Category Archives: work

Monday Morning Moment – Emotional Intelligence at Work and in Life – a Story

blog-emotional-intelligence-ucreativePhoto Credit: UCreative

[I have written before on Emotional Intelligence here, here, and here. Below you’ll find the summaries from those pieces.]

You can probably remember an encounter with someone who was so engaging and interesting that you hoped you would meet them again, or work with them some more, or even become their friend.

Over the last few weeks, I had such an experience.

Background: Being a part of a beloved organization, engaged and working hard, we can get a passion to take it to the next level. We see both what we’re doing well and also what’s missing. For awhile, I’d been putting together an idea in my head of a particular next step. Even though it wasn’t a strength of mine to carry the ball on it, I saw such a need for it to happen that I floated it a couple of times to our leads.

It didn’t go anywhere…timing, not the right people in place…lots of variables.

Then, out of the blue, an announcement came down that we were going to run a pilot on that very idea. The woman leading the pilot was perfect for it. Enthusiastic, funny, bright, humble, and inclusive. Perfect.

I messaged her about how excited I was about the pilot and told her if I could be any help at all, just let me know.

Because of who she was (and maybe the timing…although I think it was just her), the project is humming along. Lots of others jumped in to help. I was so excited. Felt no need to push in but wanted to cheer-lead anyway possible.

Then she wrote me this brief message – surprising and lovely – full of emotional intelligence. She said at that time she didn’t need more folks on the project, BUT she commended me and expressed her gratitude for my support. Just a message. A few lines.

It was just what I needed and I didn’t even know I needed it.

Emotional intelligence (EI) is the ability to monitor one’s own and other people’s emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior.” 

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Emotional Intelligence and Success – Study Wizards  – rapid read with definition and characteristics of emotional intelligence.

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Remember this distinction: there are smart people and then there are emotionally intelligent people. If you don’t have a sense of the difference in these two, Paul Sohn posted an infographic (yay!) that gives an excellent description of emotional intelligence. There are a lot of smart people out there but what a joy when your boss, as smart as he may be, is also a great communicator with and appreciator of people.  [Go back and click on that infographic – very helpful!]

Emotional Intelligence is a concept that’s been around for awhile now.  Matt Monge’s article for The Mojo Company sparked my interest some time ago. He described 6 symptoms of leaders with low emotional intelligence.

Two of Monge’s points were: 1) Leaders with low emotional intelligence say “I’m sorry you feel that way” more than “I’m sorry,” and 2) Leaders with low emotional intelligence often blame the people they hurt for the situations leading to them being hurt.

Daniel Goleman has written several books on this topic including Emotional Intelligence: Why It Can Matter More Than Intelligence and Social Intelligence: The New Science of Human Relationships. The very cool thing about emotional intelligence is that it can be developed. The big dilemma is whether bosses or even teammates, not bothered by their impact on others, would buy into this relational skillset. Incorporating such concepts in personnel accountability metrics might provide some incentive. I’ve added graphics below that helped me further understand emotional intelligence.

Blog - Friday Faves - Emotional Intelligence - grid - dollieslagerPhoto Credit: Dollie Slager

Blog - Friday Faves - Emotional Intelligence - low & highPhoto Credit: The King and Queen

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Even people with strong emotional intelligence can find themselves off-balance when in conflict with someone. Leadership writer Marcel Schwantes gives counsel for this in 7 Brilliant Things Emotionally Intelligent People Do When Their Buttons Are Pushed.Photo Credit: Wikimedia Commons

Schwantes encourages us to respond rather than react in a conflict situation. His seven action points follow (read more of his article for his commentary on each one).

  1. Get perspective.
  2. Take a 6-second pause.
  3. Stay humble.
  4. Try empathy.
  5. Ask the most conflict-diffusing question. [“Are you ok?” What’s going on?”….what else would you think would diffuse the situation?]
  6. Speak from your authentic self.
  7. Be the first to reach out after conflict.

Don’t miss the brief video at the end of Schwantes’ piece on 3 Simple Questions to Improve Your Emotional Intelligence.

Blog - Friday Faves - Leadership - Emotional IntelligencePhoto Credit: Self Study History 

I hope you’re surrounded by emotionally intelligent people. Maybe you’re an “EI” rockstar yourself. For me, that woman above, piloting the project, had my respect from the beginning, but because she responded to me in such an honoring, genuinely considerate way, she also has my complete support and more.

Do you have any emotional intelligence stories? Please comment below. We can always use  stories of great bosses and coworkers to inspire and spur us on.

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Try These Two Smart Techniques to Help You Master Your Emotions – Lisa Feldman Barrett

How Emotional Intelligence Boosts Your Endurance – Alex Hutchinson

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Bonus: Resources for Raising Our Children to Be Emotionally Intelligent

Research Shows Reading Improves Kids’ Emotional Intelligence and Increases Empathy – Katie Priske

This Is How to Raise Emotionally Intelligent Kids: 5 Secrets From Research – Eric Barker

Chores Lead to Happy Children. So Why Do So Few Parents Require Them? – Annie Holmquist – OK…this doesn’t really have to do with emotional intelligence but it fits in the mix of raising kids well.

Monday Morning Moment – the Not So Subtle Punishment of Silence

Photo Credit: Socrates, Status Mind

The silent treatment. Seems so juvenile, in a way, and yet it is used as a punishment in relationships, both personal and professional. We may be the ones doing it without even thinking that’s what it is. Here we go.

In the earliest years of our marriage, Dave and I would sometimes have a fight about something. At times, the conflict didn’t end well for me, anyway. Then, without really a goal to be vindictive or mean, I would just have nothing to say to him…for as many as three days. Oh, we would cover the normal conversation of life – schedules, kids, etc., but from my side, all matters of the heart were wrapped in silence. Punishing him with that silence. I don’t think he always noticed, but inside my own heart and head, it was brutal.

Fortunately for us both, I grew out of that. Now after a disagreement, it may take me a few minutes to shake off my frustration…but not days. Silent treatment in our marriage is over.

In a recent blog by Jan Riley (a dear friend of mine), she talked about the use of silence to “break a person down”. She writes below:

In his book Ostracism: The Power of Silence, psychologist Kipling Williams writes: “William James [father of American psychology] suggested that to be ‘cut dead’ and to go ‘unnoticed’ by others would be worse than the ‘most fiendish punishment.’ The silent treatment may well be the most frequently used method of cutting people dead.”

In his piece Ostracism, Dr. Williams introduced the topic with a further quote by Dr. James: “If no one turned round when we entered, answered when we spoke, or minded what we did, but if every person we met “cut us dead,” and acted as if we were non-existing things, a kind of rage and impotent despair would ere long well up in us, from which the cruelest bodily tortures would be a relief; for these would make us feel that, however bad might be our plight, we had not sunk to such a depth as to be unworthy of attention at all.( James 1890/1950, pp. 293–94)

Ostracism – Kipling D. Williams – pdf

Psychologist Karen Young talks about silent treatment as

Photo Credit: Jaeda DeWalt

Silence is a very disorienting experience because you usually can’t discern what it means.  It can put you off balance.

Anyone who has ever experienced ostracism knows what it feels like and how debilitating it can be, even for a mature thinker.

Silent treatment can be intentional and manipulative, however it can also become a habit of “communication” – neglectful communication. Excluding someone from a conversation (at work or other association), not making eye contact, not speaking in casual encounters, not answering emails/texts, leaving a group member off a group email, not acknowledging someone’s input…and so it goes.

[Of course, all the above can happen innocently for the overloaded person, without intention. The dilemma is when we, over time, just let it keep happening because we can’t figure out how to fix it..or just aren’t inclined…to fix it.]

The curious thing about silent treatment, if you confront the person you sense is doing it, that person can always deny it…whereupon you feel like you’ve read the situation wrongly, you overreacted, etc. It is like a double punch.

So what does one do in regards to silent treatment? What are the counter-measures? I would love for you to share yours in the Comments because I am still sorting out what can affect change.

In a personal relationship, in a non-conflictive moment, you may talk together about what silence conveys. It may be that neither of you have an understanding of what’s going on with the other…because of the silence. Face-to-face communication most always helps with understanding each other better.

In a work situation, or other organizational affiliation that demands working together, systems can be put in place that facilitates engagement… team meetings, weekly email updates, some sort of regular internal communication process. Like with bullying prevention, a core value that speaks to the essential of regular, empowering communication can have impact.

A work or family culture that just accepts silence as a way of coping with stress or frustration can affect everyone in that culture. Identify the issues and do what you can to move them toward health.

One-on-one, there still may be little we can do to counter or improve a situation with such a someone – one who has made silence a pattern to control their encounters with others. We can definitely mark the experience, and check the pain. Then if there seems no way to improve the relationship, the best thing we can do is put our own boundaries around the experience…but not necessarily the person.

Photo Credit: Pikord, Michael Davis Lowery

[The above graphic was a chuckle, not a true work-around.]

We don’t want to respond to passive-aggressive behavior with the same sort of behavior. We may, however, have to acknowledge that for some people, it’s a deeply ingrained habit that could even have become unconscious.

When our daughter was 3 years old, she went through a season of not speaking to people. She would bury her face in my leg, or just turn her face/body away from the person. Then I tried to “excuse” her behavior with “she’s become shy lately.” The same friend above, Jan, who was also a parenting mentor for me, said outright: “That’s not being shy; that’s being rude.” Some of you may be put off by that, but I appreciated her being straight with me. From that day on, this mama worked with that 3-year-old on what ignoring and not speaking communicated and on how to be courteous and respectful. Now the lovely woman she has become is working on the same lessons with her little one.

Whatever your take is on this, hopefully you won’t default to perpetrating the silent treatment as your own pattern of controlling situations. Don’t do it yourself. Don’t be that person.

It helps me to realize that friends, family, and coworkers who use silent treatment didn’t get there overnight. There could have been an event, an altercation, a painful experience of their own that set them up for emotionally withdrawing and using silence as coping or as punishment. For some, like in our early years of marriage, silent treatment may be very situational. For others, it is borne out of habit – a habit of feeling no compulsion toward connecting with people they don’t value or whom they feel don’t value them. It is what it is.

In this day of social media and over-sharing, to put yourself out there and then be met with silence is a strange and sometimes painful experience. Fortunately, even that does not define us. Right? Right.

The Surprising Truth About the Silent Treatment – Karen Young

When We Use Silence As Punishment

The Silent Treatment: a Deadly Killer of Friendships – Noelle Rhodes

Monday Morning Moment – What Stirs Motivation, Initiative, and Innovation – What Kills It

Photo Credit: Flickr

We all have the capability of motivating those around us…or demotivating them. We can stir initiative or slow it down. We can grease the tracks for innovation or derail it.

How are motivation, initiative, and innovation defined? Considering the definitions will help us remember how crucial they are to forward progress – in serving others, in product development, and in employee (or volunteer) engagement.

MotivationInternal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way.

InitiativeAn individual’s action that begins a process, often done without direct managerial influence. For example, an employee might take the initiative to come up with a new product or service that the company could offer…Demonstrat(ing) initiative by sharing their ideas, helping to improve our business, speaking up about problems, and suggesting potential solutions.

InnovationThe process of translating an idea or invention into a good or service that creates value or for which customers will pay. To be called an innovation, an idea must be replicable at an economical cost and must satisfy a specific need. Innovation involves deliberate application of information, imagination and initiative in deriving greater or different values from resources, and includes all processes by which new ideas are generated and converted into useful products. In business, innovation often results when ideas are applied by the company in order to further satisfy the needs and expectations of the customers.

We can celebrate situations where we experience daily motivation and have the freedom and support to run with our initiative and participate in innovation. It’s in other situations that we need internal and external encouragement to press on, even without the help or support of our managers, leaders, bosses.

Dealing with bottlenecks, micro-managing, and continually reiterating leaders or bosses can tempt us to disengage and slow down in our own work…even in areas where our passion and commitment are high.

“One of the signals that managers might need more training is when their engineers aren’t taking initiative.”Jean Hsu, Why Aren’t My Engineers Taking Initiative?

“We agree completely that micromanagement is a big mistake. It diminishes people’s self-confidence, saps their initiative, and stifles their ability to think for themselves. It’s also a recipe for screwing things up—micromanagers rarely know as much about what needs to be done as the people they’re harassing, the ones who actually do it.” – Larry Bossidy and Ram Charan

Photo Credit: Flickr

This piece today is really not to vent about those in authority over us who make our work or volunteering difficult (and sometimes joyless). Listed below (in the links) are several lists on particulars that stifle or kill motivation, initiative, and innovation. Especially if you are a manager or boss, these would be important to consider.

We may need to process a bit about our struggle to get a project finished or an idea embraced. This particular blog came out of such a frustration. Still, what I hope is to take the power to spoil out of the hands of our bosses (most probably that is not their primary intention) and to empower ourselves to push on in ways we can. Without being divisive or insubordinate. Empathy is one of the tools we can use.Photo Credit: Brian Solis, Flickr

Empathy is defined as “the feeling that you understand and share another person’s experiences and emotions: the ability to share someone else’s feelings”.

The Truth About Why Empathy is a Required Skill in the Workplace

Empathy probably seems a bit counter-intuitive when you’re feeling blocked by a controlling boss. Think about it. Once you think through her reasoning on slowing down a process, you can then give support to your ideas with language that speaks to her concerns.  For example, a micromanager may have several critical and costly projects going at the same time and could be afraid himself of dropping the ball on some, so he slows everything down and reins in decision-making. It can make a work team nuts, but if you determine to understand something of his position, you can stay in the conversation rather than just bolting.

Hating on your boss will only cloud the relationship from both sides. Then there’s the ripple effect to other relationships. None of us really want that. See link below…wisdom.

Workplace Wisdom – Dave’s Observation on Work (and Other) Relationships – What You Think of Others Matters – Deb Mills

You can help here, respectfully, by thinking through other ways to get to the solution of the problem or impasse. Empathy is a discipline that keeps conversations positive and inclusive of all those needed to make the decision on a new direction.Photo Credit: Career Contessa

Empathy at Work – Why It (Really) Matters – Jacqueline McElhone

Besides empathy, I have also discovered a different path. Maybe like you, I am one of those persons who generates ideas like other people generate the responses “we tried that” or “that’s good, but”. Creatives aren’t always well-received in the decision-making hierarchy. In recent years, I went through a season of de-motivation and diminished initiative. Life is too short to spend long in that mindset.

I finally shook off the troubled slumber of that season, in three ways:

  • Making the decision to continue working with the same organization, but
  • Looking for other avenues (non-profits, start-ups) to express the energy and passion of these ideas which I believed would make a difference.
  • Playing with and developing these ideas in an environment of inclusion and all-voices-wanted-at-the-table.

It wasn’t long that my confidence and sense of how to work smarter helped me to re-engage my workspace, with empathy. The bottlenecks may still be there, the control may still be weighted, but I am the one who changed. More ready for the battles and taking them less personally.

You matter. Your ideas, your solutions to problems, your presence at the table.

Thoughts? Would love to hear them (in Comments).

Photo Credit: Needpix

What Kills Motivation at Work – Justin Reynolds

7 Ways Toxic Managers Stifle Employee Motivation and Productivity – Kristin Marquet

7 Ways Micromanagement Stifles Creativity – Wayne Hastings

Nine Rules for Stifling Innovation – Rosabeth Moss Kanter

10 Ways Weak Managers Stifle Innovation – Liz Ryan

10 Things Companies Do That Kill Employee Motivation – Paul Petrone

Why Aren’t My Engineers Taking Initiative? – Jean Hsu

Monday Morning Moment – Micro-actions and Micro-behaviors – a Conspiracy of Small

Photo Credit: Edmund Burke, Pinterest

Micro-actions aren’t not the myriad of tasks that appear on our daily to-do lists. I’m defining micro-actions as all those brief, intentional acts we do that help us “get to goal”, “avoid mission drift”, or communicate value to those around us. Micro-actions can show up on in our daily habits (like my making the bed every morning, or Dave daily bringing me coffee). More often than not, they are  spontaneous – fitting the situation or need of the moment.Photo Credit: Slideshare, Mathew Sweezey

Micro-actions can include acknowledging the creativity/good sense of a teammate, writing thank you notes, taking a parking place farther from the building, making the difficult phone call (regarding a death or serious illness), stopping by the desks of coworkers just to say hi, sharing the praise for a project well-done, ordering a pizza for a young family.

Small, positive actions…that could have gone undone and unnoticed if undone…but the impact!! The impact can be substantial for a teammate, family member, or neighbor.

Take these wise words from Small Kindnesses by Danusha Laméris:

I’ve been thinking about the way, when you walk
down a crowded aisle, people pull in their legs
to let you by. Or how strangers still say “bless you”
when someone sneezes, a leftover
from the Bubonic plague. “Don’t die,” we are saying.
And sometimes, when you spill lemons
from your grocery bag, someone else will help you
pick them up. Mostly, we don’t want to harm each other.
We want to be handed our cup of coffee hot,
and to say thank you to the person handing it. To smile
at them and for them to smile back. For the waitress
to call us honey when she sets down the bowl of clam chowder, and for the driver in the red pick-up truck to let us pass. We have so little of each other, now. So far
from tribe and fire. Only these brief moments of exchange.
What if they are the true dwelling of the holy, these
fleeting temples we make together when we say, “Here,
have my seat,” “Go ahead—you first,” “I like your hat.” – Danusha Laméris

What micro-actions do you incorporate in your day, regularly or occasionally? Please comment below. Also we would love to hear your stories of a “micro-action” someone did with you in mind.

Micro-behaviors go deeper than micro-actions. They are defined as  tiny, often unconscious gestures, facial expressions, postures, words and tone of voice which can influence how included (or not included) the people around us feel.  Micro-behaviors become habitual and unconscious. They expose how we think and reveal our current worldview…our preferences, our prejudices, our bias. Our micro-behaviors send messages to others without us even being aware. A look (or look away), a tone of voice, a move toward inclusion or exclusion.

When our micro-behaviors (or those we observe in others) are positive, they are a not-so-subliminal uplifting experience – communicating affirmation, belonging, care. It’s when they are negative that we need to check them (when we become aware) and decide is that really what we want to communicate. Is that really who we have become toward certain segments of people?

Our American culture has shifted away from civility and community and more toward sarcasm and tribalism. [See Alan Weiss‘ piece on Tribalism vs. Community] These changes show up in our micro-behaviors.

Author, educator Karen Swallow Prior, in her book Booked, writes about satire in a way that reflects our culture’s bent toward sarcasm:

“[Jonathan] Swift helped turn my contempt for the foolishness I saw in others into compassion. While contempt leads to the case of isolation, compassion leads to a freedom found only in community…It was so easy to see [foolishness] in others, much harder to recognize it in myself. “Satire is a sort of glass,” Swift said, “wherein beholders do generally discover everybody’s face but their own.” Did I love satire only because in it I saw everyone else but me? Was I as blind to my own faults as Swift showed others to be? It seemed so.” – Karen Swallow Prior

Photo Credit: Facebook, William Curtis

Micro-actions and micro-behaviors…something to consider on a Monday. How can I take a few minutes here and there through the day to encourage or empower a colleague…or stranger, even? What am I communicating when keeping eye contact during a conversation and showing genuine interest in the other person? On the converse, what does my face fixed on my phone or computer screen, or my head down, shooting through the lobby toward my office, say to those we might have greeted but didn’t…discounting them by our behavior?

Thoughts?

How Can You Spot Really Good Leaders? They Practice These Simple 2-Minute Habits DailyMarcel Schwantes

Be a Pal, My Dudes – Erika Hall

#MicroActions on Twitter

#Microbehaviors on Twitter

Hack the Culture with Micro Changes – Marcella Bremer

Micro-actions, Fragmentation, and Influence – Peter Roy – Asian Efficiency Team

What Are Micro-behaviours and How Do They Impact Inclusive Cultures? The Little Things That Make a Big Difference – Caroline Arnold

Micro-Behaviours – What They Are and How They Impact Inclusion – Jan Hills

How Micro-Actions Can Help You Conquer Your Goals – Megan Nye

The Top 6 Micro-Actions for Entrepreneurs

5 Friday Faves – Pink Panther on Guitar, Avoiding Dehumanization, the Power of Words and Names, After School Restraint Collapse, and Using a Timer for Work

Welcome to your weekend…unless it’s not. Here are my favorite finds for this week. A couple are longer than others. Pick and choose. Hope it’s helpful.

1) Pink Panther on Guitar – In 1963, The Pink Panther comedy film debuted starring David Niven and Peter Sellers. So popular, it launched a cartoon series, followed by several sequels and a 2-film reboot in the 2000s starring Steve Martin.

YouTube Video – 15 Life Lessons from Peter Sellers – Classical Pink Panther Moments and More

The jazzy theme for Pink Panther was written by American composer Henry Mancini.

Nathan Mills, at Beyond the Guitar, has masterfully arranged and performed the theme. It brings back waves of nostalgia from those films/cartoons. All through my younger years, the Mancini theme was part of high school band performances and jazz dance concerts.

This piece is something altogether different and yet delightfully familiar, at the same time. Enjoy.

Here you go:

2) Avoiding Dehumanization – For some time, the verbal bashing of people in the news and on our own social media has been unsettling for me. Character defamation, name calling, shaming, and blame-shifting are escalating and inflaming.

When we find someone’s speech or behavior inhumane or dehumanizing, how does it help the situation if we call them out by behaving similarly? Does that not put us in a similar camp with the one we consider offensive?

Author, researcher Brené Brown speaks to this much more articulately than I:

“Here’s what I believe:
1. If you are offended or hurt when you hear Hillary Clinton or Maxine Waters called b**ch, wh**e, or the c-word, you should be equally offended and hurt when you hear those same words used to describe Ivanka Trump, Kellyanne Conway, or Theresa May.
3. If you felt belittled when Hillary Clinton called Trump supporters “a basket of deplorables” then you should have felt equally concerned when Eric Trump said “Democrats aren’t even human.”
3. When the president of the United States calls women dogs or talks about grabbing p*ssy, we should get chills down our spine and resistance flowing through our veins. When people call the president of the United States a pig, we should reject that language regardless of our politics and demand discourse that doesn’t make people subhuman.
4. When we hear people referred to as animals or aliens, we should immediately wonder, “Is this an attempt to reduce someone’s humanity so we can get away with hurting them or denying them basic human rights?”
5. If you’re offended by a meme of Trump Photoshopped to look like Hitler, then you shouldn’t have Obama Photoshopped to look like the Joker on your Facebook feed.

There is a line. It’s etched from dignity. And raging, fearful people from the right and left are crossing it at unprecedented rates every single day. We must never tolerate dehumanization—the primary instrument of violence that has been used in every genocide recorded throughout history.”  Brené Brown, Braving the Wilderness: The Quest for True Belonging and the Courage to Stand Alone

How to Handle Political Bullying on Facebook – Sherri Gordon

We need to call ourselves to the same standard we expect in others… I sure don’t mean this to sound preachy. Many times, in various situations, I’ve wanted to call out someone’s words as being hurtful or disingenuous or their behavior as deceitful or self-serving. We want to do something!! Words are the cheapest action we can take. Does it change anything to verbally criticize someone on social media? I don’t think so.

Psychologist and author Dr. Henry Cloud, in his excellent book Necessary Endings, counsels us how to deal with three different types of people – the wise, the foolish, and the evil.

  • Wise people – Dr. Cloud points out that wise people can take feedback and use it in a helpful way. In dealing with wise people, talk to them (not about them).  Put the truth out there in non-judgmental ways. Because they can handle feedback and will most probably use it to make changes, the way to deal with people in this category is to keep talking. Bring your concerns to the table and thoughtful and respectful ways. Communicate your own willingness to work for change, by actually working for change. No blaming, nor rationalizing behavior (yours or theirs)…staying in “good faith” relationships can actually invigorate the process of changes.
  • Foolish people – “The fool tries to adjust the truth so he does not have to adjust to it.” Again, talking about the person rather than with her doesn’t change anything, and, in fact, can inflame the situation if done publicly and she hears of it.Dr. Cloud advises, when dealing with the foolish:  stop talking. Nagging will not improve a situation with a foolish person. Rather, set limits and, if possible, create some sort of consequence for the problem you wish you could talk to her about. Limits gave you some space and protection. That consequence alone may drive the person to look at their behavior and change it… At least, it takes the responsibility for change off of you and on to her.
  • Evil people – If the person you want to castigate on social media (or whom you want to believe news reports on her behavior) has shown herself to be evil, then don’t expect change. It can happen, but not by your behavior reflecting hers. As Dr. Cloud talks about putting limits up for yourself with foolish people, you put limits on the evil person when at all possible. He quotes the Warren Zevon song, “Lawyers, Guns and Money“. Maybe somewhat facetiously but also seriously, Cloud is warning to use what resources you have (within the law) to put distance between the evil person and you (and those you love). Antagonizing them in the news/on social media helps no one…and it dehumanizes everyone in its wake. [Guns have become a difficult and divisive subject. Guns is used here in the context of wars against evil or protecting oneself or one’s family against evil.]

Necessary Endings – Summary by Rex Williams for Actionable Books

3) The Power of Words and Names – Just as name-calling (see above) only dehumanizes us, we can use words and names as agents for giving life and honor. They can actually elevate a person, people, or situation. They can move people toward their best selves.

Words mean things.

Author, educator Karen Swallow Prior has written a fascinating book on how her voracious reading of books from childhood onward strongly and positively impacted her. To become the person she is today. The book is entitled Booked – as it should be.

Dr. Prior makes note of the power of words and names in her Booked chapter on E. B. White’s Charlotte’s Web. In the story, a spider, Charlotte, gives her pig friend Wilbur a different understanding of who he is by the descriptors of him that she wove into her web. Powerful.

Charlotte’s Web is a metaphor for the power words have to shape us into who others see us as well as how we see ourselves.” – KS Prior

“Names are powerful words…All words are names, for all words signify something. The power of naming is a subset of the power of all language. God spoke the universe into existence and, in giving us the gift of language, He gave us a lesser, but still magnificent, creative power in the ability to name: the power to communicate, to make order out of chaos, to tell stories, and to shape our own lives and the lives of others.” –  KS Prior

I love the power of words and parallel power in names. When we lived in North Africa, names and their meanings told us about who belonged to who and what they valued in the giving of names.

How we use words and how we choose names are part of what we give to the world…and to those we love.

4) After School Restraint Collapse – When our children would come in from school grumpy and disrespectful, I would feed them. Then we always had a bit of a break before any homework or other expectation was foisted on them. Little did I know that these are prescribed interventions for something called After School Restraint Collapse.

At the first of the school year, children (and young people) are adapting to new teachers, new routines and rhythms, new expectations. They are trying to cope with all the new and keep their names “on green” or off the teacher’s watch list. By the end of the school day, they are emotionally and physically done, so to speak. Thus, the disagreeable behavior on transferring from school to home. It’s like they need to blow off steam, or get out all the pent-up energy, trying to stay well-behaved all day.

Photo Credit: Need Pix

Besides nourishment and a bit of a break, all the authors recommend that personal touch with their parents. Connecting through the day (notes in a lunch box or a book) helps. Having a no-expectations quiet affirming moment (in whatever way the child prefers receiving it) is also encouraged.

Screens only as a last resort.

After-School Restraint Collapse Is a Real Thing – Here’s How to Deal With It – Colleen Seto

After-School Restraint Collapse is Real – Here’s How to Help Your Child – Heather Marcoux

7 Ways to Help Your Child Handle “After School Restraint Collapse” – Andrea Loewen Nair

5) Using a Timer for Work – When it comes to writing, I could sit at my desk for hours on end. Sometimes, in fact, I do. However, other responsibilities clamber for attention. Using the alarm clock function has become a daily habit for me not to get lost in what is right in front of me. Just recently using a timer as well has become a great discipline. For larger tasks, I may set the timer for 30-45 minutes. For smaller tasks, and just to stay on track, I set 10 minute intervals. Before starting back up, a stretch break or checking on a teammate or a quick food or drink refreshment are all welcome.Photo Credit: MaxPixel

Sometimes, the timer works as a stop point, to move on to a meeting or another work function.  Time fairly flies anyway, so a timer has given me a sense of both urgency and intentionality. It has also helped me be aware of when I’m wasting time or it’s being wasted by someone else (of course, that bears some gentleness in dealing with either situation). Photo Credit: Facebook, Jason Morehead

A timer has helped not just with writing and other work day responsibilities but also with cleaning house. It has added a sense of reward seeing how much can be done in short spurts of time.

Clean House Fast and Efficiently Using a Timer – Ashley

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Thanks for reading. I hope you were able to pick and choose. A lot of words this week. Blessings on the rest of your weekend!

Bonuses:

The Why Behind the Picture – Dani Fairbairn

Rory Feek – This Life I Live – Documentary

Why Slack Employees Don’t Get Distracted by Slack – Damon Brown

12 Idols We Might Wrongly Follow – Chuck Lawless

Many Beautiful Things – a Documentary on the Life of Lilias Trotter, starring Michelle Dockery

Change the World RVA

Photo Credit: Facebook, Jeanne Barney

Monday Morning Moment – The Great Good of Doing a Favor and Some Rules for Asking a Favor

Photo Credit: All Hands

We all need a favor from time to time. Every occasion Dave helps a friend move, he says, “That’s the last time”. Then there’s the next time.

There’s great good in doing a favor because it expresses care… sometimes great care. Of course, favors can be done for selfish reasons. Business writer and professor Adam Grant has written a book on three styles of behavior that speak to this. These styles are givers, takers, and matchers. There are those of us who do favors for the joy of helping others (givers), those who more often ask for favors (takers), and finally those who will do a favor for someone who’s done one for her already (matchers).

“Every time we interact with another person at work, we have a choice to make: do we try to claim as much value as we can, or contribute value without worrying about what we receive in return?”Adam Grant

I recently attended a conference. It was a poignant experience because the organizer of the conference is moving toward a secession plan for her role. This is a brilliant, generous, like-no-other professional I’m just grateful to know.

The conference ended and I was helping with the final tying up of loose ends. She and I passed in the hallway, and I took the opportunity to tell her how much she had influenced my life’s work. Then I laid out a proposition:

“If I can do anything at all for you, just ask. it would be an honor.”

“Well…there is something.”

Then she asked me for a favor that was totally out of my expertise and comfort zone. A favor that I knew would take hours, even days, to complete. A favor that I was sure someone else should be doing – fearful to be a disappointment to her.

Still…I had made the proposal and she accepted.

Without going into too many details, let me just say I have been up to my eyeballs in Excel spreadsheets. They are no longer outside my expertise…thanks to online tutorials…and all this experience I have now.

So the short of it is that by tomorrow, I will be finished with my favor. Next time I’m feeling an overwhelming sense of gratitude for her, it may stop short of offering such an open-ended favor. I’ll find a different way to express how much she means to me. Flowers, maybe.

My husband told me several times that I needed to renegotiate that favor. He knew it wasn’t a strength of mine to do what she asked.

I just couldn’t take my offer back. She is the kind of person who should have favors done for her every day…she’s just that person.

In preparing to write about doing favors, I did come across two fascinating articles on this topic.

Asking for a Favor: The Three Keys – Jodi Glickman

In brief, the three keys for asking a favor are:

  1. Set the Stage: “I have a favor to ask you”.
  2. Give a Reason.
  3. Provide an Escape Clause.

[Read the whole piece. It’s a fast read and insightful for those who ask for favors – I don’t so much, but it was good stuff to know.]

The Five Golden Rules of Favor Asking – Tynan

Tynan offers these golden rules when asking him for a favor:

  1. Your benefit must greatly outweigh my inconvenience.
  2. You should make it as easy as possible for me to do the favor.
  3. Ask immediately. Don’t small talk.
  4. Do everything you can first.
  5.  Reciprocate.

[This piece also is an excellent larger read.]

These rules are all super nice and would be much appreciated if someone asks us for a favor. I find though that if someone asks for a favor, they often are pretty desperate for help and may not have asked with the finesse Tynan would like observed. Unless they are Adam Grant’s takers.

This favor, this Excel spreadsheet favor, was not solicited, except from my prompting. I gave this amazing woman the gift of asking for whatever I could do for her. Genie-like. She took me at my word.

Now that the time has been carved out, and a new skill has been honed, I’m thankful it worked out.

Doing favors for people isn’t a regular activity of mine, but it is something to aspire to. It is a great good.

We have had so many favors done for us. Two of the many that come to mind are a lawn mowed during a time we struggled caring for a our hospitalized little girl (thanks always J.R.) and the company offered to Dave in a surgery waiting room (thanks, Harriet).

It might be a helpful activity to write down all the favors done for us, or for others that we know about. Such a beautiful thing a kindness with nothing expected in return.

If you have some data demanding an Excel spreadsheet…and you need some help…maybe just wait a few days, ok? Same with moving.

[Any stories of doing or asking for a favor? Please tell us in the Comments below.]

Monday Morning Moment – A Store Opens and a Business Thrives – Thanks to a Decades-Old Business Philosophy Still Relevant Today

In all the years I’ve known Dave’s Uncle Bob, he made grocery shopping and restaurant meals more like field trips. He was a grocer for many years and then owned and operated restaurants later in life. Never meeting a stranger and one of the most kindly and engaged men I’ve ever known, he would talk to anyone who was willing. About the store/restaurant design, why the particular products or menu items, taking everything in through his experienced and cultivated senses. Then we would talk about it. “Do you see how they….?” “You know what she said about….?” I learned so much from him about customer service, product presentation, and business practices. He had a terrific understanding about what makes for excellence.

I think Uncle Bob and Mr. George could have had great talks.

George W. Jenkins, Jr. was the founder of Publix Supermarkets. He opened his first Publix food store in 1930, during the Great Depression. He and his store associates managed to make it through that trying time when so many businesses suffered or closed.

Last week, I attended the family night before the Grand Opening of another Publix Supermarket in Richmond, Va. We now have them all over the city, but they only arrived here in 2017. Richmond has several grocery store chains, and I wasn’t sure how Publix would do…but…it has prospered.

I learned much about the store at that pre-grand opening family night (store employees are called associates and the family night was for families of this latest store’s associates). The store was ready to go. Groceries, produce, prepared foods, meat and dairy were all in place in gleaming cases. For the families, snack stations were set up all over the store. It was yummy! Then we were gathered for the welcomes and introductions of different department leads. There was a prayer which I thought unusual but special. Then Mr. George’s name was often spoken as different individuals talked about how special Publix was to them through the years. The company seems not to have experienced mission drift in all these 89 years since the first store opening.

Todd Jones, the CEO of Publix Supermarkets, was present as well as several other regional executives. There was much applause as he asked for a show of hands of those who had worked for Publix from less than a year on up. Two persons had worked for 45 years at Publix. One of them had started as a bag boy, like Todd Jones himself. Whenever possible, Publix promotes from within. It was neat to see how employees could very naturally rise to the top as they took opportunity for training and leading over years of work.

I picked up a little booklet at the welcome table. It was entitled Lessons From Our Founder – Publix’s Founder George W. Jenkins. Here they are listed below:

  • Invest in others. – Publix is the largest employee-owned grocery chain in the US. Every employee (even parttimers after 1000 hrs. can buy stock. Ownership brings its own desire for excellence.
  • Give back. – Mr. George was a philanthropist throughout his life as a successful businessman. Once asked, “Mr. George, how much do you think you’d be worth today if you hadn’t give so much away?” His immediate response was: “Probably nothing.”
  • Prepare for opportunity. – Publix employees, or associates, have opportunities from the beginning to apply themselves toward excellence and future job advancement.
  • Be there. – Mr. George knew the importance of being present in his stores. CEO Todd Jones follows his example in attending store openings and celebrating associates’ advancement. Being there, at all levels, matters.
  • Respect the dignity of the individual. – Mr. George also always had an open door policy. He welcomed ideas. He allowed for mistakes. He cared about the associates. Each person brought something special to the work.
  • Treat customers like royalty. – This, for all of us customers, is the best part. No matter how beautiful the stores are or how good the food is…how we are treated is why we come back.

Do the right thing. – That was Mr. George’s summary on his business philosophy.

What company out there would not profit from such a corporate philosophy?

Finally, in case you don’t have a Publix in your city but run across one in your travels: the best cakes and fried chicken in our town now!

In the Words of Mr. George – Jennifer B.

Monday Morning Moment – Friends, Family, and Fellows at Work in the Digital Age

Photo Credit: The Art of Social Media” (CC BY 2.0) by  mkhmarketing 

My mom was an excellent communicator. She wrote emails like they were letters. Long and newsy, full of the details of her day, and her specific encouragements on the trials of life. Of course, this came out of her only daughter and family taking off to live overseas. With three of Mom’s grandchildren! I will never forget how she bought her first and only computer to be able to communicate regularly with us. She died before the advent of smart phones and social media. Believe me: she would have figured those out as well – to communicate with those she loved.

Dave works in a setting which requires much of his communication to be electronic. He talks about how it has been world-changing in terms of being able to have real-time communication with colleagues. Even time zones away. Email, conference calls, and a myriad of smart phone applications make work practices easier. Especially that of inclusion and having the right people at the decision-making table.

The challenge is when electronic communication is almost but not quite communication. A quick texting conversation or series of emails do not substitute for a face-to-face meeting where nuance and clarification are more easily secured.

I have a friend and one-time colleague who calls me regularly on her way to or from work. Those conversations are so rich. We haven’t lived in the same city for 25 years, but I know her…her take on things, her challenges, and the wealth of her wisdom for my own stuff. We text occasionally, but she has excellent command of the phone-conversation-catch-up-with-friends skill.

The article linked below came to my attention this week. It got me thinking on this topic more. We want to be good at friendship, “family-ing”, working well with our colleagues, right? At least we don’t want to do harm with relationships as we focus on others at the moment. This article is so packed with good stuff, I’m leaving it right here for you to read yourself:

How to Be a Better Friend in the Digital Age by Amy Maclin and Molly Simms

In thinking about our relationships and communication in the digital age, here are my notes to self:

1) Stay in the present. – When in the company of friends or family, or in a work meeting, put electronic devices away if at all possible. In your purse or pocket or another room. Cell phones always with us (at meeting or dinner tables) smack of self-importance, really. I struggle here, so preaching to self. Remember the days when we wrote the things we wanted to remember on pads of paper or a napkin? Maybe you’re not distractible but once I pull out my phone to make a note or take a picture of the food, say, it becomes an uninvited guest at the table…drawing my attention away.Photo Credit: Pexels

You may not have this problem of distractability. We can always make an electronic record later of what we wrote down. We cannot reconstruct conversation we missed while fiddling with our phones. Nor can we recoup that sense of full attention for those in front of us, lost while we were on our phones or tablets.

2) Be proactive in communication. – This may be a challenge for most of us. I am grateful for updates from bosses who want their employees in the loop. Also, how wonderful to get birthday and anniversary cards in the mail (?!)…from proactive loved ones.

Letting friends and family know news, plans, and other details (of special interest between you) sooner than later sends a message. They matter to you, and their time matters as well. If these same people don’t hear from you, in time, they will come after you…better to be proactive, loving in this way.

3) Be quick and appropriate in responding. – [Outside of situation #1] Take the call when possible instead of letting it go to voicemail. Text back even a quick response, with a more complete communication to follow. [Because of their disruptive nature, some texts seem now to be treated as emails to be answered later and in a clump. I get that. Unless the texts become emails that also go unanswered. Just saying.]

Consider the best way to respond. A text may require an email response to be effective. An email may require a phone call in followup. If positive communication is the goal, we go after the medium that best suits.

4) Our social media presence communicates different things to different people. We all know this intuitively. Something to think about if we’re using it for work or to maintain contact with friends/family. Social media, in general, is not a personal vehicle for communication. Definitely broadcasting. Unless you engineer it to be personal. I get how some have elected to go more private, more narrowcasting (see link below). We must remember with this medium: we think because we’ve communicated to some, we have communicated to all. A caution if we care.

Networking: Broadcast or Narrowcast?Genna Rodriguez

5) Avoid the fallout of negative or neglectful communication. – It always seems to have a greater impact than we intended. Or, should I say, a worse outcome. The “unfollow” or “blocking” or social media rant can be not only hurtful but relationship-altering. Not answering phone calls, texts, or emails will eventually stop those from happening…at a cost. Whenever a crucial or hard conversation needs to happen, a face-to-face meetup is best. Even if, because of geographic distance, it has to be via an electronic device (Facetime, etc).

We Have to Talk: A Step-by-Step Checklist for Difficult Conversations – Judy Ringer

Also related to social media:  we often fall to being more consumers rather than creators. Our communication gets more passive, even lazy (it happens to me, for sure)…if we don’t take steps to practice being proactive in communication.

Having electronic communication – even at its impersonal worst – is better than no communication…but maybe not forever.

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Did I miss something? Please comment below.

In closing, I just want to give a salute to those in our lives who get all this. My friend who calls, a boss who doesn’t forget to followup, a family member who regularly checks in, that one who uses texts in a fun and familiar ways to touch base, and the people in our lives who practice kind and intelligent reason on social media posts.

I have a younger brother who has a non-stop work day. Long hours, leaving for work before I even wake up, and therefore getting to bed much earlier in the evening than most. We haven’t always been super close, but in these years of getting older and losing loved ones, we are now the next two oldest in our family. We are also much closer friends now than before…part of that is his initiation of calling on his long drive home from work. With hands-free technology to keep driving safe, it has become a sweet occasion between us.

Lastly, social media itself has been more a blessing to me than a curse. I have learned much from folks I follow on Twitter and Facebook. Through Facebook of all things, some once-close college friends and I were able to reconnect. What a gift!

So with all its challenges, the digital age has brought us more good than bad. If we are willing, we can hopefully keep it that way.

P.S. Communication at any level is colored by culture. My husband and I had the privilege of chauffeuring some Egyptian friends to their wedding reception. Our car was decked out in fresh flowers and streamers. Driving through the crazy Cairo night, Dave’s job was to get our friends safely to their destination, but that wasn’t all. Leading a small and festive parade, we were to let it be known to all those on the streets and in apartments above the streets, that a bride and groom were coming through. Traditionally, the driver periodically is to toot his horn in a rhythmic manner signaling those around us of an oncoming wedding party. DA-DA-dadada, DA-DA-dadada. That was the signal. Photo Credit: The Cairo Scene

Everyone knew it and what it meant. Dave was an excellent Cairo driver, BUT he was timid in doing this small duty of horn-blowing. He would only do the first “phrase” of the announcement and not the obligatory second one. It was so not right. After a couple of times of my failed cajoling, he did it one more time with just the first horn toot phrase. A huge packed Cairo city bus passed by us, and its driver finished the phrase! I LOVED IT! We all did. Dave got the idea finally and we joyfully trumpeted to all those around us from that point on with just the right and understood alert!

Ah, true communication!

Monday Morning Moment – Leaders We Want to Imitate – 10 “I” Adjective Descriptors (All)Iterated

Photo Credit: Boom Positive

From the time we were small children, we learn by imitating. We master both our mindsets and our capacities and competencies by learning from others…by imitating those we see doing well or doing good. We imitate until it becomes our own, and then amazingly sometimes others imitate us as well.

That is both sobering and challenging for us as leaders. It also gives pause in our choice of whom we imitate. We may sometime have to go out of our way to find excellent leaders to learn from. It does not take away necessity of following the direction of our bosses. We become like those we spend time with. The warning here is if we struggle with appreciating our leaders we may still default to become like them.

So we keep people in our lives worthy of imitating.

[I wanted to write about a much heavier topic this morning as our country is reeling from two mass shootings this weekend leaving at least 30 dead. So utterly devastating. I hope to write on this another day but today the words fail. Please, if you pray, pray for our country and especially for those grieving the loss of their loved ones.]

What characterizes a person we would profit by imitating? In a 12-minute teaching, author theologian John Piper emphasizes the importance of both the passion and the practice of the one we would seek to imitate. Both “the feeling and the living” for the sake of others rather than one’s own ambition.

Photo Credit: Desiring God; John Piper

I’ve said before that I love the grammar device of alliteration, and in writing today, it was easy to pull 10 distinctives together all beginning with “i” to describe a leader to imitate:

1) Inclusive – This leader would open the circle of leadership to include content experts, team leaders/coaches, and a sampling of those most affected by decisions being made. She/he is not threatened by a wider circle of influence.

2) Intelligent – I do not know how intelligent I am but have benefited from the thinking of others. Intelligence includes good judgment and sound reasoning.

3) Interested – You have probably experienced the difference when one is feigning interest vs. one who is genuinely interested in the person(s) right in front of him. She/he genuinely cares what others think and how they are affected by the direction of the organization.

4) Impassioned – It is easy to get behind someone who loves what they are doing and care about the outcomes (and their impact on people). When the cause is right or just, we can understand how the impassioned one is unflagging in his commitment. Adding the “i’s” above to “impassioned” moves folks forward in positive ways.

5) Involved – By involved, I don’t mean a micro-manager nor the opposite of an armchair quarterback . Involved is taking responsibility for the part that belongs to the leader and doing what he/she can to help the others on the team to do their part. With leaders like this, we don’t have to search for them. They’re close by.

6) Inspiring/Inspired –We are fueled to imitate someone when we see that what he/she is about matters. Even when the task is hard and the goal is beyond our view, this type person will encourage us to keep persevering.

7) Innovative/Imaginative – I’m an idea person who would be throwing ideas out and throwing ideas out until everyone left the room. Thankfully, I’ve had the opportunity through the years to work with people who know how to take good ideas and turn them into great products/services. I’ve learned through the years by imitating these teammates – of going through the steps of taking an idea through to the innovation. So grateful for leaders who allowed me…welcomed me…to stay in the conversation.

8) Indefatigable – It’s easy to get tired and give up. People worthy of imitating are those who keep at it…who don’t stop until “it’s” done.

9) Intrepid – Along with indefatigable is intrepid – that characteristic of one who is not afraid of what could happen or what could be stirred up in the doing. She/he takes risks, values the adventure we are on, doesn’t mind the messy.

10) Irreproachable – Finally, character. Consistent, dependable character. We know we are safe to imitate this person because he/she is not going to surprise us with moral failure or self-serving or indifference or favoritism. Again, I’m so thankful for men and women who have given me space at their tables through the years…who continue to be the same sorts of people now as they were decades ago. Just more of whom I want to be like as I get older.

So there’s my list. It’s sort of like a “perfect leader person”, right? Or maybe you are thinking other characteristics more appropriate to the person you would hope to imitate. Please comment below – they don’t have to start with an “i”.

Philippians 3:17 – the Kind of Person You Should Imitate – John Piper

Monday Morning Moment – Leadership, Criticism, and the Man (or Woman) in the Arena

Photo Credit: YouTube

Monday’s are exceptional days of the week. You may enter it with one focus or resolve and then discover a golden nugget that takes you a very different direction. It happened to me this morning.

My temptation was to vent frustration over a situation where leadership leans toward being restrictive, exclusive, and narrow in focus. Aren’t you glad I am not writing about that today?!

[I’ve written previously about negativity and how to turn it around – here, here, and here. No matter how consequential the issue, criticism won’t get us where we want to go.]

As I pondered how to address the topic in a positive, redemptive way, I came across a wise friend’s Facebook post that pointed me to an edited video of a talk given by author and vulnerability researcher Brené Brown.

She was addressing an audience of young “creatives”.  She encouraged them to “show up and be seen”, but in so doing, there is a consequence. We will, at times, get our behinds busted, so to speak.

She referenced a riveting speech that President Theodore Roosevelt gave in 1910, shortly after he left office. I do not remember ever hearing this speech until today. Below is the excerpt that Brown quoted:

It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.” – Theodore Roosevelt

I was deeply humbled by the wisdom of that speech.

Our leaders all have their own arenas. You have yours. I have mine. It is not my desire to exit the place where I am called to serve, to create, to fight battles meant for me…just to become a critical or negative spectator in another’s arena.

There are times when our battle is made harder by another…by one who could alter our circumstance, who could provide assistance, who could hear our cry for help…and doesn’t heed. It happens.

Yet…it doesn’t take away the cause I’m meant to hold dear…and the one for which I am to fight. It certainly doesn’t warrant me leaving my battle to judge his or hers.

Brené Brown gave a strong warning to both the unengaged leader and the critical employee:

“If you’re in the cheap seats, not putting yourself on the line, and just talking about how I could do it better, I’m in no way interested in your feedback.”Brené Brown

Scorching, right?

This Monday my thinking and life direction went a different way than at first it was headed. Are there times when we speak to leaders, imploring them to consider another way? Of course…but never so much that we take our eyes off our own work…our own arena.

Let’s get after it!

YouTube Video – Brené Brown – The Man in the Arena Speech (edited)

YouTube Video – Brené Brown – Why Your Critics Aren’t the Ones Who Count

“Citizenship in a Republic” – Theodore Roosevelt speech, April 23, 1910

Roosevelt’s “The Man in the Arena” – Erin McCarthy