eng_t_rav_2013-01-03_program_haim-hadashim_n124

A Talk with Rav

A New life

Talks on The New World of Work

Talk#124

Talk January 03, 2013

Oren: Hello, thank you for joining us to a series of talks with Rav Laitman on A New Life. Hello Rav Laitman.

Hello everyone.

Oren: Hello Nitzah Mazos

Nitzah: Hello

Oren: So, we are talking about the new world of work, organizations, companies, the places where we spend most of our hours of the day and many of the years of our lives. We are learning from Rav Laitman how we can instil new life into this world of work according to the Integral Educational approach and how to discover a new life in our job.

So, we began to talk about something very, very interesting last time about the integral manager or leader and we'd like to continue to develop this topic from more aspects. So, Nitzah, please lead us into the conversation.

Nitzah: In our last talk, you spoke about the pyramid, the hierarchy that is a custom today and a new form of the integral structure that is added to this structure. It does not replace the pyramid, which represents the mind, the logical linear patterns of thought. You put that into a circle, which also puts the emotion and the good connection and communication between people into the organization as well. Now, if you want to talk practically: if we have a situation in the organization, let's say, we received a request for the improvements of managerial abilities within the organization. Until today, these processes were taught in accordance of hierarchical approach and now we have an opportunity to add the integral round approach. How would you recommend to us to do that? What kind of workshop would you build for a group, a team of managers, a team in which each one is actually a manager?

First of all, we need to somehow to convince them, not forcefully, but in order for them to reach the decision themselves, that the best way to reach good results is the form that we have in nature, which is the family form, the connection between people, which is the only type of connection that has existed for man y years. However, now: it is already being degraded because our ego has reached such an extent that we are not able to control it. But actually, the family remains the family and without it, humanity will cease to exist. Therefore, we need to take example from it. But finally, it is bad for a person to be alone. It's bad for an organization only be hierarchical.

A person needs help to meet the other, which the round form, the integral form; and from both of these forms to complete each other. Because finally, what we need to see is the entire world as one family. This is where we are heading, whether we want it or not, either through suffering or through our awareness according to which we can advance. But in any case we will have to reach this and we are already on the way.

So, we need to see in each and every organization, how we can instil this family form, and that should to be our purpose within the organizational structure. And the functioning needs be as in a family. This is the most advanced functioning, the healthiest one, which promises the sustainability and success. Just like in a family, there's a little softness and a little force, each one has their place, and each one completes the others. Most importantly, everybody has this feeling of belonging to this special circle that's called the family. Here, within the organization, we need to give our workers the same feeling: we are family.

First of all, we are family. And in order to exist and continue to flourish, then we need to change the ways of work in all kinds of things. And whoever, can contribute here, contributes. Therefore, all our workshops, all the conversations that we have are as an environment to influence us to be around us. It's the atmosphere that we create through these talks and workshops. It's not human beings, it's the idea, so that we will simmer in it, so that we will feel that we are inside it, that we are in a kind of warm sphere, a beautiful good sphere that gives us good examples and cares for us. And we want to take these examples, to manifest and fulfil them.

So, on one hand, we stabilize this sphere, all these good relationships between us; and all of us as a family, We all care for each other, all are equal, and each one is considerate of each other, and each one is integrated with the other. This is how it happens mutually; there's no big or small, everyone is equal, on the one hand. And, on the other hand, there are people who are greater and smaller, but only because of their job. These individuals are greater only because they know more professionally and know more how to care for others. Like we said, the higher the person is in his profession and in the control that he has, the more he has to feel that he is below everyone else by serving others. e needs to show himself as one who serves others. In this way we build, let's say, the laws, the rules, and the conditions for this new environment. This is a kind of example that is before our eyes and from which we take strength and ideas about how we can advance and how we can better connect between us. And that's it.

Nitzah: Is this, first of all, what we need to tell the managers, give them a talk?

Yes, we need to have a conversation, a talk with them. I do not think that the modern manager can perceive this idea or absorb it through one talk. Maybe gradually. To perceive means that he needs to feel that this is a good thing inside of him, in his emotions. He might be able to understand it cognitively, but in order for it to go from his mind to his heart, to his emotion, and to be able to feel that he is in a family where we do not operate according to our minds, but through our common feeling, then we need to give him this emotional impression through workshops. How? I do not think we need to have quiet workshops, because the people we are dealing with are more developed, and perhaps more developed cognitively. These workshop need to be more serious, practical, and tougher in order to compel them to solve cognitive problems through emotional tools.

Nitzah: Can you repeat that? We need to awaken the mental side in order to...

No. Say there's a problem at the factory. Bring me these problems. If there are conflicts, or problems with what we are manufacturing, how are these problems solved? They are solved only through this new social connection, only in this way, and not with professional people coming in. How can we organize society in such a way that these problems will disappear, evaporate? I will give them exercises where they will have to use emotions in order to solve cognitive problems, and they will manage the organization from now on, as an exercise. Only through social change.

Oren: What do you mean social change?

I mean the relationships between people. How do I cause my workers to take orders without me giving them from above? How do I not give criticism and still be sure that these things will happen? How do I see that the work that they do, let's say for a week or two, they will be able to finish it within a few hours of work? How do I do that? This is something that the manager, if he is a true manager, needs to solve. You are giving them these exercises, yes. This is something you need to work on. You need to see in each and every organization and factory, the specific problem that they have, and to analyze them and see where we can show them how much social change is beneficial to save time work days, and space, with the most important thing being that through social change, they can reach a state in which they do not need to give orders, but they themselves feel, understand, and advance.

The workers already feel what needs to be done. They advance towards him, they get closer to him. Even though they are in the same place in the hierarchy, but because of the spirit, the connection they have in circles, they become closer to him, because it's that everybody is equal and through these movements of connection, emotional connections, they can receive cognitive commands from the manager and understand them. Again there's this concept called “the heart understands.”

With my emotion and feeling, I can understand what I lack in my mind. That is how developed I will be. It's like people who have such a developed emotional side that they feel in advance what might happen. We need to show managers that the development of the relationships within their organization into the integral form saves a lot of actions that are currently done, are unnecessary.

We see this in computers. If you create a non-intelligent computer program, there are programs that study themselves. You then make programs that study themselves and you can therefore skip many simple actions performed by the old computer non-intelligent computer programs.

Oren: This is how you see the organization?

Of course, this is how I see it. Because in the integral system, there's neither a beginning nor an end.

Oren: So, why do you emphasize it in regards to the managerial workshop?

Because this will make it easier to manage everyone, since the more everyone shares the same feelings and understanding, the more everybody is integrated together. Not that they will be the same as him in their minds, their brains, but this integration will give the feeling of what is desired for them, what is needed from them. They will understand deeply, the orders that their manager gives them and why it needs to be this way. And they will understand that he really is right about what he is asking of them in regards to, let's say, an assembly line or whatever, and they will all consciously want to participate in it. People will not perform 1,001 unnecessary acts and they will feel, even without having the education or knowledge, that they know what's going on.

It is similar to a family where you have a system of relationships, and you can’t really describe it in accordance to any program; it has thousands of details. And so, the emotional and cognitive are two opposed systems, but when they complete each other, you have very special synergy.

Oren: I would like to ask about these special exercises that you are developing here for the managerial workshops. You said that you would give them exercises or challenges that would get them to use their feeling side in order to solve cognitive challenges. The example you gave was how I get the work that people do over weeks to fit into a few hours of work. You gave a limitation on this challenge. You said that the solution can only be through social change, a new social connection. So, I want to understand this limitation. When you say, “Solve the problem that I have put on the table,” and tell them that they can only solve the problem through social change or new social connection; I do not quite understand what do you mean? What do you mean by telling me what I can use and what I cannot use? When you say to only solve this through new social connection, what am I not allowed to use this in order to solve this challenge? Anything else? Maybe you can say a little more in detail, because I do not understand.

Materials, money, and workforce.

Oren: Resources. We cannot use anything that do with resources and not additional professional knowledge, right? No, okay. That's what I do not or am not going to use. So, what should I use? I’m not sure we understand you?

I will tell you just one word: it's called crowd-source wisdom.

Nitzah: How do you tie this wisdom?

They need to attain a higher level of feeling and mind, through which they will reach a much better level of productivity. I just make them more connected, more concerned about each other, to have this warm relationship so they understand each other internally. And then their mind and heart, and feeling become much more powerful and they can solve problems, much better and faster than I can even provide them with problems.

Oren: In what format will this happen in the organization?

Also through workshops.

Oren: OKAYAY, but you are saying it's possible that I, as the manager, can create such good connection between the workers that they will develop so well in feeling and in mind, they will be able to bring an even more powerful solutions than even I, with my professional abilities, will be able to solve. So, in what format will you want to receive this solution from your team of workers? What will you want to do in order to get this solution if you have a specific challenge? How will you get these answers from them?

I want them to tell me what to do themselves.

Oren: How will you get them to do that? Through what process that they will reach this resolve that will be their recommendation?

Through connection.

Oren: OKAYAY, that's general, but specifically, let's say, you have a challenge at the organization. Up until today. I told my workers, ”this is what you need to do.” Now you are saying if you develop a new social connection between them, this new interaction , this integral, integration between them, bring them greater mind and feeling they will bring you a better solution to this problem. Right to the problem that I give them. Okay, so I am throwing this problem to them, to the center of the circle they are sitting in. What do you say in order for them to find the solution? I do a workshop with them. Okay, so, what will you say? I have such and such a problem in the organization?

They need to talk about it. They need to discuss it as much time as they want during the work hours even. We do not mind even during work. It will save a lot of time for us. I give them the entire day to discuss. Well, not the entire day, people will get tired, but let's say, an hour or two every day to discuss. And they will reach such solutions that I did not even dream about as a manager.

Oren: But can I hear what they are talking about

I am not with them in the circle, but I can hear what they are talking about, say, behind the scenes and also what they are saying brings me new ideas. We write these things, we work with them, because each one in the circle says such things that no manager would be able to do or say. Do you understand that? And if you ask me what to do next, next we will solve all the problems at the organization .

Oren: If we are talking about a workshop to help managers manage better at the organization. The most important job for a team of managers is to understand that through new relationships and integration in the organization they will reach better solutions in the organization. It's not enough for them to understand this rationally, they need to feel this a little bit in order to connect from inside and then the tool that you chose to help them do this is to give them a challenge to reach a solution together that is not possible to solve not by adding money, nor by adding workforce or professional advice, but only using a new social contact and connection between the workers. So, you said that in the workshop for improving managerial skills, you need to invoke a feeling. So, say, you define the challenge, and there are 10 managers sitting around the table. What's happening now? Do they need to begin talking about it? What do they need to do?

Yes, they have to say what each of them thinks about it, how they need to solve it in a social way.

Oren: Why does it invoke emotion?

It does not, but it necessitates emotion.

Oren: Why?

Because they have no choice. Because if they understand that through connection, through this new attitude, this integrality, and the crowd-source wisdom, they will reach a better result. Then one understands that he needs to also feel or be connected to this idea a little bit. It evokes emotion, whether you want it or not. We are actually evoking this family feeling in people. This is what managers lack and this is what they need to feel here. This is where they need to improve.

Nitzah: I lack an understanding of linking this chain, because, you said, we need to evoke this family feeling and I can understand that, but from here it's only described a kind of connection to some collective mind. How do we go from this family state to this collective mind, this feeling of collective conscience? You talked about crowd- source wisdom. How do you go from evoking this, because this does not happen in a family? Right, there's a warm emotion, but still, there's no collective mind.

Here you will have it, because it is against the ego. We are operating against it, above the ego. We rise above the separation between us above this hierarchy that exists between us. We raise ourselves above it to unity, then each and everyone by annulling towards that, towards the other by appreciating the other, by feeling that he wants to be equal with everyone else like in a family. And also equal in role: the more you can, the more you contribute, and that makes you relatively equal. And then you create a new vessel, which we create through that which separates and distances us, and then it turns out we can begin to receive this new fulfilment. We are actually advancing to the next stage of development and we are quickening our development. These are the things we should reach in a number of years, but we are already building this vessel, because humanity constantly gets closer and closer to connection and unity.

Fifty years ago, we did not think work relationships were important. Our manager would come and there were times when he would even beat his workers with a stick, and the worker would work. They did not ask any questions. I am the boss and that's it. Afterwards democracy began. Why? Because just like we had slavery before and then people understood it was not useful, and that it’s better if one works for money. The slave costs a lot more than the worker. And it does not do anything and I need to care about him so much. So, let's him care for himself, and just give him some rations, some salary and he just needs to go and care for himself without me caring about him at all.

And this is how we develop, not because we are drawn to democracy or caring for each other, but because it's worthwhile for us. And also, thirty years ago nobody thought we need to have picnics with our workers or provide kindergartens for them. Nobody thought about it. But we saw that it was worthwhile for us to do. Because through that, we receive more benefit from them for our pockets, and therefore, it is the same here. That's no other way. We have to improve society. This is where we are heading. Evolution wise and historically, we see it over the last fifty years that this is the direction. The more people are connected at work emotionally, that increases the production.

So, we see this is where the problem lies. And therefore, we need to create this good connection between them, despite their ego, and teach them how to do that. It's not an immediate result; we do this through a lot of workshops and explanations. Then through that, we reach a good result. It's like they become more developed and evolved. It's like a time leap, it's like we jump five years ahead in time. By that, we become more advanced than the rest of the organizations that are with us in this competition. And of course, we are heading towards success.

Oren: The question that Nitzah wanted to discern was how it is, that through these good connections between people, we reach this result of a shared consciousness or common mind? We understand what good connections are, but what is..?

The shared consciousness is revealed because we rise above our ego. We have this level where we do not want any connection between us. Each one is unto himself. Let's say this is the periphery of this table and then we rise ourselves above that to this level of connection, and the gap between these two levels. This is the place that is called the vessel, which is filled with this new feeling and mind. It's like we rise above to this level that the entire humanity will reach in five years, and we will do this now. All our competitors can already forget about the competition with us.

Oren: Let' say, I smile to all the rest of people in the organization tomorrow, and they try to smile to me. And I try not to put sticks in their wheels and they also try not to do that with me.

You create a family business. A family business, where everybody cares for everybody else and wants them to succeed. This is the dream of every manager: to motivate the workers in this way to care for the organization in this way.

Oren: Okay, that's clear, but I am saying once again, I try to approach everybody positively and so do you and so does Nitzah. All three of us are working in the same organization and we are truly making an effort. What is the connection between that and a common consciousness appearing between us?

The connection is... I will tell you. What happens within a person? From where does he receive his mind, his knowledge? Why do we have this cognitive system? Where does it come from, this science, this wisdom? It's because we are egoists. If we were not egoists, if we were like animals, we would operate according to instincts, and then we would not make any mistakes and we would not succeed.

What is success? Success is when I produce something new, above the animal or regular human potential. Success is when I produce something new, that is above the level or potential of humanity as it is. Where does it come from? It comes from us rising above our egoism and begin to be tied together. When we take our egoism and put it inside our interconnections, and again, we do not make mistakes then, because we become in inner connection like the animal level, alike to nature, the general integral nature. We go back to nature.

Through the ego, we became distant from nature, and now through integral connection, we once more return to nature on a higher level. And then this level, up to which we ascended, this slice where we went up to, is now filled with knowledge and the mind of nature. And if we use that we do not make mistakes, we cannot go wrong, because we bring ourselves up from the animal level through our ego and our ability to use it integrally, to a higher level, which is also the animal level. And this animal does not make mistakes, because it's connected, it is equivalent in form with nature. It's in the integral system, which is just like nature, and therefore, this gap that we have ascended, this height fills with the mind and heart that cannot go wrong and we are certain to proceed correctly.

Oren: Okay, I will tell you what I understood and you will tell me if I am correct. You are saying that if we look at nature, we see that animals know exactly how to live, they don’t make mistakes.

A human makes mistakes all the time. Because the ego sways him from his instincts. Now, if he completes his ego with the connection between everyone, what is the ego? It’s what separates us.

Oren: Right, because whenever you say ego, I‘m not sure I understand what you mean. The ego is what separates us?

Yes

Oren: And that's what makes us go wrong?

Yes

Oren: The separation between us makes people make mistakes?

Yes. If we were connected, all of us together as one man in one heart, we would not make mistakes. We would be in an ideal state.

Oren: What you call family.

Yes, the ego separates us and then we have a space between us, an emotional space. If I take this space now and close it with my good approach towards everyone, bestowal above my ego, this is called faith above reason. It does not manner what you call it. I actually put this egoism inside the connection between us: all love; all crimes shall be covered by love, so that the crimes are inside, but they become supporters of love. Love becomes even stronger, the connection becomes even stronger.

Oren: I lost you at the space between us. You said that the space is created between us and now you said if I close this space...

Through this mutual feeling, then I use this ego as the help against the other.

Oren: Against whom?

It's the help against the ego itself. This ego that appears, I now see as the help.

Oren: This space between us? This separation between us as the help? How?

Because if I now try to bring myself to this connection, then I will discover a much more powerful connection because the ego itself will participate in this connection. All the crimes and love will be turned around into even further connection.

Oren: You said we make mistakes because of these gaps between us.

Misunderstandings.

Oren: Misunderstandings. There are spaces, separations between us. Each one is secluded, and therefore we make mistakes. And so together, we make mistakes and we go wrong. And we don’t want to go wrong. You said animals never make mistakes, I want that too. This will be like the ultimate mind that never makes mistakes.

They do not make mistakes, because they are naturally connected. It's natural.

Oren: Okay, so, you said that we humans, are more developed creatures, but how we are more developed, because we have these spaces between us. Now, these spaces cause us to make mistakes, but I do not want to make mistakes.

Right, and this is called the connection between us. It's like there is no nature between us, there is something between us that is a mess.

Oren: Chaos.

Completely. So where do we go from here? Now, if we put between us, family ties, connections, to be as much as we can as one man in one heart, by that we return nature as the connector between us.

Oren: But nature did not make us family.

Nature, I mean by that, act naturally with love. By that we return to be connected. And this gap, that we had when we were disconnected, and now when we are connected, becomes the more powerful connection between us.

This gap is now bringing us this new collective mind. By this, I learn what nature has done, how it separated us and now, what I have done by connecting, and how I brought us closer together. I study these systems, these two systems, the way they are separated and the way they are connected. And by that, I gain this new mind, this new knowledge. The space is filled by this new knowledge and wisdom.

This ego that I am now correcting, it's completely filled with wisdom. Then I begin to feel and understand the system. If we do this in a workshop between workers, we will discover such opportunities to blossom and flourish and there will be nobody able to compete with us. No one. They will suddenly feel and know such things.

Oren: We started with a workshop for the improvement of managerial skills and you said that your goal is to prove to them cognitively, but most feeling wise, that success, their success in leading the organization, depends on building a new social connection in the organization. If we go back and remember the people for whom we are developing this process, we are talking about the managerial tea. We are usually talking about people with huge egos, between whom the relationships are not so good, to say it at least. So, this gap that you talked about, these spaces between us, I think that inside the managerial team they are the top, they are at the top.

But we do not go to the solution immediately. There need to be some talks, conversations, and we reach the workshops and the workshops are also not in way of talking about them, but we talk about something outside, maybe humanity, something theoretical.

Oren: I want to continue with original exercise you gave. You will shake them a bit by giving them a challenge in the organization and you make a limitation: you can only solve this, not through any additional materials resources, or only through positive social connections between the workers or the managers, it does not matter - positive interaction between people. This is the only way to solve the problem, right? Yes, Okay, so by giving them-- this is a question--beginning to explain how this will work. You said they will need to discuss it. Can we give a small taste here from this entire model you described and have a common mind of spaces, of efforts to overcome them? What kind of taste can I give them? Of course, I cannot. So, how will you bring them to an emotional identification with this idea, because you said they also need to have this feeling?

How does the unity operate cognitively without feeling, how is this possible? If I need to work in a group, say we are building an airplane, it does not matter what, and I need to work with 20 more people. We need to constantly discuss how we are going to build it and how the connection between all its parts is going to be, say, the order of manufacturing. If I am not connected to them emotionally, how can we work? What's not clear? There has to be an emotional connection. They will understand these things. It has to be a maximum connection. Are you asking me what's not clear? I will tell you. Let's say I am now at the job and it's more comfortable for me to work with my daughter, because she comes in wherever I ask her to, wherever she wants to, and we can shortly discuss things.

Oren: This is a good example.

And with others it's less comfortable

Oren: With others it's less comfortable. And now you are telling me that the organization is becoming a family, because you need to feel comfortable with others, just like you are with the others.

Because it's hard for me to call people to come, but with my daughter I can manager her.

Oren: Oka, I am not talking about this concrete example, I just want to talk about the gap that exists before the beginning stage and what we want to reach. This is clear, and now we are talking with the managers. This is more difficult.

Yes, because they are very cognitive people. So, I give them a lot of examples and video clips. They will grasp everything very quickly. Now, how do we overcome the problem? We cannot compete with others. So, what do we do? We need to improve our social connections. And what does that depend on? On you. And what do we do? We do it joyfully. But, only after you understand this cognitively, that this is necessary. Then we try to do it. What? To instil this systematic emotional feeling in each and everyone. How? I will give that. Go ahead, sit 10 people together in the circle and let's start.

Oren: Okay, they understood the explanation and clips and everything.

About a person's ego, not our ego. We have to talk about the nature of creation, something far away, how it separates us, how bribed we are in the way we see others, always want to see others beneath us, how much I protect myself, to see myself always more successful than others, otherwise they have no right to exist, and all kinds of such things.

Oren: We are talking about other people. What about myself? No, because I am not that way. Maybe Nitzah is this way, but I am not this way.

No, we are not talking about us. We are talking about people, the human species.

Oren: Egoistic people.

No, the human species. This is a very big difference. I am not talking about someone; I am talking about all people. And I also belong to that.

Oren: Okay, the human species. That's good enough. What about it?

So, we talk about its nature, its bad nature. Yes, and towards what is nature advancing us? Towards connection. We have no choice but to connect to each other.

Oren: You have already talked about this.

Where do we begin afterwards? You will see how much they begin to understand. This is also talking about them. Do you think they do not feel it? Of course, they do. So, we have talked about the question. Now, we have to talk about the correction. There is no choice, we need to correct ourselves. We need to reach a state where we will be connected.

Oren: So, we are not bringing them examples from the organization yet, right? Because we are just talking in general about the human species. Okay, so then what? Correction, there's no choice, we have to correct ourselves. Why? Because the world is self destructing, yes?

Yes, talk to them about this in general. Afterwards, you bring it down to the families, around it.

Oren: From human species, we went down to the families.

To countries, to all kinds of international relations between nations, great organizations, and industrial bodies. This is clear to us. Completely. Why do we not always talk about relationship between us and what is happening here, the status of our organization? Also here.

Oren: We discussed all of this.

What is the bad evil that we see? How can we correct it? Not personally. What is the good, ideal state between us? And how can we gradually advance to that? Now, who will manage this entire process? If you want managers to do it, you need to be under them. Who else could do this?

If the entire factory undergoes change, you cannot stay the same, you will be outside the factory. You will be left out. It has first to be improvement in you, as an example. You will give an example to others. As managers, you need to give the examples to your workers. Of course, there needs to be an inner transformation for the ego, but whoever overcomes his ego, he will be the hero.

The society, the general development of humanity, this entire development; it is demanded from us to do it this way. If you do not want to, then please, we will go to your competitors. No problem. You can learn by example from them, what they will have there.

We will improve the situation there; we will bring them to connection, to everything necessary. There will be one, united mechanism that operates harmoniously and you will see their success as opposed to your success, which undoubtedly... Even thirty or forty years ago, people were concerned about relationships in the work place.

Oren: So yeah, I will tell you a secret, this is a managers' meeting here, and you have no time to waste. So, before you, in last twenty years, there have been a lot of wise people here that told us that they would bring us connection in your relationships, just like in the family. And if I become the manager for a moment, I will tell you this with a great sorrow, that I have always wanted for it to succeed but I...

But, you still don’t understand that I am brining you a method that can work.

Oren: No, actually, I am already desperate. I have despaired of this story, of trying to create good relationships between people, because for twenty years I have invested in it. I saw that after this person, who came to give us this process left, then the process left with him.

First of all, this should not happen. No, we are going to have a Catholic wedding here. There is no such thing that I will give you a course for two months and then I leave. I will come back here, even twice a week and see the entire factory. We cannot leave it alone.

Oren: What gives you the confidence that you will succeed, where everybody before you failed? Maybe our organization is especially cold and lacks good relationships. How do you know that you will succeed?

Because I do not work against the ego. I do not use artificial smiles or anything. I do it through people discussing things between them, through this new special method that people see the bad between them and know how to overcome it.

And you will see this from the first one or two talks and conversations that you will have there.

Oren: We can show this in the presentation.

If you asked me to come here because you know about me, then why are telling me now that you think it will not work?

Oren: Well, there are kinds of methodologies of how to work in an organization and give all kinds of tools of how to deal with motivating workers who are now very tired, how to solve conflicts in the organization between the managers, and how to reach common solutions. There are a lot of methods. The market is full of methods.

We have to soften the evil inclination. Not to rise above and use it in an opposite way. That's the difference. I told you, maybe in the last talk, that we are not destroying the ego, we are not becoming some nice actors. We are working with this ego, rising above it and using it in order to strengthen the connection between us. The more the ego is revealed, it becomes help against the other and by that, and we connect even more. It helps us to connect. We are heading towards connection.

How did they connect in all those other methods? They did not connect. They just neutralised the external gap a little bit. And here we are talking about connection as one man in one heart. And who is giving us this connection? The hatred, the ego that we turned around and made it the help against the other. And then we reach the integral system. There, you do not build the system. There, you are separated from everybody else and you remain separated. And here, you want to help everyone. You are interested in that.

Oren: I'll be interested in it.

Yes. Both in the manifestation and the purpose, there's a method that nobody has.

Oren: So, let's summarize it in one sentence. What is the purpose and what is the manifestation that nobody else has?

The purpose is to reach the state where the organization will be as one family, where nobody is equal to the other, not equal according to the roles and the jobs, according to the knowledge, according to the role, and according to all kinds of things. Nobody is equal to the other. But each one is as important as everybody else. The manager and the simple worker are equal. They feel they belong to one family. That's what we need to reach. They care for each other. And this is not a futile concern, it's true emotional care or concern. There is no such thing that the manager would not say hello to someone, but he would shake the hand of the guard or the doorman. Why not?

You will need to be as an example to all the workers, and by that, you will turn the ego, as much as it separates everyone, to the force of connection. Then you will feel in that, this new mind and new feeling. All in all, this will be like a new image of the organization, which will bring you the solution to everything, and advance you suddenly in a “space leap, a “time leap” of five or ten years in time.

Oren: Okay, our time is up for this meeting. Thank you very, very much Rav Laitman. Thank you Nitzah. And thank you also for being with us. So, let's leap forward together. Until then, until next time, goodbye and thank you.

(End of conversation)