A New Opening with spiritual values asks for a New End, the reconnection with core values:

Human beings want to love their organizations - they don't want to work for a set of bastards. People seek meaning in their work and will start to creep out the door if they find none, so a new huge leap of logic is required in helping them not just to stay, but to actually use the opportunity of the new opening towards a new end. Leaders are seeking ways to help managers understand why they are here, what their purpose is and what legacy they want to leave. And manager should pass that end down the line, no longer as an order in a personally neutral organization, but in view of the required clarification for a transparency required for a personally relevant, lifefulfilling platform. 

Traditionally work and organizations have been to a large extend inhuman places with such impossible agendas that life tends to get squeezed out of people - unfulfilled. Executive development open toward the New End of lifefulfillment for as many as possible helps them find a greater sense of self, so they don't get squashed by work and can motivate others accordingly to help people feel they are genuinely expressing themselves.

The point about a link between the spiritual C3-basis and c3-self-belief is echoed by the requirement that if people are put in front of clients, their managers want them to have a strong sense of c3-corporate identity, which is onyl convincing with a sustainable sense of C3-self. The fact is, that is the only source of sustainability to relate to!

Inevitably when you talk about identity, you come up against a deeper set of things - the innate core values and beliefs of entities. Programs are sought to help staff find "values, spirit, cultural capital and meaning" in their work even through off-site sessions where employees can reflect on trust, self-awareness and commitment - occasionally even including spouses, partners and children in their prognostications...