Tag Archives: intentionality

Monday Morning Moment – Withholding – When It Goes Way Past Boundaries Into Downright Meanness

Photo Credit: Marshall B. Rosenberg, Quote Fancy

This has been days in the writing. When I saw the quote below just scrolling through Instagram, it stopped me in my tracks. Withholding (as defined here) goes way past “not knowing what to say” or “placing boundaries” or any measure of shyness or introversion. Withholding is actually an act of aggression…a display of power. One in which any of us can find ourselves if we don’t practicing checking our hearts or intentions regarding certain people or situations.

Photo Credit: Covenantal Relationships, Instagram

My Mom was the most significant influence in my life growing up. Now, I didn’t have the vocabulary for a lot of what she taught me, in word and deed, until recent years. Much of what she modeled came through her love of Scripture. She wasn’t a practicing Christian in my early childhood, but still she had made some decisions as a young person (while churched or otherwise influenced) that she practiced throughout her life. She became more mature and even more compassionate in these rules of life as she patterned her life more and more like Jesus.

I said all this to say that she was the opposite of a withholding sort of person. Even as an introvert.

Maybe growing up in a home with an alcoholic father and a timid mother influenced her willingness to show up for people – her brothers, her friends, her children, and strangers she met day-to-day. She did not withhold herself from others – all sorts of others – and it made for a beautiful life. This from a woman who worked full-time, raised four kids, and dealt with a cancer that would take her life too soon. Well, it didn’t take her life. Her life was finished at 75 to the glory of God. Even in her last hours and experiencing pain and increasing weakness, she was encouraging all of us around her. She even woke up from a coma that had silenced her to say “I love you” in response to one of her little grandchildren’s goodbyes to her.

This woman. Now you can understand why this issue of withholding feels so wrong to me. I understand people needing boundaries in toxic relationships, however, the practice of withholding can take boundaries up several notches. This probably isn’t a winsome topic because we don’t think what we’re doing is mean-spirited…it’s just because we are busy, or shy, or can’t do one more thing, or (fill in the reason).

Withholding can have different faces depending on what our intent or inclination is. It can be withholding of:

  • Time, attention, helps, favor.
  • Information, encouragement, welcome.
  • Food, possessions, recreation, experiences.
  • People (children, friends, family members).
  • Finances, job opportunities, training/equipping, inclusion.

We have all experienced withholding – either as the one holding out on others or the one experiencing that neglect (whether intended personally or just in the wake of not being chosen for any of the above).

What do we do with this issue? If you’re reading this, you are already on the path to solutions. Those who don’t read this sort of piece don’t see this as a problem. Certainly, none of us are necessarily entitled to whatever is sensed as being withheld. However, if we don’t want to be on the giving end of withholding, we can note it and practice the opposite – a humility, intentionality, watchfulness, and graciousness can move us toward an openness and willingness to be there, even when others are not.

Parenting is a long season where withholding can become a habit – when we as parents get exasperated with our children’s choices and when we are shaken in our sense of who we are and how we’re doing. An example is well-communicated below by Youth Dynamics of Montana. If we have struggled with parenting or have been harmed by our own parents’ withholding, our temptation is to extend that same experience back, over time, either with our kids or our parents.

Do we really want that to become our practice?

Photo Credit: Youth Dynamics of Montana, Instagram

For me, it’s a daily battle to be like my Mom, but one I want to come out winning, or at least fighting. To be that person who works to catch the eye of people, to engage and encourage, to be courteous and deferent, to include, to give where there is opportunity, to serve when I know I can, to share information that would help, to let people in and to show up for others. All of this models good for our children and is a blessing to those around us. Choosing not to withhold myself, my people, and my resources by tightly circling the wagons.

There’s a great call to action by the Prophet Isaiah on what can happen (if I could interject) when we don’t withhold. When we show up, God shows up in exponentially greater ways. Is that your experience?

Strengthen the weak hands, and make firm the feeble knees.
Say to those who have an anxious heart, “Be strong; fear not! Behold, your God
    will come with vengeance, with the recompense of God. He will come and save you.”

Then the eyes of the blind shall be opened, and the ears of the deaf unstopped;
then shall the lame man leap like a deer, and the tongue of the mute sing for joy.
For waters break forth in the wilderness, and streams in the desert…
Isaiah 35:3-6

5 Withholding Tactics Malignant Narcissists and Psychopaths Use To Torment You – Shahida Arabi, MA

What Emotional Withholding Looks Like And How To Handle It In Relationships – Row Light

Why Punishing a Child by Withholding Affection is Wrong – W. R. Cummings

Withholding: A Dangerous Saboteur of Love – That Immobilization Some Feel Under Stress Can Become Withholding Behavior. – Randi Gunther Ph.D.

To Say the Least: Where Deceptively Withholding Information Ends and Lying Begins – Marta Dynel – a highly scholarly (but very readable!), totally fascinating article on this topic

Monday Morning Moment – A Place for You – Deb Mills

Inner Circles – the Mad Pursuit of Position, Power, Prominence, and Plenty – Deb Mills

Monday Morning Moment – Considering Others – the Wawa Experience – Deb Mills

5 Friday Faves – Davy Jones Theme on Classical Guitar, Asking Forgiveness vs. a Poor Apology, Zuby Music, Pornography Examined, and #SeeAllThePeople

Another week. Another weekend. Time fairly flies. Here are five of my favorite finds for this week. Closing out January 2021.

1) Davy Jones Theme on Classical Guitar – The Davy Jones theme, from the 2006 film Pirates of the Caribbean: Dead Man’s Chest, was composed by the brilliant Hans Zimmer. Here, Nathan Mills renders this symphonic masterpiece into a beautiful classical guitar arrangement. Enjoy.

2) Asking Forgiveness vs. a Poor Apology – These days, when a person says “I’m sorry”, we often get the reply, “It’s not your fault”. Or, “it’s all good”. That, of course, is only when it really isn’t your fault…and it probably isn’t really all good. Sometimes I say, “I’m sorry” just as a condolence of sorts. “I’m sorry you weren’t able to have that night away.” “I’m sorry you’re sad.” “I’m sorry you didn’t get the job.” I didn’t cause the pain but feel sorry because you have pain.

Because the sentiment “I’m sorry” has become altered in its meaning, a real apology requires different vocabulary. Asking forgiveness is not the same as an apology. If I was harsh with you, I might say, “I was wrong to be harsh. Would you please forgive me?” A true apology asks a response. If the offended person can forgive then healing between the two can hopefully begin.

Just saying “I’m sorry” may very well be something the other person can agree with: “Yep, you are sorry for saying/doing that!” A sorry individual! Anyway, I don’t mean to make this about semantics, but word choice and resulting dialogue matters.

Author Frank Sonnenberg has written a short wisdom piece on apologies. He offers 11 common mistakes people make when they apologize.

A Sorry Apology Can Add Insult to Injury – Frank Sonnenberg

Photo Credit: Frank Sonnenberg

His counsel is something to consider as we teach little children how to put things right in their tustles with others. “Say you’re sorry”, mommy coaches the child…she/he is probably not sorry but often has to oblige the parent to kickstart play again. How could this coaching be done differently? Any thoughts on apology?

3) Zuby Music – Who would have ever thought a rapper, fitness coach, podcaster, and young British influencer would be one of my favorite go-to persons each day on social media?! Zuby is that one. I don’t know how long he will stay on Twitter, but I follow him there. Also on Instagram.

He might be considered conservative or even right-wing to the casual observer. What I appreciate about him is his clarity – how clear his thinking is and how articulate he is when talking about the issues of today. He wants to unite people rather than divide them. He is pragmatic, honest, and calls out behavior that can be harmful.

“Don’t let politics take away your humanity. Don’t let the fact that you agree or disagree with someone on various issues, don’t let that stop you from having sympathy for them, compassion…In general, people need to stop trying to dunk on people, insult people, dunking on people when they are…sick, going through dark times. It’s just despicable behavior. This is not me virtue-signaling. This is just me trying to encourage you to be a decent human being. Humanity over politics always!”Zuby

4) Pornography Examined – Pornography is playing with fire. In fact, it will not only burn you but it will burn down your house and everyone in it. I remember (showing my age with this one) the first time I found pornographic magazines hidden in my childhood home. Not saying whose they were, but page after page of women in provocative poses burned images in my mind – my little girl mind that was never meant to have them. “Be careful little eyes what you see”  was a song I learned as a child and taught our children as well (in English and then in Arabic, when we lived in North Africa). Pornography feeds the mind with what will not satisfy and will never be enough.

Spoken word artist Preston Perry and author, teacher Jackie Hill Perry attack the issue of pornography openly and honestly for us. They are Christian and deal with pornography as the sin it is, not as casual observers but as two people who have both struggled with it. Whether you are Christian or not, what they have to say can help.

Their Thirty Minutes With the Perrys podcast on pornography is linked here. Also carve out time to watch their more in-depth  examination of pornography – what it does to us, what the battle is, and how we can deal with its destruction and move, with God’s help, toward healing. It is fire…and too prevalent not to take seriously.

Thirty Minutes With The Perrys: Pornography & Marriage: Part One

8 Sins You Commit Whenever You Look at Porn – Tim Challies

5) #SeeAllThePeople – A rhyme I also learned as a child was “Here’s the church; here’s the steeple; open the doors; and see all the people.” It had hand motions like those in the image below.
https://katyandtheword.files.wordpress.com/2012/06/here-is-the-church-color-4.jpg
Photo Credit: KatyandtheWord, Pinterest
Then we lived for many years in places where the church was less the building and more the people. “Here’s the church”. Hands opened straightaway and the intertwined fingers fanned upward. I loved that change-up because it describes more the truth of what the church was/is meant to be in the world.
This week I “was introduced to” Reverend Junius B. Dotson.  He is the general secretary of the United Methodist Church’s Discipleship Ministries. He is responsible for a program and movement of intentional discipleship. #SeeAllthePeople

 

What if we intentionally determined to see all people as God sees them and to love them, truly love them, in word and deed?

What Is #SeeAllThePeople?

See All the People

See All the People – Discipleship Begins With Relationship

That’s it for this week. Hope you have a relaxing weekend with those you love. Snow is in the forecast here. Be safe out there. Thanks for stopping by here. It means a lot to me.

Sunday Reflection – Am I My Brother’s Keeper? – On Neglect – Part 1

Blog - Neglect

[From the Archives]

Then the LORD said to Cain, “Where is Abel your brother?” He said, “I do not know. Am I my brother’s keeper?” – Genesis 4:9

We must give the more earnest heed to the things we have heard, lest we drift away. For if the word spoken through angels proved steadfast, and every transgression and disobedience received a just reward, how shall we escape if we neglect so great a salvation?…Therefore, in all things He had to be made like His brethren, that He might be a merciful and faithful High Priest in things pertaining to God, to make propitiation for the sins of the people. For in that He Himself has suffered, being tempted, He is able to aid those who are tempted. – Hebrews 2:1-3, 17-18

Neglect/Neglectful to leave behind, to omit by carelessness or design, to slight, to omit to receive/embrace, to disregard, to be inattentive, to become accustomed to omit what may or ought to be done.

Who wants a life riddled with gaping holes of neglectfulness? Or who wants to leave a heritage of neglect. Who? Yet it can happen ever so subtly in our pursuit of safety and security, circling our wagons tightly around what personally matters most to us.

And the rest of the world?

Not My Business

Not My Problem

Not My Family

Not My Job

Not My Call

Not My Responsibility

Not My Fault

Not My Gift

Not My Calling

Not Worth My Time/Money

Not Worth Saving

The most winsome thing I know of God is that He loves the whole world (John 3:16). I don’t want to line out my life…set boundaries… such that some around me are more deserving of grace than others…that some are worthy of aid or intervention but others are not…that some are outside of the Gospel and others, by “accident” of geography or opportunity, are not.  As citizens of the Kingdom of God, we have been given a great salvation – “so great a salvation” that we cannot neglect His intent of it, for our sakes, and for those around us. There is no such thing as benign neglect.*

We, individually and corporately, can’t save the world, as much as we would like. However, our humanity,  with whatever perceived limited capacity we have, was meant to glorify God by our nature and pursuits. We can determine to live lives faithful and pleasing to God – “to do justly, to love mercy, and to walk humbly with  God” (Micah 6:8).

If you look at the list of “not’s” above, you may, like I do, see phrases we’ve used before for decisions made and actions not taken. Look now at some of the antonyms for neglect – what it is to not yield to being neglectful – intentional, diligent, constant, loving, inclined, conscious, determined, caring, keeping, dedicated, patient, carrying through, preserving, mindful, attending, cherishing, conserving, celebrating, listening, nourishing, obedient, inspiring, giving, remembering, redeeming, watchful, purposeful.

With so great a salvation that we have received, how could we choose to be any other way toward others?

“To fail to exhibit that we take truth seriously at those points where there is a cost in our doing so, is to push the next generation in the relative, dialectical millstream that surrounds us. ” Francis A. Schaeffer

Part 2 is here.

Denzel Washington, Martin Luther, and Our Strange Neglect of the Bible

Francis A. Schaeffer – a modern-day prophet, author of How Shall We Then Live?

The Age of Personal Peace and Affluence

Do Not Neglect the Weightier Matters of the Law

Charles Spurgeon’s Sermon on Neglecting Our Personal Work in the Kingdom

 Forgotten God: Reversing Our Tragic Neglect of the Holy Spirit

Worst-Case Scenarios: The Problem of Neglect

*“Benign” neglect  – a noninterference that is intended to benefit someone or something more than continual attention would.

Monday Morning Moment – The 3 I’s of Leaders Who Get Things Done and Loyalty Won

Photo Credit: ITD Assessments

Happy Monday Morning! Let’s talk about leadership. It’s one of my favorite learning curves. Not so I can tell others how to lead (a terrible temptation – like it’s my job…sheesh) but more to celebrate those who lead well. Leading well doesn’t necessarily come with the job description…more, it comes with the three “I’s” in this piece. Leading well is learned and developed through life for all of us. So no discouragement here. I am thankful for those who lead (me and others) well, for sure. So here we go, and here’s what inspired this post.

Earlier this morning, while working at my desk, I could hear the excited tones of a phone conversation. You could tell by the rise and fall of the voice that his office door was open and he was walking around. It was fortunately impossible to hear the content of the conversation – muffled by physical distance – but the intensity of the conversation was clear. Positive, urgent, engaging intensity!

While I was passively aware of the happy drone of the above conversation, a piece by writer, pastor Eric Geiger popped up on my Twitter feed. He shared the 2 Qualities in All Great Leaders. His focus was intensity and intentionality.

It inspired my thinking and stirred me to add a third “I” to his characteristics – inclusivity. [I love alliteration – happy it worked.]

Intensity – Geiger emphasized: “The passion of the team will rarely rise above the passion of the leader.” As leaders, we need intensity in our direction in the execution of our vision. This is a high-burn characteristic and can, over time and tension, lose the heat and edge necessary for razor focus. Intensity can give way to a sense of “We all know what needs to be done” or “Keep doing what you’re doing”… without the urgency that keeps us from mission drift in our work. Intensity is a heart issue – with a high sense of personal responsibility. We lead like the future depends on it…as well as today. To keep intensity in our leadership requires intentionality and inclusivity.

Intentionality – Geiger’s take on intentionality is brilliant: “Leadership without intentionality results in chaos for the people on the team and for those being served…Intentionality means having a clear understanding of your mission, your culture, and where you are headed. Great leaders fight the drift away from intentionality and toward a plethora of competing directions.”

Intentionality is not just an ongoing earnestness to serve a team or organizational vision. It is the dogged determination of a leader, fixed on the goal, to bring every resource to bear on reaching it. This is less task-orientation and more a resource-orientation. Less an “urgent need” focus (although urgent needs matter as well) and more a big picture focus. A daily plan for execution…or we too easily veer into the ditch.

Inclusivity is what I add to Geiger’s excellent qualities for great leaders. By “inclusivity”, I mean a leader’s openness to bringing varying opinions and expertise to the table and providing a vehicle to do this on a regular basis.  It is the messier, less controllable aspect of leadership. A proverb comes to mind when thinking of workplace inclusion or inclusivity:

“Where there are no oxen, the manger is clean, but abundant crops come by the strength of oxen.” – Proverbs 14:4

Writer pastor Jason Jackson‘s brief commentary on the proverb above supports inclusivity:

“Oxen are the tools for an abundant harvest. Their cost and inconvenience does not compare with their productivity.

Solomon is not simply giving a lesson in agriculture. Here are two principles:

  1. get the right tools [people] for the job you need to do, and
  2. the cost [to the leader] of the right tool is worth it.”

Leading Through Inclusion: Traits to Help Us Be Better Leaders – Maja Egnell

Inclusivity reminds us of the great lessons on leadership we have from Jim Collins. He has written extensively on great companies and great leaders. Collins urges leaders to not only get the right people on the bus, but also the right persons in the right seat.

Leaders of Great Companies Ask: First Who, Then What? – Wendy Maynard

Inclusivity is a lot of work for the leader but it creates a much more empowering and impactful workplace and a better outcome in the end. When decisions are being made or products/services are being developed, who needs to be at the table? Same folks each time may not get us where we hope to go. It definitely will not urge a team toward the goal, or the vision, or an engaged sense of belonging.

Photo Credit: John C. Maxwell, Brainy Quote

Here’s to intensity, intentionality, and inclusivity in our leaders. Thanks, Eric Geiger, for your inspiration this morning…as well as that guy on the phone down the hall.

2 Qualities in All Great Leaders Eric Geiger

6 Questions That Reveal If You Are an Inclusive Leader – Ryan Jenkins

6 Reasons to Be an Inclusive Leader – Ryan Jenkins

3 I’s of Effective Leadership (Integrity, Influence, Impact) – Naphtali Hoff

The Three I’s of a Great Leader (Initiative, Inspiration, Intuition) – Joy Ruhmann

Monday Morning Moment – 6 Basic Elements of Leading Well – Dave Mills

Leadership is a process that has been a great interest all my adult life. There’s this man I know well who actually spends concentrated time studying about leadership, both through books and observing it in practice. He has had the experience of being a leader of few and many. He has managed teams, budgets, and action plans. Other times, he has led only by influence, without authority. He is my go-to person on what is good leadership – which is never a finished product. Leadership changes as organizations and cultures change.

Yet, the basic elements of leadership that builds leaders and, at the same time, gets the job done are foundational.

The man is my husband. He, from time to time, has also been my boss in the workplace. Dave Mills wears many hats. He most recently applies himself to risk/crisis management, security processes, and strategic partnerships. Making leadership development happen is his professional happy place.

In the training he does on Leading From the Heart, he lays out these 6 Basic Elements of Leading Well. With permission, they are excerpted in brief below:

  • Be clear about what you want personnel to do (What)
  • Make sure they know why it is important (Why)
  • Make sure they have what they need to do the job (How)
  • Give them a way to know how they are doing
  • Follow up regularly on priorities and progress (accountability)
  • Make sure they know you care about them

This is intended to help leaders understand what they need to provide for people to thrive in their work. This doesn’t address vision or strategy; it focuses on the people part of the process – the interaction between leaders and those we are responsible to lead.

For someone to thrive in a job, they need all six of these in place.

6 Basic elements of leading people:

1. What:  Be clear about what you want them to do.

People tend to underestimate the amount of communication effort required to achieve clarity.  This requires repeated communication to hammer home a clear understanding of the task. A feedback loop where you ask the team member to explain the assignment back to you is essential.  Even when they can do that, you still need to revisit it regularly.  Do not short-change the work involved to achieve clarity.

[This is very different from micro-managing. This is empowering through comprehensive, understandable information-sharing.]

2. Why:  Make sure they know why it is important.

Do not assume that employees understand why the task is important.  Make sure that is clearly communicated.  If they already know the importance, it helps them to hear it so they know their leader understands the importance.

This is often neglected.  Sometimes it is because it is assumed that the person knows why the task is important.  Sometimes it may be obvious why it is important.  However, it is worth unpacking that together to reinforce the importance of the task and your confidence in the person to successfully carry out the assignment.  The most common scenario is probably just to ignore the issue and never bother to help the person understand why their work is important.  This is one of the points in Lencioni’s three characteristics of a miserable job.  He calls it irrelevance.

3. How:  Make sure they have what they need to do the job.

When you assign a task you must be sure that the person has what is needed to do it.  This may involve resources, like access to equipment or funding.  It may be knowledge.  It may be connections to other people.  There may be a training need.  Or it may be capacity.  Do they have the capacity to take on the task you are assigning to them?  Make sure they have capacity, or free them up from something else, or give them someone to help them with the task.  Also recognize that sometimes at the beginning it may not be clear where the gaps are.  This is something that should be regularly revisited with people – Don’t forget to ask them if they have everything they need.

[This is another area where micro-managing would stifle rather than empower employees. Give team members the authority to get what they need to get the job done.]

4. Give them a way to know how they are doing.

People need to know what a good job looks like.  At the end of a day they need to be able to assess whether or not they did a good job that day.  What are the most important outcomes that you are expecting from them?  Have you expressed these in ways that can be quantified?

5. Accountability: Follow up regularly on priorities and progress.

Check in with them regularly, with intentionality, about progress and priorities.  The leader must take responsibility for driving this.  The frequency depends on the employee and situation, but there should be a regularly set time.  This needs to be a one-on-one conversation with each direct report to discuss what progress has been made since the last check-in and what are the priorities to be focused on until the next check-in.

Not only do you give them a way to assess their own performance, you regularly review their progress and provide feedback on how they are doing.  This is a good opportunity to revisit whether or not they have everything they need to accomplish the assigned work.  This is where coaching and accountability happen.

6. Heart level connections: Make sure they know you care about them.

Relationships are key to leadership.  You need to be intentional and deliberate about building heart level connections with those you lead.  There is an enormous amount of research indicating the importance of this.  If you do all the other parts of the process well and fail on this one, your people may endure your leadership but they will not thrive.  On the other hand, if you are not so great on some of the other parts but do this one well, people will cut you a lot of slack if they know you care about them.  Relationships are the oil that keeps the work machinery going.  Like having something with a lot of moving parts – as long as the oil is there, it runs smoothly.  If you throw some sand in the works, it doesn’t run so well and over time it will grind down to a point where it doesn’t work at all.

Caring about our employees (direct reports, in particular) involves investing in their development. Proactively looking for ways to help someone improve and grow in their work is a very caring and practical thing to do.

[Be careful that you, as a leader, don’t presume a relationship exists. This is only effective when the employee experiences the relationship as positive and caring.]

– Dave Mills, Leading From the Heart

___________________________________________________________________________

What do you think? Any element you could use as a leader or team member? In our work (both together and in work independent of each other), Dave and I also believe that leadership development – intentional and proactive – should begin at orientation. The tendency in the workplace is to load development on those already in authority. Entry level and mid-level employees don’t always have benefit of the care needed to provide opportunity to grow and develop in their areas of expertise. It is something to consider on the order of company core values.

Lastly, I just wanted to give a shout-out to some of the folks who have demonstrated excellent leadership to Dave…as well as those in relationship with him who have developed as excellent leaders themselves during the time they worked together. These make for long and rewarding relationships across a lifetime of work.

[Just a few of those remarkable ones are in the following images]

Monday Morning Moment – What You Think of Others Matters – Workplace Wisdom – Deb Mills

Monday Morning Moment – the Components of Truly Multiethnic Organizations – Color, Culture, Compromise, and Community

Photo Credit: ProExcell, Eclassified

Is being multiethnic part of your organization’s DNA or core values?

Whether a part of a Fortune 500 company or a megachurch, or whether just beginning a small business or a new church plant, our values are soon exposed. First, by our goals and then by our makeup.

“Like begets like”. For better or worse.

So…what if we see the value of multiethnicity in our organization, is it apparent in our makeup?

A quick assessment can come out of the 80/20 rule: when one racial group accounts for 80 percent or more of the membership (or organization).* In the US, if our company has 100 employees, and 79 or fewer are white, we are moving in the direction of being multiethnic in our makeup. Easier than counting through employees, just look at the makeup of the leadership team. That readily speaks to the direction of the organization.

I’m not talking quotas here, at all. Racial diversity is probably not the ultimate goal. It can, however, be a part of the goal.

If we are part of a mono-cultural (a racial majority) organization, there is benefit in asking these questions: Should we look more like the rest of the world? What do we communicate when we don’t? What problems do we make for ourselves in keeping the status quo? What positive impact can we have on the present and future, if we do act, moving toward multiethnicity, with intentionality?

For starters, let’s examine the components of a multiethnic organization – color, culture, compromise, and community.

Color and Culture Pastor and writer Bryan Loritts gives perspective in his book Right Color, Wrong Culture: The Type of Leader Your Organization Needs to Become Multiethnic (A Leadership Fable). Written in the style of the great Patrick Lencioni leadership books, it’s a fast and fascinating read, with much to mull over afterward.Photo Credit: Cedarville University

In his book, Loritts paints a clear picture of color and culture as he defines 3 types of cultural expression.

C1 – Persons within a certain ethnic group who have assimilated into another ethnic group. Loritts uses one such example from our TV pop culture of a few years ago: Carlton Banks of The Fresh Prince of Bel Air -and the It’s Not Unusual dance. On the surface, these persons would seem to easily blend into an emerging multiethnic organization. They bring racial diversity without rocking the institutional boat. Will just considering skin color get us to goal?

C3 – At the other end of the spectrum, the persons within an ethnic group who absolutely refuse to assimilate within other ethnic groups or cultures. Again, from the same 90s TV show, Loritts uses a different character as a light-hearted example: Fresh Prince Will Smith Dancing. C3s do not blend into the majority ethnic group and have no intention of doing so. What they bring to an organization is ethnic definition.

Hang in there with me. Especially if you’re thinking this has nothing to do with competence or corporate excellence. There’s more.

C2 Those persons who have the unique ability to go from one culture to another, without compromising or losing who they are in the process.

Who did Loritts give as a person we can all recognize as a probable C2? Denzel Washington. When you look down the 30-years-plus of Washington’s films, he chose to portray a wide range of characters at which we watched and wondered. C1s, C3s, and, of course, C2s. Washington is a black man with the wisdom and understanding of one who will bring his best to any situation, without losing himself.

This breakdown of cultural expressions made me take a long, hard look at my own life – if not my preferences, definitely my default. I’m a C2 wannabe in a C3 life AND organization. In earnest, I do want to be a C2, but too many actualities in my life point to the fact that I’m not there yet…but “there” is my goal.

We need C2s to grow into truly multiethnic organizations.

Compromise – To move our organizations toward a goal of multiethnicity, compromise, in the best sense of the word, will be required. As we look at our makeup and our market, we must ask hard questions of ourselves. What are we really willing to invest to get to a multiethnic leadership and true organizational partnership across cultures?

If leaders are interested in exploring and reaching beyond their particular demographic, they must understand that a lot of it has to do with …leadership. This is something that has to be flowing out of the leader. This intentionality and staffing will always prove to be a major catalyst for change. DeYmaz also issues a call for intentionality when it comes to developing diverse leadership teams…Bryan Loritts says the ideal candidate for a leadership role is what he refers to as a C2 leader. “A C2 is a person who is culturally flexible and adaptable without becoming ethnically ambiguous or hostile.” As an example of a C2 individual he points to actor Denzel Washington,as someone with the unique ability to play a variety of culturally-different roles while remaining true to himself in the process.* – Jeff Fehn

A Training Curriculum Model of Multiethnic Ministry Best Practices Designed for Harmony Vineyard Church – Jeffrey A. Fehn

Community – With intentionality and the willingness to give space to other ethnicities and cultures, our organizations can look like and identify with the world we serve. Our products and identity can  communicate both excellence, relevance, and highest humanity as we become more multiethnic. In fact, while we may strive toward diversity or multiethnicity… really the goal needs to be multiculturalism…enriching and empowering each other personally and organizationally.

While cultures are defined by their distinctiveness, community and interaction rely upon commonalities to establish unity. In order to have intercultural relationships, some accommodation must be made on one or both sides of the cultural divide. But the act of accommodation represents, to some degree, a compromise and loss of cultural values.Mark Naylor

Photo Credit: Together for Adoption
A truly multiethnic organization will be multicultural.
What is gained in formulating goals that bring together ethnicities and cultures with processes that encourage positive compromise and rich community? I’d say…the world.
Thoughts?

Where will these kids work, serve, and do community one day?Photo Credit: Flickr

[Postscript: Pat Lencioni’s most recent post popped up in my email this morning, a day after my weekly post went up. He adds one other “C”: Conflict – check out his read on Diversity’s Missing Ingredient.]

Right Color Wrong Culture: The Type of Leader Your Organization Needs to Become Multiethnic (A Leadership Fable) – Book Review by Chis Pappalardo and J. D. Greear

Right Color, Wrong Culture: The Type of Leader Your Organization Needs to Become Multiethnic (A Leadership Fable) – Bryan Loritts

*A Training Curriculum Model of Multiethnic Ministry Best Practices Designed for Harmony Vineyard Church – Jeffrey A. Fehn

5 Friday Faves – Joni’s 50 Years of Quadriplegia, Lord of the Rings Guitar Cover, a Low-Carb Surprise, Blindspots, and Taking Responsibility

Friday! This time of year, it’s squeezing out those last vacation days before school starts again (after Labor Day in Virginia). Many of our friends in other states have already shut down their summer as kids  returned to school this week. Can’t you just smell the fragrance of new school supplies? For us here, it’s still making hot August day memories with little guys.

While you finish your cup of coffee or break from work, let’s get down to this week’s Friday Faves.

1) Joni’s 50 Years of Quadriplegia – A woman who has taught me much about living through hardship with grace is Joni Eareckson Tada. She is a writer, speaker, artist and advocate for persons with disabilities. More central than all of that is her deep faith and dependence on God…especially in the 50 years since a diving accident, at 17 years old, put her in a wheelchair for life. I discovered her through an old feature film and her autobiography – Joni: An Unforgettable Story. The testament of her life points always to a God who gave her the grace to “count quadriplegia joy“. She is an amazing woman empowered with His love and that of those by her side, especially her husband, Ken Tada.Photo Credit: Joni and Friends

In Awe of Her God – Joni’s Fifty Years of Counting Quadriplegia Joy

Reflections on the 50th Anniversary of My Diving Accident – Joni Eareckson Tada

Joni and Friends

2) Lord of the Rings Guitar Cover – One of the feature films with the greatest impact on our family is The Lord of the Rings Trilogy. The stories are gripping; the heroes are the stuff of legend; the villains are loathsome; the music is spectacular. Nathan Mills, Beyond the Guitar, has finally given us an arrangement of one of the great themes: Riders of Rohan from The Two Towers (second film of the trilogy). You can hear the theme in context with the story here (music rises after minute 5).

Nathan’s arrangement is here…and all us LOTR fans loved it (126,000 views and counting).

3) A Low-Carb Surprise – Earlier this week, we had a big supper with friends. A regular event where we take turns bringing food to share. This amazing cook in the bunch made loaded mashed potatoes. Having just finished a sugar detox, I have minimized carbs in my diet for over a month. Those mashed potatoes were so yummy. Not really ready to dive into unrestricted carb eating, I’ve been doing something very different (and appalling for me). Substituting cauliflower for potatoes and rice. Here’s the surprise. I’m shocked to confess that cauliflower is actually good…enough. With a lighter carb load and other nutritious qualities as well. Last night I made Shepherd’s Pie with a cauliflower topping. I don’t food-process the cauliflower; just steam it and then either mash it or crush it a bit with a fork (to use as rice).Cauliflower takes on the flavors added to it. Just as with mashed potatoes, butter and a bit of milk completed the substitution. Cheese on top and…hello!

Still…the next time it’s my friend’s turn to cook, that mashed-potato queen, I will not be slow to take my serving. Low carbs, not no carbs.

YouTube Video – This Is Why Eating Healthy Is So Hard (Time Travel Dietician)

4) Blind Spots – Life coach and writer Martha Beck defines blind spots as psychological “aspects of our personality that are obvious to everyone but ourselves“. She even prescribes a way to discover them.

“I know how valuable honest feedback can be, how much precious time it can save in my struggle to awaken. I still have to force myself to go looking for it, but when I do I almost always benefit.

Try this: For a week, ask for blind-spot feedback from one person a day, never asking the same person twice. Just say it: “Is there anything about me that I don’t seem to see but is obvious to you?” You’ll probably want to start with your nearest and dearest, but don’t stop there. Surprisingly, a group of relative strangers is often the best mirror you can find. I’ve worked with many groups of people who, just minutes after meeting, could offer one another powerful insights. Like the emperor in his new clothes, we often believe that our illusions are confirmed by the silence of people who are simply too polite to mention the obvious. Breaking the courtesy barrier by asking for the truth can change your life faster than anything else I’ve ever experienced.”Martha Beck

As hard as negative feedback is to stomach, it is a great help to avoid continued odd responses from people or the distancing that can happen when our blind spots get in the way of intimacy and care in relationships.Photo Credit: Vimeo

Now blind spots and “buttons” are different and yet connected. Buttons – those things people do that make us crazy – actually point to some of our blind spots in the way we respond to people pushing those buttons.

For instance, one of my buttons is when someone treats me like I’m stupid, or gullible. Like when a person tries to help me understand a decision he/she has made as if it’s a good thing when I know, and he/she knows, it’s not necessarily a good thing for me. This sort of thing makes me really burn (standing in the need of prayer here). OK…that’s a button, but my response reveals a blind spot. My blind spot is that if I take a stand in some area then it means that I am totally right in that stand. Sort of the same as the button but from a different direction, you know what I’m saying? It’s helpful to know our blind spots and our buttons so we can work out ways of being more honest and honoring in our communications.

What do you think?

Seeing Your Emotional Blind Spots – Martha Beck

What’s Your Blind Spot – Jane Taylor

6 Career Derailing Blind Spots and How to Overcome Them

How Successful People Cure Their Blind Spots – Kevin Kruse

How to Watch Out for Blind Spots in Your Leadership – Lolly Daskal

5) Taking Responsibility – You may be starting to expect in pretty much every Friday Faves that you’ll see a guitar arrangement by Beyond the Guitar and a life hack by Benjamin Hardy. You could be right. This week, Hardy posted an article on taking responsibility – What Happens When You Take Full Responsibility of Your LifePhoto Credit: Lakenheath

He talks about the hazards of indecision. Taking responsibility for our lives means to make decisions based on where you are and where you want to be at some future time. Life isn’t meant to happen haphazardly. Yet, because of our fear of failure or insecurity about making good decisions, we default to not making the decision. Then we languish in our current situation, losing ground even…rather than taking hold of our life and moving it in the direction we believe it’s meant to go.

Commitments are important to make and to keep. When we commit to something publicly, we have even more impetus to do what we’ve said we will do. This isn’t shaming or guilting…this is operating as a mature and responsible individual. These kinds of commitments also grease the tracks for success in that expressed decision.

Making a commitment means you’re seeing it through to the end. It means you’re leaving yourself no escape routes. You’re burning any bridges that might lead to lesser paths of distraction. Your decision has been made. There’s no going back. You’ve passed your point of no return.

Where decisions are made in a single moment, commitment is seeing those decisions into the future. Especially when life gets difficult. – Benjamin Hardy

A friend made the statement “You fake it until you make it.” I’ve heard that spoken before but never by her. “Faking it” is something that doesn’t fit this incredibly wise and reasoned woman. What she further explained though brought the meaning. So what if we aren’t sure of ourselves in the decision. What if our desire is to commit to something but we aren’t sure we can actually follow-through. Then we “fake it”, or really, in her further explanation – “You walk the talk until the talk becomes your walk”.  Make the decision; execute the decision.

Make the decision you want to. Eventually, you grow into that decision through your commitment and personal resolve. Your goals are something you grow into.

This isn’t faking anything.

It’s living with intention.

It’s living with definiteness of purpose.

So what’s the challenge?

Publicly commit to something to TODAY.Benjamin Hardy

Thanks again, Benjamin Hardy…and Nathan Mills…and all of you have a safe and restful weekend. Live with intentionality, and be kind to yourselves. That kindness will splash out on others.

Monday Morning Moment – Our Work Ethic Pushes Us On When Our Passion Wanes – How’s Your Work Ethic?

Blog - Work Ethic & Passion - twitterPhoto Credit: Twitter

Can our work ethic sustain us when our passion wanes?

Eric Chester has been studying and writing about today’s emerging workforce since the 1980’s, when Generation Y was in its infancy. Millennials have been examined and critiqued so much, but Chester has done his homework in how to help them be successful in the workplace. He also challenges employers to equip these young adults with what they may not have upon entering the workforce – that being a strong work ethic.

In his article in The MHEDA Journal, Chester defines work ethic as simply “knowing what to do and doing it“. Through his research, Chester created a list of seven indisputable, non-negotiable core values that he strongly believes every employer should demand: positivity (positive attitude), reliability, professionalism, initiative, honesty, respect, and gratitude (cheerful service).

This is not just so for millennials but for all of us in the workforce. What do we need to be successful or effective across a career? Is it passion or work ethic? Passion (strong or powerful emotion, deep desire, intense conviction) is a big buzzword right now in hiring, but what we really need is work ethic. As Chester states, in his book Reviving Work Ethic, “passion doesn’t fuel work ethic; work ethic fuels passion.”

A strong work ethic will carry us through seasons in our career when we’re “just not feeling it”.  I appreciate the distinction Chester makes about how our work ethic actually fuels our passion and not the other way around. We may not all have passion in measures that enhance our success, but we can apply ourselves with diligence and intentionality such that we can push through to the finish, whatever it is. When passion wanes, this is a great encouragement to me.

Blog - Work Ethic 1 - pinterestBlog - Work Ethic 2Photo Credit: Pinterest, Pinterest

Arlene Hirsch quotes Mark Cuban’s thinking on passion and work ethic:

“’Follow Your Passion’ is easily the worst advice you could ever give or get.

1.  When you work hard at something you become good at it.

2.   When you become good at doing something, you will enjoy it more.

3.   When you enjoy doing something, there is a very good chance you will become passionate or more passionate about it.

4.   When you are good at something, passionate and work even harder to excel and be the best at it, good things happen.

Don’t follow your passion, follow your effort. It will lead you to your passions and to success, however you define it.”

Chester uses the analogy of building a fire in a fireplace. You have to set the logs in place before you start the fire. Passion will heat up a conversation or spark a vision, but it won’t get the job done, whatever it is. This is where our work ethic when applied will get us to goal, to mastery, to the finish. That in turn gives rise to passion as we see what is possible when we put forth the best effort that is each of ours to bring.

Blog - Work Ethic and Passion - slidesharePhoto Credit: SlideShare

Whether you are newly employed in the workforce or a seasoned veteran, it’s wise to consider the bottom line of what we ought to bring to our jobs. This will vary across organizations and companies, especially as our workforce itself changes in the years to come. Chester’s summation is noteworthy for all of us:

“Employers are searching for positive, enthusiastic people who show up for work on time, who are dressed and prepared properly, who go out of their way to add value and do more than what’s required of them, who are honest, who will play by the rules, and who will give cheerful, friendly service regardless of the situation.”

How’s your work ethic?…

Whatever our passion might be today, our work ethic can be rock solid…something we count on in each other at work in the every day.

Reviving Work Ethic: A Leader’s Guide to Ending Entitlement and Restoring Pride in the Emerging Workforce by Eric Chester

On Fire at Work: How Great Companies Ignite Passion in Their People Without Burning Them Out by Eric Chester

Employers Must Pick Up the Slack, Instill Work Ethic in the Emerging Workforce – article by Eric Chester

Follow Your Energy, Not Your Passion – article by Arlene Hirsch

What’s Wrong with Work Ethic in America? – article by Patricia Fripp

SlideShare – Metric Driven Talent Management – 21st Century Talent Management Conference – Tanzania

YouTube Video – Book Trailer for Reviving Work Ethic by Eric Chester

YouTube Video – Book Trailer for On Fire at Work by Eric Chester

Work Ethic Quotes – Pinterest

Blog - Work Ethic over Passion - starecatPhoto Credit: Starecat

60 Years Married – Mom & Dad – a Tribute & Photo Montage

MomMom PopPop - Wedding Day - Anniversary (2)MomMom PopPop - 50th wedding anniversary (2)John & Julia – on their wedding day and their 50th anniversary

This week we celebrate Dave’s parents’ 60th wedding anniversary. 60 years! How thankful I am to have been part of their lives for a bit over 30 years thus far. Living in the embrace of their love for God, us and each other has been a journey of constancy and intentionality.

Julia and John have been another set of parents to me. My own mom raised us four children pretty much alone, finally leaving my biological father, without looking back. She later came close to God again and wondered if she’d stayed what might have happened. After a couple of visits, right after their divorce, that dad never came again…and we grew up knowing he didn’t love us.

[I’m very, very thankful for a step-dad, who I write about, who loved us as his own. So I do know the love of both a devoted mom and dad.]

With my own mom with the Lord, and my dad dealing with Alzheimer’s, I am grateful for all the years with my mom and the years still with Dad, wherever his mind will wander.

That being said, what a joy to also have Julia and John, my “in-loves” still together, hanging in there with each other and with us. Growing older is not an easy thing. All the vows we make in our weddings become all the more vital in the days when mind and body wear down. To see the kindnesses between these two, and their enduring love, patience, and regard for each other is such a witness to what marriage is meant to be…

They teach us and our children so much through how they have both celebrated and weathered life together – the weddings, the divorces of loved ones, the births, the deaths, the distances between us, and the seasons of all our lives. All the stamps in their passports to be with us overseas…so grateful for that. They have spent long days apart because of work in the early years, and long days together in a different work in the latter years. The interruptions of illnesses and accidents. The great grace they’ve known and lavished on us. Their faith in a God who never left them; never forsook them…ever.

Pictures will tell you more than my words…let them speak for me:

John - PopPop - Dave & MarkMomMom home with us in tennesseeMomMom, MamaLu, Dave, & Christie - 4 Generations4 GenerationsMomMom, PopPop, ChristieMomMom, PopPop, Aunt nancy & Uncle BobJulia & John w/ her sister, Nancy & husband Bob – four close  friends

MomMom & PopPop - WilliamsburgMomMom, PopPop, Christie, Nathan, DanielMomMom & PopPop youngerMomMom, PopPop, DaveMomMom & PopPop earlierMomMom & PopPop 2014 (2)PopPop & ChristieMomMom, Nathan, Daniel 2015PopPop Stacie 2011 (2)MomMom & PopPop with grandkids2015 June - Mills Family PictureThe Mills Family, 2015

60 years…of faithfulness, and honoring, and loving through sweet times and hard times. So glad to be part of this journey with them…to be family with them.MomMom PopPop Nancy BobMomMom & PopPop - 60th wedding annviersary - with Dave and Mark, Stacie, and meHappy 60th Anniversary, Dear Ones. You show us what love is and how it’s done across a lifetime.MomMom & PopPop - 60th wedding anniversary

Monday Morning Moment – Notes on Chris Bailey’s Life of Productivity

Blog - Productivity - Chris bailey - by Lewis HowesPhoto Credit: Lewis Howes, The School of Greatness

Where does the time go? How do I get so tired before the day is done? I just can’t stay focused…too distracted, I guess. You know what I’m talking about. Then there are the reactions of those friends and family. The ones (who treat us with kindness) tell us sympathetically “You are just so busy”. Then others, more in our faces, say, “The things you want to do, you do. You just don’t want time with me enough.” I get the logic of those statements, but I’ve been perplexed as to how to improve my life choices, such that I get more accomplished…more of the important things.

Until recently…when I experienced the convergence of making New Year’s resolutions, having a big birthday, and hearing Chris Bailey talk productivity.

Blog - Chris Bailey - ProductivityPhoto Credit: Unmistakable Creative

Chris Bailey is the age of my children. Although he had job offers, he took the year after graduating university to go deep into a study of productivity.  During that year, he wrote about his experiments in his blog – A Life of Productivity. Then, he designed a roadmap of 25 tactics to greater productivity in his book The Productivity Project: Accomplishing More by Managing Your Time, Attention, and Energy .

You may be tempted to yawn at another book on productivity, but this is clearly one not like the others. I listened to a couple of podcasts on Unmistakable Creative where host Srini Rao talks with Chris Bailey. They pour over what Chris discovered about productivity during that year of experiments. [Disclaimer: I haven’t read the book yet but plan to. My takeaways are from these podcasts and the other sources linked below. Can’t wait to read his roadmap on productivity.]

As Chris talks with Srini (and we get to listen in – love these podcast opportunities), he talks about what he’s learned from others regarding productivity. His tipping point was reading David Allen’s book Getting Things Done. Srini also refers to Cal Newport’s writing on deep work (you can listen to him on Unmistakable Creative here and here). They also mentioned Charles Duhigg’s book The Power of Habit: Why We Do What We Do in Life and Business. Chris Bailey’s year of productivity experiments included studying what was already in the literature – a big help to us less-read hopefuls.

Chris defines productivity not as getting more things done but getting more accomplished. The difference is huge. It’s not just the “to-do list” but the view toward the “done list”. “Productivity is time, energy, and attention, and where the three meet in the middle is where you are in being productive. It is achieving what you intend to accomplish. It’s not about doing more things faster, but doing the right things deliberately and with intention.”

Here are the takeaways from my first-look into Chris Bailey’s “life of productivity”.

  • Take a step back from your life and ask the questions: What do I care about? What motivates me? When was I most inspired, driven, or felt the most meaning or passion for what I was doing?
  • The three commodities we all bring to the table are time, energy, and attention. It’s not just about time management, but also increasing our capacity for work (energy) and focus (attention).
  • Start every day with intentionality. Make your to-do lists to manage the minutia of life, but then do something more. Take a step back. Execute what he calls the Rule of 3. At the start of the day, mentally fast-forward to the end of the day and ask: “When the day is done, what three main things do I want to accomplish?” From this you form your intentions on what you want to accomplish.
  • Being busy, even in ticking off the things on your to-do list, doesn’t mean you’re being productive. This gives an illusion to productivity, but only when you step back do you discover whether you have accomplished what you thought you did in the busy-ness.
  • Start small in working toward productivity. Real change takes time and intentionality. “Write down everything in your job and personal life that you’re responsible for. Then ask, if I can only do one of these things every day, which adds value/meaning to my life (I would add or to that of another who matters deeply to me)? Ask again of the remaining tasks. And a third time.”
  • We all have limitations and constraints in our life. Bear those in mind as you plan and execute and evaluate. Being hard on ourselves won’t get us to greater productivity. Small, incremental steps toward change should be celebrated.
  • Work on one thing at a time. Single-tasking. Working mindfully.  “Multi-tasking holds people back from accomplishing more over the course of the day. It stimulates your mind; it’s like being busy. However, it actually makes you less productive, increases your errors, decreases your memory,  and takes longer to do everything” [in reality]. “You can only focus on one thing at one time. You then dedicate 100% of your time, energy, and attention to one thing – it will yield the highest productivity.” Counter-intuitive, I know, but I’m beginning to believe the wisdom of this.
  • Procrastination involves 7 triggers that cause your mind to resist certain tasks: when they are boring, frustrating, difficult, ambiguous, unstructured, lacking intrinsic reward or personal meaning. We put off doing those types of tasks (which often are ones we actually need to attack to be truly productive) and instead while away our time on social media or marathoning Netflix. Chris Bailey gives a way out: “Once you step back from the task, noticing you’re procrastinating, trick the triggers – reward yourself, set time limits, structure it, etc.”
  • Mindfulness is continually bringing your attention back to the work that’s in front of you. Chris Bailey uses meditation to build “attentional muscle”. Taking mental breaks (however you do) is important to make attentional space which we need for creativity. Our mind goes back and forth from “the essential executive mode (constantly thinking of something, like when on a smartphone), and the mind-wandering mode (like when you’re in the shower). You often have those brilliant ideas while in the shower.” Make space for building attention and creativity. Take breaks and disconnect a bit from the internet or Netflix (you knew that was coming, right?).

I am so encouraged by the possibilities of building capacity in my time, energy, and attention. Chris gets us started with his 100 Time, Energy, and Attention Hacks to Be More Productive. Remember, he urges us to start small. Change one thing, maybe, in each area. It’s a process but one we can master toward gaining a life of greater meaning and capacity, accomplishing what we have hoped for…not just waiting for the future self to do it. We can be more that person beginning today.

Blog - Chris Bailey - Productivity Experiment

Photo Credit: Amazon.com

Chris Bailey – A Life of Productivity – Website

The Productivity Project: Accomplishing More by Managing Your Time, Attention, and Energy by Chris Bailey

Unmistakably Creative – Podcast with Chris Bailey – Bridging the Gaps in Our Productivity

The Top 10 Lessons I Learned From a Year of Productivity by Chris Bailey

100 Time, Energy, and Attention Hacks to Be More Productive by Chris Bailey

YouTube Video – The Path to Meaningful Work: Chris Bailey at TEDxGatineau

Five Habits that Help Chris Bailey Stay Productive

From 90-hour Work Week to Rising Before Dawn, Author Experiments with Productivity – CTV News

Chris Bailey on Twitter