Relational Metacognition: the science behind Formal Mass Conversation
Relational and Organizational science combined show that as long as organizations do not implement Formal Mass Conversation, and all budget is absorbed in the development, promotion, delivery and management of its innovative and quality offerings, these offerings will never realize the sustained exceptional goodwill behaviors and value on top of them and around them that they deserved in the first place.
Formal Mass Conversation capitalizes on the notion that “highest motivation is an intrinsic motivation – which most people have and which can be conditioned – that combines with the energy and engaged involvement towards their environment that emerges from the direct conversational relationships between people and any form of ownership, craftsmanship, parenthood and leadership”
With ongoing Formal Mass Conversation leaders successfully build the bridge between their people focused culture, coaching, change, and innovation initiatives … and people showing real and lasting focal and enterprise wide commitment to lasting and exceptional value for the themselves, the organization and their customers and peers. With Formal Mass Conversation top leaders themselves get and stay in loyalty conversation with all people all the time and thus become the final corner stone of all HR strategies, propositions, programs and platforms already in place.
Formal Mass Conversation complements the focus on the mutually reinforcing balance between performance and people by a focus on the mutually reinforcing balance between what is done individually and collectively, locally and organization wide, with insiders and with outsiders, functionally and loyally, reactively and proactively.
Formal Mass Conversation leverages the certainty proven by Relational MetaCognition and Relationship Engineering sciences that any already optimized behavior or organizational object can always scalably be improved towards, during or after execution from an organization-wide, proactive, outside, collective loyalty perspective. And immediately improve all outcomes of such routinized, intuitive, emotional, logical, or reasonable behaviors or objects of individuals and their teams or groups.
Relational MetaCognition is all insight around where and how people feel that they stand, move and could and should move forward in an environment together with others, and such in reaction to non-changing or changing relational positions of others. Relational MetaCognition studies the part of the brain that effortlessly
- connects all other individuals to one’s own plans
- invests in others with whom it works for all others and is prepared to fully sacrifice itself.
- makes simulations of all possible combinations for the good of all and the whole
- sees one’s place in the survival of a collective that caters for one’s own survival
- understands how critically important others and self are, both inside and outside
- carries the legacy of others on its shoulders and uses their wisdom in trade-off and complement of their own intuition and reason.
R – short voor massRelating for forward movement perceived by all – is a socio-organizational approach that studies and operationalizes the tapping of all people’s relational metacognitive capabilities.
R also is the outcome of seeing and experiencing forward movement of the whole both by people inside and outside. The idea of moving backward or foreward, individually or collectively, is an important mental construct, and was shown to be relatively independent of socio-organizational objectives and goals being achieved. Formal Mass Conversation aims at identifying the difference and reconciling both.
Finally, R also is the process of coleadership automation: systematically identifying, realizing or resolving all that all people know or see to be missing, and right to assume accountability around anything that can help fill the gap..