Why Corporate Meditation

Why encourage meditation in our careers and corporations?

What does a Superbowl winning quarterback, one of the greatest coaches in NBA history, the (former) leader of the most financially successful technology company ever and the largest investment management firm in the world have in common? They use mediation as a tool to support leadership and ultimately, personal and organizational success. Scientists and researchers are documenting the positive impacts. More and more CEOs and leaders are discussing how they have relied on meditation in their careers. Medical schools are now brimming with fMRI grants and studies that are uncovering the brain’s neuroplastic capabilities. Our understanding of physiology and neurochemistry also helps us understand how and why the workplace can be difficult and how meditation helps.  New mood and stress sensors integrated with mobile apps are now enabling the tracking & training of our moods. We are fortunate to live in a time when all the arrows are pointing to using meditation as a tool for supporting core leadership growth. Meditation is a mind training activity available to everyone that transforms the brain and subjective perception toward a positive, connected perspective.

The challenge faced by organizations is as follows: No amount of institutional volunteering, corporate social responsibility, profit sharing, inspirational conferences or leadership training will allow employees to spend time at their mind’s core and develop personal “strength” that will impact their engagement with work, rest, and play for the long term.

Bottom line: It’s not religious. It’s not strange. It’s not private. It is a set of tools to support real leadership and authentic culture.

Activate Core Leadership

Serious and Measurable

The M Program measures impact and presents findings.
Activate Core Leadership

Next Gen Employees Want:

  • They want to align their work with their purpose.
  • They want to belong to groups that are genuine and authentic.
  • They are rapid adopters of technology and find the concept of “mind training” intuitive.
  • They want more exposure to lifestyle choices at work.
  • They want employers who keep pace with social technology advancements.
  • They don’t have any generational biases to meditation.
  • They want culture and leadership programs that don’t feel contrived.
  • They are open to suggestions on how to deal with stress (without prescription drugs).
  • They want impartial tools that will help them succeed at work.
  • They want meaningful ways to enrich the lives of their families and children.
  • They want programs that give back to them without more time and volunteer commitments.