES FOR CONSULTATION
       Purpose
       • Create team commitment, trust among diverse participants
       • Identify opportunities and solve problems
       • Determine the best course of action

       Ten Principles for Success
       1.    Respect each participant and appreciate each other‟s diversity. This is the prime
             requisite for consultation.
       2.    Value and consider all contributions. Belittle none. Withhold evaluation until
             sufficient information has been gathered.*
       3.    Contribute and express opinions with complete freedom.
       4.    Carefully consider the views of others --- if a valid point of view has been offered,
             accept it as your own.
       5.    Keep to the mission at hand. Extraneous conversation may be important to team
             building, but it is not consultation, which is solution driven.




© 2006, Four Worlds International
                  FOUR WORLDS PRINCIPLES FOR CONSULTATION


         Ten Principles for Success (cont’d)
         6.    Share in the group‟s unified purpose --- desire for success of the mission.
         7.    Expect the truth to emerge from the clash of differing opinions. Optimum
               solutions emerge from diversity of opinion.
         8.    Once stated, let go of opinions. Don‟t try to „„defend‟‟ your position, but rather let
               it go. Ownership causes disharmony among the team and almost always gets in the
               way of finding the truth.
         9.    Contribute to maintaining a friendly atmosphere by speaking with courtesy,
               dignity, care, and moderation. This will promote unity and openness.
         10. Seek consensus. But if consensus is impossible, let the majority rule. Remember,
             though, that decisions, once made, become the decision of every participant. After
             the group has decided, dissenting opinions are destructive to the success of the
             mission. When decisions are undertaken with total group support, wrong decisions
             can be more fully observed and corrected.




© 2006, Four Worlds International
                                   Principle #10:
                                 The hurt of one is
                                 the hurt of all; the
                                honour of one is the
                                   honour of all.


The basic fact of our oneness as a human family
means that development for some at the expense of
well-being for others is not acceptable or sustainable.
                                  Principle #11:
                                       Spirit




Human beings are both material and spiritual in nature.
It is therefore inconceivable that human community
could become whole and sustainable without bringing
our lives into balance with the requirements of our
spiritual nature.
                Who does not trust
                enough will not be
                     trusted.
                                              -Lao Tsu

© Copyright 2006, Four Worlds International
                                    Is It Spiritual?
                    Programs, HR Policies, or Behaviors of Managers

                                                    Situation 1/   Situation 2/   Situation 3/
                                                    Proposed       Proposed       Proposed
  Questions to Ask                                  Behavior       Behavior       Behavior
   1. Is it trustworthy? (Is it honest and
      transparent?)
   2. Does it create unity?
   3. Does it maintain dignity?
   4. Are my intentions pure? Am I detached?
   5. Is it just?
   6. Is it done in a spirit of service?
   7. Does it show humility?
   8. Would I be ashamed if others knew about it?
   9. Does it demonstrate and develop competence?
  10. Would I want to be treated this way?
      Would the other person(s) want me to
      behave this way (Wisdom of Love)?



© 2006, Four Worlds International
                                Principle #12:
                              Morals and Ethics




Sustainable human and community development
requires a moral foundation. When morals decline
and basic ethical principles are violated,
development stops.
     Four Worlds International Institute
     Suggested Qualities of Principle-Centered Leaders
     1. Spiritually centered - actively in a relationship with the Creator

     2. Morally strong - lives a good moral life, suitable to stand as a role model
     (particular attention to the issues of addictions, relations with the opposite sex and
     honesty regarding money should be considered).

     3. Believes in the people's capacity to heal and develop, and shows this belief in the
     way they work with the people.

     4. Is engaged in his or her own healing journey and is a relatively healthy person.

     5. Has a good mind, and clearly understands the process of healing and
     development, and the issues the people are facing.


© Copyright 2006, Four Worlds International
     Four Worlds International Institute
     Suggested Qualities of Principle-Centered Leaders

     6. Listens to the people with respect, love and humility.

     7. Has demonstrated devotion to the people's healing and development by hard
     work and a good attitude over a long time.

     8. Shows true respect for the Creator, Mother Earth, and all persons (does not
     show disrespect for anyone including women, men, youth, the poor, other races,
     etc.).

     9. Can work well with other in a team

     10. Strives to work from a position of forgiveness, unity and harmony with
     everyone.

© Copyright 2006, Four Worlds International
                                       Principle #13:
                                           Learning




Human beings are learning beings. We begin learning while
we are still in our mothers wombs, and unless something
happens to close off our minds and paralyze our capacities,
we keep learning throughout our entire lives. Learning is at
the core of healing and development.
                                   Principle #14:
                                   Sustainability




To sustain something means to enable it to continue for a
long time. Authentic development does not use up or
undermine what it needs to keep on going.
                                       Principle #15:
                                   Move to the Positive




Solving the critical problems in our lives and communities
is best approached by visualizing and moving into the
positive alternative that we wish to create, and by building
on the strengths we already have, rather than on giving
away our energy fighting the negative.
                        Love and Spirituality at Individual Level
    What Does                      What Helps         What Blocks          What are
    Love and                       Develop Love       Love and             Loving and
    Spirituality                   and                Spirituality?        Spiritual
    Look Like?                     Spirituality?       Narcissism;         Outcomes?
    Person becomes                 Desire to become obsession with         Steadfast focus
    more honest, fair              a better person, to status; focus on    on developing
    and dignified,                 strive for higher the “seen”            New
    and strives for                goals, to serve     acquisition of      Management
    competence and                 others.             material goods,     Virtues and
    excellence.                                        status; focus on    serving others.
                                                       the “seen” world.




© Copyright 2006, Four Worlds International
                             Love and Spirituality at Team Level
    What Does                      What Helps         What Blocks        What are
    Love and                       Develop Love       Love and           Loving and
    Spirituality                   and                Spirituality?      Spiritual
    Look Like?                     Spirituality?      Power and          Outcomes?
    Groups more                    Groups welcome     political games,   Organic unity of
    accepting of                   new members,       rigid behavior     members, who
    diverse styles and             practice inquiry   norms,             nonetheless
    members; real                  skills, seek       Groupthink;        maintain
    listening takes                diversity,         member value       individuality.
    place; members                 encourage frank    based on status;
    willing to detach              and loving         double standard
    from own ideas                 communication.     for high and low
    and agendas and                                   status members.
    search for “best”
    solutions.

© Copyright 2006, Four Worlds International
                     Love and Spirituality at Organization Level
What Does Love What Helps          What Blocks                                    What Are
and Spirituality Develop Love      Love and                                       Loving and
Look Like?       and Spirituality? Spirituality?                                  Spiritual
Equitable and fair                 Hierarchy is             Lack of               Outcomes?
distribution of                    flattened; removal of    trustworthiness       Capacity
resources; removal                 position-privilege;      and honesty by        development of
of most “perks” for                workers truly            managers; higher      all members;
management;                        empowered;               levels grip and       high energy and
willingness to see                 managers are             preserve maximum      commitment
people with                        coaches not cops;        power; managers       levels; sharing
individual needs                   employees trusted        manipulate to gain    and
rather than as a                   and treated as adults;   goals; organization   connectedness;
human resources;                   higher levels do not     more concerned        a real
open/fair/respectful               abuse power or take      with profits than     community.
communication up-                  advantage of             with people.
down and down-up.                  authority.
© Copyright 2006, Four Worlds International
                            Love and Spirituality at Society Level
What Does Love         What Helps                           What Blocks         What Are
and Spirituality       Develop Love                         Love and            Loving and
Look Like?             and                                  Spirituality?       Spiritual
Change in institutions Spirituality?                        Legal and political Outcomes?
of society to reflect                  True justice in      power tightly held    Development of
extreme reduction of                   legal system;        in the hands of a     potential of all
prejudice and                          equal access to      corrupt elite;        groups of
privilege; rewards                     education;           repression and        society; unity of
based more on                          acceptance of        abuse of lower        various regions
meritocracy; move                      various cultural     classes and certain   and groups;
away from power-                       and ethnic groups;   other groups;         organic
based to truth-seeking                 lack of oppressive   dishonesty and        wholeness of
institutions.                          policies toward      corruption seen as    society.
                                       any ethnic or        necessities for
                                       class groups or      survival.
                                       women.
© Copyright 2006, Four Worlds International
                                  Principle #16:
                                 Be the change
                                You Want to See




The most powerful strategies for change always
involve positive role modeling and the creation of
living examples of the solutions we are proposing.
By walking the path, we make the path visible.
The Reunion of the Condor and Eagle
         About This Initiative
       Reunion of the Condor and Eagle with the Jaguar and Boa

       About This Initiative
             The Reunion of the Condor and Eagle initiative combines not-
             for-profit development work with for-profit business and
             investment ventures. The core concept is that these two
             branches of the initiative must work together like the wings of
             a condor or eagle; each part is neccesary and makes a vital
             contribution to the progress of the bird in flight. These two
             brances of the work will be carried out jointly by the Four
             Worlds International Institute for Human and Community
             Development (our non-profit arm) and Four Directions
             International (our for-profit arm), along with other interested
             organizations, institutions and Governments across the
             Americas and around the world who choose to be part of the
             agreement.
© 2006, Four Worlds International
        Reunion of the Condor and Eagle with the Jaguar and Boa

        About This Initiative (cont‟d)
              The core strategy of our initiative is sustained at the centre of
              the Reunion of the Condor and Eagle with the Boa and Jaguar
              Initiative, by the vision, life preserving, life enhancing values
              and guidelines for action described in our sixteen (16)
              principles for building a sustainable world, and on the strong
              cultural foundation of the Indigenous communities with which
              we work. These principles emerged out of an intensive formal
              consultation and participatory research development process
              with hundreds of Indigenous elders, communities and
              development practitioners across Canada and internationally
              over the past eighteen years.


© 2006, Four Worlds International
        Reunion of the Condor and Eagle with the Jaguar and Boa

        About This Initiative (cont‟d)
              Our intention is to promote sustainable human prosperity and
              well-being for Indigenous people. Widespread research has
              shown that building up people‟s health, human capacity and
              social capital (trust, cohesion, cooperation) also greatly
              enhances that peoples‟ general capacity for sustaining profit
              making ventures. Conversely, a significant portion of the
              wisely and fairly distributed returns on successful business
              ventures need to be re-invested in human and community
              development initiatives if Indigenous communities around the
              world are to emerge from the cycle of depravation and
              dependency that has affected them for so long.


© 2006, Four Worlds International
LINES OF ACTION

               Based on this consultation and development process, there
are four key lines of action that we believe must be woven together
to create a sustainable development strategy for the Indigenous
peoples of the Americas.
1) Prosperity Development
2) Capacity Building
3) Governance and Civil Society Development
4) Building Appropriate Partnerhships and Networks



© 2006, Four Worlds International
             Reunion of the Condor and Eagle with the Jaguar and Boa
                 This four part strategy can be displayed using a medicine wheel as follows:

                                              Governance and Civil Society
                                                     Development



     Capacity Building
     Involving Healing,                             Sustainable                       Prosperity
        Human and                                  Vision, Values                   Development
        Community                                                                 (Micro and Macro)
       Development,
                                                   and Principles
    Education & Training



                                                Building Appropriate
                                              Partnerships and Networks
© Copyright 2006, Four Worlds International
1) Prosperity Development -Involves both micro-
economic projects (including access to credit, capacity building and
technical support, particularly related to small business
developments) and medium to larger enterprises (requiring
investment monies, capacity building of Indigenous business
organizations and technical assistance, particlarly related to product
development, legal and financial support and marketing.)




 © 2006, Four Worlds International
       2) Capacity Building-                Relating to basic processes of
       human and community develpment; healing from trauma (when
       required); and, both formal and non-formal education and training
       initially tied to learning requirements for development and business
       projects on the immediate horizon.




© 2006, Four Worlds International
        3) Governance and Civil Society Development-
        This sector entails building the capacity of local community and
        regional organizations and groups to contribute constructively to the
        common good. As well, it involves developing the capacity of
        Indigenous organizations and Indigenous leadership to work
        effectively with their own communities and with the wider world.




© 2006, Four Worlds International
       4) Building Appropriate Partnerships and
       Networks-                    This work includes connecting Indigenous
       organizations and communities with viable partners (both from
       across the Indigenous world and from the wider society); partners
       that bring a value-added contribution to Indigenous development and
       business initiatives. It also involves strengthening and mutually
       reinforcing Indigenous networks, so that the collective strengths of
       Indigenous people across the Americas can be brought to bear on
       specific international, national, regional and local development
       initiatives.

© 2006, Four Worlds International
             Reunion of the Condor and Eagle with the Jaguar and Boa
                 The process we have already begun involves four (4) phases:

                                              Listening and Visioning




     Building The Systems
     and Mechanisms for                                                        Participatory
       People-Centered                        Process Objectives                 Planning
         Development




                                                Capacity Building

© Copyright 2006, Four Worlds International
     PROCESS OBJECTIVES

     What we have just discussed describes the outcome objectives of our
     strategy, which tells us what we want to acheive. What follows
     describes the processes, i.e. how we plan to work to acheive these
     outcomes.
     I.       Listening and Visioning
     II. Participatory Planning
     III. Capacity Building
     IV. Building the Systems and Mechanisms for People-Centered
     Development


© 2006, Four Worlds International
     I. Listening and Visioning
           This phase involves relationship building,
     recovering cultural resources and local knowledge,
     establishing a values foundation, listening to and
     documenting the people ‟s story and setting
     sustainable goals.




© 2006, Four Worlds International
   II. Participatory Planning
         This phase involves engaging the heart and
   minds of indigenous people who are to benefit
   from our initiatives in mapping the real situation
   and in defining and planning strategic lines of
   action.




© 2006, Four Worlds International
       III. Capacity Building
             As a process, this aspect involves non-formal
       training, as well as formal (accredited) courses and
       programs; both which will eventually be offered by
       the Four Worlds College of Human and
       Community Development of Mexico along with
       other related educational institutions of Mexico
       who would like to participate, as well as, technical
       support, coaching and mentoring for specific
       business and development ventures.

© 2006, Four Worlds International
IV. System Building
      This aspect involves building sustainable
processes and practical mechanisms that actually
promote human and community development, at
every level of society for all people (children,
youth, adult women, men and elders) and in all
sectors of life (economic, environmental, social
well-being, governance and administration, cultural
recovery and development, etc.)


© 2006, Four Worlds International
           Building The Systems and
         Mechanisms for People-Centered
                 Development
             All four phases will be repeated many times as the
      initative unfolds. Each time it is, the dynamics of actions,
      informed by reflection, and leading in turn to refined
      action animates the work. In a certain sense, we are re-
      making the path by walking it and re-mapping the territory
      as we go. Yet, the innovative dimensions of this work are
      also guided and inspired by principles and perspectives
      that are rooted in thousands of years of Indigenous life and
      tradition.

© 2006, Four Worlds International
 NEITHER RED TAPE
  NOR INDIGNITIES
  CAN HINDER THE
  DIVINE PROCESS!

© 2006, Four Worlds International www.fwii.net

				
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Description: Great Nations Are The Natural Result Of Great People