Q: Spirituality is listening to our inner guidance and should be the greatest source for making decisions. How does one explain a decision made without the (illusory) facts to support the decision to management? A: Many, or even most, important business decisions are not necessarily sourced from our inner guidance. Many are sourced from sound business reasoning or rationale. Operating effectively in today’s workplace requires an ability to be "in the world" (because that’s where we are) and "not of the world" (so that we can remain detached where appropriate).

In other words, depending on the person, it is rather easy to "create" rational, acceptable explanations for an intuitively sourced decision. For example, if an individual has a strong moral belief that "diversity is the right thing to do," then creating a strong business rationale on the basis of the effective utilization of the total work force is not that difficult. Although, it is clearly understood by that individual that their decision to become diverse is spiritually sourced. Connecting intuition with sound business rationale requires a good understanding of the business within which one is employed.

Q: How does an employee deal in a spiritual manner with his/her manager that has their own personal and egotistical agenda? A: Where a manager’s agenda does not adversely affect our ability or freedom to do our work effectively and efficiently, there is nothing necessary to do. We might first observe our own motivation for intolerance. If our own motivation comes from a righteous position, then our upset about that individual is a mirror reflection of characteristics we hide about ourselves.

When action and change is required, we begin by resolving "our own agenda" of why others should change. When an egotistical motivation is resolved, a process of engagement through conversations can be very effective. Ask questions of that person about their professional or business aspirations. What does he/she enjoy most about their job? What things do they find most difficult? (This question reveals their fears.) How could you be more genuinely supportive of helping with the business requirements? etc.

The essence in dealing with someone who has an egotistical agenda is captured in the definition of wisdom. "Wisdom is an in-depth understanding, empathy, and compassion for the human experience." From here, the appropriate action is usually obvious.

Q: When an employee’s company does not openly promote spirituality, how does one choose an appropriate mentor? A: Likes attract! (As do opposites in physics!)

1. Look for behavioral characteristics such as empathy, compassion, and humility.
2. Look for an individual described as a "people person," or one who has heart.
3. Make a list of three of these individuals who also have the ability and influence to promote your professional career. They should have both humanistic and professional credentials.
4. Schedule informal meetings with each of them and ask questions about their adaptation and future success.
5. Listen with your heart! Trust your intuition. At some point, step across the line and ask about their views on spirituality in the workplace. Sit back and listen. At this point your heart will guide you.

Q: How does an employee stay out of fear and stay centered when his/her entire career future is influenced by situations outside of his/her control, such as financial results, canceled projects, client business changes, acquisitions, etc.? A: First of all, your future and your career are totally in your control. "You create your own reality." The theme of this question appears to be "fear of change." My experience is that when one of the changes cited above occurs, fear is inevitable. How we respond is key. Fear usually persists when we behave in ways of denial; such as being angry (denying responsibility), discussing the unfairness of the situation (feeling victimized), and a desperate hope that the change situation will not become reality. The objective is to move rapidly through this process to acceptance.

Being centered is the same as accepting reality. Now consider the worst case scenario. What would you do if it occurred? Would you survive? Would you have food, shelter, and clothing? Could you provide for yourself and your family? The more responsibility you take for your life, the less "things happen to you!"

Q: How does an employee, who is working as a team towards a common goal but is evaluated as an individual compared to his/her team members, resolve this conflict? A:

1. Accept the fact that American corporations rarely, if ever, reward teamwork. Then work to change this practice.
2. Do a brainstorming session to show the cost benefits of teamwork as compared to 100% individual efforts, e.g., simultaneous engineering, cycle time reduction, customer service, and creativity and synergism.
3. Encourage your team to make a unanimous recommendation that your team project be X% for team success and Y% for individual contribution in terms of rewards or compensation.
4. Ultimately, recognize that the conflict is within you. It is the gap between how you believe it "should be" as compared to the reality of "how it is." When this inner conflict is resolved, what you should do becomes obvious.

Q: Because we were all raised in an academic world where individual grades were critical to our success, how does an employee shift from the mind-set of competition for advancement to the "spiritual mindedness" of what is good for all? A: When competition is a motivation for self-improvement or greater performance, it can benefit everyone. Particularly where one has to call upon personal inspiration and creativity – both are spiritually sourced.

When competition is at the expense of others, it usually leads to win/lose or more often lose/lose. The present business mergers are a realization of the good for all in most cases. It reduces "pitted competition," which is inherently toxic. Within your organization:

1. Reduce the idea of fixed territorial jobs.
2. Disseminate all relevant business information freely.
3. Have frequent team/small department meetings and share responsibilities across personnel.
4. Publicize how everyone’s effort was necessary for the success of a project.

Q: What does an employee do when an error has been made and management chooses to cover it up from the customer? A: If the error involves you and you have direct communication with the customer, request your manager’s permission to be honest with the customer. If your manager refuses, then write a memo of your request and your manager’s response that is sent to him/her and you also retain a copy.

If the customer ultimately asks you about the error, tell the truth and be willing to accept whatever consequences there might be.

If your spiritual principles are important to your mental well-being, then at some point you will have to take a stand.

Q: When honesty is a core value to an employee, how does this employee deal with an organization or management team where it is not? A: Raise the issue with the organization or team when violated. Determine if either plans to practice honesty in their business dealings. If continued violations occur, begin to consider your options.

Q: What do you do when you feel your ethics are being compromised? A: First, be a visible example of your own spiritual values, e.g., don’t participate in gossip, work efficiently, be empathic and compassionate to others, don’t participate in politics, and take responsibility for your successes and non-successes.

Secondly, extend these practices in your interactions with others without being a self-appointed "Captain of the World."

In the final analysis, you must decide if you can "live with" the non-alignment of your ethics and your organization’s ethics. If not, again, consider your options.

Q: Many corporate leaders are hesitant to speak of spirituality at all within the workplace due to its religious implications and that legal ramifications may result. How can this issue be addressed? A: Appoint an organization-wide committee to explore how spirituality might impact your workplace, customers, or productivity. Include in this assignment a charge to define spirituality as it relates to your workplace – the same as you did with diversity.

Include your legal expert as part of the committee to ensure, as best you can, that legal problems are avoided. Then, have the CEO use this report as a basis for the discussion of spirituality and its workplace implications.

Q: Is it really possible for one person to make a difference or does it take an organizational commitment at a corporate level to have spirituality play a role in a company? A: Making a difference is not measured by the magnitude of the event! Every act of transformation makes a difference – regardless of whether everyone else knows about it.

To transform a culture usually requires the efforts of many.

Q: What do you do if only one form of spirituality is valued at your workplace, e.g., European-based Christianity; Good Friday and Easter? A: This is both a spiritual issue as well as a diversity issue. The best way to create valuation of other religious days is through a diversity initiative.

A diplomatic letter to your boss, vice president, or president might be a good way to get the process started. Ultimately, the discussion of holidays for all employees should be granted within an organization’s policy.

For example, a Salt Lake City-based organization switched from Presidents Day to Martin Luther King Day as their official holiday for all employees

To Part 1.

Founder of the Salt Lake City-based consulting firm Innovations International, and The Center for Creativity and Inquiry, Dr. William A. Guillory is a respected scientist, as well as an authority on diversity, empowerment, leadership, creativity and innovation, and quantum-thinking. Look for The Living Organization: Spirituality in the Workplace at your favorite bookseller.

Related articles: What Is Workplace Spirituality? Spirituality is the inborn desire and ability of every person to seek, know, and respond to the Mystery that I call God. What does this have to do with work and the workplace? Does Spirituality Belong in the Workplace? As a movement, spirituality in the workplace does not focus on God or theology.

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