To successfully build better relationships in our communities is to make them safer. Listening, understanding, making efforts to connect, and having a sense of trust are crucial aspects of community relationships and engagement.

Businesses can lead by example with contracts designed to reduce conflicts and make a positive impact in the community. Everything done in the community is for the people, of the people, and by the people. This is a social responsibility we all share to make our communities better.

Society 2045 has an ongoing series of interviews with change-makers seeking to improve the way society works.

Society 2045 is a community of people from around the world seeking to co-discover a vision for the year 2045. The goal is to connect with leaders of emerging communities and movements across society and come together to co-create a better future.

Recently, in an interview with J Kim Wright, we talked about the goals of community relationships. How can we address issues that come up legally, solve them, and help accomplish the mission of enabling better relationships in our respective communities? J Kim Wright is a co-founder of Society 2045 and the co-founder of Conscious Contracts ® .

Conscious Contracts®

Conscious Contracts® are a proprietary process for creating sustainable, relational, and values-based agreements. This process provides a framework for authentic communication, connection, clarity, and relationship design. It builds on best practices of modern contracts like plain language, design thinking, and using visuals. It is also influenced by restorative justice, collaboration, and conscious business practices.

Conscious Contracts® aim to calculate who the individual is, the reason behind the work and how it is essential for the individual, how the person will engage in the community, and the project’s aim.

With what objective the person has started the mission and the vision. The contract aims to build a sustainable relationship to create a better community engagement and connection. The tone and content reflect the relational model. The parties engage themselves with a conversation about the relationship’s values, aims, and hopes. The contract does not just remember the questions of “what, who, when, and how”; it also considers the value of relationships.

How Conscious Contracts® Work

We try to build a relationship with specific ACED metrics in mind. ACED stands for Addressing Change & Engaging Disagreement (ACED Clause), and it allows the parties to design a sustainable culture including how they will communicate. manage change, engage disagreements, and maintain a more conscious culture.

A relationship is defined by how we treat each other, what we share (our vision, mission, values, efforts, benefits), our reasons for joining forces, and by what our conversations look like as we journey forward together.

Conscious Contracts® encourages us to begin with the relationship and then discover our shared action plan. The action plan defines the mutual promises of the contract but through a different reflective angle. The agreement or the action plan brings out how the relationship is rebuilt after conflict arises.

This approach to justice, collaborative relationships, and healing are referred to as the Integrative Law Movement. Irrespective of the legal issues, we take hold of the problems and find a way to resolve them. Moreover, we solve them with a structural model to make them more relational.

“The power of Conscious Contracts® is in its ability to catalyze a transformational paradigm shift.”

The Problem

Any issues that arise among the community do not suddenly disappear if we don’t address them and let them go without being solved. Similarly, anything in society must take equal efforts and trust to subside it and resolve. Conscious Contracts ® can transform how we perceive things and how we work towards them.

Engagement will rise in the community, and fewer issues will arise. Effort and trust are critical aspects of this goal. Only proposing an idea to the community cannot stand alone. We must build trust.

The Solution

Kim states that with Conscious Contracts® lawyers can take on the responsibilities of peacemaking, problem-solving, and healing the wounds among the community, which can become their mission and purpose. She says practitioners and the parties can create agreements valuable for all sides while accomplishing peace as their mutual mission.

The focus is on building up a healing environment and equality among all stakeholders with compassion, love, and empathy, and this will contribute to better relationships in communities.

Kim’s vision of a future where conflicts can be resolved peacefully is groundbreaking. It will be amazing if we can achieve her vision in the coming years. Check out the interview here: 

The world is transforming at its own pace. People who are thinking to bring out more changes into the system are doing so with the desire for the betterment of humankind. Sadly, often change has been coerced with force and domination tactics.

Can we manifest positive change without forced regulation?

“The changes we want, to enable a better society, must be done by collectively being a part of the betterment program.”

Society 2045 has an ongoing series of interviews with change-makers seeking to improve the way society works.

Society 2045 is a community of people from around the world seeking to co-discover a vision for the year 2045. The goal is to connect with leaders of emerging communities and movements across society and come together to co-create a better future.

We had an interview with Jose Leal and discussed his vision for the year 2045 and how we can improve the condition of community. Jose Leal is a co-founder of Society 2045, RadicalPurpose.org and is Co-Author of the book “RADICAL Companies: Organized for Success without Bosses or Employees.”

The world has been attempting to transform to improve humanity rigorously. For example, the transformation from analogue media to digital media in our hands is a transformation that has taken place over recent years. We now have access to almost limitless information in the palm of our hands.

Being a part of the change is something beautiful. Lending a helping hand to better the human future is productive and a hope of transformation gives us something to look forward to. 

However, as a species we’ve always found a way to introduce force to get others to comply to change. This approach has mostly failed and will continue to fail. We need a better way.

The Vision

The future of everything, be it education, law, or finance, is about transitioning to humanity. This will come by shifting towards motivation to work rather than forcing how the current system works.

Jose Leal envisions the future of work as a place to express thoughts rather than being only a place of work. He anticipates that informed people will change or make a positive difference in the world.

According to Jose Leal, 23 years from now we will experience a transit in people’s minds in a way that will shift their motivation into a catalyst to fulfill a better future. People will instigate the systems towards what needs change.

According to Jose the vision of making a difference in the thought processes of serving society and the community rather than the system, is something that people will broadly understand.

“Perspectives will change, as people develop the motivation to serve humanity.”

The Process

The way transportation went from horse and carriages to having cars changed within 20–25 years. The same shift will take place in humanitarian benefit. People will think about working for themselves or in small organizations.

The advantage of having an individual workspace rather than serving organizations is the change that will take place in the future. The change is already taken place now.

The paradigm of working under force in a command-and-control environment to choosing a way to work based on freedom will put the world a step ahead for the ultimate transition to a freer society. The difference is gradually taking place, but more is needed.

The Solution

People already manifest great things in area of the world where there is a regulation or force and less freedom. Imagine the innovation we could collectively give birth to, with more freedom.

“The motivation and striving for freedom drives people to want to change systems that don’t serve our greater good.”

The Workplace Needs Transformation

We still do not have the freedom to express our opinions in the workplace. Most workplaces drive towards compliance and uniformity. This creates a barrier to innovation and motivates people to want to change the system even more.

We can fuel more innovation and transformation only by creating tools that will suffice the needs of people. Those needs are four-fold:

1) The need for belonging

2) The need for meaning

3) The need to make an impact

4) The need to be becoming

Twenty-three years from now, we will see the changes in society that have already taken place in the minds of the young today. They are questioning their efforts and hard work, in relationship to the wealth of organizations.

Organizations focused only on old legacy goals, will continue to suffer high levels or attrition because younger generations value freedom over controls, meaning over profits, and impact over market share.

According to Jose Leal, the transformation that has taken place in the world historically has been in the form of revolutions. All these changes that are to come, will be by some form of revolution as well.

To change the systems is not an easy task. It needs collaboration. The change needs to bind people with the same drive, and collaboration and communication is the first step.

Working with each other and building up trust is crucial rather than simply having more rules and regulations from the legal framework.

Society 2045 is working to bring people together and realize their vision. They would then have the tools to work out their strategies. They would not be the pawns of the organizations, instead they would enjoy their newly created freedom.

The betterment of humanity relies on how organizations will empower people to express fully their innate gifts, which will foster new levels of innovation.

“The future of work isn’t just a catalyst for better working environments, but rather an opportunity to transform society to be more human centric.”

Jose’s vision of a future of work designed around people’s needs is groundbreaking. It will be amazing if we can achieve his vision in the coming years. Check out the interview here:

In the corporate world, diminishing the barriers of bureaucratic hierarchy is essential to create a more intimate work environment centered on collaboration and engagement. 

“Collapsing rules that restrict people is the key to changing the outlook on relationships in the workplace.”

Changing the dynamics of relationships at the workplace from bosses and subordinates to equally valuable peers and diminishing the power rules will significantly impact how companies work, and ultimately impact society.

Society 2045 has an ongoing series of interviews with change-makers seeking to improve the way society works.

Society 2045 is a community of people from around the world seeking to co-discover a vision for the year 2045. The goal is to connect with leaders of emerging communities and movements across society and come together to co-create a better future.

In an interview with Harini Sreenivasan, we talked about the future of the corporate world. Professor Harini Sreenivasan is a seasoned human resources leader with expertise in all areas of HR across geographies including India, Europe, Middle East, Turkey, and APAC countries. Harini is a pharmaceutical scientist and a social activist.

Dealing with People

All business accomplishments are related to relationships. Business organizations must bring out peace and harmony in the workplace for a better future. It will create purpose and meaning to move forward with the vision to unite around goals. People should not just be power-hungry, instead should seek to break free of the hierarchical bureaucracy. 

“Businesses are an expression of people’s goals, vision, and desire to fulfill a purpose.”

Striving for Better

Each person has a purpose in driving their work. There must be no rules to restrict an individual. Instead, we need to provide the tools to ease challenges that limit the ability to realize the vision and purpose of the organization.

When there are too many rules and restrictions, people are taught to follow instructions. People in such environments do not use get to fully utilize their knowledge and skills.

“Every individual is created with their own strength, thoughts, and learnings.”

There should be fewer rules and more tools to enable individuals to understand the meaning and purpose of life. The vision is to provide equipment to create one’s destiny to walk towards achieving collective goals, without constraints and rules.

The Power of Visualization

The optimistic view in business organizations must come about by visualization. The power distance and the hierarchy that operates in the business world should be reduced to the extent that we would stop having the relationship of employer and employee. Instead, we should focus on being called partners.

These changes will help balance work-life and reduce the stress and anxiety created in the workplace. Breaking the power barrier will help us unitedly work for the same purpose and towards the same goals without the need for force, or cohesion.

To debunk the hierarchical and power distance that is prevalent in most organizations is challenging. We do not only need to change ourselves, but we also need to change the people around us with the same thoughts.

“Debunking the command and controls organizational system needs to be a united effort.”

Therefore, we need to celebrate the small success stories that come our way. Success stories must bring out the progress to making someone’s life better. The changes must be continuously discussed and spread about far and wide.

Harini says, “It’s an endeavor to make you think differently so that you live those values. So, the mindset is to be changed to refrain from detrimental outcomes.”

The Problem

The power hunger in spheres like academies and professional workplaces and the treatment of people as “human resources” or just workers under instructions, has built a power distance among individuals working together.

It is crucial to understand and validate that we are all adults working together trying to bring about changes by practicing transparency in our conversations. 

We need to reduce the power distance and break the bureaucratic systems that has held us down for years. This change requires a united effort and gradual steps.

The pandemic can be cited as a positive outcome in reducing power distance. For instance, the new inventories of equipment and tools deployed during the pandemic have declined the power distance among business corporates, bringing radical changes to the hierarchical system in the bureaucracy.

People working from home can fully decide and drive the outcomes of their day. They can define their day by creating meaning and purpose on their terms.

The Solution

The educational system must be changed to help the mindset of students before they set foot in the corporate world.

Fundamental change must be people’s mindset regarding their relationship to work. Psychological safety is of vital importance. The culture of psychological safety should be inculcated into the system to experiment without the fear of failure and consequence.

Manager roles need to change into being coaches to provide psychologically safe spaces. They must be mindful of the effects of their decisions on people, not just be transactional focused.

The reduction in restrictions at the workplace will help transform the workplace with motivated and confident partners. But, unfortunately, be it in organizations or at home, we face some constrain holding us back from bringing out the potential that we already have in ourselves.

We become the environment we associate with. A more open and collaborative environment creates more intimacy, teamwork, and a sense of shared purpose and vision.

Isn’t it time we start working as a team, instead of having limiting hierarchies that create distance and space between people?

“People want to be part of something with shared purpose, and treated as partners at work, instead of resources.”

Harini’s vision of a more collective team-oriented work environment with less rules and no hierarchies are groundbreaking. It will be amazing if we can achieve her vision in the coming years. Check out the interview here: