What is your intention?” It is such an obvious question once asked, but not one I considered often. In my previous role, our leader’s “intention” to get us a partner Executive Coach to hone our leadership skills was met with shock and disbelief. Really – now? When we can’t find time to go to the bathroom? My wife was observing the stress changing even with what detergent she had to use to get my clothes clean. Now – when we were not sure this business would even survive?
🖋 The view from the new office was great – facing east over a man-made lake, I would be rocking out to Ray and watching the sunrise most mornings. I had negotiated hard for my offer – with the encouragement of my mentor, and was now glowing in the realization that I was well-positioned. A role that was a mix of technology leadership which I knew, and people development which I wanted to focus on now, Together in one place. One morning in the first week I was there, the recruiting manager who I had negotiated with came in, closed the door, and asked “Do you have anything you would like to tell me?”
“Oh wow. That is going to really cost you”. I had just gotten a call from the recruiter for the role that would take my career to the next level. Having made it through most of the interviews, I had won her over, and it was now down to the “final” interview: dinner with my family at the home of my boss and my peer, the CTO – Together with their families. They both had smaller kids – 8 and 6. Having started early (surprising you right ?) my kids were now mostly grown… so who would I take with me? And would I be able to pass this “charm” interview?
A well-orchestrated job search, as 100’s of leaders I have worked with over many years say, ends with 2 outside offers, and one inside offer. It then takes Courage to choose between them, and also a lot of faith that you have done the best you can, and look forward with that same Courage. It all sounds very clean and tidy, which might lead you to wonder why I was in the building on a Saturday morning early, loading up most of my “stuff” with my wife … and slinking out of the garage…
I landed the role I am writing about this week late in 2002 with some luck during the opposite of what we are seeing now. An economic downturn after 2001 had frozen hiring, depressed salaries, and I felt fortunate to get anything, even this now meat-grinder role. The Courage to think about doing something else was tied up in one of the hardest issues to confront – money. Do we have enough, will we have enough, particularly with kids just heading into College. And yet, I knew that this was going to slowly kill me if I stayed…
“I know that we have the right team to pull this off!” said our VP from the front of the packed room. Giving us encouragement was one of the wonders of this particular leader’s talents, and what had got us all together. And, the wonder now was that this speech was exactly the same we had heard about a year before… and wasn’t working. Now it sounded more like pleading… and the feeling in the room was different – more desperation, and less belief we could actually do this…
It was 5 pm, and we were all lining up to go into the everyday “Evening Status Meeting” on the top floor of Pho IV, the newest building in our complex, and the heart of all of our work. I rarely left the building during the day, with breakfast, lunch, and dinner catered in so we didn’t take time away from the “work”. These meetings were twice a day – morning and evening – but the evenings are always brutal. As the “service” organization, the IT team was brought in nightly to be drawn and quartered by the SVP’s of the business, on “why haven’t you”…
If anyone tells you there is only one way to do something, they are lying or very misinformed. And it is particularly true in IT systems – both being told there is only one way, and that not being true. Our current predicament was caused by an IT person who was disgruntled with the way systems were being built, and left the org to build systems “in the business” – otherwise known as “without oversight”. And because he built them quicker and also knew more about the underlying business, the business used his group more and more. Now – those systems had to be replaced and completely re-implemented by “our” official IT group… and I had to be his partner…
The Bermuda Triangle of my corporate experiences are: Pain, Change, and Courage. You might wonder why I chose Lovin, Touchin, Squeezin as the soundtrack of this post, and to be very clear, unlike others managers in the corporate world, those were never done by me 😉 But leveraging the principles of understanding what people really need and want from their workplace helped me manage and navigate between all of these elements. So what best practices have I experienced?
“Don’t be a Fred”. By now we are used to the different Southern Virginia dialect, so when our minister was reading one of the most prominent phrases in the Bible, we knew what he meant. Sorta. “Fear NOT” is one of those phrases that is like everything I do now – Simple, but not Easy. In the face of Continuous Change, most of which may NOT be of our own making, how do we engage Courage over Fear? I can’t solve this, but I believe it is something worth engaging in…
“If your employees need their weekends to rest and renew, you might have a burnout culture.” I saw that headline … and the only edit I would suggest is to remove the word “might”. There are articles almost every day about it, and many leaders I work with are moving between roles to get away from it, believing that is caused by their situation. Sadly, it travels with them, and the dirty secret is the person who is most responsible for burnout is… you. I know – because it was (and is) me…
So what the heck is a Change Agent anyway? I didn’t see that career path in the College Catalog, but there are sure a lot of people out there with that title on their business cards. You’ve seen them, I am sure – in conference rooms, and in my generation, nice looking suits/pantsuits, expensive briefcases, and a stack of forms and “best practices” that they are bringing to your neighborhood to “help” you. And they always have an execution plan – timelines, milestones, and something called “deliverables” that they are going to “help” you develop. Yeah – like I actually have time to execute anything else… other than them 😉
If you study people, you quickly recognize that putting them together into groups and teams is… complex 😉 And if you wonder why I love studying musical groups, you can see how simply adding one new person completely changes things. In the research around Teams, the highest performing have been together for more than 2 years… but less than 5. Balancing Change and Continuous is something that is worth wondering about…
God is in fact a comedian. If you don’t believe me, then why would he put me into a “natural” career path where my most Continuously uttered phrase is “Slow Down”? Never a core competency of mine, it is the stance that I try to help others with … as they whiz past something important that they have said, or missed an implication of not observing what they actually know – versus what they want to be true. They are interested in Change – sure – but often miss the signposts on their Journey that make change both possible, and positive…