Category: learning

Learning to re-think…blog #94

I love soda bread!

 For those who don’t know what it is, it’s the homemade bread I grew up eating in Ireland. Delicious warm, and even better toasted with lots of butter and marmalade. Sometimes Mom would add raisins, but even plain, it was scrumptious. It’s the one kind of bread I know how to make, and it turns out great every time. (Yes, this is a picture of my own handy work.

You can imagine my excitement when we turned on the TV and saw that the cooking challenge for the day on the Great British Baking Show was for the bakers to make their version of soda bread. 

Their version of soda bread?

When the challenge was further explained, and the bakers had to take the basic bread and make a savoury and a sweet version, my enthusiasm waned. My horror was fuelled when the creations included things like salmon, olives, blueberries, dried fruit…. How could they do that to Irish Soda Bread? Once the bakes were complete, and the judges did their tasting, I must admit that some combinations of ingredients actually may find their way into my next bake. 

I need to own the fact that I fell prey to the ‘that’s not the way we’ve always done it ’belief; I passed judgement before giving the ideas a chance to play out.

As I approach this research regarding proximity equity in hybrid or work-from-anywhere teams, my desire is to bracket my own beliefs and ideas, and adopt a posture of curiosity, inquiry, and learning. As noted in my previous blog, my learning journey includes interviews, reading books, examining research literature, listening to podcasts, and recording my learnings as I go (and probably several other things that will unexpectedly grab my attention over this next year). 

The book that is currently stretching my thinking is Think Again: the power of knowing what you don’t know, by Adam Grant. If you could see the amount of highlights I made in the book you would grasp the impact this book has had on my thinking! Here’s a quote from the author, 

“Thinking like a scientist involves more than just reacting with an open mind. It means being actively open- minded. It requires searching for reasons why we might be wrong—not for reasons why we must be right— and revising our views based on what we learn.”

Read that over a few times before moving on…I had to. Let me state again that I am 100% Irish, which means I was raised in a home where heated dialogue was welcomed and encouraged, and we learned how to argue our point and get our opinions across before leaving the table. Fairly respectfully, for the most part, but the winner was the one who’s ideas or opinion was strongest, not the person who was the most open to being wrong! The idea of embarking on research, looking for reasons to prove a hypothesis I had already bought into, was actually a refreshing concept. As encouraged by Adam Grant, I’m learning to recognize my cognitive blind spots and revise my thinking accordingly.

In the early stages of this research, I am already finding the need to ask more questions to gain insight into people’s experiences, to intentionally listen hard, to bracket what I think they may say about how a certain situation could or should have been handled. By learning to think again, I find I am beginning to watch and listen for the gaps, the pauses, the unspoken emotions—and to gently probe for what’s not being said. 

As I look for themes about what it takes to lead in this new context, I’m seeing the idea of leaders needing to be willing to re-think their positions, their beliefs; to be ok with admitting they’re wrong. I’m also becoming more aware of the need for leaders to be willing to provide honest, constructive, specific feedback, even if it’s not what their members want to hear. That takes courage and it takes a willingness to maybe not win the boss of the month award; it also demonstrates a deep desire to see their members succeed, to do what it takes to serve their needs, not the leader’s own needs.

A question I may be adding to the interviews going forward…

“If I knew then what I know now, what would I have done differently? How might that inform how I think and act moving forward?”

How would you answer? I’d love to hear about it.

There are so many more take-aways from the book, it is well worth the read! 

A big thanks to those of you who graciously subjected yourselves to an interview these past three weeks…you know who you are. I can honestly say, without folks like you, my learning  journey would be crippled! As would the final outcome of the research. And thanks to the many interviewees still to participate.

And so the new research journey begins…blog #93

“It is a capital mistake to theorize before you have all the evidence. It biases the judgment.”

– Sherlock Holmes, A Study in Scarlet (1887)

Photo by Tatiana Syrikova on Pexels.com

It’s been a long time coming, but it’s here! I officially started my extended study leave, great thanks to Okanagan College for the privilege of such an opportunity.

When I began planning for this back in February 2019, never could I have imagined how life would have changed by the time I flipped the calendar to August 2021. Every area of our lives have been touched with both joy and sorrow. We’ve laughed, cried, shaken our fists, embraced, accepted, and are learning how, on a daily basis, to not let circumstances define us. The ‘us’ is my husband of 43 years, and myself; together we are embarking on an exciting journey, unsure of what all will unfold, but ready to embrace the unknown.

As many of you may know, I am a business professor, and a ‘remote work’ consultant. I have appreciated the privilege of adapting a form of ‘work from anywhere’ for most of my professional life. In my early career, I was fully supported by my employers to work either in the office, or from home, whatever was needed. I have enjoyed having a co-located office, as well as a home office, teaching amazing students in face to face classroom settings as well as fully on-line, working from amazing coffee shops in North America and Europe, all the while ensuring that the way I work reflects the high work ethic I was raised with. These opportunities have been the impetus for my focus on exploring the people aspects of working from anywhere.

Now, as I embark on a new research project, I am excited to learn, relearn, have my opinions challenged, and in return contribute my findings to the many individuals, teams, and organizations who are facing challenging and exciting transitions in how and where work gets done. The first research, conducted with my son Nathan Sawatzky, focused on Competencies for Success in Remote Workers. This led into a research project with Ian MacRea as we looked at Personality Traits of Remote Workers. Looking back on this research released over the past couple years, never would we have predicted the importance and impact of our learning for a time of such disruption. 

What’s next? Where is my current focus? The overarching question I am seeking to find answers to is “What does it takes to lead successfully in a work from anywhere context, ensuring proximity equity for all”. I want to hear stories from both leaders and members regarding how they have experienced proximity equity, especially when discussing access to resources (support, training, data, promotions, collaboration…). And, as we all know, there is also much to be learned from those who fall victim to proximity bias, so those stories are also of great value. Many are still in the early stages of these new working contexts, while others have been living in a more hybrid or work-from-anywhere format for some time…the common denominator is people. As leaders we need to talk responsibility for self-leadership, while ensuring our members are supported and equipped to be the very best of who they can be.

So, vaccinations received, accommodations reserved, flights booked, my husband’s visa application submitted (I get to travel on my EU Passport as an Irish National!), all the biggies taken care of. The plan is to work from our home in Kelowna, BC, Canada from now through the end of October, then hop on a plane for Portugal to saturate ourselves in the Portuguese culture for four months. Next stop Valencia, Spain for another four months. Before heading home at the end of June, we will spend a bit of time with our son and his family in Finland. Of course, this is all dependent on the skies remaining open for travel! Knowing this may be a possibility, plan ‘B’ will still allow my research to continue, all thanks to the opportunity technology provides for working (or researching) from anywhere! 

However, our first choice is to experience first hand what it means to truly work from anywhere, and live in cultures not our own. I love this quote from Interactive Design Foundation (IDF):

“Research can be compared to interacting with the ocean. On the surface, we may see calm beauty or turbulence; however, we can only fully understand the bigger picture once we submerge ourselves and go much deeper. In order to gain a holistic, empathic understanding of [those impacted] and the problem we are trying to solve, we need to question everything, even things that we think we know the answers to.”

I invite you to follow along with, and participate in, our journey. I have a list of books to read, literature to review, podcasts to glean from, and most important, interviews to conduct with the experts…those of you who are living the reality of work from anywhere contexts.   

If you are interested in a conversation please reach out to me, Roberta Sawatzky…I would love to hear your stories!

It’s all about the people…blog #91

There are a lot of great conversations happening virtually about what organizations could look like moving forward. Remote work experts like Laurel Farrer, Rowena Hennigan, Lisette Sutherland, Candace Giesbrecht, Chris Kane, Pilar Orti, Tammy Bjelland, and Wayne Turmel to name a few, have amazing insights regarding what organizations can, and should do, to make their transition to a hybrid workforce a successful endeavour. No magic bullets, no quick fixes, just wise counsel and guidelines for those organizations willing to invest time and effort to do things right. 

These remote work experts know that 3 components or areas of focus are important in this transition: People, place, and process. Of the three, my passion goes deep for people. I will continue to be that nagging voice, reminding organizations of all sizes to stay focused on your people. Yes, where work gets done, and how work gets done is of vital importance to consider and create policies around, but don’t lose sight of the fact that it’s your people who actually get the work done.

We know that the transitions organizations are facing are no small feat, but we also know that individuals and teams are likewise facing incredible transitions. For some, this is an exciting new journey to embrace, for others it is the scariest thing they have ever encountered! Some may even choose to leave their current employment because of an organizational unwillingness to embrace what many are calling ‘the new reality’ (whatever that means).

So I wonder, how are you supporting these valuable resources? What on-going learning and development are you providing for them? How are you ensuring equity exists for each individual within your organization? Have your required competencies for new hires changed to embrace what it takes to be successful in a remote context? (Our research conducted in 2019 outlines specific competencies for success as a remote worker.) Are you working alongside your existing employees to help them grow their remote working competencies? Are you providing specific learning and development for those leaders who are now required to lead teams where some may work co-located, some remotely, and some a combination of both? 

What about self-leadership? The responsibility can’t lie totally with the employer. If you are now part of the hybrid workforce whether as a team member or a leader, what are you doing to grow your own competencies and skills? What books are you reading? What podcasts are you listening to? Are you exercising discernment regarding who you look to for expertise in this area? Were your sources working either remote or in a hybrid context pre-pandemic?

The future is exciting, albeit unclear. The amazing thing is that we have been given an opportunity to re-write the script. Don’t get lulled into longing for the day when things go back to where they were…the ‘good ole days’. Let’s take a world event that has been so devastating, and allow good to come from it. Your people have been through unimaginable challenges and heartache, as have you! Treasure those people, build into them, celebrate their greatness, and in return, you will have invested in our most valuable resources, and the ROI will be worth every penny you spend. 

Photo by Campaign Creators on Unsplash

Photo by Airam Dato-on on Unsplash

Networking – I really dislike that word…Blog #90

I stood on the outside balcony of the beautiful lake front hotel. The sun shone, the lake sparkled, the music volume was at just the right level for conversation, and every one of the 400 people in attendance were thoroughly enjoying themselves. Actually, make that 399 were enjoying themselves. I was not. My heart was racing, my palms sweaty, and I wanted to bolt!

Just the day before, I and four other new business start-ups had agreed to go to the highest attended annual networking event in Kelowna. You know, safety in numbers. None of us were comfortable ‘selling ourselves’ to a crowd of strangers, somehow letting them know that we ‘had what they needed’. So, we set a plan in place. We would pair up, approach the attendees, smile, have our new, shiny business cards ready to hand out, collect all the cards we could. We were prepared, what could possibly go wrong? 

So, there I was, right on time, standing on the balcony like the Queen of England waiting to greet her subjects. That’s when my cell vibrated with notification of a text. 

I’m so sorry, but I can’t make it tonight, something’s come up.”

“That’s ok”, I replied “these things happen.”

No problem, three of us can still work the plan, just breath Roberta. Then another vibration. 

I hate to do this, but I just don’t feel good. I need to bail tonight. You understand, don’t you?”

Two down, still two standing. We got this! Breaths are coming almost in spasms. And then the unthinkable happened. You guessed it. “My boyfriend just came into town for a surprize visit! I can’t leave after he drove all this way. Sorry. I knew you’d understand.”

I would understand? Are you kidding me?! I could have come up with a million valid reasons (ok, maybe two or three) for not making the event, but I didn’t. I was there. I was alone. The air had been sucked out of my bubble!

Let me just insert here, that I am truly an introvert. When I teach, or present at a conference, you would never know it, but I am. If you are familiar with Myers-Briggs Type Indicator, I’m an INTP. (I still have a difficult time getting my head around this tool). That ‘I’ stands for Introverted. If I’m representing something, or someone else, or if I have a task to do at a function, I’m ok. But put me in a situation with strangers and charge me with drawing attention to myself, I’m not a happy camper. I’m in panic mode. 

What happened next made me believe in angels. As my eyes scanned the crowd they spotted a lady I had only recently met. Our eyes met; she recognized me! And, she waved for me to come and join her! Thank you God! When I reached the spot where she stood waiting, I quickly blurted out my dilemma, hardly stopping to breathe, and asked if I could hang out with her. Remember, I had only recently met this lady, so I’m sure my emotional eruption must have taken her aback. Her next words were music to my ears. “Of course you can. Let me introduce you to some people and show you how it’s done.” The birds once more started to sing.

For the next two hours, I witnessed what I could only describe as ‘the networking dance’. This lady moved fluidly from conversation to conversation, introducing me, asking questions of each person, smiling, connecting, inquiring of life happenings in their lives, all the while holding on to a glass of wine, passing out business cards, and simply floating. The breath I was holding for so long had slowly released, liked at the end of Seasons of Life during a performance of Rent; I was in awe! 

My heart was no longer racing, I could shake someone’s hand without fear of leaving a sweaty impression. I heard myself laughing and asking questions; I was actually having fun. 

A discovery, a lightbulb moment, had just occurred worth every bit of anxiety previously experienced. Networking is not about telling people about me. It’s about being curious, listening, paying attention to what others say, hearing their struggles, their joys, their pain. And, if appropriate, offering myself, my product or service to help meet their needs. That’s it. 

Being an introvert is actually a strength when in these situations. We don’t need to be the centre of attention or the life of the party. Rather, we get to facilitate others so they can be the centre of attention and the life of the party. 

As I traveled to different countries (and yes, I do look forward to doing again), present at conferences, meet new people, I still feel like the ocean undertow is threatening to suck me in. Having a co-worker (or hubby) with me is a lifeline, but not always possible. However, when I remember to take my eyes off me, and focus on others, I have been so gratified to meet many awesome people who are more than willing to tell me their stories and share their experiences. You see, networking doesn’t just happen in huge crowds, but also between strangers standing on the train platform outside of Glasgow, or waiting for a bus in Amsterdam, or having coffee in a local café in Florence. Networking is about connections (I actually don’t even like the term ‘networking’, so it is now nixed from my vocabulary!) Connections bring people together. Connections are like a beautiful symphony performed when individual musicians join their skills and passions together to make harmonious music. Making new connections is worth the discomfort of sweaty palms, shortness of breath, and even fear of rejection. 

I can’t wait to build more connections as I journey to places unknown. 

This was my view from the Delta Grand Hotel in Kelowna, BC

Leadership, it’s not about ‘one size fits all’…Blog #89

‘One size fits all’…really? In actuality, one size rarely fits all in any situation. Interesting piece of trivia, did you know we have been using that phrase since 1975 when Frank Zappa released his ‘One size fits all’ album? For over 4 ½ decades the idea that a product, concept, principle or process could proclaim this phrase as their pièce de resistance is quite astounding. 

“Perhaps you’re saying to yourself, ‘I agree, I would never suggest one size fits all!’” Let’s consider an area we might be applying this maxim without much thought, leadership. Most leaders want to get better at their ‘craft’. That applies to both positional and relational leaders. How many times have you found yourself reaching for the newest leadership book, secretly praying that this book will have the key – the magic bullet that will allow you to realize that desire to be a great leader.  I know I have! I’m not trying to stir the pot here, at least not too much. Let me assure you, I don’t think there’s anything wrong with reading these books. Even as I write this, I glance at the many books on my shelves on whose pages I have highlighted and underlined words of wisdom and insight offered by amazing authors—men and women alike—who have taught me much about leadership. What I’m saying is that in our pursuit of leadership excellence, sometimes we are unwittingly influenced by mantras like one size fits all. It’s entirely possible to read a fantastic book with amazing ideas that simply won’t fit you, or your area of influence. 

At my college, we teach leadership theories to developing entrepreneurs, business executives, intrapreneurs, tech start-ups, change makers, social entrepreneurs… you get the idea. We know that laying a solid foundation is important in creating critical thinkers who take those theories and analyze their relevance in a business world marked by volatility, uncertainty, complexity, and the need for great adaptability. We know that leadership is no longer limited to traditional face to face contexts. Leaders are called to lead remote teams, hybrid teams, teams that are made up of employees, freelancers, contractors, and even volunteers. Some of these theories we teach have been around since the 19th century where The Great Man Theory (later changed to the great woman theory) was popularized. Out of this came the belief that leaders are born, not made. This alone is great fodder for discussions that could build chasms between friends! 

Back to today and our one size fits all discussion. As leaders we know that people are not clones, we are unique. In the words of King David, ‘we are fearfully and wonderfully made’. So this is where leadership theories, at least one specific leadership theory, moves to the top of the pile. Hersey and Blanchard are responsible for introducing the ‘Situational Theory of Leadership’.

The situational model of leadership focuses on flexibility so that leaders are able to adapt according to the needs of their followers and the demands of the situation.

Read that quote again. ”…leaders…adapt…to the needs of their followers.” There is no one size fits all here. Hersey and Blanchard remind us that we need to focus on those we are leading, to determine what they need then respond accordingly. Our team members come with varying experiences, level of risk taking, knowledge and skill base, personalities, work approaches, cultures; in other words, leaders are responsible for managing and supporting great diversity of culture, belief, value, thought and much more. 

Have you ever heard someone glibly say, “if it weren’t for the people, my job would be easy!” The truth is your job IS the people. The Great Person Theory is just that…a theory. The greatest leaders are not those who show up as the hero or heroine to save the day. The greatest leaders are those who show up and ask ‘What do you need from me? What barriers can I remove for you? How can I best support you? What do you think? How can I help? 

The greatest gift we can give those we lead and support, is to act on the fact that one size does not, and never will, fit all. This is easier said than done, but it is important. Perhaps the best leadership approach is to start each day, with a posture of humility, intentionally seeking to serve those we are called to lead.  

Photos by JOSHUA COLEMAN and Ben Weber on Unsplash

Leadership growth in the liminal space…blog #88

In a previous blog I wrote about liminal space from the perspective of a professor. Recently, I have been thinking a great deal about it from the context of leading in this current work-from-home reality. We know the current state of affairs will not be forever, but we don’t know how long it will be until we can settle into a more stable way of life and living. Thus, the liminal space in which we are living. The rollout of vaccines has certainly provided a glimmer of hope for the ending of our forced remoteness. Until then…liminal space.

“Liminal space is where you have left something behind, yet you are not yet fully in something else. It’s a transition space.” 

So, how do we take advantage of this period of liminal space, a gifted time where we can rethink what we want life to look like when we are released from the bounds of our four walls? I recently listened to a podcast by Brené Brown where she was interviewing Adam Grant. They discussed how “…rethinking does not have to mean changing your mind; it’s about reflecting and wondering if you should change your mind. It’s about being open to new information.”

For some, the experience of working from home has been a welcome change from the craziness of the 9-5 existance we came to accept. For others it truly has been like a confinement paired with constant negotiations with partners, kids, pets, or house mates for even a tiny bit of space in which to work. Some have already decided that they never want to go back to the office, while others are thinking, “If this is remote work, no thank you!” 

The thing is there is nothing normal about how we are working right now. This isn’t remote-working. While some folks are happy with their working from home arrangement , I don’t think this describes the ideal that would cause many of us to say, “I’m loving this set up, I could do this forever!” Perhaps the majority of us would be happier approaching it like a buffet…”I’d like some of this, some of that, but none of those!” Now that makes more sense to me. 

So how can we take advantage of this rare liminal space? Let me suggest a few questions to think through as you prepare for your upcoming liberation. 

  • What are you really loving about your current working context? 
  • What about this context do you want to preserve–to hold onto–even after restrictions are lifted?
  • What are you really hating about your current, working context?
  • What do you know must change for the sake of your emotional, physical, psychological, or spiritual health? What is simply not sustainable?
  • What have you learned about yourself and how you work? 

No matter which work arrangement you hope to embrace, change is inevitable. We may not be able to control all the elements of change, but we do have control over how we prepare ourselves for what’s ahead. While we are living in this liminal space, why not add value to the time by investing in YOU? Engaging in some, or all, of the suggestions below can start the preparation for emerging from the liminal space with great expectancy and enthusiasm, more prepared and equipped than before we hit lock-down. Self-growth (or self-leadership) may just help you prepare for your desired work arrangement by gaining a deeper understanding of who you are and what you bring to the job.

  1. Learn about and growing your emotional intelligence
  2. Learn about and growing your strengths 
  3. Complete and contemplate via the Daring Leadership Assessment.
  4. Learn about and developing the competencies necessary for success as a remote/hybrid worker. 
  5. Identify some desired growth areas and create SMART goals to work towards achieving them. 

Let me finish with the quote I started this blog with. “Somewhere, something incredible is waiting to be known.” We will get through this pandemic; how great would it be if we emerge with great expectancy for the incredible that’s waiting to be known?

Photo by Jeb Buchman on Unsplash

Leading and learning, why?…blog #87

Odeon in Ephesus ~ the Bouleuterion

I really love learning, but these days learning can feel more like a chore. Growing up, if you were to ask my teachers or parents, they would not say a love of learning would define my school days, unless you were talking about anything to do with music. In high school, I had no problem getting to school by 7am, three mornings a week for choir and band practice, and I was thrilled to go to school on the days I had music classes in my timetable, but on the other days, I can’t honestly say I was a model student.

While I loved music lessons at school, private piano lessons were a completely different thing. To be fair, my lesson followed my older, focused and very musical, brother. We both faithfully practiced everyday (thanks to Mum’s perseverance), but somehow Ian kept getting better; me, not so much. I still remember the horror of walking into a very sterile, institutional building in Belfast to take a Royal Conservatory piano exam. Finally, the inevitable happened, our very stern piano teacher, had a talk with my parents. It went something like this, “You are wasting your money having Roberta in piano lessons; she doesn’t have a musical bone in her body.” That was my last piano lesson. I was ecstatic! I now had an extra three hours every week to do what I loved – ride my bike, roller skate, and hang out with my friends. I wonder what Miss Thompson would say if she knew I went on to achieve first chair as clarinetist in our high school orchestra, and travel for two years in a prestigious singing group?  

So what made the difference in my musical education? I think two things were at play: a desire to learn about the subject matter, and the learning environment. I really did not want to take piano lessons. I did, however, want to play the clarinet and sing. I love learning with others, and I have always loved creating music with others; I never do well in an ‘stick’ vs ‘carrot’ learning environment. It not only breaks my spirit, but it awakens my stubborn Irish ire (I know, not very mature).

Why is this concern over learning such a pervasive thought in mind? What really is irritating me? If I love learning so much, why am I feeling overwhelmed and fatigued with learning these days? I found this statement when reading a blog by Dean Yeong

The abundance of information and the ease to access it quickly becomes a severe problem for people who are curious and want to learn almost anything. They’re constantly consuming information to the point that they don’t have the attention left to take action and to produce.

I wholly resonate with Yeong’s sentiment. This ‘problem’ becomes especially challenging when such a fire hydrant of information comes at us from every direction; this is one of the advantages, and disadvantages, of ready access to the totality of human knowledge at our finger tips. Add to this abundance is the reality that for some folks, this past year has left us with more time to follow our curiosity. As leaders, we are coached with leadership wisdom such as:

“We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.”  Peter Drucker

“Leadership and learning are indispensable to each other.” John F. Kennedy

Such appeals can unintentionally create added pressure on struggling leaders in today’s complex working environment! Don’t get me wrong, I am committed to lifelong learning, I just need to intentionally filter both the content and the source of information. I need to focus on what I can and should research in order to make a difference in the lives of those I am humbled to influence; to focus on what I deeply care about. I need to learn, to dialogue and debate with others who will challenge my thinking and shed light on the dark corners I am overlooking.

The good news is that I have such amazing people in my life: family, friends, and co-workers. For this I am both blessed and eternally grateful. However, it’s up to me to set up the filters necessary to not drown in the abundance of information, and make time to probe, ponder and assimilate what it is that will make a difference in what I most care about. It’s the richness of the dialogue and debate that makes such a discipline all the more precious.

Here’s another great quote on leading and learning. This one stirs in me a desire to jump up and shout ‘YES!” As leaders, this is why we learn!

“Real learning gets to the heart of what it means to be human. Through learning we re-create ourselves. Through learning we become able to do something we never were able to do. Through learning we re-perceive the world and our relationship to it. Through learning we extend our capacity to create, to be part of the generative process of life. There is within each of us a deep hunger for this type of learning.” ― Peter M. Senge

References:

Yeong, Dean. (2018). Knowledge Prioritization; How to prioritize what you should learn first https://www.deanyeong.com/article/how-to-prioritize-what-to-learn

Interaction Design Foundation. (2020). Information overload, why it matters and how to combat it.

https://www.interaction-design.org/literature/article/information-overload-why-it-matters-and-how-to-combat-it

Reflections from NomadCity2019…#68

Speaker Lineup

It’s been almost 2 weeks since NomadCity2019 ended and I continue to be asked by friends and colleagues about my main learnings and take always. My honest answer has been that I haven’t had the time to sit and reflect on the amazing event it was. I continue to read the reflections of others, and want to add an emphatic ‘YES!’ to all they have shared. Well, a forced slow down has finally provided the think space I need (2 fractured ribs!)

Imagine being in a auditorium with 250 plus people, representing 15 some countries, sharing a common passion to make a difference in how work gets done. Gender, age, culture, religion, sexual orientation…nothing mattered to anyone except coming together with one voice to advocate for working remote (to whatever degree possible). I appreciated each and every question I was asked, the answers offered to me for each question I asked, and the unique views found in the welcome of such diversity. How can learning not be the outcome?

  1. My first takeaway is about the people. I have attended, and organized, many conferences throughout my career, and would say that the attendees at Nomad City were among the most welcoming, humble, focused, and passionate individuals I have encountered. There is something special about being in the same physical space with people you have connected with in a virtual context. I gained a greater understanding of the importance of scheduling opportunities for individuals and teams to have face to face (physical) time together. I get that this isn’t always possible, but if organizations would consider dedicating some of the money saved by having people work remotely, and use the savings to create such gatherings, the benefits would far outweigh the cost. Events like NomadCity also provide a place where teams can meet, hangout, build relationships, learn together, and strategize on how they can be more effective in the way they work together. 
  2. The second takeaway was a call to move the focus away from the benefit of remote work for the individual and organization, towards the incredible contribution remote work can, and does, have on economic development. I was privileged to moderate a panel organized by Nacho Rodriguez, founder of Nomad City, that focused on how remote work has made a difference in communities around the globe, and how it is making an impact already in Los Palmas. This call also right sizes the reality of remote work. The ‘working on the beach’ vision created by some folks, simply is not the actuality of what this working context looks like. Sure, you can work from the most amazing places, but having a productive and appropriate work environment is both necessary, and at times challenging to find. The concern with embracing remote workers in your organization is not ‘will they stay focused on work’, but ‘will they shut off from work’. These are hard working, dedicated people who truly want to make a difference in whatever community they find themselves working.
  3. Another takeaway was the amount of collaboration that happens in this community. Collaboration, not competition, was the goal of the individuals and organizations represented at the event. It was great to see how organizations like Basecamp, a fully distributed company, want to learn how they can continue to provide an effective platform for remote workers. WherebyBuffer, and Hello Monday…all platforms who are growing and adapting to meet the needs of their clients. Workplaceless, another fully distributed company develops and supports training courses to help remote workers and organizations succeed in this space. Amazing individuals, (way too many to mention…check out the speaker line up on the NomadCity2019 link above), who bring their own unique strengths to the movement for the purpose of support and advocacy.  The list goes on. The desires expressed regarding helping collocated organizations ascertain how they can make remote or flexible work available for their employees was one of support, not pressure; the common theme was to discover the smartest way, the most effective way to get work done, honoring both employees, employers, and communities. The final day of the event was an ‘unconference’ or ‘Open space’  event for 60 invited remote work advocates. Working together, we identified burning issues which then became the topics of discussion for the day; these participant led conversations truly revealed the challenges and opportunities faced by this community…the discussions were inspiring, challenging, and stimulating. Exciting!
  4. My final takeaway was the importance of research in this area that provides support for individuals, organizations, and communities regarding remote work. I especially love this because it calls for academia and industry to work together, to collaborate, to need each other. When this happens, we influence not only the current work force, but all those coming behind. 

Wrapping up…remote work is not a fad, it’s not some passing trend, it’s the face of work…today. It may look different for each situation, but the bottom line is that we need to consider how we can best build environments where people are allowed the freedom to work in contexts where they are most productive—always balancing freedom and flexibility with responsibility. Where organizations, if appropriate, provide opportunity for their employees to work from anywhere, and trust them to do the work assigned without micro managing, all the while supporting a life balance, and where communities are built and restored to a level of economic health. The remote work movement, and each of the participants at NomadCity2019 all offered a loud ‘amen’ to this collaborative goal. I am honoured, and humbled, to part of this amazing community! See you all at NomadCity2020.

Is information overload blocking your creativity? … #66

We have all heard the term ‘writers block’ tossed around by those who identify themselves as writers; those talented individuals who depend on the free flow of words to give voice to the fantastic worlds floating around in their heads. I don’t claim to be a member of that class. I also have great appreciation for those types of writers who seem to have endless thoughts, ideas, and advise to share on a monthly, weekly, or even daily basis. If any of you happen to stumble across this blog, I’m in awe of your discipline and creativity and would love a sip of your secret sauce, and I’m amazed that writer’s block doesn’t hit you far more frequently!

But here’s the deal…even though I have a very full, satisfying, challenging, inspiring, rewarding, and fulfilling life, I totally get mental stagnation when it comes to narrowing down, or sifting through the swirl in my brain, and focusing on a theme, or topic, to articulate in words that will hopefully have some impact on a reader. All my life I have been a learner, and that has not changed, nor will it ever. I’m a business professor, researcher, remote worker, consultant/coach, international speaker (now that’s a privilege!), wife, mom, sister, grandmother, friend…I am truly blessed. Needless to say each of those ‘roles’ provide an endless array of learning and reward. Every conversation has potential to teach, inspire, drain, encourage, challenge, or even bore me.

So with all that input, why do I have such a difficult time putting words to paper? Certainly not because of lack of content! Perhaps the simple fact that there is so much input, or ‘information overload’, nothing is fully landing. It’s like going to an all-you-can-eat buffet and filling your plate with everything in sight because it all looks amazing, tastes great, and is available–right under my nose.

Even as I write this, my inner voice is sending me sarcastic messages…like ‘seriously, you don’t see an issue here? You know the answer, you know better!’ And that little voice is right.

The very things, the tools, that make constant contact possible, information access more readily available than ever before, communication between the person next to me or 3000 miles away as easy as breathing, are both the cause and the cure.

I’m currently preparing a workshop on self-management. Ironic, right? One of the questions I am asking is ‘what do we need to manage?’ Perhaps time, stress, commitments, multiple deadlines, or life balance. Yes to all of these, and more. For me, I do a great job of managing my commitments; I am organized and can discipline my time well. But as I write this I am again reminded that what I don’t manage well is time to reflect, to slow down and relish the moment I am in, to ponder those special moments that happen each day. To call up the smile on the face of a grandchild or grandniece you’ve had a chance to cuddle with, to share in the joy of good news offered, or to simply walk through the falling leaves of autumn. Check out this video by Manoush Zomorodi called Bored and Brilliant And…finally realize that when your body goes on autopilot, your brain gets busy forming new neural connections that connect ideas and solve problems.

What about you? What is cluttering your mind and keeping you from finding clarity around new opportunities; current and future? What can you do about it? What are you willing to do about it?

 

Generation Jones…What about us?

Zandvoort, start of bike ride in dunes.

I’m currently writing from our Airbnb in Zandvoort, Netherlands, a location we will undoubtedly return to. Not only is the town lovely, the beach spectacular (9km long), the eateries delicious, the dune-winding bike trails amazing, and the coffee from our favourite Café (Blue Zone Espresso) top notch… the people are lovely. I’m also impressed by the very obvious age variety; young children through retirement everywhere we go. And, of course, I’m intrigued by the high percentage of Generation Jones, or Jonesers (born between 1955-1965). I’ve been wondering how many live and work in Zandvoort, and how many commute into larger business centers i.e. Haarlem or Amsterdam.

Why am I so intrigued by this? As I continue to investigate various aspects of remote work, I am drawn to the working contexts of the Gen Jones demographic (that’s me). So much is being written about how the millennials are shaping the future of work, but I want to stand up and shout ‘what about me?’ How are those in my generation shaping the future of work? (Just a note, I’m not a strong believer in labelling people…I’m simply using the terms for a talking point.)

Millennials entered into an environment where it is not uncommon to expect flexible work hours and remote work arrangements. My generation has come through the years of raising these same millennials (my husband and I raised a gen x and a millennial, both amazing!), instilling in them a mindset that encouraged them to think and innovate, not be bound by tradition. We Jonesers have spent much of our lives working the 9-5 routine, and, quite frankly, we’re not satisfied to continue working within those boundaries as we consider moving toward potential retirement. And here lies the tension, many of us simply don’t want to retire, but nor do we want to continue with the same, tired, 9-5 routine.

Research is showing that many of us will migrate to freelancing as we approach 65-ish, for multiple reasons: freedom, finances, not wanting to stop working, wanting to continue contributing to a workforce we spent our lives building into. But what if we really like what we do…is the only option to leave fulfilling jobs and take freelance gigs? What if the organizations we work for took proactive steps to prevent the potential, and reported, brain drain, and offer options for flexible or remote work options? What if organizations transitioned my Joneser compatriots into roles that not only engaged us in the on-going success of the business, but also facilitated the opportunity to mentor those amazing young people following in our footsteps? What if we actually created environments where a

Not ready to ride into the sunset!

younger generation taught and inspired us trailblazers, while we shared our journeys of success, and failure, as a foundation for the past informing, (not controlling), the future?

I am sure some organizations are doing just that…I want to hear from them. I want to learn how they are making it happen, and why others are not innovating in this manner. And I want to hear from my fellow GenJonesers…what does the future of work look like for you?

It’s not just millennials who are shaping the future of work…it’s all generations! Together, we can make ‘work’ the thing we do with intentionality, efficiency, and passion.