and commitment of all of his fellow board members and senior
management team, has committed to challenging the way it
works continuously so that it is living out values of learning, care,
integrity, fun, and honesty. It has empowered champions of this
learning to take the principles out to everyone in the company
who wishes to learn about it.
Lentern has a reputation for being a company that is good to
work for. Clients, suppliers, and competitors increasingly ask
employees what they have got that is making such a difference
(because they would like some too).
The unconscious value you add to the bigger systems of which
you are a part is your most significant form of influence.
Stephen Covey, in his bookSeven Habits of Highly Effective People,
refers to it as your legacy. And the legacy does not have to be
only what you leave when you die; it is what you leave when
you leave a meeting, leave a room, leave a company.
Peter is employed on a contract basis by a fast-growing startup
company that attracts the best people and can afford to be choosy
in who it selects to work with. He has been involved in a number
of projects and it seems likely that he will be contracted by the
company for the foreseeable future. Whenever Peter is at the
company premises (he often works from his home), he seems to lift
the energy and spirits of everyone with whom he comes into
contact. He is now having to turn away some of the increasing
requests that he gets to work onsite with the developing teams.
Our purpose is lived out through the kind of person we are.
Identity/mission defines our sense of self and contains
statements describing how you think of yourself as a person, “I
am” statements, such as:
❏ I am a successful person.
❏ I am an optimist.
❏ I am a shy person.
❏ I am practical.
What you have coded within yourself in this way is central to
who you are. It is quite different for me to say I write articles
IDENTITY/MISSION
ALIGN YOURSELF: NEUROLOGICAL LEVELS OF CHANGE 213