There are 6 values that relate to the good functioning of small groups, and they are crucial for Vedapark. The 6 values can be summarized in this way:

1.       Expressing: Everything starts by something yearning to be expressed. In Vedapark, it is important that everyone has the opportunity to develop creative sides to their psychology. If this is not possible, our basic nature which is to grow, is being limited and stress emerges which weakens the group.
2.       Transforming: In order to go through with a good idea, one must transform both oneself as well as those one works with. When we experience a piece of work being crowned by results, it is because the resources have been mobilized for the task and that they operate well together. Transformation, in which everybody is focused on the completion of the task in a coordinated way, is a key for us. It is interesting to note that the anthropologist Margaret Mead found that a fast transformation is more smooth because there will be less friction when the whole system changes in one quick stroke.
3.       Expanding: This is the phase in which the results and the structures are built, step by step. Often, not all phases are known from the outset, but they surface as we move forwards. Moreover, often people do not comprehend that they have to move from one stepping stone to the next. They see themselves at the bottom of the staircase and simply want to jump to the top... but it only remains a dream. The Vedapark has to be built bit by bit, but fast. Time is very precious just now, there is no time to waste, what can be done tomorrow, should be done today.
4.       Self-referring: Expansion must constantly be checked: Should it accelerate, slow-down or change direction? Should it stop completely? The word Self-referral indicates that the answers are in our own Self. The principle is dependent on the possibility to compare a concrete result with something timeless, and the basic conditions of our life do not change.
5.       Measuring: Vedapark must have some mechanisms that make it possible to measure results, as well as assessing our own way of functioning as humans. An important point when we want improvements is to have some simple and practical procedures, which can measure how things stand. In relation to this, it is best to assume that people always do their best even if it might not be good enough. However, if it is not good enough then the problem most often turns out to be that the framework has not been structured well enough.
6.       All-knowing: If Vedapark is to keep existing and also maintained progress, the experiences gained in our projects must be  accumulated. Thus the ‘all knowingness’ regarding the best practices is built up and can be put to use in the future when something new is undertaken. When we open our mind to the inner intelligence, we gain insight into anything to which we put our attention. This is what the Vedic Science tells us, however, such ability presumes a high state of consciousness.
Please note that these 'innocent' values are based on a new and ground-breaking discovery on leadership. In total, there are 36 specific Vedic values that guide human behavior under different circumstances[i]. They come from the Veda, the most comprehensive body of knowledge known to mankind. Those values are not made by men, but by Nature. It is not even correct to say that they are made by Nature, because they have always existed. In the Sanskrit language they are called 'Nitya' which means eternal, and 'Apaurusheya' which means un-created. 

1.       Described in detail in Gunar Casberg: In the Veda We Find Hidden Codes for Management chapter 1, (section about 'Vedanga').



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