Core Elements of Healthy Organizations

You actually already know if the company you’re working with is healthy. You can tell by how you sleep, how you feel when to talk with others, how at ease and how excited you are. BUT if you are still wondering… here’s a checklist. A healthy company or organization will:

1. Respect Individual Autonomy. The organization encourages independent thinking and questioning. Members are allowed to leave freely without fear, punishment, or shunning. Personal decision-making, including lifestyle, relationships, and career, is fully supported.

2. Provide Transparent Information. Everyone is open about leadership structure, finances, and goals. Access to outside information and opposing viewpoints is encouraged. There’s no secrecy, deception, or hidden agendas.

3. Promote Critical Thinking. Questions and constructive criticism are welcomed. There’s no dogma or inculcated instructions; teachings are open to revision and dialogue. Personal reflection and open inquiry is encouraged.

4. Foster Emotional Health. Emotional boundaries and privacy are respected. NEVER are guilt, fear, or shame used as motivators. Connection and kindness are encouraged without manipulation or dependency.

5. Support Healthy Relationships. Family and other outside relationships are supported. No one tries to control members/employee’s time or isolate them. Diverse relationships are encouraged, not just within the group, and there’s never a demand to sacrifice other relationships for the good of the company.

6. Encourage Personal Growth. Education and personal development is promoted. Rigid hierarchies are never imposed and individuality is never stifled, including the diversity of how members/employees learn and contribute. Everyone is empowered to live fulfilling lives outside the organization/company.

7. Be Accountable and Ethical. Leadership is accountable to employees (not just stockholders) and are transparent in their actions. Power is not concentrated or abused. Ethical standards are enforced and clear, with mechanisms for reporting abuse or misconduct.

Now here’s the drop: This list is the inverse of the BITE model developed by Steven Hassan, PhD for identifying cults and destructive groups. Hassan developed the BITE Model to evaluate whether a group uses Behavior, Information, Thought, and Emotional Control to manipulate its members.

Yeah, let that sink in.

Now go back through the list and see how your other important relationships and communities vibe with this checklist.