CREATE CLARITY

6 critical questions:
1- Why do we exist
2- How do we behave
3- What do we do
4- How will be succeed
5- What is the most important right now
6- Who must do what

1 WHY DO WE EXIST?
TO BRING PEOPLE BACK TO GODHEAD
2 HOW DO WE BEHAVE?
CORE VALUES: MOOD OF SERVICE/ INCLUSIVENESS/
Mood of service: being available/ be aware of what is needed/ be of service for all
living entities+ deities/ serving with empathy
IN ONE SENTENCE: HUMBLE DEVOTION, SERVANT OF ALL

ASPIRATIONAL VALUES: WELL ORGANIZED/ PROFESSIONAL/ PLEASANT

PERMISSION TO PLAY: HONESTY/ CLEANLINESS/RESPECT/ DECENCY
ACCIDENTAL VALUES: YOGA PEOPLE

3- WHAT DO WE DO?
We offer the practices of Bhakti yoga (kirtan-prasadam-sat sang) and Hatha yoga in a
beautiful and natural environment for the pleasure of the congregation.
4- HOW WILL BE SUCCEED?
CREATE BEAUTIFUL AND CONDUCIVE ATMOSPHERE TO BHAKTI YOGA (ENTHUSIASM)

OUTREACH HOW TO BE MORE VISIBLE

TO CREATE A STRUCTURE THAT WILL ALLOW THE STAFF TO BE FUNCTIONAL

5 WHAT IS THE MOST IMPORTANT RIGHT NOW?

THEMATIC GOAL: TO CREATE SUCCESSFUL OPERATIONAL UNITS IN THE ASHRAM
DEF OBJECTIVES: EMPOWERING TEAM/ REINFORCING VALUES IN THE ASHRAM/
MINIMIZING TURNOVER PERSONEL
SOO: OFFERING TRAINING/WEEKLY MEETINGS/ HAVE CLEAR ROLES AN
RESPPONSABILITY (MANUAL)/ PROVIDE A CARING ENVIROMENT ATTENTIVE TO THE
NEEDS OF THE PERSONEL/ COMMUNICATION /HAVING A SPECIFIC HIRING ROCESS THAT
HELP IDENTIFY SUITABLE PEOPLE
(STANDARD OPERATING OBJECTIVES)*
6 WHO MUST DO WHAT?
ATUL: training/ classes
KAVERI: building a team/ sustain it/ organize weekly meetings/ manuals
SHEYNA: Training/ teachers/ organize events/devotee caring/
IAN: Finances
ANA URIBE: Administration Yoga
CATALINA: Marketing
ANA: Limpieza y mantenimiento del ashram y hospedaje/ produccion y venta de alimentos

Members of the team KNOW, AGREE ON, AND ARE PASSIONATE ABOUT THE REASON
WHY THE ORGANIZATION EXIST
We clarified, embraced a small, specific set of BEHAVIORAL VALUES
We are clear and aligned around STRATEGY that helps to define success and dif from
competitors
We have a clear current collective goal
We understand each other’s roles and responsibilities. We are comfortable to asking
questions about one another’s work
The elements of the organization’s clarity are concisely summarized and regularly
repeated and reviewed by the team

-OVERCOMMUNICATING CLARITY
We can clearly communicate the 6 aspects of clarity to others
we leave the meetings with clear and specific agreements we can repeat to others and we
cascade them quickly after meetings
we all can articulate the organization’s reason for existence, values, strategic anchors and
goals

REINFORCE CLARITY
We have a simple way to ensure that new hires are carefully selected based on our values
New people are brought into the organization by thoroughly teaching them about the 6
elements of clarity
Employees that don’t fit the values are out the organization. Poor performers who do fit the
values are given coach and assistance they need to succeed.
Compensations and reward systems are built around the values and goals

5 DYSFUNCTIONS
1 ABSENCE OF TRUST /INVULNERABILITY/OVERCOME BY EXCIRSE OF VULNERABILITY /
LEADER: SHOW VULN FIRST
2 FEAR OF CONFLICT/ ARTIFICIAL HARMONY/ OVERCOME BY WHEN UNCOMFORTABLE
REMIIND THEM ITS NECESSARY/ LEADER: PROMOTING CONFLICT AND LET IT HAPPEN
3 LACK OF COMMITMENT/ AMBIGUITY/ OVERCOME BY DISAGREE AND COMMIT/
*4 AVOIDANCE OF ACCOUNTABILITY/ LOW STANDARDS/ OVERCOME BY SIMPLE
REGULAR PROGRESS REVIEW/ LEADER: CREATES CULTURE OF ACCOUNTABILITY
*5 INATTENTIONS TO RESULTS/ STATUS AND EGO/ OVERCOME BY RESULT BASED
REWARDS/ LEADER: SELFLESS AND OBJECTIVE, RESERVE REWARDS FOR THOSE WHO
MAKE REAL CONTRIBUTIONS AN ACHIEVEMENTS

images related
5 dysfunctions illustrated
What’s most important right now illustrated