We Need More People With Wisdom

because...


We have Information overload and wisdom scarcity


Technology is advancing at the expense of social skills


We are losing perspective through 'busyness'


Advancing technology is encouraging work overload and anxiety


We have the advantage of an ageing population with a growing potential for wisdom
 



What could organisations be doing now to realise their potential for wisdom?

Develop the unique wisdom in existing employees  
Recruit new employees that have wisdom
Use the different talents of young and old to create balance and energy
Build a culture of respect through intergenerational working



My Story

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Hello, my name is Janis Grummitt 
I have spent over 30 years working with leaders and cultures to create practical wisdom in all types and sizes of           organisations. I have worked and studied in the UK, Europe, Japan, USA, Australia and New Zealand. I am a qualified Social Anthropologist.
Ten years ago, after several brain operations I needed to regenerate my brain. I started to learn how simple it is to maintain  and build a strong brain that is ripe for wisdom in middle age and beyond. I continue to research and build my knowledge of our most amazing free device, the brain. Today I work in my community helping others build better, wiser brains and I use all my learning about our brain's potential and practical ways to use it in my leadership programmes with organisations. This year I am combining and sharing all my accumulated experience and learning though five programmes. In my experience these five areas are fundamental to creating Wise Leadership and Wise Cultures.
In most organisations, the 'low hanging fruit' can be picked by harnessing existing wisdom. Developing new wisdom acts as a fertiliser for future growth. Our programmes reflect this.


Five Fundamental Areas for Wisdom Development



  
1. Creating Collective Wisdom in Key teams - Executives and Boards (all ages)

Some teams have a significant impact on all others in an organisation through their influence and role modelling. The collective wisdom of Boards and Executive teams affect everyone else. We help key teams work together with more wisdom to realise their existing potential.

2. Leaders as Elders (aged 50+)

Many leaders over 50 have the potential for wisdom but have not realised it. We help people who are open to learning can make the most of their age and contribute wisdom. This is a contribution that younger people cannot offer and is a huge mine of untapped value within most organisations.

3. Soft Skills for Hard Roles (all ages)
 
People who are highly skilled in technical areas usually have an intellectual focus. The brain builds more cerebral connectivity and specialists in areas such as engineering, accounting, and IT are unlikely to have developed softer people skills. We help them to find the balance and uncover their untapped wisdom. 

4. Renewable Energy at work (all ages)

 Time is finite but energy is infinite. Many people are failing to take advantage of their personal renewable energy source leading to stress and lower performance. We help uncover each person's available source of renewable energy so that the whole organisation can work wisely  without stress.

5. Emerging Leaders (aged 25- 40)

Wisdom is a learned characteristic. We help young people (25 - 40yrs) to develop a framework for wisdom.
This framework is based on self awareness, social skills, intuition and character. This builds wisdom for the future and offers young people meaningful growth.