You may choose to answer this on the Facebook pages as I believe it is a vibrant subject.
Very timely and pertinent to the malaise of beleaguered businesses right now. Especially the SME enterprises, and I suspect it is because many HR people do not appreciate the relationship between the business owner and their employees at a Spiritual level – that all beings are seeking the same things in life – meaning, purpose, fulfillment, fair exchange for their contributions and balanced life, in which they get to be who they are born to be.
Can you summarise the power of the GAME plan as an employee/ employer win-win piece within any organisation that is seeking to make a positive impact (and maybe make money) but where the people in it are aligned – the bosses, leaders, and employees/ volunteers? I want attention to the 4 Ps, the corporate ikigai, the firms of endearment.
The key aim of the Game Plan is to create well-being and put in place the wealth to support it.
The old school approach was to either just stick to the money and ignore life (money-centred financial planner) or live the best life for the money you have (life-centred financial planner). That is. Well-being isn’t considered, or you get the best well-being you can afford.
With the Game Plan:
We ask, “what well-being would you like” and then put in place the wealth to support it. Here you find higher levels of well-being than can be achieved from paper asset sales programmes.
McKinsey Global Institute declares that stakeholder capitalism, in which companies carefully manage the trade-offs between their varying stakeholders, is the key to long-term value creation.
Stakeholder capitalism is a recognition that any company is a social organisation that needs engaged workforces, loyal customers, supportive shareholders, and strong brands, all whose claims have to be managed, alongside financial priorities.
Whether your client is a person or corporate or other entity … it doesn’t matter … the question is the same.
What would be the ideal state of well-being, and what do the financials need to look like to support you?
As you know, whether individual or entity, the asset strategy that gets you to well-being quickly with the least amount of downside risk is the “business plan of you.”
We follow the principles of the whole-person paradigm (Ikigai) or the whole-business paradigm (Quadruple bottom line/ 4Qs/ the Firm of Endearment studies). We get accelerated financial growth and a lower risk of failure.
The assets audit of a business and its workers looks like this:
|Person – Tangible||Paper Assets||Physical Assets|
|Intangible Productive||Know-how||Skill/ Time/ Location||People network/ connections||Reputation/ Integrity/ Character|
|Intangible Vitality||Mental Wellness||Physical Wellness||Emotional Wellness||Purpose/ Values|
|Business-Tangible||Paper Assets||Physical Assets|
|Intangible Productive||Intellectual property/ licenses/ trademarks/ copyright||Software||Client or prospect lists, stakeholder lists, etc||Brand|
|Intangible Vitality||Stakeholder mental well-being||Stakeholder physical well-being||Stakeholder emotional well-being||Cultural alignment of stakeholders|
It’s simple stakeholder economics. There is a cultural misalignment in an organisation; we get a high risk of entropic failure. See Culture Assessment – Barrett Values Centre
One of the universal principles of the Game Plan is “as above so below, as below so above.”
If each stakeholder of an organisation has wellness and well-being and the economic resources to maintain them, then so too does the organisation. And vice versa.
For example, a wellness, well-being, and wealth management programme as part of an employee benefits package will reap the rewards for the business.
If each worker has whole-person well-being and financial security to sustain them, they are more productive, engaged, motivated, present, aligned, and working as a team. All are pulling in the same direction. And the result for the business is higher levels of productivity and customer satisfaction.
As can be seen from the Firms of Endearment studies, the business can double in size every three years relative to average market participants by following this approach. Firms of Endearment | Second Edition
And, according to CB Insights, with a lower risk of failure. Why Startups Fail: Top 12 Reasons l CB Insights
High returns, lower risk. The efficient frontier of possible performance. And delighted stakeholders!
Wellness, well-being, and wealth management employee benefits programmes are absolute no-brainers.
A complete win-win for employers and employees. And, for that matter, all stakeholders!