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The elements that are fundamental to cultures and families are actually the same.

Let’s first talk just about you, as an individual. You spend virtually all of your time in the course of a day and in the course of your life doing two things: 1) You participate in relationships, and 2) You respond to the demands of reality. Their success in these two areas is largely influenced by the things you want.

I realize that these statements may seem overly simplified, but if you stop to think about it, we can make a reliable assumption: If a person can discover how to be more successful in his or her relationships, in meeting demands, and in choosing more productive wants, then that person is going to be substantially more successful in life both at home and at work.

There are four natural laws that govern success in relationships, four that govern success in meeting demands, and four that govern want management. I describe these natural laws as principles. A fundamental requirement of a principle is that it must work every time, everywhere, for everyone.

When a person understands these principles and applies them in his or her personal life, then he or she can build a strong family or make an existing family stronger.

Now let’s talk about a corporate culture. These same fundamental elements are found there, i.e. relationships, meeting demands, and want management. They are found in the following ways.

A company will promote what it considers to be acceptable behavior by its employees. A common place to look for at least one form of defined accepted behavior will be in published mission, vision, and value statements. These definitions of acceptable behavior will fall into three categories: 1) Relationships, 2) Productivity, and 3) Company objectives.

Regarding relationships, a company will define and promote acceptable employee behavior as they interact with co-workers, customers, partners, and stakeholders.

Regarding productivity, a company will define what it produces and how those products are to be created and delivered. Definitions will be found in such places as product road maps, marketing material, job descriptions, and so forth. In other words, these are the things that employees will do to meet the demands of their job.

Regarding company objectives, when a company hires an employee it is expecting the employee to align and focus his or her efforts to achieving company objectives. The organization is essentially saying, “If you join us, then we expect you to want the same things we want, and that you will join your effort with ours to achieve our wants (objectives).” In other words, the culture is engaged in want management.

From this we can see that a culture defines structured guidance in relationships, meeting demands, and want management which are the exact things we deal with individually every day.

The principles that govern relationships, meeting demands, and want management in a person’s individual life are the same principles that apply in the development and on-going management of cultures.

It also means that working to strengthen a culture is a holistic effort that will affect people’s lives across the board.

When learning about the principles, a person may want to try them at home before they have developed enough courage or confidence to try them at work. This is perfectly acceptable since the principles are equally applicable in both environments.

Coming back to the website, I have set up two ways to access the principles and concepts of this program. You can approach them from the work side in the form of corporate culture or from the family side. The only difference between the approaches are the examples I use to illustrate their use.

Its all about Relationships, Meeting Demands, and Want Management.

I encourage you to explore the possibilities. It will be worth your while.