The Sophia Project – Chapter Content Areas
People bring their whole selves to work. We are all simultaneously navigating work and life, experiencing the time pressures and emotional pull of each. Accordingly, our program addresses both personal and professional content, recognizing their two realms and enabling impact in both.
Chapter 1: The Supposed To’s, Personal
These are the demands we put on ourselves which create undue burden, often based on unattainable goals externally set through social and cultural influences, family, media, etc. We share the evidence-based concept of “ought” versus “actual” self, which helps participants to recognize the fantastical standards they strive for, allowing them to “see” and subtract those that no longer serve them.
Chapter 2: The Supposed To’s, Professional
The Supposed To’s we take on at work drain energy and create development and time traps. There is no time to reflect on work styles that were effective previously, but are no longer helpful, or to reconsider assumptions that are no longer relevant or true. By illuminating these Supposed To’s, we enable participants to “see” and subtract those that won’t drive future success.
Chapter 3: The Invisible Load, Personal
We introduce the concept of Cognitive Labor to make the volume of work at home visible, enabling them to intentionally reduce it and/or distribute to others. This concept is relevant for those living as singles, but is particularly salient for those in households as partners. Research shows that domestic responsibilities, especially the invisible components (e.g. anticipation and monitoring) remain under-distributed and unappreciated, creating distraction at work and tension at home. Shining a light on and labelling this labor enables more successful subtraction.
Chapter 4: The Invisible Load, Professional
As individuals move from entry level roles and are transitioning to a leadership mindset, the propensity to avoid distributing labor at work is common. As successful leaders know, it thwarts individual and team growth, efficacy and drains capacity and the opposite, i.e. effective distribution of labour, has proven to contribute to organizational success. In this chapter, we focus on ReMinding Delegation, our proprietary model, takes a holistic approach to delegation, starting with internal voices that can act as barriers to transferring control.
Chapter 5: Finding the “Me” in the “We”, Personal
This chapter speaks to the era we’re living in, where the “me” is under siege. The result is the prioritization of kids and others above all else, sacrificing individual and sometimes marital or familial wellbeing. This unit is, more than others, built for those who are most challenged to find “me” time, e.g. those in the family unit, those with the added responsibility of elder parents, etc. or, those who identify with the need. We focus on subtraction to free up “me time” and re-strategize “we time.”
Chapter 6: From Harder to Smarter, Professional
As the culminating experience of the program, the workshop helps participants to work wisely, by highlighting aspects of their work experience that can undermine potential, especially the tendency to rely on “overwork”. Participants gain clarity over their Super Powers – their distinctive skills – and how these skills can be aligned with what drives success in their work contexts, so they can maximize impact.