Author: Mary Ila Ward

  • For Lucy

    For Lucy

    We have had the privilege of doing work and life with Lucy Orr as a company and a family over the last couple of years. She has helped us with so many things at Horizon Point and MatchFIT. She performs each task with excellence, professionalism, and a joyful spirit.  She brings this same sense of self when keeping our children. She brings sparks of joy and excitement into their lives.  We will be forever grateful for Lucy and for all she has done for us.

    In reflecting on all Lucy has taught us (and as I still try to selfishly and actively plot ways to keep her from leaving us in the fall to study at the University of Virginia), I want to share the hope we have for her. This hope I have for myself and my team at home and at work and for the people in my community.

    That hope is living in the AND.

    Dear Lucy,

    A couple of weeks ago while you were in the throes of AP exams to wrap up your high school career, I walked into a beautiful room, with a beautiful view for a meeting about education in our community. Your uncle called the meeting. Your dad was there. I hugged a few of the men around the table and one – in all forms of the gentleman I’ve always known him to be – pulls out a seat for me.

    I’m the only female in the room. I’m the only one under the age of 40 in the room.

    Although this dynamic is not uncommon in my professional life, I wonder: Why am I here?  Why was I invited to sit around this beautiful table with this beautiful view with these wildly successful men?

    It’s not that I’m intimidated to be around the table, just perplexed by the invitation. I’ve got a little over an hour to do what I think is to sit and listen before I need to get in the carline to pick up the kids from school.

    The school system leader is invited to share with the group the good and bad of what is going on. As your uncle states, our community can only be as strong as our public schools, and so begins a conversation about test scores and demographic makeup and what things can be done to move the needle in the right direction.

    These men talk about ideas, big ideas. These men talk about solutions, big solutions. Novel solutions. And my God, I’m so glad to be around this table with people who think, and think big, and have resources at their disposal to deploy big. I’ve needed a conversation like this. One that isn’t mired in the logistics of getting shoes on kids in the morning and invoicing clients and making sure all the ships run exactly on time so we can all make it to the next thing. A conversation that is about making an impact.

    I respect these men around this table, and maybe I’m here because they respect me and my voice, or at least my voice when it comes to education. As we dive deeper into what has been done wrong in the past that has caused some of the problems the school system faces now, I question whether or not we need to play on a different board all together when it comes to moving forward in a positive direction. What would we do if we broke the “rules” and what results would that achieve? They all seem to listen. I also question what I don’t understand, and as your dad states, sometimes progress isn’t happening quite simply and literally because a left turn is too dangerous.

    Our conversation is interwoven with demographic trends and the questions that these trends seem to invoke. How do Hispanic kids perform compared to white kids? How do white kids perform compared to black kids? Why do black and Hispanic kids perform worse than white kids? How is parental involvement different based on demographics? Why aren’t there many middle-class black kids in our district? What does that mean? I sit and listen more, but I can feel myself getting agitated by the nuances of the conversation.

    I’m also, like the gentleman sitting next to me, realizing we’ve gone overtime on this meeting. “What time is it,” he asks me. I flash the time on my phone clock to him while I think I’ve got about four and a half minutes before I have to leave to make it to the carline in time.  The ships have to run on time.

    To try to wrap the meeting up, the gentleman beside me thanks the school leader for his time and gives his word that he will support what is necessary to make a difference in the district.  He’s done it before and I know he and his peers around the table will do it again.

    But the conversation seems to be ending on a note of hopelessness, in particular about kids in the district on the margins – the Hispanic kids and the black kids if we want to make it easy and lump everything into demographic subgroups.  As the school leader said earlier in the meeting, the district performs on par or better than surrounding districts when it comes to white kids. It doesn’t with the minority subgroups.

    As the gentleman beside me closes with a story to illustrate this, particularly with black students, I feel the need to speak up again.

    “Well, if all of us around this table would help one black kid, maybe the story would be different. It’s hard. But it’s worth it.”

    I also want to say, this isn’t a black or white or Hispanic issue so much as it is a socio-economic issue and the conditions that have created a society of haves and have nots that largely fall along racial and ethnic lines. We all want to boil things down to the metaphorical and literal black or white because it is so much easier. Our brains can draw easier conclusions this way. The school district’s charts are so much easier to understand this way. OR is easier than AND. AND is gray.

    The school leader looks back at me and says nothing. I think he knows I’m being for real because he’s seen my husband literally help one black kid through their mutual involvement in youth baseball.  Not just once, but for years over years.

    And with that, the meeting is over. People rise from their chairs and I dart out the door for carline.  I can do this meeting AND make carline in time.

    School pick-up for us includes picking up one black kid on the “other” side of town from the bus so he can eat a meal with us, do homework with us, and play ball with us. This is the routine three or four days a week in the spring.

    After this meeting and school pick-up, we run by your home to drop off fresh strawberries and notes of encouragement from the kids about your AP Exams.  One of my kids’ fondest memories from the previous summer is picking strawberries with you.

    “Lucy needs some fresh strawberries,” Andrew says after I tell him that you can’t babysit this week because of your tests, so we go get strawberries.

    Our black boy- that you of course know as Cortez- asks if he can go to the door too in order to deliver the strawberries.

    “Sure,” I say.

    Your precious mother smiles the smile so unique to her. It is the purest expression of her giving spirit. I realize you get the spirit of excellence and joy both from her AND your dad as the boys bound out of the car towards your door with the strawberries.

    She thanks them profusely as your brother waves from inside. I can see Andrew swell with pride as your brother speaks to him, and I think again, man if my kids could just turn out to be half the kind of people you and your siblings are, I’d count us as beyond blessed.

    The boys bound back into the car and Cortez says, “Man, I love that house.”

    He didn’t even walk inside.

    “Yeah,” Andrew says, “It’s the best, even the backyard.”

    And we drive on towards homework and dinner and baseball. Cortez drives on with us with a little bit more exposure than he came with when he got in the car.  To your mother’s smile, your brother waving, and to a home that he “loves” not just because of the looks of it, but because of the way the people that live there made him feel.

    ***

    A couple of months ago, I traveled to Turkey with my dad.  The trip was exhausting and invigorating all at once.  I learned a lot, met a lot of neat people, and quite honestly experienced a ton of anxiety about being gone from my family and work for that long. I worried about not being present at the baseball and soccer games, about not being there to put shoes on in the morning before school, and about making sure everyone was picked up from the carline and the bus stop on time. About leaving a work project that had dragged on forever thrown on my staff with a “Good luck, figure it out.”  And all this hit me in the middle of the night in Turkey.

    “Why am I here?” was something I asked on that trip over and over again too.

    The journey through Turkey followed some of Paul’s missionary journeys. So as I sat on a bus through the country, I read Galatians and Ephesians as I was traveling through what was the region of Galatia in the first century while heading towards Ephesus.

    I read, “But the fruit of the spirit is love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, and self-control….If we live by the spirit, let’s follow the spirit.” (Galatians 5:22, 25) and I think of you. You display these fruits through and through.

    I continue to the book of Ephesians and find Paul in Chapter 5 talking about how wives should submit to their husbands and in Chapter 6, he goes on to talk about how slaves should obey their human masters.

    As we drive through the countryside, I stand in awe of how Paul traveled this route that will take us about three hours by charter bus on foot. How long did it take him with just his legs? I stand in awe of his commitment to spreading the gospel, to encouraging people to live by the fruits of the spirit, AND I can reflect that the words in Ephesians are a product of Paul’s time and culture and to the audience in which he was writing. And while most of what he wrote here is quite likely progressive at the time of his writing, I can realize that the fruits of the spirit if we listen to them would tell us owning another human being isn’t living them. I can realize that the standard that governs my marriage is and will be different for me and my husband then what Paul instructs. Submission isn’t necessary for either one of us if we seek to live in love through the fruits of the spirit.

    I can appreciate AND question. I can apply within context AND still stand in awe of a person’s journey and message.

    AND so can you.

    You can stand in awe of the material you get to learn in college AND question it and the people that present it at the same time. You can take your studies seriously AND immerse yourself fully in the college experience that isn’t academic and learn quite a lot as well.

    You can rest AND you can work hard. You can work hard AND play hard.

    You can respect me AND disagree with anything I’ve said before or now.

    In a time when everyone and everything seems to be so divisive, we can all realize that not everything- or really anything- has to be polarizing.  We can choose AND instead of OR.

    You’ll also be here one day, in your mid-thirties wondering at times, Why am I here? Why am I at this beautiful table?

    As I think about the anxiety I experienced on the trip to Turkey, I know it is because the notion of AND is being challenged in my mind, in particular in this stage of my life.

    You can’t be a good daughter traveling with your dad for over a week AND be a good mother and wife. You can’t experience the world in all its fullness by visiting far off places AND be respected as a responsible mom. You can’t be a good mom and wife AND run two businesses.

    You can’t be a good Christian AND question Paul’s words to the Ephesians. You can’t sit at the table with a bunch of men talking about big picture things and be excited about how this impacts community outcomes AND make it to carline in time.

    You can’t respect these men AND question things around their table. You can’t raise good kids of your own AND try to help raise a child that isn’t biologically yours, that has experienced a world that you can’t even imagine.

    But a blog post you wrote last summer hangs in my office to remind me that I can live in the AND. As you said:

    The last relationship that I noticed this summer impacted me the most deeply was the significance of family in work. I babysat for Mary Ila’s two older children regularly throughout the summer to give her a few hours at a time to focus on work, so I was able to learn from the intentionality with which she balanced these two things: work and family. This experience has shown me the blessing of valuing family. By constantly thinking of fun things we could do that her kids would enjoy or clearing entire days to spend time with them, she showed me that it is possible to work hard while prioritizing family. This balance definitely looks different for everyone, but it was so helpful for me to see such a wonderful example of this aspect of pursuing a career. 

    You’ll never know how much these words meant to me.  So I want to remind you of them too.

    ***

    You will go to the University of Virginia soon, and I’ll have to admit, I’m a little jealous.  My dad took my family there when I was in middle school and I stood in awe at what Thomas Jefferson created in Charlottesville.

    When I heard you were headed there, my thoughts drifted to Andrew who gravitates towards activities that involve his strong spatial abilities. Like building things and drawing things and playing chess.  And I think: we must go there so my kids can visit you and stand in awe too. And even though this child who is still struggling mightily to read on grade level- who thinks in numbers instead of words- I wonder, maybe he will be able to attend school there one day too, architecture school maybe.

    When we do visit you, my kids will stand in awe of what Thomas Jefferson built AND they will learn about how much of his wealth- and quite honestly much of his pleasure it seems- was built on the backs of people he owned, people who look like our friend who comes to do homework with us, and play ball with us, and see your sweet mama smiling on the porch with us.

    What if he lived during this time instead of today, I wonder?  What would have become of him?   What will become of him now? A child who does not have a problem with reading cognitively, but who did not know most of his letters halfway through kindergarten because kindergarten was the first time he was exposed to the alphabet. A product of a situation where no one sang the ABCs to him and all the men in his life except my husband are in jail or dead.

    But maybe.

    AND maybe he will go to the University of Virginia one day too. My boys from two different worlds could go together.

    ***

     

    Like me, an opportunity for a seat at beautiful tables will come more easily to you than it will for others because of your privilege. Because of where and who you were born to and the opportunities that it provided you to succeed before you even made all the right choices to do so.

    But I can’t help but think that it’s also the AND that puts us in the room, at the beautiful tables, with the beautiful views. With the best people and the best opportunities.

    It’s that I am a female AND a mother AND a strategic thinker AND someone who has great respect for the gentlemen sitting around me so I can challenge some thinking in the room. I’m in the room too and as I’m challenging others’ thinking, I’m challenging my own at the very same time.

    It’s the realization that Paul and Thomas Jefferson and all of us around beautiful tables are AND. We can be generous and kind, impactful and well-intentioned while at the same time also a little flawed in our thinking. We can stand in awe of those around the best tables and AND question at the same time.

    AND may not be what gets you a seat at the beautiful tables, but choosing AND will keep you there.

    ***

    Choosing AND instead of OR doesn’t mean you won’t need to find your no.  And it doesn’t mean compromising your values.

    It may mean saying no to the people that tell you you can’t choose AND, even when these people are the ones who love you the most.  It may be saying no to the voice in your head that tells you OR would just be so much easier than AND.

    Study OR go have a good time? No, that doesn’t have to be a black or white choice.  You can choose the AND by planning accordingly to do so.

    It will one day likely mean saying no to the commitment you are expected to take because you are a mom to be able to say yes to the commitment that you know God designed you to take because He lit a fire inside you about it. Like saying no to working a booth at field day so you can spend that morning providing leadership coaching to four budding entrepreneurs. And it may be about saying no to a person you highly respect that wants you to take on a commitment you know you just can’t because your family needs you.

    AND the beauty of the true kingdom is that your NO is and will be someone else’s AND.

    It will take constant discernment and prayer to figure out the difference between OR and NO for you. It will take the guiding of the spirit.  It’s hard. But it’s worth it.

    Lucy, I can’t wait to see the far-reaching impact you will have on this world. Don’t let anyone tell you that you have to live an OR life. Live in the AND. Listen to the Holy Spirit AND let love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, and self-control continue to lead you to the AND instead of the OR.

    We love you!

  • 4 Ways to Cultivate Openness to Experience to Enhance Innovation and Leadership

    4 Ways to Cultivate Openness to Experience to Enhance Innovation and Leadership

    “Travel is fatal to prejudice, bigotry, and narrow-mindedness, and many of our people need it sorely on these accounts. Broad, wholesome, charitable views of men and things cannot be acquired by vegetating in one little corner of the earth all one’s lifetime.” – Mark Twain

    I have recently returned from a nine-day trip to Turkey.  It’s been almost five years since I’ve traveled internationally, so I was excited that a trip that I thought would most likely not happen this year due to the COVID pandemic in fact did.  

    I was able to travel with my dad through Educational Opportunities, which is a company he has been a host with for a few years.  The trip gave us the opportunity to be a part of a group that explored the country and learned about the history behind prominent places in the early Christian church. 

    As excited as I was to get to take part in this opportunity, I was somewhat dreading it as well.  With three kids, two of which are in the throws of spring activities and one who is at the age where all you do is chase him, it makes leaving the country a logistical nightmare for my husband without help. In addition, having one work project that had gone haywire and two more that needed to be wrapped up, led me to be apprehensive about leaving for an extended period of time.  I was exhausted preparing to be gone by the time I got on the plane to exit the country. 

    Nevertheless, travel is and most likely always will be an opportunity for me to grow and learn.  I need to set aside time to do it. The trip reiterated for me the importance of building the muscles of openness to experience and what benefits it can bring to our people interactions, work performance, and leadership skills. 

    Psychology Today describes openness to experience in this way and articulates some of its benefits: 

    In the field of psychology, openness to experience refers to our measurable individual interest in art and beauty, our attention to our sensations and feelings, our intellectual curiosity, our preference for variety, and our active imagination. Put simply, it is the drive to explore novel aspects of human experience and the willingness to consider perspectives different than your own.

    Openness is also an essential trait of successful innovators and creatives throughout history. With an appreciation of diverse perspectives and a willingness to try new things, you can better navigate daily challenges and discover novel solutions. Studies even show that openness to experience positively correlates with increased job performance and more creativity.

    Openness to experience is also positively correlated to leadership.

    Travel is one of the best ways to cultivate “novel aspects of human experience and the willingness to consider perspectives different than your own.”  But you don’t have to travel halfway around the world to strengthen your openness to experience muscles.  Here are four steps to thinking about travel as a way to grow your openness experience and thus your ability to innovate, think creatively, and lead:

    1. Travel the place you call home.  No matter how small the place you call home is, you most likely have not seen it all.  There are streets I’ve never driven down in the town I live in.  I drive the same routes seeing the same things every day, as most of us do.  Take a day to go a different way to work, or school or the store, paying close attention to the novel surroundings.  Pick a place that is close to home where you’ve never eaten, never shopped, or never explored and go there instead of where you always frequent.  What new thoughts do these new places bring to mind? 

    2. Travel through a good book.  Opening your mind may just mean opening a new book as often as you can.  Choose books about places you’ve never been, people who are different than you are, and on topics, you’ve never explored.  What can the book teach you about something you’ve never experienced and where does it prompt you to explore further?

    3. Travel through new relationships.  One of the most fulfilling things about our trip to Turkey was our local guide, “Art”.   Art’s knowledge of Turkish history, as well as current events, was unbelievable.  Raised in a conservative Muslim home where she often felt controlled and stifled, she was the first person in her family to receive a college education.  She spoke openly about her opinions about politics, religion, and the history that has impacted the country she calls home.  She referred to us all as “family” and was an open and active listener when it came to both the group’s questions and opinions that may or may not have mirrored her own.  Despite so many differences in my experiences and hers, I found so many parallels as well, and I will continue to reflect on her impact. 

     

    Art in action in Ephesus.

    New relationships could be with people that live in your neighborhood, or it could be with someone halfway around the world. Our relationships with the literal neighbors we have that are in different stages of life than we are have been invaluable.  Just as valuable has been the relationships I’ve cultivated with “neighbors” around the world; I had the privilege of attending graduate school with a diverse group of people. One individual was a Fulbright Scholar from Oman.  She now lives back in Oman and has three children.  My two oldest children are now pen pals with her oldest two.  The dialogue between children living a world away, with a different faith background, and in a very different culture has prompted wonderful questions from my children that I know will grow their openness to experience whether they ever get the chance to visit the Middle East in their lifetime or not. 

    What “neighbor” across the street or around the world can you correspond with regularly?  What can you gain from their insights and experiences?

    4. Travel to a faraway place.  What place(s) in the world would you suspect are the most different from your day-to-day world?  If time and resources allow, I’d encourage you to go there.  Whereas Turkey was more westernized than I had envisioned, there were so many unique aspects of the country that exposed me to new landscapes, people, food, architecture, and ways of operating.  The call to prayer five times a day regardless of whether we were in Istanbul, a city of 18 million people, or in a rural town where most people are farmers was an opportunity to reflect on a cultural norm in a country that is 99+% Muslim all while exploring the foundational places of the early Christian church.  It provided a very unique way to reflect on religion and faith and the way in which both have shaped history and current events. 

    As travel opens back up across the globe, how can you set aside time and resources to make a trip full of learning and reflection happen for you? 

    Novel experiences allow us to reflect on new norms and ways of being that could be relevant to our world and open us to broader possibilities. You don’t have to travel around the world to be open to and experience something new and for the journey to be fun. 

    What new place will you visit soon? 

  • How to Create a Great Day in Your Neighborhood

    How to Create a Great Day in Your Neighborhood

    You know me, I oblige my husband about once or twice a year and watch a movie with him.  He told me he’d gotten It’s a Great Day in the Neighborhood especially for me, knowing it would be “my kind of movie”. It was.  

    The movie is based on a 1998 Esquire cover story titled “Can You Say…. Hero?”.  In the movie, the journalist Tom Junod, fictionalized in the film as Lloyd Vogel, undergoes a transformation of world view through Mr. Rogers played by Tom Hanks.   Lloyd sets out to uncover Mr. Rogers as a fraud, and Mr. Rogers ends up changing his life in the process. 

    About 50 minutes into the movie (46:03 to be exact if you want to watch it) Lloyd has a chance to meet Mr. Rogers’ wife.  He asks her, “So, how does it feel to be married to a living saint?”

    Her response is profound, and I think it is the linchpin of the whole movie.  She says:

    “You know, I’m not fond of that term. If you think of him as a saint, then his way of being is unattainable. He works at it all the time. It’s a practice. He’s not a perfect person. He has a temper.  He chooses how he responds to that anger.”

    “That must take a lot of effort,” Lloyd says.  

    She goes on: “He does things every day that help to ground him.  He reads scripture.  He swims laps. He prays for people by name. He writes letters-hundreds of them. He’s been doing that since I met him.” 

    Mr. Rogers approaches and gives his “love” a kiss and tells her he will be a few hours. Then he turns to Lloyd and says,  “Lloyd, I thought we’d spend some time together.” 

    Throughout the rest of the movie you see him spending time with Lloyd.  Talking to him, helping him reconcile with his dying father, and coming to terms with what it means to be a father who didn’t have a positive father figure in his life.   

    And you see him swimming his laps, praying for Lloyd and his family members by name, and writing letters. 

    In almost all leadership training series that we do, we cover a portion called Personal Leadership.  It’s about being able to lead yourself before you can lead others. This allows you to serve others and influence them through your behavior.  In this, we talk a lot about what you can control (your behavior) and what you can’t (almost everything else) through the lens of Stephen Covey’s circle of control versus circle of influence.  We talk about focusing on what is important, not just urgent, and focus on creating habits and maintaining them in order to produce outcomes and results.  

    I think from now on, I may just show It’s a Great Day in the Neighborhood instead of talking through all these concepts to illustrate the impact that personal leadership can have on our ability to influence others. 

    It may not be swimming laps or reading scripture, praying for people by name, or writing letters.  But, I would venture to guess that there are probably three to five things you can do daily that will have the greatest positive impact on your life, and in turn, will help you have the greatest positive impact on others. 

     

    What do you need to do today and every day to create a great day in your neighborhood? 

  • 4 Ways Leaders Can Keep Remote Work Pros from Becoming Cons

    4 Ways Leaders Can Keep Remote Work Pros from Becoming Cons

    I may be the only person in America that actually considered getting office space instead of ditching it in 2020.  Having run a business for almost ten years totally remote, I was beginning to question whether that was the best option for me and the business.

    As a company, three of our core values- people first, passion, and productivity- are guided by this statement: “To help drive passion and productivity, we don’t care how or where work gets done, just that it gets done in a way that meets client needs. This coincides with our desire to put people first by allowing them the autonomy to make decisions based on their personal preferences. We believe this stimulates passion and productivity.” 

    I believe this guiding principle has led to my productivity and the productivity and retention of our team and echoes what has been found in research from Harvard Business Review, among others, that workers (specifically knowledge-based workers in the HBR article) are more productive remotely. 

    So what gives?  This chart found at ventureharbor.com might provide some insights: 

     

     

     

     

     

     

     

     

     

     

     

     

     

    Like many others, I’ve been working largely from home with kids also going to school in our home on and off for the last year.  Unplugging after work has also been a challenge when the to-do list is long and the interruptions are large (“Mom, my teacher can’t hear me, something is wrong with the sound on my computer!”  “Mom, how do you spell contagious?” Mom, I’m hungry!….” It never ends…. Especially when there is also an 18-month-old that isn’t in school but is very BUSY all the time underfoot too.) 

    In addition, people seem to be working longer, or at least working on very different schedules.  From a LinkedIn report on what WFH means: “Workers in Austria, Canada, the UK, and the US are logging 2.5 hours more each day on average, according to Bloomberg, with a longer workday becoming the new normal globally. But while many have more meetings and emails to catch up on, having a longer workday doesn’t necessarily mean more hours working, per The Washington Post. Some people have adopted new work schedules in which they work later but have longer breaks throughout the day.” 

    So even though remote work can and has brought about significant positive outcomes, including potential productivity gains, reduced office space costs, and employees having more autonomy, there are always two sides to every coin. What side of the coin someone is landing on is largely an issue of their current and specific personal circumstances and the realization that too much of a good thing is, well, bad. 

    Leaders need to be mindful that everyone’s situation is different and be aware that the advantages of remote work also lead to challenges. Once this is done, leaders can support their people at the individual level and provide resources to help support productive work.   

    Much of Microsoft’s research on what makes a great manager, which was published pre-pandemic, still holds true in a remote working world.  This guides some ideas for practicing strong remote work leadership: 

    1. Set guardrails around communication, productivity, and working hour expectations.  Many of our clients have talked extensively about the need for manager training around the new way of working, particularly respecting boundaries around work time and response expectations.  One client told me, “I don’t want to go back into the office full-time, but I feel like I’m expected to be checking email before 7 am and I am often called routinely after 6 or 7 pm about unimportant work things by my boss.  Most types of calls would not have been urgent when we worked in the office and could have waited until the next day, but now for some reason, these non-urgent issues seem to need to be resolved before the end of the day. The new expectation is, you’re right there by your computer all the time, so let’s just handle this now. There has got to be a healthy balance.”  As a leader, make sure you are guarding people’s line between work and home when the home is now the office.

    2. Realize these guardrails may be unique to each person.  One person may need to be sending emails before 7 am because they are also a schoolteacher from 8 am to Noon when virtual school is taking place for their kids.  They need to be productive first thing in the morning, take a break, then return to the “office” for an extended time than when the standard workday takes place.  Talk to each of your employees (see number three, hold regular one-on-ones) and see what they need and how you can effectively communicate their needs and working arrangements to all team members that rely on and collaborate with them. 

    For example, I may need to work on the weekends (as I’m doing now writing this post) because this past week my kids were home all week due to the winter weather.  But that doesn’t mean I’m expecting my entire team to be working on the weekends too.  One of our team members has a lot of commitments with her family over the weekends, but her kids are older than mine, so she isn’t interrupted by their needs as much during the week even if they are home. Her regular schedule is working intensely Monday-Thursday so she can have time on Fridays to get personal things done and/or travel with her family for kids sporting activities.  I don’t try to schedule anything for her or with her on Fridays.  We have yet another team member that is a night owl.  The girl can crank out some good work well after I go to bed and it is in my inbox the next morning.  Yet another person has volunteer commitments that are meaningful to her and our work, so I try to be mindful of her commitments there when considering her workload and times for the meeting. 

    3. Hold regular one-on-ones but avoid virtual meeting overload.  In a virtual setting, request that your people turn their cameras on while you are meeting one-on-one.  This provides the needed context for what can be learned by what is not being said through people’s expressions and body language.  You can do this while assuring them that you are not at all bothered by a kid/spouse/pet coming into the picture at times and that if they need to pause the meeting to handle something, that is fine.  In addition, one guardrail to manage is to make sure that just because it is convenient and easy to convene a virtual meeting, doesn’t necessarily mean you need one.  Make sure a meeting is the best way to facilitate communication. Don’t meet when an email will work just as well. 

    4. Provide specific resources based on each person’s needs.  This may be office space for someone to utilize, not all the time, but at certain times when distractions at home seem to be the highest.  As seen in the chart, loneliness is one of the biggest struggles with remote work. What can you do to support human interaction needs in a remote world?  One simple thing may be encouraging people to turn on their camera while in virtual meetings so people can be seen, not only heard.  Likewise, another may need to keep their camera off because their office is also the classroom and their six-year-old is working beside them. The chart also describes a problem, you may need to simply tell someone on your team to take a vacation.  If you’re holding regular one-on-ones and understand people’s unique situations, you should know when someone is approaching burnout. 

    All in all, I’m still on the fence about whether office space is necessary for me and my team.  But if it ever does become something we invest in, I know I’ll make sure that my team knows that the office is available for them, not a requirement of them.  When clear expectations and a mindset of service excellence are set, I still firmly believe that people get their best work done when they get to decide how, when, and where to do it. 

    How are you managing the pros and cons of remote work? 

  • 4 Exercises to Enhance Your Diversity, Equity, and Inclusion Efforts

    4 Exercises to Enhance Your Diversity, Equity, and Inclusion Efforts

    I sat down to watch The Social Dilemma with my husband this past weekend. OH.MY. Netflix describes the show as a “documentary-drama hybrid [that] explores the dangerous human impact of social networking, with tech experts sounding the alarm on their own creations.” 

    Besides the realization that our every move and word, maybe even our every thought at some point, is being tracked by our smartphones and computers for the purpose of benefiting a profit machine, I was most fascinated by the premise that social media is one of the key factors polarizing us as a people and growing divides in our world.  Basically, social media and search engines perpetuate our divisiveness by the stuff it “feeds” us. 

    How do we combat these engines? How do we overcome the us versus them in so many aspects of our lives? 

    We’ve always focused on intentional leadership and team development at Horizon Point, but the last year has brought about a hyper-focus on making explicit how it ties to Diversity, Equity, and Inclusion in the workplace.  How do we overcome the us versus them mentality in the workplace has been a question we are continually asking ourselves and seeking to help our clients tackle. 

    Much of what is out there now focuses on training interventions that educate people on conscious and unconscious bias, seeking to build self-awareness and change behaviors. 

    But as a recent Forbes article focused specifically on racism articulates, the head and the heart have to be engaged before the hands- or behavior- can follow.  And a key piece of this is self-awareness but it is also other awareness.  We are polarized because we don’t actually know people.  The Forbes article articulates this so well: 

    I’m constantly surprised to learn that people who work closely together and literally log thousands of hours side by side in the workplace don’t really know each other. Until we close the distance, our relationships remain superficial and transactional. In that closeness—in living, working, eating, and breathing together—regard and affection don’t automatically result unless we deliberately connect and mutually invest in our relationships.

    So what do we do? 

    Using an Encounter Group format (also referred to as t-groups), we can begin to engage people in talking to each other and listening to each other in a psychologically safe way in order to direct the head, heart, and eventually, the hands to embrace each other instead of despising each other despite all the things out there that seem to be programming us to tear each other apart.

    As the Neuroleadership Institute states in a blog post, we have to activate insights to change habits which is necessary for behavior change. “Insights are the breakthrough moments that change how people see the world, and our research shows they are highly motivating — when we have “Aha” moments, we really want to act on them.”

    We can do this through the encounter group format.

    Here are some ideas for exercises within an encounter group or similar group format that you as a leader can facilitate or hire an outside facilitator to conduct: 

    1. Sharing Story.  “To initiate connecting, model and assign your team members the task of sharing their stories with each other. Be the first mover by sharing appropriate background and experiences about yourself. After demonstrating your own vulnerability ask, ‘Would you tell me your story?’” states the  Forbes article.  

    We do this in a group format by giving participants a sheet of paper that has up to seven sections where they can write up to seven experiences that have shaped their life and who they are. We ask them to share stories that are not just work-related and that incorporate not only adult but also childhood experiences.  We give them time to reflect on this and then they come back together and verbally share their stories with the group.

    When done right, people share openly and you can usually hear a pin drop in the room while one person shares the experiences that shaped them.  I’ve never seen people listen as intently to others as when we’ve done this exercise with some groups.  It is also amazing to see how many shared experiences happen amongst the group between people that on the surface seem to share none. There are also many “aha” moments that happen where people say, “Oh, now I understand why you behave that way!” and come to appreciate that behavior that they may have once resented. 

    2. Reading Story.  Assign readings that emphasize the stories of individuals in marginalized groups and have your group discuss them. Our previous blog post can help you with some memoirs to start. 

    3. Living Story.  Get the group to engage with a marginalized group for at least a day-long project. I’ve seen some of these projects last up to a year.  For some thoughts on how business leaders can and should do this, check out this post here.

    4. Critiquing the Story.  Put major news network names (CNN, Fox, NBC, etc.) up separately as labels on the wall.  Get participants to stand/sit by the network they watch the most. Then get them to critique their own source of information with the group they are sitting with.  What leanings and biases do the networks have? Then, what might the impact on their personal conscious or unconscious thoughts and therefore decisions and behaviors be based on due to their news source(s)?  

    You can also do this for social media channels and consider how actually showing The Social Dilemma to the group might enhance the session discussion and opportunities for insights to take place. 

    When we engage in these types of activities, we get to know people. We build relationships.  And when we know people it makes it much harder to hate them, or people that are “like” them.  

    As Abraham Lincoln said, “I don’t like that man. I must get to know him better.” 

    What do you think is creating the polarization in our country and what can you do as a leader to impact DE&I efforts for your organization? 

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