Shift brain networks for new economic normal: There are several logic thinkings, according to which values they are based on. Short term profit for owners is one logic. Another logic is system wholeness for people and nature.

When you fear corona – Yawn, stretch, relax, observe!

Yawning is contageous and clears your mind, wake you up and ready to think clear and act. Fear may be a response to a real treath – and too much imagination and fantasy about the future. To clear your negative fantasy and access your thinking logic focus brain network – test to yawn, stretch superslowly, relax, de-stress, observe without judging or defending, and ask is the fear real in the present moment – or a imagined fear fantasy it is little you can do about now? Here are ways to research papers on why yawning is a very effective way of reducing unnecessary fear.

What if organic agriculture principles lead society?

Sustainable development is defined as both - ecology, social, economic sustainable. Here are the 4 principles of organic agriculture: Health, ecology, fairness, care through precautionary principle. This is how food production and markets could avoid next corona crises:

Survive, safe, compassion, respect, trust, common solutions and hope:

6 leadership steps that may help people from corona - to trust and hope.

Corona opportunity for Sustainable Development Goals:

World health is shaking, world economy is shaking, climate is shaking, biological diversity is shaking: What if we manage to see connections, interlinks? Has all this something to do with the way human relates to nature? Is it a time for reflection? What if all 17 of the sustainable development goals are interlinked? Some days ago many thought climate was the main issue. Suddenly corona and good health and well-being for all became most important. What if they are interlinked?

Corona virus, Maslow’s needs and system error solutions:

Abraham Maslow developed 5 levels of human needs: Survive, safety, social belonging, self esteem, – and self actualisation. How are they visible in responses to corona virus? How are the corona measures functioning to solve the 5 people’s needs for system error solutions?

Quarantine, home office, remote work:

Corona virus, climate change, wildfires, reduction of biological diversity, plastic oceans, air pollution: How may you contribute to next level of society?

Do you create employee engagement for climate-nature solutions?

How are you as a leader for employee engagement in climate-nature solutions? How do you as a leader inspire and motivate to employee engagement? My favorite questions are: Is the intention of your company on line with the deepest values of the employees? And – are people allowed to do what they are best to do every day? What if you ask your employees and followers: In what degree on a scale from 0-10 do you as employee - experience?:

Why follow a leader? HOPE:

Want to lead through spreading more HOPE? How may a leader create hope faster? When 10.000 employees were asked - they said they follow leaders mainly when they experience - trust, compassion, stability and hope. The employees chose these words, rather than we could have guessed them to focus on words like – purpose, wisdom, humour and humility. (Gallup research). What may it mean when employees in fact chose the words they did? So, what is this «hope»? Here are 6 aspects of you create more hope:

Why follow a leader? STABILITY:

Want to lead with more STABILITY? How may a leader create stability, continuity, predictability faster? When 10.000 employees were asked - they said they follow leaders mainly when they experience - trust, compassion, stability and hope. The employees chose another way than we could have guessed: to focus on words like – purpose, wisdom, humour and humility. (Gallup research). What may it mean when employees in fact chose the words they did? So, what is this «stability». Here are 3 aspects of you create more stability:

Why follow a leader? TRUST:

When 10.000 employees were asked - they said they follow leaders mainly when they experience - trust, compassion, stability and hope. The employees did not focus on words like – purpose, wisdom, humour and humility. Employees say they follow leaders that earn trust and show trust. Other values they look for in their leaders are – compassion, stability and hope. (Gallup research).

What may it mean when employees say these words? So, what is this «trust». Here are 5 aspects of you create more trust:

Climate communication success criterias:

Check list when you communicate climate and biological diversity arguments. Here are 6 check-points: Seeking, social, support, simple, success history, and signal:

Brain strategies for climate:

How may we use our brain to feel, think and balance climate solutions better? People feel and think. In order to make clever lasting decisions – we need to balance thinking and feeling better – to create a balance of system thinking and feeling of the wholeness of the parts. What’s happening in our brain? Here are 5 important brain networks:

How to motivate people to better climate and biological diversity solutions and actions? Here are 7 strategies for motivating and influencing communications: They go around hurdles, visualise positive solutions and common solutions. An attractive magnet is a strategy that is simple, easy, attracts broad, includes:

What stops climate action?

What are pedagogical challenges when we want to motivate for climate action? Here are 7 psychological barriers that may stop people on the road from feelings to action. These hurdles all have their solutions, you find below:

Pain and pleasure in climate strategies and solutions:

What are attractive strategies to find climate solutions? There is a broad scale of climate and biological diversity risk, damage and crisis - that maybe can be tacled by investing in insurance, prepare, adapt, prevent, avoid, precautionary principle, ethics and similar strategies:

How to start a climate action? How to motivate for change? How do we make a decision to do a change? Maybe first play that we decide? And after that – we may decide seriously?

Increase trust in common climate and nature solutions: A company may obtain a trust culture. That is far better than culture of fear, rage, grief. Here are 8 check-points of a trust culture:

5 startpoints for climate-nature solutions: Deep emotions may both derail climate-nature solutions – and be changed to motivate solutions. The brain has startpoint interests, that may function as motivation for solutions. Often people have cognitive bias, cognitive distortions: sometimes even cognitive dissonance. That may hinder, and sometimes help. Start there. How to develop from there and and reach sustainable development goals? 5 emotions and ideas limiting climate action: