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 Ameeta has worked extensively in the field of human resource development , integral psychology and Indian Philosophy. She is involved with the new movement of the Theater of Consciousness, has directed a number of plays, and is the author of two books: The Journey and Where we don't go She is the chairperson of the Gnostic Centre, a "research centre for the growth of consciousness, started on February 29th, 1996, Delhi. The Centre is a pioneering effort towards the university of tomorrow... where the learner and the faculty meet in a dynamic, parcipitative process of growth and awareness: a learning process encompassing all life, where the participant him-herself becomes the "living laboratory" of change. Such a radical advance in higher life education has been long overdue and deeply needed. The Gnostic Centre is the response to this growing need." The Centre began its work with a series of intensive awareness workshops and courses on themes related to integral growth, karmyoga, education, social and political thought, music, hathayoga. It offers a library and meditation space , and a subscription to its bi-monthly newsletter: "The Awakening Ray" The Gnostic Centre is consecrated to the vision and work of The Mother and Sri Aurobindo. Ameeta is presently the Executive Director of India's premier stud farm.
She has degrees in English Literature, Management Education, and Equine
Management.
Gnostic according to the dictionary meaning of the word mans a higher, esoteric knowledge. But here we are using the term in a special Aurobindonian sense. The word Gnostic refers to a truth consciousness, a consciousness always free from Ignorance. It is this higher consciousness that can dynamically transform our present outer and inner way of life, so that on earth is established a life divine, and man grows into the likeness of God. the Truth - Knowledge aspect of this supramental consciousness is called Gnostic. Why have we chosen the name The Gnostic Centre ? The name of this centre has been chosen in keeping with the ancient mystic traditions of giving names which act as a mantra and help in the realization and remembrance of the goal chosen. In keeping with this tradition, for us the word Gnostic expresses our aspiration to work towards the realization of The Mother's and Sri Aurobindo's ideal of a Gnostic society and individual. What is out endeavor? * To create a bridge between matter and spirit . * To offer study programs, courses, workshops, and research facilities in various subjects and disciplines. * To create a space for those who are looking for a deeper consciousness and a new spirit and forms of knowledge to express it. * To develop a rich cultural, aesthetic, social and spiritual fabric of life which uplifts and nurtures. * To offer consultancy in Business Management, law, education, etc. * To facilitate the understanding and practise of the Integral Yoga of The Mother and Sri Aurobindo. Who is the Centre meant for? The centre is meant for those who are looking for new ways to live. Those who find the old system, beliefs stifling and dull. Here there is place to grow, away from prying eyes. Exploration and discovery of one being the basis of a new life. How is the centre financed? The Gnostic Centre is a pioneering effort towards creating a University of tomorrow, where the person him/herself becomes the living Laboratory of Change. For the nurturing of this unique experiment, we at the Gnostic Centre, presently depend on the random contributions from well-wishes and donations from the individual earnings of the members of the Centre to fund the running costs of the Centre. For the flowering of the Centre's work it is imperative that we have a regular source of Income. Therefore, we ask for a suggested contribution or fee to meet our costs. Thus when you contribute towards the workshop you attend, you are actively supporting the flowering of this experiment, as the entire amount is used to meet the expenses of The Gnostic Centre. An aspiration to create an ideal institution by Ameeta Mehra From time immemorial Man has been creating and experimenting with different organisational forms to serve the advancement of education, trade, politics, science, material and spiritual growth. This quest for an ideal organisation were both individual and collective growth and advancement can be achieved bas been an eternal ideal and goal. The following article is based on my experience in creating an ideal organisation. In most organisations, there is a tendency to sacrifice the individual for the collective unit. This takes many forms, though the underlying principle remainsis the same: the organisation becomes self-centred, only looking at people as serving its economic or functional need, and paying only that much attention as is minimally required. This is a danger that all of us can fall into, in subtle ways. The opposite perhaps is even more fatal, when the individuals sacrifice the collective good and growth to satisfy their own ambitions and greed, whether for power or for money, and even a cursory glance at the present political situation in India is a sufficient example of this. The politicians have thrown the country into confusion and disarray, for personal profit. In all organisations different shades of these problems do come up. So how is this balance achieved between individual growth and freedom and the realisation of a collective ideal and goal? I have seen that this can successfully be achieved only when the individuals base their growth and freedom not on their egos, but on their soul, and when the organisation becomes an instrument for the expression of the free largeness and flowering of the soul in Man. The main difficulty for individual and collective advancement is the human ego, which manifests itself as greed, ambition, self-interest either of an individual or collective body and the solution lies in Man realising the greater potency of the spirit within, and allowing its influence to guide him. This greater potency can be realised when our focus is on the inner growth of consciousness and the measure for this growth is the progressive change in our outer day to day work, attitudes and existence. In a conscious organisation each individual is viewed by the organisation first as a soul that has taken birth for a special purpose, to express a unique potential, and not as an economic producer and cog-wheel in the state's machinery. Then it allows this truth to govern the organisation's activities and policies. This does not mean that one becomes a goody-goody and turns a blind eye to insincerity, lack of discipline and bad-will, but the attempt is to deal with these firmly, yet not lose the inner Vision. Essentially an ideal organisation is a space, an environment, a collective aspiration to facilitate the integral growth of the individuals in harmony with the overall collective progress of the organisation, the Nation and the World. An ideal organisation is based on a certain Truth and tries to embody it. In an ideal institution the members would 1. Aspire for an inner-development
The above would be the basic shift that is required if one wants to create an ideal form for individual and collective advancement and governance. Now, how does this translate in practical terms? What are the key factors of change that would make a difference in organisation? The following are some of my insights towards a more conscious working. ORGANISATIONAL STRUCTURE When deciding upon the organisational structure and responsibilities, one important principle I keep in mind is that each person should be given the work most suited to his capacity and temperament, keeping in mind his 'swadharma'. For true and lasting progress and harmony in a collective work there are two processes that must combine and go together: " 1. Individual transformation, an inner development leading to the union with the Divine Presence. 2. Social transformation, the establishment of an environment favourable to the flowering and growth of the individual. Since the environment reacts on the individual and, on the other hand, the value of the environment depends upon the value of the individual, the two works should proceed side by side. But this can be done only through division of labour, and that necessitates the formation of a group, hierarchised, if possible."1 "A hierarchicised group means a group in which the activities and functions are organised according to the individual ability, with a leader at the centre. A military organisation, for example, is a hierarchy."2 A hierarchicised group means a group in which the activities and functions are organised according to the individual ability, with a leader at the centre. Now what does this mean in practical terms? First, that each member in the group should have a clear function, with a leader/facilitator at the centre. The function and role of the member of the organisation should be decided on the principle of what he/she is capable of performing and in what direction lies his innate ability. The choice and function of the leader is paramount. He/she must be spiritually developed and capable of taking wise decisions. He/she must be a person of vision and substance and respected as such by all. CONFLICT RESOLUTION In any group situation, where diverse personalities and temperaments are working together, conflicts are bound to arise. Problems of harmony amongst two people, or work-related conflicts sometimes arise. 1. The first thing I do is to offer the problem to a higher divine power and ask for help and guidance, both individually and collectively as a group, should the group size permit. 2. Then on the material level, a small meeting can be called. The meeting begins with meditation, and then the people involved are asked to state simply what the problem is. Of course this is done, trying to keep oneself in the highest state of consciousness, for which the mediator bears the responsibility. 3. There is normally a discussion amongst the group, and a feedback is given to the persons concerned as to what each one perceives to be the cause of the problem. This part is not always pleasant to hear, as it often contains a few home truths. The mediator then sums up and indicates where the solution lies. The important point however is not the external modus operandi, which could change depending on the circumstances, but the inner attitude that is taken. All should be done in an atmosphere of calm and impersonal love. This atmosphere can only be maintained if there is a conscious invocation of the Divine Presence. And it is that Presence that brings down with it a sense of quiet serenity and clarity of mind and emotion. DECISION-MAKING PROCESS As science and yoga-psychology have found out, there are deeper levels of knowing besides the human intellect and reason. There are in fact other powers of the Mind, for example intuition and illumination, which one can open oneself to, through the practice of meditation and yoga. It is these higher forces that can be invoked consciously, so that into the grey rooms of human mind some higher light and knowledge may descend. Therefore each meeting should begin with a conscious invocation through meditation, and often during difficult decision-making processes this brings forth a deeper insight. Another way I follow when taking decisions is to consult the voice of each member. When the time is right and a particular action or activity should be started, normally a large number of people voice the same idea or suggestion. Sometimes a visitor too voices a similar sentiment. This of course holds true much more in a conscious collectivity, where each person is aligned to the central purpose and truth of the work. The third way that is practised while undertaking short and long term planning for the organisation is to FOLLOW LIFE. To observe the natural road that life is showing us and to apply our efforts in that direction. 'Follow Life, she will show you the way."3 NOT BLAMING PEOPLE AND CIRCUMSTANCES FOR PROBLEMS Examining inner causes for outside lapses and problems There is a story about someone who asked the Mother for sympathy regarding his circumstance at the time. The Mother after listening to him replied, "I am full of sympathy but unshakeably convinced that each one meets in this life the circumstances, which he has inwardly and outwardly built for himself" "It is always a mistake to complain about the circumstances of our life, for they are the outward expression of what we are ourselves." I remember many occasions when I have recalled these words, especially when things were not moving smoothly. It so happened that slowly I began to experiment with these ideas in my work. Though it did take a little bit of effort, the next time something was not completed, or an important assignment not done, instead of flying into a rage, or even becoming irritated with the person in front of me, I stopped myself and stepped back to reflect. I asked myself, in what way was I responsible for this not happening. Were my instructions clear and precise, had I taken into consideration all the elements of the situation, had I gone into the problem with the person concerned in depth, etc. Often I would find that 'ust the act of not immediately blaming other people or circumstances, brought a tremendous release of creative energy to resolve problems. I found I was more calm and balanced and more perceptive, and if indeed it was an oversight or negligent action on another's part, I was more able to take effective action. Once I resolved to work according to the above principle, the growth in consciousness and in quality of work has been substantial. Even as a group this method can be adopted consciously. When a new member joins the team, this perhaps is the most difficult thing to come to accept that one cannot blame others or even circumstances for one's failure in work, or inability to get on harmoniously. It is a bit of a knock, for a very particular characteristic of the homo sapien is that we always look outside ourselves for the cause of all our problems. We hate looking at our own mistakes and readily put the blame on the other. There are various small things that happen during the day, it may be that the newsletter does not come out in time, and one can cite very plausible reasons why. The printer guy delayed it, the scanning had to be redone, the weekend arrived and so on. But in a conscious organisation the responsible person first asks himself, "As this responsibility was given to me where did I fall short. Did I not fully accept the responsibility or was I a bit lackadaisical? What can I do to make sure this never happens again and so on." And there are numerous small and big incidents during the day, which if looked at in this way would change the whole way of our interactions in work But this takes courage! The question we must put to ourselves is, 'What is our aim?' Is it to create one more run of the mill institution, do some good humanitarian work, and fulfil the egoistic demands of human nature, or do we want to align ourselves with the future? By future is meant the mastery of the complex demands that are being put on all of us, both as an individual and as a society. Though on one side we have become dysfunctional and selfish, on the other there is an awakening to a new spirit that is taking hold of the human race. Through all this chaos there is the secret working of an evolutionary force that is pushing us all towards the exploration of deeper and higher frontiers, beyond the Ego and Mind. Ask yourself, 'Are you here to repeat the old ways of acting from egoistic motives, or do you want to consecrate yourself to the Highest Truth of Existence. If the first and foremost endeavour is to become examples of this Truth, then the whole wa)- of looking at Life and Circumstances must change. We must abdicate the ego and discover instead our inner divinity or Psychic being and allow that to be our leader and guide. Perhaps the Mantra is the conscious invocation of the Presence. It demands another way of looking, thinking and acting...... ARE we READY? 1. The Mother, Complete Works of the Mother, V2,
pp. 47-48
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