My response has taken me a while to complete. Whenever I watch That Nhat Hahn, I am calmed by his words but they always seem so simple. I say to myself, “Well if all I had to do was take time to meditate and wash dishes, I could be that mindful too!” Instead, I find myself making lists of lists for all the day-to-day occurrences of life…work, home, people to follow-up up with. I even have a list of people to hold and send energy to because of what they are dealing with. I try to program in all the world demands…as well as my mindfulness. I know this is not the answer.
I appreciate Kim’s comments about the sermon on washing dishes. My grandmother was a home economics teacher prior to becoming a mother of six girls. She would always say that lots of dirty dishes are sign of a good gathering so enjoy the memories of it while doing the dishes. Ironically, I don’t remember her washing many dishes but I agree with the point. How many of us choose to wash dishes? I know mine go straight into the dishwasher. I think part of our challenge is to be intentional about when and how we choose to be mindful because society has given us all the options and excuses to skip that time. For some it might be washing dishes or filing paperwork, for others it might be folding laundry or drinking a cup of coffee and watching the sun rise. How do we give people the permission to choose their time for mindfulness?
Over seven years ago while writing curriculum for National FFA, they offered an intense facilitation workshop for those of us going out to train teachers on the curriculum. Each of us presented and were coached on our presentation style. The tip I have held onto the most was on how to close a session. The coach said, “Stop, take three breaths, think about the experience and then speak from your heart about what has occurred and what you hope for the participants.” Essentially, ensure you are present in the moment and allow mindfulness to take over and support the process. I know the power this holds. Anytime I am not present in my work and rush, I am doing a disservice to those whom I am entrusted. I think our workplaces would be transformed if mindfulness towards those each employee holds in trust (other employees, customers, etc) were honored. This is the role of a leader.
PROMPT
An area of personal and academic interest is mindfulness. I am interested in how mindfulness can generate clear thinking, intentional action, and connectedness. What I have increasingly found, particularly in corporate America, is that there is little “room” and hence value, for reflection. Action equals results. Inquiry can be threatening. But how can we grow and be content without robust refection?
I invite you to watch a 6-minute video clip from That Nhat Hahn, a Buddhist monk and respected authority, in mindfulness. Click or Copy/Paste to play: http://www.youtube.com/watch?v=aubF7v-MlMM
I am curious how you see mindfulness influencing the leadership process; in general, and how the practice of mindfulness can enable change in our organizations, at home, and in life? If you have critique or questions that linger, I invite these as well.
Sunday, March 14, 2010
Thursday, March 4, 2010
Identifying and Hiring Leaders
This past week I had the chance to attend the Randall L. Tobias Center for Leadership Excellence’s Multi-sector Leadership Forum in Indianapolis. While there, I read this prompt and thought I would use it as my lens for this learning opportunity. Vickie Cook, Dean of the School of Education at Greenville College, discussed leadership needed for schools of education. She commented that it is hard to identify and hire the leaders needed for the future. When I asked why this is the case, she responded that it has to do with the culture of the educational institution hiring process. After being a part of a hiring process myself earlier this year for a tenure-track position at a research university, I have an appreciation for her point. But I think it also boils down to the fact that in academia (and most fields) people are hired, first and foremost, for his or her expertise followed by their teaching or research (if applicable). These elements have a tendency to build egos and not value the ‘soft skills’ of adaptive leaders.
Juana Bordas of Mestiza Leadership International discussed the need for multi-cultural leaders who learn from the past; look for and appreciate a collective identity; and have a spirit of generosity. These leadership attributes are closely aligned with adaptive leadership principles. From Juana’s remarks I could imagine some signs of these leaders are the way they talk about their experiences…who they learned from, how they honor their culture and background, the respect they show for equality and diversity, and how they share successes and show gratitude with others.
Jean Lipman-Blumen of the Drucker School of Management discussed the need for ‘connective leaders’ who understand that "the world has changed, and we must change with it." These leaders know themselves and others and recognize the interconnections that bind us all together. “They see leadership not as personal privilege, but as communal responsibility. They balance the needs of themselves and others through collaboration, mutual respect, and encourage all to assume responsibility at every level.”
In summarizing these remarks, it has affirmed for me the critical need for ‘adaptive leaders,’ especially as Stephen points out the Level 5 leaders attempt to mitigate ambiguity, while adaptive leaders cultivate it. I do agree with Mark that, “ironically, the strongest ‘adaptive leaders’ are often marginalized in the selection process.” My experience says that Kim is right about cultivating a culture of adaptive leadership and identifying the attributes that support it…and then hiring to those. Regardless of the title (connective, adaptive, etc), there are attributes of these leaders we can see and identify. Those who are known for selflessly making connections that raise the whole ship and support others. In the end, my gut can usually tell who ‘gets it’ and anytime I have not trusted it, I’ve been sorely disappointed.
STIMULUS
I believe that the weakness of Adaptive Leadership principles are in the identification and selection of what Jim Collins (2005) describes in Good to Great as ‘Level 5’ leaders. Leaders who have a rare combination of fierce professional determination coupled with a personal humility. Clearly, while their professional perspective is relentlessly driving results, their approach is more like a world-view, a form of being that recognizes the collective success of their organization to be much greater than their own. Ironically, the strongest ‘adaptive leaders’ are often marginalized in the selection process.
So how does a company find such folks? To me they are virtually unidentifiable.
Juana Bordas of Mestiza Leadership International discussed the need for multi-cultural leaders who learn from the past; look for and appreciate a collective identity; and have a spirit of generosity. These leadership attributes are closely aligned with adaptive leadership principles. From Juana’s remarks I could imagine some signs of these leaders are the way they talk about their experiences…who they learned from, how they honor their culture and background, the respect they show for equality and diversity, and how they share successes and show gratitude with others.
Jean Lipman-Blumen of the Drucker School of Management discussed the need for ‘connective leaders’ who understand that "the world has changed, and we must change with it." These leaders know themselves and others and recognize the interconnections that bind us all together. “They see leadership not as personal privilege, but as communal responsibility. They balance the needs of themselves and others through collaboration, mutual respect, and encourage all to assume responsibility at every level.”
In summarizing these remarks, it has affirmed for me the critical need for ‘adaptive leaders,’ especially as Stephen points out the Level 5 leaders attempt to mitigate ambiguity, while adaptive leaders cultivate it. I do agree with Mark that, “ironically, the strongest ‘adaptive leaders’ are often marginalized in the selection process.” My experience says that Kim is right about cultivating a culture of adaptive leadership and identifying the attributes that support it…and then hiring to those. Regardless of the title (connective, adaptive, etc), there are attributes of these leaders we can see and identify. Those who are known for selflessly making connections that raise the whole ship and support others. In the end, my gut can usually tell who ‘gets it’ and anytime I have not trusted it, I’ve been sorely disappointed.
STIMULUS
I believe that the weakness of Adaptive Leadership principles are in the identification and selection of what Jim Collins (2005) describes in Good to Great as ‘Level 5’ leaders. Leaders who have a rare combination of fierce professional determination coupled with a personal humility. Clearly, while their professional perspective is relentlessly driving results, their approach is more like a world-view, a form of being that recognizes the collective success of their organization to be much greater than their own. Ironically, the strongest ‘adaptive leaders’ are often marginalized in the selection process.
So how does a company find such folks? To me they are virtually unidentifiable.
Wednesday, February 17, 2010
A few thoughts on leaderhip in popular media...
A few years ago a group of mothers who have been trained to facilitate a reading curriculum in their children’s elementary schools came to tell us about their work at a conference I attended. They described how they had started with just following the curriculum and it lead to them finding other needs in the classroom that they then engaged each other and other parents in meeting. When an audience member asked the mothers how it felt to be leaders for the community, they paused. Then one said, “I never have thought of myself as a leader, I was just doing what needed to be done.” Since then, I have continued to run into amazing community leaders with similar responses. Perhaps in part because of what Mark identified as “the preconception of heroic leadership…is still being powerfully reinforced in media.” Because of this, I was determined to identify a few current media examples to the contrary.
This past year, a show called “The Philanthropist” had a short run on NBC. The 60-minute drama tells the story of Teddy Rist, a billionaire vigilante, that travels the world and ends up providing financial and other support to those affected in the given locale. Steve Gunderson with the Council on Foundations commented, “It’s great entertainment. His life is exciting. His solutions arrive in sixty minutes. And he always succeeds. I wish philanthropy was really that fun and that easy. The show is a romanticized, action/adventure depiction of a powerful businessman’s efforts to find meaning in his life by applying his fortune and acumen to the problems of struggling communities in developing countries.” I found the show a bit cheesy but enjoyed each week seeing how Teddy became aware of the cause, learned more about the cause by working with people close to the issue and then found creative ways to engage his family, friends and colleagues in supporting the effort. Sometimes (ok, a lot of the time) there was the dramatic speech but he also rolled up his sleeves and became involved. In light of Kim’s prompt, I wonder if this isn’t the bridge…building from the more heroic or Great Man leadership to that of at least situational leadership. Showing that anyone can make a difference (especially those with money!).
But maybe we are as a society beginning to see the value of the shared leadership approach. Record numbers of Americans weekly tune in to watch the reality show “Extreme Home Makeover.” How can you not feel good about (and probably cry) watching someone else be helped by his or her community (and a bunch of celebrities)? Sure the celebrities on the show give what Elise referred to as the “theatrical dynamics” but I would argue that the local support especially of the builders and key volunteers instill the courage, pride, hope and determination to make the effort a reality.
THE PROMPT:
Popular texts are rife with examples of leadership in action. One model of leadership is that of the ‘heroic leader’. Although contemporary leadership theory is moving away from this model to one of distributive or shared leadership, working definitions of the singular leader still embody many of the characteristics of the heroic leader, particularly in relationship to influencing and motivating followers. Attached is a video clip from Branagh’s adaptation of Shakespeare’s “Henry V” (1989) of the “St. Crispin’s Day Speech”. After viewing the clip, reflect on how this piece of popular culture may or may not be relevant to contemporary leaders and followers as a means of role modeling leadership communication, vision/purpose, sense of belonging, or other leadership qualities and skills that emerge for you.
This past year, a show called “The Philanthropist” had a short run on NBC. The 60-minute drama tells the story of Teddy Rist, a billionaire vigilante, that travels the world and ends up providing financial and other support to those affected in the given locale. Steve Gunderson with the Council on Foundations commented, “It’s great entertainment. His life is exciting. His solutions arrive in sixty minutes. And he always succeeds. I wish philanthropy was really that fun and that easy. The show is a romanticized, action/adventure depiction of a powerful businessman’s efforts to find meaning in his life by applying his fortune and acumen to the problems of struggling communities in developing countries.” I found the show a bit cheesy but enjoyed each week seeing how Teddy became aware of the cause, learned more about the cause by working with people close to the issue and then found creative ways to engage his family, friends and colleagues in supporting the effort. Sometimes (ok, a lot of the time) there was the dramatic speech but he also rolled up his sleeves and became involved. In light of Kim’s prompt, I wonder if this isn’t the bridge…building from the more heroic or Great Man leadership to that of at least situational leadership. Showing that anyone can make a difference (especially those with money!).
But maybe we are as a society beginning to see the value of the shared leadership approach. Record numbers of Americans weekly tune in to watch the reality show “Extreme Home Makeover.” How can you not feel good about (and probably cry) watching someone else be helped by his or her community (and a bunch of celebrities)? Sure the celebrities on the show give what Elise referred to as the “theatrical dynamics” but I would argue that the local support especially of the builders and key volunteers instill the courage, pride, hope and determination to make the effort a reality.
THE PROMPT:
Popular texts are rife with examples of leadership in action. One model of leadership is that of the ‘heroic leader’. Although contemporary leadership theory is moving away from this model to one of distributive or shared leadership, working definitions of the singular leader still embody many of the characteristics of the heroic leader, particularly in relationship to influencing and motivating followers. Attached is a video clip from Branagh’s adaptation of Shakespeare’s “Henry V” (1989) of the “St. Crispin’s Day Speech”. After viewing the clip, reflect on how this piece of popular culture may or may not be relevant to contemporary leaders and followers as a means of role modeling leadership communication, vision/purpose, sense of belonging, or other leadership qualities and skills that emerge for you.
Friday, February 5, 2010
Obama, Race and Illinois Politics
PROMPT:
Do you see Obama’s race as an impediment to his success as the 44th President? Do you think people in the United States see him first as President or as Black or African American President? How do you think he is perceived by fellow lawmakers on the hill?
RESPONSE:
In 1999 as a Senior at Texas A&M University, I spent time as a intern working for the House Committee on Agriculture in D.C. (the Chairman was from Lubbock, TX). As you can imagine, this entailed the "so important" tasks of answering phones, greeting guests, attending hearings and taking notes for the Committee office, and helping the Press staff. Everyone was preparing for the 2000 Farm Bill. I recall one day when everyone in the office was already committed being asked to meet with the organic cotton farmers from Texas. At this time, organic was not a priority. I wonder how this has changed in the past 10 years? Working in 2006 for the Lt. Governor of Indiana who also serves as the head of the Department of Agriculture, I know that organic and nontraditional ag commodities are beginning to gain credibility and notice (especially in the most recent Farm Bill). I share this story to make the point that my experience has shown that special interest groups and issues "on the fridge" can move into places of priority or influence over time. Much like the healthcare agenda the President has catapulted into center stage. If you consider Roger's Innovation Curve, we know that 16% of the population are innovators or early adopters and 50% are late adopters or laggards. The rest being the early majority. While I would love to think that all politicians are in the early adopter category (which statistically they are not), they represent the entire bell curve of our society. This in itself presents an issue to the fast-paced, change-minded agenda of the President, irregardless of race.
As you know, I moved to Illinois in May 2008. It's interesting to me because I assumed that since President Obama hails from the state of Illinois and was a State Senator, there would be perhaps a deeper affinity or allegiance due to his tie to the state. Perhaps this is more the case in the Chicago area, but I am 3+ hours south of the Chicago and see a significant number of anti-Obama bumper stickers and hear criticism of his agenda from my Republican friends and colleagues. Do I think this has to do with race? I would to not think so but perhaps. The county in which I reside is 95% white and at one time my guess is closer to 99%. I have heard comments from community members that "times have changed" with the number of "blacks" in the community. I have not heard this referred to in regards to the President but one could make assumptions.
This Wednesday, we had a meeting of young professionals in the area to discuss the formation of a young professional organization. A few of us stayed after the meeting to eat dinner and veered into a political discussion. Illinois runs a close second to California regarding the worst state budget issues in the nation. There were three Democrats, two Republicans at the table. Our situation is SO bad that I from the comments shared, I can easily say that everyone there would be fine with taxes being raised if the business of the state was taken care of. We all seemed to be in a state of disgust for the situation...and for legislators not coming together in a bipartisan way to address the issues at hand. One of my colleagues wrote an article (http://www.goodworksconnect.org/forum/20-general-nonprofit/351-the-broken-relationship-with-the-state-of-illinois discuss politics...role of community organizing bipartisanship) comparing the relationship of the state to the nonprofit community to that of an abusive relationship. Interestingly with payments still behind and promises broken, the nonprofit community continues to uphold their missions and suck it up to wait for the state to hold up their end of the agreements. What if everyone working for and with an organizations who is owed money by the state were to not work all on the same day? We would NOTICE the impact! I have a feeling change would become more urgent...and demanded. This is race-neutral. Crisises heighten a sense of urgency for change.
My gut instinct is that, as a community organizer, President Obama knows the risks he is taking but also the importance of embracing the crisises we find ourselves in and using the momentum to implement change, in spite of his opposition AND race.
Sunday, January 31, 2010
Empathy and Volunteerism
Reflections on the article by Nicholas Wade, “We May Be Born with an Urge to Help” from the New York Times science section, December 1. 2009, at www.nytimes.com/2009/12/01/science/01human.html.
What immediately came to mind was a conversation I had over a laid back game of Uno with a guest at the local homeless shelter this past week. He is one week out of a month plus stay at the local halfway house for alcohol and drug addictions. He was telling me about his experience at the House and how much he appreciated the process and staff. He shared that his counselor had been a young woman from a wealthy Chicago home. At first he really wanted someone who had recovered from an addiction as his counselor because they would know more what he was going through. He said she told him that her addiction was helping people like him. This last statement had stayed with me mostly because I know this is true. She emphathized with his situation and used this to help him. I feel so lucky to wake up daily and have an opportunity to work with people like this counselor who strive to make a difference in this world. But why do they do it—it is empathy or deeper?
In reflecting on this article, I think this need to help is innate…and I also believe we are a society that volunteers because if makes us feel good to help others. Maybe this is altruistic…but what would it look like if we were able to tap EVERYONE’s innate need to help and give to one another?
Recently, I heard Rick Lynch (http://www.ricklynchassociates.com/about.htm) speak to the future of volunteerism. It was interesting as he pointed out that the HR model volunteering that was established in the 60s is no longer working. Volunteers now want…
-jobs they want to do
-jobs with an end point
-jobs without a lot of structure
-jobs the volunteer controls
-jobs the volunteer can grow from
-jobs that are fun (things people feel good about themselves)
-jobs that aren't 'jobs'
From working with a variety of nonprofits and volunteering myself, I agree. This means a heightened level of individualism and engagement for anyone leading volunteers. Elise’s question if empathy can be taught is important in this equation as it is up to these leaders to engage the volunteer in tapping into their empathy and appropriately directing it.
What immediately came to mind was a conversation I had over a laid back game of Uno with a guest at the local homeless shelter this past week. He is one week out of a month plus stay at the local halfway house for alcohol and drug addictions. He was telling me about his experience at the House and how much he appreciated the process and staff. He shared that his counselor had been a young woman from a wealthy Chicago home. At first he really wanted someone who had recovered from an addiction as his counselor because they would know more what he was going through. He said she told him that her addiction was helping people like him. This last statement had stayed with me mostly because I know this is true. She emphathized with his situation and used this to help him. I feel so lucky to wake up daily and have an opportunity to work with people like this counselor who strive to make a difference in this world. But why do they do it—it is empathy or deeper?
In reflecting on this article, I think this need to help is innate…and I also believe we are a society that volunteers because if makes us feel good to help others. Maybe this is altruistic…but what would it look like if we were able to tap EVERYONE’s innate need to help and give to one another?
Recently, I heard Rick Lynch (http://www.ricklynchassociates.com/about.htm) speak to the future of volunteerism. It was interesting as he pointed out that the HR model volunteering that was established in the 60s is no longer working. Volunteers now want…
-jobs they want to do
-jobs with an end point
-jobs without a lot of structure
-jobs the volunteer controls
-jobs the volunteer can grow from
-jobs that are fun (things people feel good about themselves)
-jobs that aren't 'jobs'
From working with a variety of nonprofits and volunteering myself, I agree. This means a heightened level of individualism and engagement for anyone leading volunteers. Elise’s question if empathy can be taught is important in this equation as it is up to these leaders to engage the volunteer in tapping into their empathy and appropriately directing it.
Saturday, January 30, 2010
Social Media Revolution: Leadership Considersations
In response to the video is titled: Social Media Revolution: Is social media a fad? Or is it the biggest shift since the Industrial Revolution? (http://www.youtube.com/watch?v=sIFYPQjYhv8)
As you all know, I am very interested in social media and its impact on our organizations and leaders. It has become an important part of my personal as well as professional life. Facebook is where I connect and interact daily with my family and friends as well as work colleagues. It is how I get in input from the young members of the family I work for…as well as build deeper relationships with my fellow co-workers and volunteers. I share updates of my personal life and happenings as regularly as I share professional updates and resources. My updates or “tweets” not only hit my 200+ twitter friends but also feed my profile on LinkedIn and my 730+ friends (including legislators, membership organizations, nonprofits, for-profits, etc) on Facebook. I comment on others statuses, pictures, and notes and they do the same for me. My car was determined and received its name; I chose the phone to buy from recommendations; and have discovered many new restaurants all through my network on Facebook and Twitter. I found our website designer through a social network in Indiana (www.smallerindiana.com). My birthday wish for donations to support local nonprofit treating children with autism raised over $150 through a cause page on Facebook (which if I wanted to know more about autism…the first place I would go is Wikipedia). As you know, I share my prosem responses on a blog (www.closingtraingles.blogspot.com) so my other friends and colleagues can also engage in my experience. And the list continues… I give these examples to say—that I choose social media and the technologies as a way to connect and build relationships. Relationships that I believe are sometimes deeper because of the blurring of my public and private life through these mediums.
Last Summer I went to a new media conference held locally and listened to Lori Martinek (http://www.pplusonline.com/lori.php) share her thoughts on how you can use “social technologies” to build your personal brand. When I asked how to account for this blurring of public and private life, she said that you can keep it completely separate and that it is up to each individual to determine. If one is an authentic leader what would it look like? I agree with Mark that “for way too long many people have had the luxury of living two separate lives.” I assert that social media gives a platform for leaders to be more “real” and open and accessible. I love it when I go to a meeting or community gathering and am instantly able to have a deeper conversation about a happening in someone’s life because of what they have shared online. It matters.
One of my favorite elements of social media is that it flattens hierarchies and provides an opportunity for everyone’s voice to be equal. Geographic boundaries are erased. This also presents a challenge for leaders to even more deeply engage EVERYONE in building the brand and communicating change, especially those in the Millennial and younger generations who have all grown up with technology and have an expectation (not always an affinity for) for its integration in their personal and professional lives. Emmanuel’s point of the impact that the technology divide presents is very real. Actually, I think we will learn and benefit from the mobile technologies being developed in rural, developing countries. This is also an area for leaders to ensure they are engaging everyone regardless of accessibility.
I agree with Elise that social media cannot solely replace face-to-face communication or relationship building but I think it offers unique opportunities to deepen and build those relationships for those who choose to join. I do think that this is way more than a fad. This is only the beginning. Web3.0 is already on its way (http://www.slideshare.net/JohannesBhakfi/web30-986081 FYI: Slideshare is great, free Web2.0 tool for sharing your PowerPoint shows with others). Those leaders not engaging in this fundamental shift in communication and helping their followers plan for the implications will be behind. As leaders, it is imperative to consider and honor this change.
As you all know, I am very interested in social media and its impact on our organizations and leaders. It has become an important part of my personal as well as professional life. Facebook is where I connect and interact daily with my family and friends as well as work colleagues. It is how I get in input from the young members of the family I work for…as well as build deeper relationships with my fellow co-workers and volunteers. I share updates of my personal life and happenings as regularly as I share professional updates and resources. My updates or “tweets” not only hit my 200+ twitter friends but also feed my profile on LinkedIn and my 730+ friends (including legislators, membership organizations, nonprofits, for-profits, etc) on Facebook. I comment on others statuses, pictures, and notes and they do the same for me. My car was determined and received its name; I chose the phone to buy from recommendations; and have discovered many new restaurants all through my network on Facebook and Twitter. I found our website designer through a social network in Indiana (www.smallerindiana.com). My birthday wish for donations to support local nonprofit treating children with autism raised over $150 through a cause page on Facebook (which if I wanted to know more about autism…the first place I would go is Wikipedia). As you know, I share my prosem responses on a blog (www.closingtraingles.blogspot.com) so my other friends and colleagues can also engage in my experience. And the list continues… I give these examples to say—that I choose social media and the technologies as a way to connect and build relationships. Relationships that I believe are sometimes deeper because of the blurring of my public and private life through these mediums.
Last Summer I went to a new media conference held locally and listened to Lori Martinek (http://www.pplusonline.com/lori.php) share her thoughts on how you can use “social technologies” to build your personal brand. When I asked how to account for this blurring of public and private life, she said that you can keep it completely separate and that it is up to each individual to determine. If one is an authentic leader what would it look like? I agree with Mark that “for way too long many people have had the luxury of living two separate lives.” I assert that social media gives a platform for leaders to be more “real” and open and accessible. I love it when I go to a meeting or community gathering and am instantly able to have a deeper conversation about a happening in someone’s life because of what they have shared online. It matters.
One of my favorite elements of social media is that it flattens hierarchies and provides an opportunity for everyone’s voice to be equal. Geographic boundaries are erased. This also presents a challenge for leaders to even more deeply engage EVERYONE in building the brand and communicating change, especially those in the Millennial and younger generations who have all grown up with technology and have an expectation (not always an affinity for) for its integration in their personal and professional lives. Emmanuel’s point of the impact that the technology divide presents is very real. Actually, I think we will learn and benefit from the mobile technologies being developed in rural, developing countries. This is also an area for leaders to ensure they are engaging everyone regardless of accessibility.
I agree with Elise that social media cannot solely replace face-to-face communication or relationship building but I think it offers unique opportunities to deepen and build those relationships for those who choose to join. I do think that this is way more than a fad. This is only the beginning. Web3.0 is already on its way (http://www.slideshare.net/JohannesBhakfi/web30-986081 FYI: Slideshare is great, free Web2.0 tool for sharing your PowerPoint shows with others). Those leaders not engaging in this fundamental shift in communication and helping their followers plan for the implications will be behind. As leaders, it is imperative to consider and honor this change.
Reflections on 2009...2010 Intentions
Over Christmas, we had a conversation about if people really enjoy and read holiday updates. Even though other’s don’t…I do! You get to catch up on someone’s life from their perspective…and the person has a chance to reflect on what has meant the most to them over the past year. One of the things that drew me to (and has continued to engage me) in my PhD program is the encouragement and expectation to be a reflective practitioner—making sense of daily experiences in light of what we learn and know to be true. So as a way of making sense of my past year and setting my intentions for the coming year, here are my top 10 of 2009…and hopes for 2010.
2009 Highlights
1. During a work outing in Florida, we ended up stuck for three extra days in late February. This ended up being my only beach time this year. I totally love playing in the waves, sinking my feet in the sand, and the feel of salty wind in my hair.
2. I started looking at homes early this year…and fell in love with 16 Elm Ridge! It is perfect…not too big on the first floor, guest space upstairs (everyone is welcome) and a cozy basement complete with wet bar. I truly cherished the housewarming party and was thrilled to have friends from Indiana and northern Illinois to visit. I am so thankful to my friends who came to visit as well as help decorate and put finishing touches on my home!
3. During my Mom’s Spring Break, I had a chance to visit Texas. I loved spending time with my Mom and sister on the farm with the bluebonnets in full bloom!
4. I have become quite the fan of boating over the past two years. I am so at peace on the water! When the stars aligned and I was able to sell my jet ski and purchase a pontoon boat all in the same week, I was a happy camper. I especially loved the last few outings in the late summer when my best girlfriends and I spent the day laying in the sun on Lake Shelbyville.
5. In July, the Lumpkin Family who I work for had their family reunion and meeting in Santa Fe, New Mexico. I was so excited that my brother and sister were able to meet me there post-meeting and we had a family reunion of our own with our grandmother. Santa Fe is such a special place and having an opportunity to share time with them there is a forever memory!
6. In August, I started pursuing a life dream…to have PhD. I have felt challenged yet so affirmed by this experience and as a bonus have already started relationships with fellow students that I know will last a lifetime…and lead to many adventures. This year already it led to adventures in the corn fields on Ohio, a lake house in New Hampshire…and a wonderful side trip to visit my cousin Carl and his oh so lovely family in Vermont. And, I am really enjoying the writing even more than expected!
7. goodWORKSconnect.org launched in late August. I have been a part of quite a few new ventures but this is something completely different due to the technology twist. It has been challenging yet rewarding to take what works in person and re-tool for the online community. I have also been really blessed to work with people who truly care about and know nonprofit leaders. The visual of the balloon launch is in the memory lockbox!
8. Just before starting school in August, Ellie the Element found a new home and I found the 4-Runner Mad Max. I have already put the towing package, sun roof, heated seats and 4-Wheel drive to the test! What fun roadtrips to Northern Illinois, Texas, Ohio, Wisconsin, Missouri…and can’t wait for more! By the way, those of you who know and love Murray the Moose (bobble head my friend Heather and I found while in Alaska—Heather has the kiwi), he is back.
9. I am so blessed to have my blood family and adopted family. This year was super special because I was spent a relaxing Thanksgiving with my adopted Obert family and a festive, warm Christmas day on the farm with much of my Mom’s side of the family. It is so cool growing older and peering with my aunts, uncles and cousins!
10. I know I am lucky that I get to spend my day’s helping to make the world a better place. And love that outside of work, I have been able to make a difference as well as make new friends. It has been so much fun to watch Sullivan Area Arts become a reality, the merger of the Moultrie County United Way open new possibilities for the area, Mattoon Rotary continue its growth, Grantmaker’s for Effective Organizations plan for a 2010 conference with some topics I can’t wait to learn about, a Coles County Junto group come to fruition, and a Young Professional Group germinate!
2010 Intentions
1. Updated kitchen
2. Continue PhD work- Seattle, LA, etc.
3. Become an auntie!
4. Quality friend time on lake
5. A trip out to Western US with my bestie!
6. Run at least a 5K
7. GEO conference in Pittsburgh
8. Creative outlet…more singing!
9. Support my friends and family through more intentional communication
10. Make goodWORKSconnect the place to be.
More to come!
Blessings to you and all those you love!
Annie
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