The sustainable world of work and business
A job we can keep loving!
What does sustainability mean?
We define sustainable labour and business as dignity inside the circular dynamicsthat exist in the person, the organisation and the relationship between them. It is about honour The past, be In the present, dear for the future and learn of the whole.
There are some key concepts in this definition that we will unfold below.
Dignity
We use dignity as the guiding principle to meet in respect:
- Recognising people's worth
- Having opportunities to expand our horizons and value,
- and appreciate the joy and values of others.
Sustainability, Sustainability, Sustainability and Sustainability
Inner Sustainability is about standing strong in your core and acting in integrity with your identity - with presence in today's complexity.
Sustainability is the ability to respect and build on where we come from and where we want to go - connecting the learning of the past with the vision of the future.
Sustainability is the drive to grow, learn and put knowledge into practice.
Sustainability is to act with care, where humanity and relational responsibility are integrated into what we do.
Circular dynamics
The sustainable working life requires us to think in cycles rather than linear processes.
Circularity
Just as the butterfly model of the circular economy shows the journey of materials in closed loops, our model shows how experiences, relationships, energy and meaning can be rebuilt, amplified and brought into play throughout working life.
Circularity is not just a principle - it is a form that connects past, present and future in a dynamic interaction between person, organisation and society.
Axes
Axes is the central point of tension and direction where the four layers (identity, vision, knowledge, culture) connect the person and the organisation. This connection creates circularity and sustainability in working life.
Knowledge is an intended improvement at the tactical level.
Vision is a perspective-creating innovation at the strategic level.
Identity is a mission of transformation on a universal level.
People
Cords
A sense of connection and importance in the community, where you feel seen and included.
(Up)qualification
An active development of knowledge, skills and perspectives that empower action and learning.
Job/role change
An alignment of function and responsibility that enables new direction, growth and value in practice.
Career change
A conscious choice to change life path and purpose, rooted in personal meaning and identity.
Organisations
Affiliation
A relational bond that creates community, safety and engagement in daily practice through relational leadership.
Development
A continuous movement towards improvement and renewal through learning and reflection.
(Re)organisation
Aligning structure and collaboration to support direction, purpose and change.
(Re)structuring
A deep transformation of framework and identity for long-term meaning and sustainability.
Everyone is worthy of a good working life
Therefore, a continuous focus on what such a working life looks like will make a world of difference AND make a difference in the world.
The sustainable working life requires long-term vision, a conscious mission and, not least, persistence.
Where attention goes, energy flows.
The organisation's actions and values are the starting point for the impact it has on the individual, society and the world.
A sustainable mindset - broad-based, diverse knowledge and inclusive structures are essential.
We believe in the creative individual, the synergy when the mechanisms between people are optimal and our collective ability to change when a new common direction for the common good is set.
How do we master the sustainable working life?
A sustainable working life is about creating quality of life throughout the entire working life cycle - for both the individual and the organisation, with a focus on sustainable results.
We must make choices we can bear - and let ourselves be carried by the community.
Strengthening and cultivating culture brings this community to life.
Connecting past experiences with present decisions and future potential.
Shared culture is created in the tension between personal identity and organisational responsibility.
A work life with life in it is something to love and cherish.
A working life where you are true to yourself, true to your purpose and true to your mission.
A working life with life in it
When everyday life is energising, well-being, performance and community grow.
People don't leave the job - they leave the bad vibe. And the best ones leave first.
That's why you can quickly feel the impact of a dedicated culture effort on your bottom line. Both the emotional AND the financial.
Everyone 'just' wants to feel seen, heard and recognised.
If that's not present, we leave - hence the term silent quitting.
This requires a new management style, and it requires everyone pulling together. Because culture is the mechanisms between people. It's not 'just' a management task - but it starts there.
Together we can and must design a working life that is built for people.
"We understand with our concepts, and if we do not have concepts with which to understand, then..."
Quote by Steen Hildebrandt, and we completely agree.
In the context of sustainable working life, this quote emphasises the importance of developing and applying concepts that promote well-being, collaboration and meaningfulness. By raising awareness and adjusting our language, we can create a culture that supports both individual and organisational development.
That's why we at Ex3 People have spent a lot of time finding the right concepts to understand and strengthen the sustainable working life with concrete tools.
"If we don't change direction, we'll end up where we're going."
- Steen Hildebrandt
Concepts are at the core of our methodology for data, dialogue and education. With our universe of concepts and associated tools, we concretise the sustainable working life so that you can understand it too. Both on an individual and organisational level.
"It's a strange thing about human beings: I can know a lot about sustainability and sustainable management, I can be an expert in sustainable management, but when it comes to my own practice, my own daily actions, I can find myself doing something completely different."
- Steen Hildebrandt
This very fact speaks in favour of giving the process time - through education. Because too many of us are trapped in the 'knowing-doing' gap. We mentally know that we need to do better, but we are not yet doing it. This must be closed if we are to truly master the sustainable working life.
A sustainable working life should enable individuals to perform their work under living and working conditions that provide good conditions for constructive and meaningful participation, both in current and future jobs, while maintaining good health and psychological well-being.
You're not alone - and neither are we
More and more people recognise the importance of cracking the code to a sustainable working life. Steen Hildebrandt is just one of them. Think Tank Sustainable Working Life, focuses on the following key points:
Work organisationally with prevention and involve your employees
Work organisationally with prevention and create opportunities for employees to discuss what excites and stresses them at work and what possible solutions they see. At the same time, it should be clarified at what level the problem has arisen and where it can best be solved. Is it at an individual, group, management or organisational level?
This is precisely the idea behind our PCI® Culture Universe. Here we invite you to an ongoing and continuous data-driven cultural dialogue, which, based on high psychological safety, opens up for an honest dialogue. Culture is a mechanism between people and the dialogue models allow for responsibility to be taken where it belongs. Improvement suggestions are deeply rooted by high involvement and co-creation. We have developed cultural analyses and dialogue models that cover individual, team, leadership and organisational. With increased awareness, people, language and leadership are formed.
Learn to lead
Managers should have the opportunity to be trained in health and safety management and in knowledge about the interplay between productivity, quality and health and safety. Health and safety training for managers should be made explicit and prioritised in line with other strategic focus areas such as financial management.
Ex3 People's management TEAM programme focuses on the cultural glue that binds professional management, operational management, human resources management and strategic management together and makes it all come together. Over time, your leadership potential is developed and released, and your cohesion strengthens the entire organisation towards a stronger vision, identity and leadership practice. You are helped to team up and create better and healthier results in the leadership team and for the employees. With ongoing PCI® Culture Analyses and dialogues, you'll create data-driven cultural development that makes you sharper in your everyday work. The form allows you to develop continuously and the platform ensures that you collect and integrate your leadership gold.
Strengthen leadership communities
Strengthen leadership communities for the common good. Strengthened leadership communities and sustainable leadership are created by sharing knowledge and experiences. Targeted work with collegial support, exchange of experiences, sparring in relation to specific, difficult and perhaps dilemma-filled issues, development of your own daily management, etc. will be important focal points.
At Ex3 People, we have often experienced that a leadership team is not necessarily a leadership team. That's why we always start by building this important foundation. The PCI® Team Wheel can be the lever, or you can choose our leadership TEAM programme, a 30-month training programme for the entire leadership team that ensures common direction, strengthened culture and strong results - the sustainable way.
Be proactive in your leadership
Being proactive and on the cutting edge requires good knowledge of the status of the department's tasks and the employees' situation. Being proactive, having systematic contact and following up with employees can support employees' ownership of solutions, flow and quality and make them feel valued.
We have developed data and dialogue models to support this, and at the same time we have developed a management TEAM training that equips managers to better solve this task by working with their own emotional intelligence.
All focus areas from the think tank are covered in our PCI® Toolbox, which you can certify yourself in.
Goodbye to short-term solutions and hello to new long-term solutions that ensure a sustainable working life for the future.
Become part of the movement. Support our crowdfunding.
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