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Episode Title:  Are you a puppet or powerful?

Overview: This topic is about understanding the success criteria for living from purpose and values and helping people with personal responsibility and task ownership; what they must get competent in, to live fulfilling, meaningful lives.

Questions to Ponder:

  1. Why do so many people settle for manipulating others rather than developing them?
  2. What beliefs and consequences do we need to consider for both?
  3. What’s the alternative? What is a healthy culture?
  4. What does it mean to be responsibility-based as an individual and to create a responsibility-based culture?

Episode Guest: Gabriela Ramirez Arellano 

Gabriela Ramirez Arellano is is a Business Strategist for the Hispanic Chamber of Commerce of Metro St. Louis. She is a consultant to Hispanic owned businesses, delivering value to these businesses by providing strategic guidance, advice and support in an effort to increase their economic power and reach in their respective communities. Gabriela is also a wife, mother and co-owns Don Emiliano’s, with her husband, a restaurant in O’Fallon, Missouri.

Keywords:  Individual psychology, responsibility-based culture, Teal culture, agility, personal responsibility, social interest

Story: Three generations of women in a family all cut off the ends of their roast and throw them away only to come to find out that this was done decades ago so the roast would fit in th pan. This story demonstrates that we can become stuck in an existing way of functioning without questioning the value of the practices today.

Episode Topics

Review of last episode: control models, inferiority complex, emotional intelligence competencies, there’s no ‘good old days’, the change process. In this episode, we focus on:

  • Autonomy, alignment and ownership of personal power and responsibility
  • Power within
  • Co-dependency – being in other people’s yards
  • Self-determining and subjective private logic
  • Responsibility-based culture is NOT permissive
  • Teal organizational model

Autonomy, alignment and ownership of personal power and responsibility: holding a positive belief about people and helping them to trust themselves and take responsibility for managing themselves. Gabriela shares how being asked what she wants was a revolution to her.

Power within: Power-within is not always understood. For example, it may not look really strong looking. It might mean slowing down and taking time to consider things fully. Our power is that wise voice within. We always have choices.

Co-dependency – being in other people’s yards: We don’t know how to stay out of other people’s business and minding what’s ours.

Self-determining and subjective private logic: We are always making our own subjective interpretations about what we see and experience. We sometimes subjugate our own ideas because we believe it’s safer and appropriate to agree with others about how life should work and who we should be. We must come to see that our thinking is malleable and our relationships are not as fragile as we think.

A responsibility-based culture is NOT permissive: To create a responsibility-based community requires you:

  • have high character, high intention, high love, a positive ego, commitment to determination for developing self and others
  • hold high belief in people
  • transfer responsibility to people in a supportive way so they can pick up responsibilities that are theirs and own their many tasks
  • mentor and be mentored using Socratic questions and referencing the model tools and concepts
  • be mutual with people with respect and equality
  • consider what we see is a reflection of our belief systems or current level of discouragement or encouragement; we don’t all see things the same way
  • care about being in service and noticing what we cause others by our choices (self-focus and self-fulfillment vs. service to all)
  • trust people faster, further and with greater faith in one another and belief in their goodness

Teal organizational model: includes

  • shared power
  • responsibility with freedom
  • shift from algorithmic thinking to heuristic thinking (create on a fly)
  • leader-follower agility
  • holistic (I get to be the same at work and at home)


Go take our survey on organizational wellness. Visit our website. There are many articles related to this topic. One of these that includes the Adlerian concepts is The Education of our Children. Teal organizational model is something mentioned, so another article is Teal is The Trend: What Color is Your Organization? A short video clip that quickly reviews what culture, why and how to implement a responsibility-based culture framework.

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