Definitions of Wholeness
Definition of ‘Wholeness’ According to the Miriam Webster Dictionary – The condition of being sound in body. The quality or state of being without restriction, exception, or qualification. (A noun) Antonyms: imperfection, unsoundness
A Biblical Definition of ‘Wholeness’ – The state of being perfectly well in body, soul (mind, will and emotions) and spirit. Complete sanctification and restoration. God’s original design for man before sin entered the world, and now attainable only when one’s body is in heaven after the second coming of Jesus. (A noun)
Synonyms and Antonyms of wholeness
1the condition of being sound in body
- young people who don’t appreciate their wholeness and youthfulness while they have it
Synonyms of wholeness
fitness, health, healthiness, heartiness, robustness, sap, soundness, wellness, wholesomenessWords Related to wholeness
hardiness, lustiness, robustiousness, ruggedness, stamina, strength, toughness, vigor, vigorousness, vitality
activeness, agility, liveliness, spryness
weal, welfare, well-beingNear Antonyms of wholeness
debility, decrepitude, feebleness, frailness, infirmity, lameness, sickliness, weakness
ailment, condition, disease, disorder, malady, troubleAntonyms of wholeness
illness, sickness, unhealthiness, unsoundness2the quality or state of being without restriction, exception, or qualification
- The wholeness of my faith in our new governor is not lessened by these early missteps.
Synonyms of wholeness
absoluteness, completeness, entireness, entirety, fullness, perfectnessWords Related to wholeness
faultlessness, flawlessness, indefectibility, perfection
all-inclusiveness, comprehensiveness, exhaustiveness, extensiveness, inclusiveness, soundness, thoroughnessNear Antonyms of wholeness
limitedness, narrowness, patchiness, sketchinessAntonyms of wholeness
imperfection, imperfectness, incompleteness, unsoundness
Perceiving the constant, dynamic creativity of presence displaying the richness and color of all manifestation, we see that everything is unified, making up a harmonious whole. The underlying presence—a non-dual medium —unifies its various manifestations in a wholeness that cannot be imagined in an ordinary state of mind. In normal experience we perceive inner forms as objects, separate from each other and existing in some unobservable way in the mind, the body, or the self. Discrete thoughts seem unconnected to the body; feelings are connected only through association; images in the mind seem to pop up from nowhere. This experience is fragmented compared to the awareness of unity. In full self-realization we not only experience our essential nature—the primordial presence; we also experience the wholeness of the self; nothing is excluded. This integration is not mental, nor is it a product of integrating separate objects. We merely perceive ourselves as we are, in our totality and wholeness.
Notes on Wholonomic and Pyranomic Language
“In the beginning was the Word and the Word was Coherent” This is where creation begins. We speak with Words, as Vibrational signals we each originate.
Born are plasmic vibrations of a primordial signal. Everything is essentially inter-connected with vibrational presence energy. Verbal language can’t convey these realities. But it can convey other things only in this unique way. The design of a token for example.
Words have power whether spoken or not. Language has been pre-designed to hinder certain concept recognitions. Thus we cycle the recycled through generations of entrenched languages roots lost in ancientness.
Understanding of Language itself has been veiled. Language is an Original Principle from the Original Source. Language does not have to hinder us. It can liberate us
We write to describe what it is like it’s to fully experience psychedelic, kundalini and peak experiences with limitations and restrictions
Most of humanity are not full participants in potentiality of life, watching others play life out on a flat screen in their home living boring (in) significance free existences.
Language Separates from chopping upand imposing false limiting experiential reality.
This is a much more powerful language, and guess who speaks it? The Pyrasites controllers.
The word logos literally means “word” in Greek. Symbols are the language of the Pyrarchy. Whether formed as corporations, political parties, military branches, banks, sports teams, clubs or secret societies,.
Logo power symbols throughout history to impose and perpetuate certain ideas and goals
Signs and symbols rule the world, not words nor laws.
indigenous speech is more musical sounding quality greater use of tones and breath. conveys not only concepts but spirit and deeper awareness.
Native Americans use rich sounds and picture words with inherent respect and reverence for nature and the Universe
built into their language, through analogies and metaphors shared interaction with the natural world around.
You hardly have to know what the words mean.
Listen to the late Native American elder Red Crow at the end of this clip when he sings a Native American blessing.
The controllers’ cleverly craft effective tools of mental and spiritual containment and limitation
Keeping world blinded to our true identity and infinite potential.
the Lie over humanity is reinforced by our poor, limiting manipulated language, vocabulary, structure and tools.
weapons of expression we have, our enlightening vocabulary purposefully stripped in their campaigns to dumb down, disempower and spiritually blind the world’s citizenry.
Words have imbued power They allow us to recollect the world, our true potential of expression.
tools handed down are relatively primitive tending to limit conscious awareness.
Pyranomic engineers have been replacing enlightening ideas and concepts with moronic epithets,
taking acute and illuminating words away through oversimplification, repetition of crude concept mantras, and starvation through omission.
We learn to repeatedly use the same forms of expression and descriptions in this form called language. We’re inescapably corralled into a society of similarly communicating beings who speak the same way with the same formulated ideas following the same trends.
This society inevitably subjects you to information through education and popular media using the same conceptual ideas and methods of communication. This becomes your inherent language tool.And we’re seemingly stuck with it. Or so they would have us think.
Where Are We on the Communication Evolutionary Scale?
Are we able to express what we’re really trying to communicate, or are we being limited in our ability to experience due to the lack of latitude our language allows?
communicating much more wholly, efficiently and dare I say, spiritually, with expanded resonating sounds and intimacy bordering on the intuitive or telepathy? Some already are.
These are huge concepts, that liberate the mind to freely roam consciousness for how the collective chemistry of the Universe works. It’s open, inspiring and liberating.
“The archetype is like a black hole in space: You only know its there by how it draws matter and light to itself”. Source
Wholo’teams are vehicles to express and explore wholeness
We can bring everything
Wisdom traditions from around the world speak to this from a deeper level: at heart, we are all profoundly interconnected and part of a whole, but it’s a truth we have forgotten.
We are born into separation and raised to feel divided from our deeper nature, as well as from the people and life around us.
Our deepest calling in life is to reclaim wholeness, within and in our connection with the outside world. create a space that supports us to wholeness. Extraordinary things happen when we bring all of who we are.
Leave a part and we cut ourselves from our potential, of our creativity and energy. \
Otherwise somehow lifeless. In wholeness we are life-full. much more life there is in us than we ever imagined. In our relationships much of what made the workplace unpleasant and inefficient vanishes;
work becomes a vehicle where we help each other reveal our inner greatness and manifest our calling
develop set of practices to reclaim our inner wholeness bring all of who we are.
Self-management helping us show up more fully. no scarce promotions, no bosses to please, and no adversaries to elbow aside, much of the political poison is drained out of organizations.
Without a boss looking over our shoulder, without employees to keep in line and peers that could turn into competitors, we can finally let our guard down and simply focus on the work we want to do.
Safe and supportive environment
an environment support each other in their inner work while doing the outer work. every time our fears get triggered is an opportunity to learn and grow into more wholeness, reclaiming aspects of ourselves that we have neglected or pushed into the shadows.
if we are to invite all of who we are to show up, we need to create safe and caring spaces. learn to discern and be mindful of the subtle ways our words and actions undermine safety and trust in a community of colleagues.
Explicit ground rules
spend significant time and energy training everybody in ground rules that support healthy and productive collaboration. writing down these ground rules in a document.
RHD has its detailed Bill of Rights and Responsibilities;
Morning Star its documents called Organizational Vision, Colleague Principles, and Statement of General Business Philosophy;
FAVI has its fiches, and
Holacracy its Constitution. These documents provide a vision for a safe and productive workplace. They give colleagues a vocabulary to discuss healthy relationships, and they draw lines that separate recommended from unacceptable behaviors.
collective moments for self-reflection through practices such as group coaching, team supervision, large-group reflections, and days of silence. SeeTraining and Coaching.
want workplaces of trust, deep, rich, and meaningful relationships, reveal more of who we are. the essential element we have used to build community and create shared narratives since the dawn of time: the practice of storytelling. We have lost track of the power of stories to bring us together, and in the process, we have let communal relations dwindle and erode. We need to recover the power of storytelling, as author Parker Palmer tells us:
The more you know about another person’s journey, the less possible it is to distrust or dislike that person. Want to know how to build relational trust? Learn more about each other. Learn it through simple questions that can be tucked into the doing of work, creating workplaces that not only employ people but honor the soul in the process.
Teal organizations typically have instituted specific meeting practices to help participants keep their egos in check and interact with each other from a place of wholeness. Some are very simple, while others much more elaborate. At Sounds True, every meeting starts with a minute of silence to help people ground themselves in the moment. Many Teal companies start meetings with a round of check-in and finish with a round of check-out.See Meetings.
It’s easy in our relationships with colleagues to fall prey to our desire to please or to impress, to be liked, or to dominate. We easily intrude on others or let them intrude on us. Our soul knows the right boundaries, and sometimes it tells us we need conflict to set them in the right place. Without conflict, we can be over-accommodating or over-protective, and in both cases, we stop being true to ourselves when interacting with colleagues. Teal organizations have developed specific practices to identify and resolve conflict. See Conflict resolution.
Through these practices, a safe space is created. Then, each person is responsible to follow his/her own process of self–awareness and personal development. The daily practices that Teal organization offer, such as reflective space, storytelling, meetings without ego and conflict resolution methodologies, are the tools each person has available to define and follow his way. And only in this process of matching such an organizational approach with the individual’s responsibility for self-growth, can self-management and listening to purpose flouri
- 1. Organizing in the 21st century Towards a new paradigm
- 2. Two existing paradigms The organization as machine The organization as family
- 3. The organization as living system
- 4. The organization as living system Living systems have the innate capacity to sense changes in their environment and to adapt from within Source: Frederic Laloux, Reinventing Organisations (2014)
- 5. 3 principles: • Self-management • Wholeness • Evolutionairy purpose Source: Frederic Laloux, Reinventing Organisations (2014)
- 6. Self-management • No hierarchy/control, or consensus but… • Everyone has the level of power necessary for their job • Clear structures • Capacity building for conflict resolving and decision- making • No functions but roles • Transparancy Source: Frederic Laloux, Reinventing Organisations (2014)
- 7. Wholeness • In many organizations people are ‘surviving’, but… • Take your professional masks off • Show your whole self with all your human traits • The workplace respects the human scale • Wholeness and diversity: masculine and feminine, reason and intuition Source: Frederic Laloux, Reinventing Organisations (2014)
- 8. Evolutionairy purpose • The organization is not a holding or a collection of people, but… • The organization has its own evolutionary purpose • Listen to what it wants to become • Follow the natural development Source: Frederic Laloux, Reinventing Organisations (2014)
- 9. Which basic assumptions do we have? • Workers are lazy. If they are not watched, they will not work diligently. • Workers work primarily for money. • Workers are not capable of making good decisions about important matters that affect the economic performance of the company. Bosses are good at making these decisions. • Workers put their own interest ahead of what is best for the organization. They are selfish. • Workers need care and protection, just as children need the care of their parents. • Workers need to be told what to do, when to do it, and how to do it. Bosses need to hold them accountable. • Managers are out there to control workers. • Managers are motivated by promotion and bonuses. • Managers don’t know what’s happening in the organisation. • Managers work primarily for money. • Managers are egoistic and selfish. • Managers only look at the short term. • Managers need to have all information in order to make good decisions. Source: Frederic Laloux, Reinventing Organisations (2014)
- 10. Which assumption do you have yourself? • Fear, control, scarcity Or • Abundance, trust
- 11. “There are not problems waiting to be solved but potential waiting to be unfolded” * “It will be painful” “Work with people who are ready for it” *Source: Frederic Laloux, Reinventing Organisations (2014)
- 12. Contact me for more information or start a conversation E-mail: firstname.lastname@example.org Phone: +31 6 22614208
- 13. A few people can build a bridge that can be walked on by many