Some humbleness can be in fact arrogance.
It’s not unusual to show humbleness somehow ostensively. Well, ostensiveness is everything but humble.
It’s also frequent to be demanding on the conditions we put to be humble. Well, being humble and demanding just don’t go together.
True and genuine humbleness is a silent gratitude for the fact that life is constantly providing us with signs of what we may improve in our Human condition.
It doesn’t really matter if the information we need for our growth comes from a napkin laid on the floor or from the disloyalty of a colleague.
The most important is to be aware to the signs (that are many) and make the best out of them.



Sometimes all the help we want is to keep disfunction at bearable levels.

To put an absolute end to disfunction involves changes in the relationship dynamics that are so big that can’t possibly be unilateral.
So, because true change is so frightening, managers/employers look for solutions that only change those that are giving them a hard time and those, in reality, are less then a half solution for the problems.


The company owners say that they got shocked with the lack of sensibility of this worker – “He should be aware of our difficulties now! Is that possible that in times like these he only thinks of himself?!”.
The worker doesn’t accept the lack of sensibility of his employers – “I’ve been doing everything under my possibilities to help this company survive! Can’t they see that we are still operating thanks to my many extra miles?!”.
Communication has these things. 😦




The conflict between these two forces is not this evident in our daily lives. It doesn’t mean it’s not present in all our choices, even the smallest.

This is just an example that illustrates our deepest dilemma in a very clear way. It’s not a choice between Good and Evil or between the little angel and the little demon floating over our shoulders. It’s a conflict between our fears and our will of being Great. It’s the difference between following a path that makes us prisioners of a lie and the path that frees us through the truth.

And it must be an internal decision because external pressures can make us even more confused.

We need to be conscious of these forces just as much as we need the water we drink everyday.

Can you imagine an organization where people make their decisions in a fully conscious way? Even the wrong ones? Without the need of lying or rationalizing just to make peace with their consciousness? Do you think it’s impossible?




All these responses can be observed in organizations. Each of them serves different values and contribute differently to the culture of an organization. Small details, right? But very important ones.


We tend to compete with those that we perceive immediately above us instead of those that really oppress us.

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