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  ## Culture Essentials
  [## What KIND of *culture is healthiest* and why?
  The healthiest kind of culture results in shared power, inclusion, wellness, psychological safety, emotional intelligence, high engagement, trust, and personal responsibility.
  [## What KIND of *culture change implementation* works?
  Knowing the kind of culture needed is only half the answer. Your implementation makes the difference between another failed effort and an effective, consistent, sustainable culture.
  [## What KIND of *shifts* are necessary?
  To meet the needs of an evolving world, a shift is needed that recognizes flawed approaches based on old thinking, old behaviors, and old culture models, to new thinking, new behaviors, and a new healthy culture model.
  [## What KIND of *problems* are solved?
  Informed leaders are aware of current and future trends, see and commit to make needed improvements, are convicted about staying relevant and competitive, and invest in and develop people.
  ## Connection Essentials
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  “Change blindness in the world of facts and knowledge is a problem. Sometimes we are exposed to new facts and simply filter them out. But more often **we have to go out of our way** **in order to learn something new.** Our blindness is not a failure to see the new fact; it’s a failure to see that **the facts in our minds have the potential to be out-of-date** at all.**”**
  *― Samuel Arbesman, Author*
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# Testimonials
Our success stories paint the pictures of what is spectacularly possible for every organization and every person of every age, in every role, and in every setting.
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When fulfilling any worthy vision or endeavor, achieving success can often feel like climbing a huge mountain and may require a people transformation. Take time to check out the many stories of those who have gone before you and accomplished what at first seemed insurmountable.
## What People Say About LifeWork Systems
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# 7 Speak on Dysfunctional Relationships
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This testimonial clip is a compilation of 7 different business owners, executive leaders and staff speak about the benefits of transforming dysfunctional relationships.
#### Testimonial Transcript
Erin: “I have been able to tackle a very uncomfortable, normally very uncomfortable topics, that I would have run from before. I’ve been able to like get that stuff out on the table a lot sooner and have discussions about it, instead of having arguments about it.”
Merrille: “We had some challenges in our business and it part of it was because we were a family-operated business and that brings challenges of its own. But then when you’re trying to change a system, trying to change the way you operate that create really does create a lot of conflict. And and you have to stay at it and stay at it because… I call it change-back. You slip back into the old ways.”
Terrill: “This has taught me that I don’t know as much as I thought I knew. Ha ha! there are some things that I don’t know… even with all that experience.”
Lauren: “The work has stretched me in many ways. The work has taken me to places that I never thought that I would experience as a leader. Tt has taken the company to places. All of the work while at times it can be very difficult and very challenging, it’s beneficial in so many ways. The challenges to it are very well worth the work that goes into what you get out of the backend.”
Betty: “I think people need to think very carefully about what their feeling is about working and developing others. And do they have a positive feeling about what people’s motivation is, and how responsible people do want to be. And I think the natural tendency is to try and focus on the other, and maybe point the finger, and blame someone else, but it’s not very productive. It doesn’t really get anywhere. Do I have a positive, sort of a positive worldview for want of a better way to say it, that you’re much more likely to wind up with a good result. Because you’re more open, you’re more flexible, and you’re at least, my feeling is: that you think that the individuals that you’re working with really want to do the right thing.”
Scott: “I think it’s allowed me to be more transparent and honest with myself and as well as with others and the environment. It’s important to know that it’s just an evolving process and you’re constantly improving and you can always reset and start over if something doesn’t feel like it’s going right.”
Danieal: “One of the biggest challenges is just really allowing yourself to be vulnerable: vulnerable to yourself, vulnerable to the others that are present, vulnerable to your fears and allowing others to see you in that state, allowing others to support you in that state. And on the on the flip side though, you are developing much deeper, longer lasting, more meaningful relationships and communication, with those around you.”
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# 9 Speak on Teamwork
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This is a compilation of 9 testimonials on teamwork among clients who are adults (business owners, board chairmen, executives, managers, staff, school principals, teachers, and parents) and children (students in our school reform and parenting projects), from within corporate, non-profit, education, and family settings.
Subash: “At the senior level, we started finding ourselves being able to communicate better.”
Kim: “I have not seen a more relaxed comfortable environment.”
Terrell: “This program has taught me that I don’t know as much as I thought I knew – ha ha!”
Elementary Teacher: “I’ve definitely seen a major Improvement in my classroom.”
Student: “We don’t fight as much anymore.”
Derrick: “I totally support this thing. I mean: I can see the changes with my kids. I can see the changes in my relationship with my wife, with my co-workers.”
Director of Operations: “I’m not causing that power over or power under but that we have a mutual respect.”
Lorraine: “I have noticed a staff that is happier more productive and working better as a team.”
Amy: “it’s an invitation for all of us to be in community, for all of us to work together, and really LifeWork Systems is about LOVE.”