Matters of a commercial heart

[Garden in the bedroom]

Agape the normal wiring evokes images of interior design and personal sanctuaries, yet within the corporate sphere, it serves as a profound metaphor for sprouting and organic growth within the most intimate and private sectors of an entity. Often, companies focus exclusively on the front lawn, meaning the public image, the quarterly earnings, and the customer-facing interfaces, while neglecting the internal environments where the seeds of innovation are actually sown. Creating a garden in the corporate bedroom implies a commitment to nurturing the hidden, internal dynamics of the company, ensuring that the culture and thoughtset of employees are as vibrant and sustainable as a flourishing ecosystem.

To establish this internal garden, leadership must first recognize that a thriving workforce requires the same elements as nature: light, water, and fertile soil. In a business context, this translates to vision (light), resources and support (water), and a solid foundation of values (soil). Without these essentials, attempts to force productivity will result in a withered atmosphere. Executives must shift their perspective from viewing the internal entity as a machine to viewing it as a living organism that requires constant care, attention, and a conducive environment to bloom.

The concept of the bedroom introduces the element of psychological safety and rest, which are antithetical to the traditional hustle culture but essential for long-term success. Just as a bedroom is a place of recovery and vulnerability, the corporate culture must allow space for employees to recharge, reflect, and voice concerns without fear of retribution. A garden cannot grow if the soil is constantly trampled; similarly, creativity cannot survive in an environment of relentless pressure. By fostering a sanctuary within the workplace, companies allow the mental space necessary for deep thinking and genuine problem-solving to take root.

Diversity plays a crucial role in this corporate ecosystem, as a garden with only one type of plant is susceptible to disease and failure. A garden in the bedroom thrives on variety, different perspectives, backgrounds, and skill sets interacting to create a resilient system. When leadership actively cultivates this diversity, they ensure that the entity is robust enough to withstand market fluctuations. This biodiversity within the internal bedroom of the company leads to cross-pollination of ideas, resulting in innovative solutions that a monoculture could never produce.

However, cultivation requires the active process of pruning, removing the weeds of toxicity, outdated processes, and inefficiencies that choke out growth. This is often the most difficult part of maintaining the corporate garden, as it involves making tough decisions about personnel and strategies that no longer serve the entity's health. Leaders must be vigilant gardeners, constantly monitoring the internal climate to ensure that negative influences are addressed swiftly. This maintenance prevents the stagnation that can set in when a company becomes too comfortable or complacent in its private, internal operations.

The ultimate goal of cultivating this internal garden is to create a self-sustaining cycle of excellence where the health of the interior directly dictates the success of the exterior. When employees feel nurtured and safe within the bedroom of the entity, their engagement naturally spills over into their interactions with clients and the quality of their work. The internal vitality becomes the company’s greatest competitive advantage, creating an authentic brand presence that resonates externally because it is rooted in genuine internal well-being rather than superficial branding.

In conclusion: a ‘garden in the bedroom’ challenges companies to prioritize the health of their internal ecosystems with the same vigour applied to external growth. It is a call to move beyond sterile, mechanical management practices and embrace a more organic, nurturing yet firm approach to leadership. By tending to the soil of culture, ensuring the safety of the environment, and pruning away the toxic elements, businesses can create a sanctuary of innovation and resilience that are a welcome to the decor. Ultimately, a beautiful front lawn is only possible if the garden within is thriving, proving that true corporate power grows from the inside out…dp

[The worm with a bag]

As is the norm in the bustling corporate world, unique ideas often lead to innovation and success. One such idea that can make waves in the business community is 'the worm with a bag'. This peculiar concept challenges traditional norms and offers a fresh perspective on problem-solving within companies. Let's delve deeper into this intriguing concept and explore how it can revolutionize the corporate landscape.

At first glance, the notion of a worm carrying a bag may seem absurd, but its metaphorical significance is profound. The worm symbolizes the underdog, while the bag represents resources and opportunities. By embracing the idea of the worm with a bag, companies can empower their employees to think creatively and make the most of the resources at hand. This encourages a culture of resourcefulness and resilience, essential qualities for navigating the challenges of the corporate world.

Moreover, the concept of the worm with a bag emphasizes the importance of utilizing limited resources effectively, responsibly. In a competitive market where companies are constantly striving to outperform each other, making the most of available resources is crucial. By fostering a thoughtset of resourcefulness and innovation, entities can maximize their potential and achieve sustainable growth never imagined before.

The corporate world is no stranger to challenges and setbacks, but by embracing unconventional ideas like the worm with a bag, companies can overcome obstacles with creativity and ingenuity. This concept encourages thinking outside the box, challenging employees to explore new possibilities and solutions. By breaking free from traditional constraints, entities can discover innovative ways to address complex issues and drive progress.

In conclusion: the worm with a bag serves as a powerful reminder of the potential for creativity and resourcefulness within the corporate structures, and that vigilance is a bottom-up responsibility, not just a top-down mandate. By embracing unconventional ideas and encouraging innovative thinking, companies can unlock new opportunities and drive sustainable growth. In a fast-paced and competitive business environment, it is essential for entities to adapt and evolve, and concepts like the worm with a bag can inspire employees to push boundaries and achieve success. Excellence is maintained not by the absence of problems, but by the relentless pursuit of creatively solving them. Let this metaphorical worm with a bag be a symbol of resilience, creativity, and limitless potential within the corporate realm...dp

[Loss from uniformed uniformed]

As a business leader you thrive not only by your own intel, thus we acquire talent for diverse strategizing. Now, what is it to be if the failure comes from the very uniformed talent acquired? Having a staff compliment that's uniformed is a real curse. The blur line of cost underlying thereto sadly not highlighted enough for all to see its red effect path to the end.

A team that's a carbon copy of oneself can be a recipe for disaster, stifling innovation and breeding groupthink. The curse of uniformity can lead to a lack of fresh perspectives, causing even the most well-intentioned plans to falter. The result is a corporate culture that's stuck in neutral, unable to shift gears or adapt to changing market conditions. The antidote to this poison is a deliberate and intentional pursuit of diversity that's not just in demographics, but in thought, experience, and approach. It's about creating an ecosystem where differing opinions are not just tolerated, but celebrated and encouraged. It's where 'yes-men' are replaced by 'challenge-thinkers' who can poke holes in ideas and build bridges to better solutions.

But it's not just about hiring for diversity; it's about creating an environment where diverse voices are empowered to speak up, and where leaders are humble enough to listen. Mind you, defeating the spirit of growth is hiring by populist theme. The loss associated with such devastates even the worst of your nemesis. Many startups saw the close of curtains sooner than expected as a result of placing uninformed deployees in their uniform.

Hiring by populist theme is a toxic recipe, disguising mediocrity as meritocracy. It's a silent killer, draining the life out of innovation and strangling growth in its infancy. The consequences are dire – a hollowed-out organisation, stripped of vision and vitality, left to wither away like a neglected garden. The casualties of this approach are countless; startups that never quite take off, ideas that never see the light of day, and potential that's lost in a sea of sameness. And it's not just the organisation that suffers, individuals do too, being forced to work in environments that're antithetical to growth, creativity and progress.

The uniform becomes a straitjacket, stifling creativity and initiative. The uninformed deployees, ill-equipped to handle the challenges of a rapidly changing landscape, become anchors holding back the organisation. It's a lose-lose situation, with the only winners being the competition, who get to swoop in and pick up the pieces.

To frame the norm around hiring against the yes-men is a threat to comfort that is but a huge favor to your entity. If we can learn to normalize implementing with what's best for the organization not the founders then growth will be realized. Debase 3rd Monday adjustments and cruise along and trade income flashings with cheap truths of fake stress stunts. Firing (or rather, not hiring) comfort is a liberating experience, freeing the organisation from the shackles of stagnation. It's a bold move, one that requires courage and conviction, but the payoff is immense. By prioritising what's best for the organisation over personal comfort, founders can unlock a powerhouse of innovation and progress.

It's about time we redefine what it means to be a 'good' leader, not one who surrounds themselves with benefit blinded loyalists, but one who fosters an environment of constructive debate and challenge. That's where real growth happens, where ideas are tested, and where resilience is built. Normalizing this approach won't just benefit the organisation; it'll also filter out those who aren't genuinely invested in the mission, leaving a team of passionate, driven individuals who are all rowing in the same direction.

In conclusion: it's not about being right but rather being better. By embracing diversity of thought, experience, and approach, organisations can break free from the constraints of uniformity and unlock their true potential. So, let's shatter the myth that hiring by populist theme is the way to go. Instead, let's strive for a culture that celebrates challenge, fosters growth, and puts the organisation's needs above personal comfort. That's the path to sustainable success; through our uniform wearers who are informed and capable...dp

[Viable Permanence in Leadership]

In the corporate maze, leadership cometh not packaged as being just about achieving goals or wielding power; but punching the experience pad that's about the lasting impact you have on people. The memories you create, the values you instill, and the lessons you teach can outlast your tenure and even your lifetime. Viable permanence in leadership is about being intentional about the branded memories you leave behind a tattoo of.

A leader's true power lies not in their position, but in the hearts and minds of those they've influenced. When you lead with empathy, authenticity, and vision, you create a lasting impression on your team, your organization, and your community. You inspire people to be better versions of themselves, and that impact can ripple out for generations.

The memories people have of you as a leader are often tied to how you made them feel. Did you empower them to take risks and innovate? Did you listen to their ideas and value their contributions? Did you show them kindness, compassion, and understanding in tough times? These are the moments that leave a lasting impression and shape how people remember you.

A leader's legacy is defined by the systems, processes, and values they've put in place. When you've built a strong foundation, empowered your team, and instilled a clear sense of purpose, your leadership can outlast your presence. You've created something sustainable, something that can continue to thrive even if you're no longer there.

Leaders who prioritize viable permanence understand that their impact is not limited to their own achievements, but extends to the people they've touched and the systems they've built. They lead with a long-term view, thinking about how their decisions and actions will shape the future.

In conclusion: viable permanence in leadership is about leaving a lasting legacy that continues to inspire, empower, and uplift others long after you're gone. It's about being intentional about the impact you have on people and creating a foundation for sustainable success. So, what kind of leader do you want to be remembered as?...dp

[Radar of influence is vaulted in secrecy]

'Perception is best left unturned for what's underneath'[1], if you want peace with how you know something or someone. The same can be sirened about dealing with security and secrecy. Where there's a way someone is seen to be known for who he is, don't tamper with that deflection, or it be something known as is, not to attempt switching narratives if it's against the collective norm unless if it's hazardous to them.

It's an open secret that in today's world, perception is currency and narrative is power. When we speak of influence, we're often referring to the unseen forces that shape our overstanding of the world and ourselves. And, perception, much like influence, is a delicate balance of light and shadow, lest we risk disrupting the fragile equilibrium of our constructed realities. But what happens when the veil is lifted, and the narrative is challenged?

In the realm of individual identity, the stakes are high. We're often cautioned against tampering with someone's carefully crafted narrative, lest we unleash a maelstrom of unintended bruising consequences. But what about when the narrative is rooted in harm or oppression? Do we prioritize the comfort of the individual, or the well-being of the collective?

This tension between individual perception and collective security is a tightrope walk, requiring finesse and nuance. As we navigate the complex web of narratives, we must ask ourselves: whose story are we perpetuating, and at what cost? On the other hand recalling that a secret is a fantasy erection to a blabber, failing to see the leverage they hold through it.

In corporate South Africa, a country with a complex history of social change, failing transformation, huge wealth gap, high unemployment, graduates oversupply, etc. stakes are high. The collective narrative is a powerful force, shaping our identity feel, asserting our belonging, and reaffirming purpose. But what happens when that narrative is challenged or disrupted? How do we reconcile our existing identity with new information or perspectives?

The answer lies in embracing the messiness of human experience. By acknowledging the power of narrative and the fragility of perception, we can begin to build bridges between individual and collective understanding. It's not about switching narratives or erasing histories, but about creating space for multiple truths to coexist. With that on the plate, choosing what get told and what not as the process unfolds, crafters of that narrative forge standing to gain influence for their silence.

In conclusion: it's not about being correct; but about being the right fit for the process. Making others stick to the said truth takes some words, and those cannot be from just about anyone, but that specific one to deliver. It takes a lot of characters debating the "one" who'll execute diligently sans any compromise on its integrity and repute guard. To be that, you have to be comprehending the concept of 'pledge to secrecy'. Now, the question is: are you the material worth risking a corporate secret with?...dp

[1] by KgeleLeso

[Be the message for a meaningful conduit]

With noise as the norm that's rapidly becoming the possium clutter, being the message is the ultimate differentiator. As we're in the age of information, opinions, and agendas, it's all making it harder to cut through the myriad of data heaps. But, what if instead of usual conveyance of a message, you became the message yourself? When you're the embodiment of your values, your passion, and your purpose, people take notice. Your actions, your words, and your energy become the conduit for meaningful connections and impactful change.

It's not about grand gestures, but rather about small, consistent moments of value where you show up authentically and unapologetically. Think about the leaders who inspire you, they're not just talking about their vision; they live it. They're the embodiment of their message, and that's what makes them memorable and at times adorable. When you're the message, you're not just communicating; you're creating an experience of your true being. You're showing people what's to be expected from you as possible, and that's incredibly powerful.

To be the message, you've got to know what you're about. What drives your whole? What gets you fired up? What do you stand for? When you're clear on your purpose, it's easier to show up as the message. Your confidence, passion, and actioned conviction become infectious. People start to rally around you, not just because of what you say, but because of who you are. Being you shouldn't come after what you're perceived as, but afront any perception about you. Keep being the prototype of your anchor of what you always become in situations.

Being the message isn't about being perfect; it's about being authentic. It's about being willing to be vulnerable, to take risks, and to put yourself out there. When you're willing to do that, you create a space for others to do the same. You build trust, credibility, and loyalty. As you embody your message, you'll start to notice something powerful happening. People will start to mirror your energy, your passion, and your purpose. They'll start to adopt your message as their own, and it'll spread. Your influence will extend far beyond your immediate reach, and you'll create a ripple effect of positive change.

In conclusion: being the message is about more than just communicating; it's about being the difference between reality and truth. It's about embodying your values, your desired outcome, and your purpose. When you do, you'll create a lasting impact, and that's the ultimate reward for your legacy. Be the message that builds aspirations, encourage participation, and open capacity capital that wasn't imagined possible, and watch how it transforms not just your world, but the worlds of those around you...dp

This article was co-written by Meta AI (Llama).

[Be rather exposed than informed]

Of late the world is actively obsessed with being 'in the know', and worse is 'first to know' and 'first to tell' as the art of being exposed to challenges, realities, and the raw fabric of life, which oftentimes gets splayed on the backburner. Be rather exposed than informed flips the script on passive knowledge consumption, nudging us toward experiential wisdom. Being informed keeps you in the stands; being exposed throws you onto the field to collect momentum stamps in the form of bruises, triumphs, and all. It's in the messy, unfiltered encounters where true learning seeps in, where theories meet the unpredictable test of real life.

Exposure doesn't come gift-wrapped with answers; it comes with questions, discomfort, and the odd epiphany. Think of the entrepreneur who's bankrupt but wiser, the artist who's vulnerable but authentic, the traveler who's lost but finds a new map. Exposure is where growth lives; messy, immediate, and often far more telling than any curated info feed. Info tells you 'about'; exposure shows you 'how'.

The trick is leaning into the discomfort of exposure. Stop shielding yourself from the raw edges of reality and let life teach you its unfiltered truths. Because at the end of the day, it's not about accumulating data points; it's about being shaped by what you face. Exposure is where transformation kicks in, in the fire of the unknown, not in the neat rows of textbooks.

This mindset doesn't dismiss knowledge; it puts it in its place. Facts and info are tools for your usefulness, but tools nonetheless. Exposure is the forge. The most powerful learning happens when you step into the arena, when you're forced to adapt, react, and recalibrate. Ask anyone who's navigated tough times, and they'll tell you: exposure left them stripped of pretenses and primed for growth.

So here's a nudge: seek out the exposures that scare you. Take that trip alone, switch career paths, say yes to the uncomfortable conversation. Because in exposure lies the messy, beautiful education of becoming. You don't learn to live by reading about life; you learn by living it; exposed.

In conclusion: being rather exposed than informed isn't a call to recklessness but a call to courage. Courage to step into the unscripted, to learn by doing, to let life leave its marks. Because when all's said and done, it's not the info we've hoarded that defines us; it's the exposures we've embraced. And to be the best of you, get messy, get exposed, to get growing...dp

The blog series