1. UNIVERSAL MISSION STATEMENT Chapter 31 “ To Improve the Economic Well-being and Quality of Life of All Stake-Holders” Mark Klein Phil Rogers

2. THREE PARTS  Economic well-being  Quality of life  All Stake-holders

3. ECONOMIC WELL-BEING  Organizations are established primarily to serve economic purposes  Employment provides for people’s livelihoods  Jobs produce wealth

4. QUALITY OF LIFE  Acceptance and love  Challenge and growth  Purpose and meaning

5. QUALITY OF LIFE  Fairness and opportunity  Life balance

6. ALL STAKE-HOLDERS “WHO WILL SUFFER IF THE ENTERPRISE FAILS?”

7. BENEFITS  Ecological balance  Short- and long-term perspective  Professional challenge

8. BENEFITS  Management context  Personal sense of stewardship

9. Mihaly Csikszentmihalyi Today many American corporations spend a great deal of money and time trying to increase the originality of their employees, hoping thereby to get a competitive edge in the marketplace. But such programs make no difference unless management also learns to recognize the valuable ideas among the many novel ones, and then finds ways of implementing them.“ Professor and Former chairman of the Department of Psychology at the University of Chicago Author of Creativity, Flow and the Psychology of Discovery and Invention, Good Business: Leadership, Flow, and the Making of Meaning

10. PRINCIPLE-CENTERED LEARNING ENVIRONMENTS Mark Klein Phil Rogers

11. Controversy  Expectations of society stem from trust issues. Communication processes begin to deteriorate.  Siege mentality

12. Lack of Common Vision  Scarcity mentality-few resources This leads to a competitive work environment instead of one with synergy- Insert class wave here. Without common vision the process goes awry. Vision should include improvement

13. The mission statement  The Mission Statemet What is it your life is about? How are you going about it?

14. Natural Laws of Change  “Personal integrity develops strength of character.”  Growth in mutual trustworthiness  Be proactive and inwardly directed

15. The Trim-Tab Factor  “By making changes in your part of the system and believing that through a process of patience and diligence you begin to have reverberations on other parts of the ecosystem.”  Transition figures

16. Shared Responsibilities

17. An Ecosystem For Learning  Self-Confidence and Self-Esteem  Impacting the “Ecosystem” Result: students become more learner driven => the teacher becomes more empowered

18. Driving vs. Restraining Forces  Inside-out approach  Create the proper environment Be patient

19. Implementing  The process depends on five prerequisites for success 7 habits Understanding importance of private victories Patience Alignment “Walk the talk”

20. Questions?  Thanks