Preparing for the Bus

We all know one, or maybe we are one. You know – the person that plans for all eventualities, including the most unbelievably improbable situations or opportunities.

I like to think I’m that person now, but that wasn’t the case many years ago. For me, this was a lesson presented over and over and over again by one of my favorite bosses. For every new idea, project or policy suggested for implementation, she would ask, “What happens if you get run over by a bus? What happens then? How do we pick up where you left off?”

The Bus; what happens after The Bus?

How do you prepare? How far in advance do you prepare? Where are these instructions kept? Who maintains/updates them? What is the basic plan if Employee A is unable to perform their job unexpectedly? Employee B? Employee Z? How do we mitigate the negative aspects of the loss of a staff member? How do we, as an organization, react publicly and to the family?

These are some the questions that constantly run through the mind of a planner.

The answer to that proverbial question is to write down the procedure, logon/password, instructions, etc., so anyone on the staff could step in if necessary during an emergency situation; even if that staff member is you.

This does not mean that everyone on staff knows every aspect of everyone else’s job. It just creates a starting point for those who need to step in when circumstances require.

Some people are inherently opposed to writing everything down for a variety of reasons. Some like to think they can keep it all in their head and act when necessary using just their knowledge. Others feel like writing it down opens the door to being replaced by a younger, less expensive employee, while some just don’t think it is important for anyone else to know because they like to control access for security (or other) purposes.

On the other hand, there are those who write everything down; what time they went to lunch or on break, and what day and time they spoke to "Mark at Intellimedia" about correcting a flaw in the system. This can be helpful, but in some ways it could also be just a little too much.

Over the past few years my team has been working on a project that took much longer to produce results than we anticipated. In the initial planning stages, several options for success were discussed and plans were devised. Over time it became apparent that success would be achieved when least expected; sure enough, it did.

Were we ready? Yes.

Did everything work out the way we planned? No, but we had Plan B, Plan C, and Plan D to pull from as circumstances quickly changed. Eventually we ended up with a combination of every plan that had been devised, and a significant amount of documentation to fall back on as new challenges appeared.

A leader’s job is to lead (no kidding!).

So, lead!

Sell the idea of documenting the key elements of each role in the organization to your staff so that if The Bus hits your organization, those tasked with ensuring the ship is not circling around rudderless have sufficient information to keep it moving in the right direction.

Perhaps working in teams to identify areas where members depend on others to perform their own work is the best place to start. For instance, if Sam depends on data from Kay, Sam should know how to get the data, where it is normally stored, or to whom he can go for assistance so that he can get what he needs if Kay is unavailable for any length of time.

I know this all sounds so simple, like Management 101, but how many of us actually have this system in place? How many actually have a plan for the eventuality of The Bus?

It’s not something we want to think about, but we should – and plan for.

Dawn is the Deputy Executive Director for the Academy for Eating Disorders in Reston, VA. Before founding her own consulting firm in 2013, she served as a respected project management and administrative operations professional in the military, higher education, and women’s healthcare fields for almost 30 years. As a volunteer, she currently serves as the Past Chair of the American Society for Reproductive Medicine's Women's Council. 

Dawn holds a Bachelor of Arts in Management from Trevecca Nazarene University, as well as a Master of Business Administration degree and a Graduate Certificate in Organizational Management from American Public University, and a Lean/Six-Sigma Green Belt. 

The Challenges of New Leadership

Change is a good thing, right?

Businesses and organizations refine and adjust their strategy based on many things, including the changing needs of their client-base and the market place. One of the most significant catalysts for change is new leadership.

Once the announcement of a new leader is made, the change process begins. 

And then, all the people say, “Oh, joy; a new leader who will want to change everything.”

As they say, change is never easy. There are multiple upon multiple studies showing that just the idea of change causes fear and stress for those involved. However, sometimes new leadership is not just necessary, but also vital to organizational growth and, even perhaps its very survival.

New leaders, be they CEOs or mid-level managers, certainly bring their own personality and management style to the top of the table. If they come from outside the organization, the most valuable asset they bring is not their education or years of experience, but a perspective quite different from those on the inside.

Good leaders know that recognizing and utilizing differing perspectives to make decisions about what must be changed is crucial. The difficulty in implementation comes from team members with the “We’ve Always Done It This Way” mentality, and those mired in GroupThink. Without trudging down the rabbit hole discussions of those two issues, I think it is safe to say that they have their own particular challenges which require situation-specific actions to address.

When I began my career in the early 1980’s, organizational leaders based decisions on input from their division or department heads, who gathered data from their subordinates in a very controlled fashion. Employees worked 8am – 5pm (or 9am – 5pm), Monday through Friday, and spent evenings and the weekends with their families.

Thirty years later, more Millennials are moving into positions of leadership, and facing an ever-evolving multi-generational workforce with different, and often competing, demands for engagement and working conditions. The younger generation not only expects, but demands to have a seat at the table and expects to move to another company in a few years to take the next step in their careers. They also don’t want to watch the clock, or be constrained by having to be in an office every day.

Older workers, such as those from the Greatest Generation and my Baby Boomer generation need to feel respected for the knowledge and experience for which we have worked so hard for many years to earn. We also need a seat at the table, or at least know that the new, younger leadership has heard and acknowledged the issues we bring to light. Like the younger crowd, I love working from home, but I also like the idea of having evenings and weekends free.

The leadership challenge with a multi-generational work force is finding a way to meet the differing needs, while building a cohesive and open organizational culture that allows and encourages employees to be passionate about their work and their organization’s success.

In the words of former Secretary of State Colin Powell from his book, My American Journey,

"The day soldiers stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help them or concluded that you do not care. Either case is a failure of leadership."  

Stepping into a new leadership role is an exciting experience. It is an opportunity to develop a vision for excellence and innovation, and to share that vision with an actively engaged organization. All leaders face challenges, however, it is their response to those challenges that determines their success.

If you have been a new organizational or business leader, what words of wisdom would you share with those who want to be, and one day will be, a new leader?

NOTE: This post also appears on LinkedIn.

Before founding her own consulting firm in 2013, Dawn Gannon served as a respected project management and administrative operations professional in the military, higher education, and women’s healthcare fields for 25 years. She holds a Masters of Business Administration and a Graduate Certificate in Organizational Management from American Public University, is a contributor on LinkedIn, and the author of the Management in Motion blog.

Dawn currently serves as the Past Chair of the American Society for Reproductive Medicine’s Women’s Council, and teaches health and safety classes for the American Red Cross. As an infertility survivor she has been a featured speaker within the Fertility Community, and written numerous articles on the topic of childfree living. 

The Merits of Multi-Tasking

We are a society of multi-taskers.

There is absolutely no doubt about it.

Just yesterday I witnessed a woman choosing groceries through several isles in the grocery store, while carrying on what appeared to be a very serious conversation on her cell phone. As I finished my shopping and moved to the checkout lane, there she was again, emptying her cart while continuing the sometimes very animated cell phone conversation. Finally, the checkout staff had to interrupt her conversation to ask her to pay for her purchases. Although the store employee was very nice about it, the customer was clearly offended about being interrupted.

As I was watching this play out, I thought, “Wow. When did this behavior (on the customer’s part) become acceptable in our society?”

Contrary to popular belief, multi-tasking is not a new behavior. People have always been able to multi-task when it comes to running a household and caring for children or others in the home. No one thought anything of it until women began trying to “have it all” by building a successful career while balancing home life.

When cooking a meal, sometimes I have active pans on all my stove burners while I’m cutting an ingredient on the side. My goal in this case is to have everything finish at about the same time, somewhat like a project manager who schedules tasks to complete simultaneously so the next phase of the project can begin.

As business leaders and employees, we multi-task on a daily and sometimes hourly basis; this is just the way it is. Think about the job descriptions you have seen lately – they all include the ability to multi-task and prioritize responsibilities. 

Don’t get me wrong; I don’t have any problem or issue with multi-tasking. Some who know me would dub me the Queen of Multi-Tasking. As you can see from the photo here, I also have phone conversations while attending a Major League Baseball game. Trust me, I am not the only one doing this.

What bothers me, though, is the rudeness of some multi-tasking situations, such as the grocery story example I mentioned above.

If the phone conversation was so important, why did the customer not stop what she was doing and give her undivided attention to the call, and then continue on with her shopping?

Why did she feel the need to continue the shopping process while sharing her one-sided version of the conversation with those around her, and then berate the store employee for doing his job by politely asking the customer to pay for her purchases?

This analogy can also mirror workplace multi-tasking situations.

Think about it.

How many times have you held a conversation with someone while you were answering an email to someone else, or talking on the phone while writing a report?

The rudeness of that aside, how can you give your undivided attention to two or more people or tasks at the time? You can’t.

Early in my career I was lucky enough to work for a supervisor who stopped everything he was doing as soon as someone walked in his office door or the phone rang. Granted, the person on the phone could not see that he wasn’t multi-tasking, but while you were in his office, it was clearly obvious that you – and you alone – had his completely undivided attention.

While I haven’t always lived up to his standards in that regard, the picture in my mind is as clear today as it was in 1991. As an employee, his behavior made me feel valued, and certain that my opinion or concern had merit.

23 years later, the difference between that leader’s conscious effort to engage whomever he was speaking with and the grocery store customer provide an excellent lesson on the merits of multi-tasking. While you can certainly do more than one thing at a time, choosing to stop multi-tasking and focus on the most important matter at hand for a short period of time is quite often the better decision.

Editor’s Note: This post also appears on LinkedIn.

Before founding her own consulting firm, Dawn Gannon served as a respected project management and administrative operations professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is a contributor on LinkedIn, the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.

I Am Now a Contributor on LinkedIn!

Exciting news! I've been invited to be a contributor on LinkedIn!!

So, instead of a regular post this week here on the Management in Motion blog , I thought I'd share this wonderful news and my first contribution here. 

With the Memorial Day Weekend just a few days away, and Fleet Week beginning in NYC, I chose to write about how great teamwork tackles the logistical challenges faced by our military, and those we face in business and life.

I also talk about the pride I feel in being a US Military Veteran, and acknowledge the sacrifice also willingly made by the families of those who serve.

As you celebrate the holiday weekend, be sure to thank all the veterans and their families that you know; or just thank them as you pass them in the street. If you are in the NYC area, check out all the activities of Fleet Week. Who knows, you might run into me there!

Before founding her own consulting firm, Dawn Gannon served as a respected project management and administrative operations professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is a contributor on LinkedIn, the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.

Mom Always Said...

Dotty Coleman & Dawn Coleman Gannon

As a child, I listened to what my mother said – sometimes.

However, as I have gotten older, I often find myself hearing her speaking inside my head when faced with specific circumstances in business and in life.

So, in honor of Mother’s Day this weekend, I’ll share the few words of wisdom from Mom that seem to come to mind most often for me, and apply them to business.

Honesty is Always the Best Policy – Even When It Hurts.

In business, honesty is always the best policy. But how far does honesty need to go when dealing with competitors and others whose focus is not the growth of your business? How much truth do you tell? Is not telling everything you know about a specific topic, project or program honest or even ethical?

I agree that honesty and transparency is always the best policy, but I also realize that some people just don’t need to know some things. 

Building and maintaining a reputation for honesty and integrity is fairly simple – you tell the truth, regardless of whether or not the person to whom you are speaking wants to hear it. 

However, once you cross the line of honesty and move into the gray area of half-truths or outright fabrications, regaining that reputation for honesty and integrity will cost you more in terms of time and resources than you can imagine.

I, for one, prefer to conduct business with businesses and organizations with reputations of high integrity.

Think Before You Speak.

Anyone who knows me well will tell you that this is one of the hardest things for me to do.

Many times I hear someone talking, or am reading an email, while at the same time inside my head I am preparing my response so I will be ready to jump out with my words of wisdom when they take a breath. In essence, I am preparing my response based on what I THINK they are saying, when in reality, I am not really LISTENING to what they are saying.

Growing up, my father always said that my brain was 5 steps ahead of my mouth. In support of my mother’s “think before you speak” advice, he was suggesting that I slow down and allow the mouth to catch up to the brain by truly listening to what the other person is actually saying before responding.

As a business owner, I have come to truly understand the value of this advice. After all, how can I provide a service if I don’t fully understand the service my client is seeking? 

One good way to do this is to take notes while listening and then responding by relaying back what you just heard.

For instance, you could say, “This is great! Thank you for asking. Before I respond, let me just ensure that we are on the same page. I heard you say that you need X, Y, & Z and …” This gives you an opportunity to clarify (or catch) information that you may not have heard correctly before moving forward.

Opinions Are Like Belly Buttons – Everyone Has One.

We've all heard this, or used other words in place of belly button. The idea is the same, however. In making business decisions, it is vitally important to consider the issue from as many perspectives as possible – especially those that differ from yours.

I don’t know about you, but every time I make a decision based solely on my perspective, it turns out that I missed something important, and then I have to spend additional time and resources changing course. 

In short, don’t make decisions without examining all the facts and perspectives.

Giving Back is One of the Most Important Things You Can Do.

My Grandmother Levitt,
Dotty Levitt Coleman (my mom),
Me, & Grandma Coleman
at my FCAHS graduation.

When I was in high school at FCAHS in Brooklyn, MS, my mother was a member of the South Central Bell Pioneers Clown Troop. She and her co-workers spent considerable time getting into costume/make up and then driving in a chartreuse-colored Aston Martin to an event for the Special Olympics or another community-focused group.

A few times she picked my sisters and I up from school dressed and driving this car … really.

While you are calming down from busting out laughing at the mental picture the last sentence provided, the important lesson I learned was that giving back to the community and to others makes a huge difference to those to whom you are giving. It also gives you a sense of pride and self-satisfaction.

What does this have to do with business you ask? Corporate social responsibility (CSR) is a term that has grown in prominence and practice in business over the last decade. What does CSR mean for you? 

That’s easy – pick an organization or organizations that align with your business mission and goal, and support it (them) with time, resources and financial contributions.

Not only will the organization(s) benefit, but so will you and your reputation within the community. It’s a win-win for everyone!

As all mothers do, my mother had many other things to say, but for the moment, I think I’ll stop here and wish all you moms a happy Mother's Day.

To those who are still struggling with infertility on your journey to motherhood, I wish you the peace of knowing you are not on this journey alone, and the knowledge that there are many who have been where you are, and are willing to help you (resolve.org & theafa.org).

In closing, please feel free to comment and/or share your own “Mom Always Said…” wisdom.

Before founding her own consulting firm, Dawn Gannon served as a respected project management and administrative operations professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.

The Definition of Success

Success as defined
by Merriam-Webster

Merriam-Webster defines the word ‘success’ as 1) the fact of getting or achieving wealth, respect or fame; and 2) the correct or desired result of an attempt.

For some, achieving wealth, etc., is the only correct definition. It is the only goal on which to focus, and those who don’t embrace this truism will always be less than they could be. In essence, nothing else really matters except increasing the financial bottom line and personal prominence.

For others, achieving the desired result of an attempt is the ultimate accomplishment, regardless of what that attempt entails. For instance, many people feel successful because they are able to live simply with relatively little stress and have sufficient funding to support that lifestyle. It is the simple pleasures in life, rather than driving the top of the line 2015 Audi to a multi-million dollar home, that defines success for them.

The definition of success 

is different for everyone.

Don’t get me wrong; there is nothing wrong with either opinion (after all, that’s really what it is). 

The fact of the matter is that the definition of success is different for everyone based on many different factors such as personality, life experiences, and exposure to, or opportunities for, resources to not only set, but to also achieve goals.

For instance, the difference between a nonprofit organization and a for-profit organization is simply the main focus of their efforts. Both want to be successful (whatever that means to them), but they go about it in different ways.

Nonprofits focus most of their efforts and resources on achieving their mission. However, none of that can be done without identifying and soliciting funding/donations to support the programs and services it provides. 

In some nonprofits, the development team is larger than the other organizational teams combined simply because the amount of funding needed to support the mission is so great. While increasing the financial bottom line is a measure of success for a nonprofit organization, it isn’t the most important one. The mission is always Priority #1.

For-profit organizations also have a mission to fulfill, but the most important measure of success for these boards of directors and stockholders is achieving an ever-growing financial bottom line. 

Just like their nonprofit counterparts, for-profits cannot provide programs or services without funding (stockholder and sales) support, so in this case, product sales and stockholder satisfaction are the highest priorities for the team.

Again, neither one is better than the other; they are just different.

For me, the definition of professional success includes the achievement of my academic goals (PhD) and sufficient client-base activity at Dawn GannonConsulting to support my family at or above a specifically-defined (and private) financial level. I have been somewhat successful in reaching these goals, and I know that only time, resources and hard work will make them happen. Without a doubt, there is still much to be done.

However, like everyone else, I also have a personal definition of success. For me, that includes family, friends, good health, and peace of mind. For the moment, I’m doing well there, but there is always room for improvement.

The closer I move to the magical age of 50 (6 months from now!), the more I understand that the underlying key for success for any person or organization is simply the definition. Once you are happy with the definition that meets your needs, all that remains is the journey to get there.

So, I ask: What is your definition of success? What words of wisdom can you share from your journey toward that goal?

Before founding her own consulting firm, Dawn Gannon served as a respected project management and administrative operations professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.

How Do You Plan for the Unimaginable?

I am an unapologetic bibliophile. 

I simply love to read books. Although I’ve had a Kindle for several years and it is rarely out of reach, especially when I travel, I love the feel of my fingers running along a row of books; especially older, leather-bound books. There is something about the smell of leather and ink, and the exploration of a story that is soothing to me.

But what if there were no more books? It’s unimaginable, right? Even in today’s technologically advanced society, the idea of never picking up a printed book again is unfathomable.

In business, as in life, crisis management begins with identifying the unimaginable, the imaginable, the probable, and then planning how to mitigate the damage IF they happen.

Being caught off guard by the unimaginable is manageable if you routinely engage in, and actively fund, crisis management planning.

However, being unprepared to deal with a crisis of any type or size can be catastrophic and is, unfortunately, often fatal. 

In their book, Managing Crises Before They Happen, Mitroff & Anagnos point out that unlike in previous centuries, today crises are an unfortunate fact of life. Some are minor and affect only your own business, but in a global economy even small events can cause ripple effects that become tidal waves all over the globe.

At the risk of sounding like a management professor by quoting Mitroff & Anagnos, crises fall into one of seven categories:

• Economic
• Informational
• Physical
• Human Resource
• Reputational
• Psychotic Acts
• Natural Disasters

Regardless of the type of crisis your business faces, having a well-defined crisis management plan is essential to its survival. Good crisis management plans include:

• Identifying the type of risks that are possible, probable, and unimaginable (see bulleted list above)
• Determining the ramifications of the possible, probable, and unimaginable
• Identifying mechanisms for recognizing, preparing for, responding to and learning from crises
• Planning for the allocation of the company’s PR, HR, IT, culture, organizational systems and other resources before, during and after a crisis
• Open, frequent communications with all stakeholders so that everyone knows what their responsibilities are during a crisis.

In short, the unexpected will happen, and sometimes even the unimaginable happens. The key to surviving the unimaginable is careful, thoughtful crisis management planning.

So now I’m curious to hear what others think about crisis management.

Please take a moment to share what works for you, what doesn’t, and the best or worst advice you have ever received on the topic. 

Oh, and if you have a favorite book, I'd be happy to read it. 

Thanks for sharing!

Before founding her own consulting firm, Dawn Gannon served as a respected management professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.

Time Management, Blah, Blah, Blah

It seems like everyone has something to say about time management these days. 

“If you manage your time right, you can get everything done on time.”

“Time management starts with determining your priorities; determine what is most important and go from there.”

Yeah, well, blah, blah, blah to you, too. As the Geico commercial points out, “everybody knows that.”

After being inundated with information on time management this week, I did just what they all wanted me to do: I started looking at my own time management practices.

Granted, life is always busy for one or more reasons, so taking a look at your time management process and practices every once in a while is not a bad idea. I equate it to reviewing your strategic plan periodically to ensure you are on the right track. If you need to make adjustments, you can, and then keep on moving along.

No man goes before his time – unless the boss leaves early.

–Groucho Marx

One of the more interesting articles I saw this week included one from Sue W Chapman and Michael Rupured at the University of Georgia, who listed 10 strategies for better time management:

     1. Know how you spend your time

     2. Set priorities

     3. Use planning tools

     4. Get organized

     5. Schedule

     6. Delegate

     7. Stop procrastinating

     8. Manage external time wasters

     9. Avoid multi-tasking

   10. Stay healthy

After taking a look at their list and comments on each one, I can now see where my time management issues are. I just need to move #6 up to #1 and get going.

What about you? 

What works for you and what would you suggest to someone who came to you for advice on managing their time better?

I'd love to hear your ideas and suggestions, so please comment!

Keeping Your Work Environment Positive Begins Within You

EDITOR’S NOTE: This week, Management in Motion is pleased to welcome a guest blogger, Kristen Darcy, an award-winning author, fertility coach, motivational speaker and expert on the emotional aspects of infertility and other life challenges.

Do you realize that you might spend more time with your work family than your own family? Given that time creates a familial dynamic, do you sometimes wonder how you keep the peace at work without assuming a parental or sibling role?

Creating work place awareness or developing a culture by design begins within.  

Early in my career, I worked with an all women staff at my mother’s nursing home (nepotism and those issues comprise a whole other article). There were moments when the employees acted like sibling rivals. Most of the arguments were about who was going to wear the fancy white hairnets, which everyone originally perceived negatively. Then, employees started complaining when they didn't get that one white fancy hair net. Since we were all teens this made sense. We were all competing for the perceived wanted item. 

What was most disconcerting to me at the time was the "back stabbing" chatter, such as “Can you believe her?” “What’s up with that?” and so on.

Fast forward to when I opened my learning center. Once again, it was an all-women environment, though a more grown up version that still functioned like a family.  The atmosphere was littered with side bar conversations where one person was pitted against another or one faction opposed to another one.

Uniting the workforce, in my humble opinion, begins from the top down. It has to be cared for each and every day by each employee from the inside out.

The intent to do no harm and uplift the environment might be in the mission statement but how do you translate that into your daily interaction with your fellow employees?

Confucius’ statement, “Remember, no matter where you go, there you are” is a perfect mirror to create a work environment of peace.  

What bothers you the most about someone could be making you aware about an opportunity to work on yourself? For example, you might be critical of a coworker who is late, doesn't finish a project on time, or is a complainer instead of a solution provider.

What do these people trigger within you?  Do they trigger judgment, resentment, or frustration?  Ask yourself how you feel, and then follow up with: “What do I need?” Then you can focus on coming from a perspective of peacemaking, and offering solution driven action steps instead of complaining.

Once a well-respected, hard-working and caring teacher came into my office to announce that she just had it!  She was done with the chatter and sniping coming from another teacher.  That day my tolerance level was a bit low. Upon hearing the “same song, different verse” energy, I stopped what I was doing to bring the other well educated, caring, and loving teacher into my office, forcing the two women to have a face to face conversation. I was done with their negative energy.

That day, I learned there are unconscious patterns that trigger life experiences and play out in the work place.  Here’s the kicker. Most are not even aware that an old pattern or script is playing out, and that an autopilot response ripples out, creating unease.

I also learned it’s never about the other person and what they do, e.g., leaving five minutes early, leaving the lunch room a mess, fill in the description of the complaint.  It is the meaning you are assigning to these interactions that creates the lack of peace or positive energy. 

So, what do you need?  What are you feeling?  How do you create peace within so that it vibrates out into the workplace, family life, and world?

Did you hear your answer?  If yes, then what are you doing to nurture that need?

Peaceful working on you and your shadow parts (aka the triggers) creates peace in whatever environment you find yourself. 

So once again, “Remember, no matter where you go, there you are.”

Here’s some homework:

Take time to write down five things you like about your “work” you.  Perhaps it’s your organizational skills, your communication style, or maybe your ability to cut through all the minutia and keep everyone on task?  Write down the five you dig about yourself.

Now write down the five traits that irritate you the most about your co-workers?  What do they have in common? How can you look at the irritants and what can you learn about yourself to create peace?

Peace within ripples outward! 

Kristen Darcy is an award-winning author, fertility coach, motivational speaker and expert on the emotional aspects of infertility and other life challenges. Kristen also consults with fertility providers and organizations, teaching them how to attract and retain clients by emotionally treating patients and providing the ultimate patient experience.

Kristen is the advisor, supporter, and friend infertile women need. Kristen Magnacca was one of the first former patients and fertility survivors who addressed the mental and emotional crisis of infertility. She is the author of the groundbreaking Girlfriend to Girlfriend: A Fertility Companion (First Books Library, 2000) as well as the award-winning Love & Infertility: Survival Strategies for Balancing Infertility, Marriage and Life (LifeLine Press, 2004). Love and Infertility is the inaugural recipient of the Hope Award, Best Book Coping, from RESOLVE: The National Infertility Association and 2014 is the tenth anniversary of its publication.

Kristen testified before the US Senate in the spring of 2000 about the importance of government funding for fertility research and holistic treatment. She has been highlighted in national publications and broadcast media including NBC’s The Today Show,Woman’s World magazine, PBS’ Health Week and The Boston Globe. She also is a former board member and volunteer for RESOLVE of New England. 

Learn more about Kristen at www.kristenmagnacca.com.

  

When All Hell Breaks Loose

“We have to make quick decisions or all Hell will continue to break loose. I can’t believe we didn’t see this coming!”

I suspect all of us have been in this situation more times than we care to admit, whether we were leading the effort or simply a cog in the decision-making wheel. 

You have been there a time or two. What did you do? 

Either way, the answer brings to mind two additional questions:

• How did you make your decisions?
• Did they turn out to be the right ones, or should you have done something else?

Lately, I’ve seen a lot of blogs and research articles on how the quality of leadership affects the decision-making process. I realize that it seems to be obvious that a good leader makes good decisions, while a poor leader makes poor decisions. One of the more interesting articles I have read on this topic lately, found in the Harvard Business Review, expands on this theory while exploring the question of how a poor leader affects his/her subordinates and vice versa.  

While the authors present some interesting conclusions to their research, I find that I need to delve a little deeper, and ask the elephant-in-the-room question: given the same information and resources, what causes a leader to make a good or bad decision when all Hell breaks loose?

Is it a lack of training or support from upper management or the Board? Is it a slight hesitation due to a fear of choosing the wrong option? Or, perhaps choosing to do what has worked before – although safer – did not adequately address the needs and requirements of the current situation.

Regardless, as you are putting out fires and salvaging what you can from the ruins, making good decisions require good leaders to:

• Identify and focus solely on the exact issue. There will be many other side issues that appear to be important, but are really only manifestations of the core challenge.
• Identify and evaluate your options, both inside and outside the proverbial box. Although your gut instinct will generally point you in the right direction, you need facts and figures to support your decision.
• Just do it. Do not hesitate; make the decision and let it go. The old saying, “timing is everything” is just as true in business as it is in life.

In short, good leaders focus on solving the actual problem and make fact-based decisions quickly when all Hell is breaking loose. Poor leaders hesitate and make decisions without adequate information to support their choice of fire companies to put out the flames.

 Before founding her own consulting firm, Dawn Gannon served as a respected management professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.