In a recent webinar hosted by Back to Source Coaching and BEING at Full Potential , Laura Saldivar Luna, spoke to the importance of “Inner Work for Outer Impact,” emphasizing how personal and collective transformation fuels systemic change. Below are the key takeaways and insights for building a Soulful Organization, drawn from Laura’s experience as Chief People Officer at Teach For America and Founder at Piñata Possible.
What is a Soulful Organization?
Laura defines a Soulful Organization as one that leads from its deepest knowing, characterized by profound connection with its people, systems, and the broader context it operates in. It’s an organization that aligns with its mission and vision while staying attuned to the present moment and future possibilities. Key markers include:
- Deep listening and authentic dialogue: Soulful Organizations encourage conversations marked by presence, where individuals feel heard and seen.
- Connection to purpose: They maintain a strong link to their mission, ensuring every action resonates with their core values.
- Embracing the whole system: From staff to stakeholders, every layer is valued, creating a ripple effect of impact.
8 Characteristics of a Soulful Organization
1. Start with Inner Work for Outer Impact
Laura emphasized that transformation begins within. At Teach for America, she introduced practices like starting meetings with conscious breathing to ground teams in the present moment. This simple act shifted the energy from urgency to possibility, enabling better decision-making. Inner work, such as self-reflection and mindfulness, creates the foundation for meaningful external outcomes by aligning individuals with their authentic selves and the organization’s purpose.
2. Embrace Resistance as a Sign of Progress
Resistance, both internal and external, is a natural response to change. Laura shared how her initial discomfort with new practices mirrored the skepticism she faced from colleagues. Rather than viewing resistance as a barrier, she sees it as a signal of growth. By holding space for doubt and uncertainty, leaders can help teams acclimate to new ways of being, leading to resilience and sparks of innovation.
3. Strengthen Connection at Every Level
Laura highlighted that unleashing the full potential of children at Teach for America is only possible when staff, educators, and organizational leaders are also actively engaged in expressing their own human potential. By nurturing the potential of each individual within the system, the organization creates a cohesive culture that amplifies its impact on the children it serves.
4. Shift from Problem-Solving to Opportunity-Seeking
Laura advocated for a mindset shift from fixing problems to seeking opportunities. Drawing from the Human Potential Assessment by Being at Full Potential, she encouraged leaders to view challenges as openings for creativity. For instance, reframing the compensation system as an opportunity to design a future-focused model – rather than a problem to fix – unlocked innovative solutions and sustained team morale.
5. Honor the Origin, Present, and Future
A powerful insight came from a participant’s question about the role of origin stories. Laura agreed that understanding where individuals and organizations come from is crucial for wholeness. By honoring past experiences without being limited by them, leaders can craft a coherent narrative that bridges the past, present, and future.
6. Leverage Tools like the Human Potential Assessment
Laura’s discovery of the Being at Full Potential framework was a turning point. The Human Potential Assessment provided a unique lens to measure how fully individuals and teams express their potential, focusing on dimensions like purpose, play, and resilience. This tool sparked transformative conversations, helping teams reconnect with their purpose and navigate challenges with greater clarity.
7. Navigate Resistance with Compassion
When introducing soulful practices, Laura encountered skepticism, particularly from productivity-driven leaders who questioned the time investment. Her approach was to meet people where they are, observing their pressures and identifying influencers who could champion the change. By going where the energy is strong – starting with early adopters – she created momentum that eventually swayed others, proving that readiness evolves over time.
8. Prioritize Sustainability Through Presence
To prevent burnout, Laura advocates for practices that cultivate sustainability, such as reframing challenges as opportunities and normalizing moments of struggle. For her, inner work is now a way of life, whether taking a breath to process a tough day or viewing feedback as a chance for growth. These micro-practices help leaders stay grounded and resilient, sustaining their ability to lead with joy and purpose.
Insights for Leaders
Laura’s journey underscores that building a soulful organization is both a cutting-edge and ancient practice. It requires courage to embrace the unknown, compassion to hold space for resistance, and a commitment to seeing every individual. Leaders can start by:
- Incorporating micro-practices: Begin meetings with moments of presence or check-ins to foster connection.
- Listening deeply: Engage with employees’ lived experiences to inform systemic changes.
- Using tools for discovery: Explore frameworks like the Human Potential Assessment to uncover untapped potential.
- Honoring the whole system: Ensure every layer of the organization feels valued and aligned with the mission.
Final Thoughts
This webinar with Laura was a powerful reminder that Soulful Organizations are built through intentional inner work that ripples outward, transforming individuals, teams, and systems. By building connection, embracing resistance, and shifting perspectives, leaders create environments where human potential thrives. As Laura poignantly noted, “You’re not alone, and you might be on the cutting edge.” Let’s continue this journey together, paving the way for organizations that lead with heart and purpose.
For those inspired to explore further, consider taking the Human Potential Assessment or joining Laura’s newsletter and upcoming Breakthrough Builder program. Stay tuned for the next webinar in the series on October 1st, focusing on the Workplace as Fertile Soil for Transformation.