We've taken disturbances and fluctuations and averaged them together to give us comfortable statistics. Our training has been to look for big numbers, important trends, major variances. Yet it is the slight variations - soft-spoken, even whispered at first - that we need to encourage.

It is time to stop waiting for someone to save us. It is time to face the truth of our situation - that we're all in this together, that we all have a voice - and figure out how to mobilize the hearts and minds of everyone in our workplaces and communities.

We would do well to ponder the realization that love is the most potent source of power.

When we can lay down our fear and anger and choose responses other than aggression, we create the conditions for bringing out the best in us humans.

One of the great errors organizations make is shutting down what is a natural, life-enhancing process-chaos. We are terrified of chaos. As a manager, it signals failure. But if you move out of control and into an appreciation of natural order, you understand that the only way a system changes is when it is far from equilibrium, when it moves from the 'quiet' we treasure and is confronted with the choice to die or reorganize. And you can't reorganize to a higher level unless you risk the perils of the path through chaos.

Without reflection, we go blindly on our way.

Organizations are now confronted with two sources of change: the traditional type that is initiated and managed; and external changes over which no one has control.