by : lacylit10 Life Lessons

Happiness.

Philosophers caution against focusing on happiness as the ultimate good in life, and I tend to agree.  Happiness is subjective; it’s not a constant.  I think we’ve put happiness on this unobtainable pedestal. It’s something that we haven’t actually defined for ourselves as individuals, and we strive for an unrealistic, curated ideal (however it is we perceive that ideal).  Basically, we really don’t even know what we are searching for. 

What we talk about in our culture as happiness is really kind of a revved-up version of happiness. It’s a high-energy [state] — scientists call it a high-arousal positive affect. It’s a feeling, it’s transient, it’s not quality of life, it’s not so many things.

Dr. Laurie Helgoe, The Introvert Entrepreneur

Happiness is an emotion, and emotions are fleeting.  I think a more realistic target for measuring good in life is our overall well-being.

Research has determined 6 dimensions of well-being.  People rank either high or low (defined as high):

  1. Self-Acceptance – positive attitude toward self;
  2. Positive Relations with Others – concerned about the welfare of others; willing to compromise to sustain important ties;
  3. Autonomy – independent, evaluates self by personal standards, resists social pressures;
  4. Environmental Mastery – controls external activities and makes use of surrounding opportunities;
  5. Purpose in Life – has goals and a sense of direction, feels there is meaning to life past and present, holds beliefs and objectives;
  6. Personal Growth – continued development and expansion, open to new experiences, notices improvement in self and behavior.

Life is so. much. more. than just. being. happy.  Failures, negative emotions, disappointing outcomes – all these “bad” things further define the purpose and meaning of our lives.  These aren’t happy things, but they do lead to happiness.  

In high school, I tried out for the softball team and didn’t make it, which made me sad.  But I saw it as an opportunity to work on my skills.  I became stronger, faster, and more knowledgeable about the sport.  I had to put forth more effort using several of the dimensions listed above.  I didn’t try out again the following year, because I got asked to play for an elite travel ball team. The failure actually led to more positivity in my well-being.

Even when present in exemplary lives, philosophers construe happiness not as an end in itself but a byproduct of other, more noble pursuits.

(source)

I’ve been facing an uphill climb the past few months.  I’ve faced several losses, some more significant than others.  Nonetheless, all left me grieving or feeling defeated in some way. Even through these tough times, I recognize that God is working in my life for good reason.  I am becoming stronger and more resilient.  This is character building.  

I have by no means been feeling happy, but overall, I still maintain a positive well-being.  I recognize storms may never stop coming – but neither do the rainbows! 🌈 We can’t judge our life solely on the storms or solely on the rainbows.  Without one, you can’t have the other.  

by : lacylit10 Farming, Leadership

The Middle.

During my United Fresh Produce Industry Leadership Program (#class24 💕), we had an incredibly smart, talented, and beautiful lady guiding us.  Her name was Julie, and she was fabulous.  (Still is!)  She had a very polite and kind way of telling you some honest truths.  She was blunt and funny.  She said a lot of memorable things during our time, but the one that keeps coming to my mind in the midst of this coronavirus pandemic is this: “Get the hell out of middle management as fast as you can.” (Her words exactly.)

Middle managers experience compression by those they lead and those who lead them.  It’s a tough place to be.  As we try to operate as an essential business providing food for millions of Americans who are sheltered in their homes, the amount of pressure and responsibility being placed on our societal function and our team has increased tenfold.

When the CDC first released guidance on preventative measures, it wasn’t anything we weren’t already doing.  Food contact surfaces are routinely cleaned and sanitized, employees frequently wash and sanitize their hands; they are supposed to cough into their elbow, and they are not permitted to come to work sick (among many other good health and hygiene best practices).  But the existing measures we had in place were not enough to protect the health of our employees and the safety of our products, additional measures had/have to be taken.

While our senior leadership is in direct communication with other business executives, regulatory agencies, and trade associations, the role of our middle managers has become even more critical in our day-to-day operations.  The information and guidance we receive changes by the hour.  We are scrambling to keep up, inform our middle managers, train our employees, and enforce many new policies – on top of an already full workload, and entering our busiest season 🥬.

“Middle managers have a complicated relationship with power because power is activated and experienced in the context of interpersonal relationships. When interacting with our superiors, we naturally adopt a more deferential low-power behavioral style. When interacting with subordinates, on the other hand, we adopt a more assertive high-power behavioral style. Failure to conform to these role-based expectations can lead to social conflicts and confusion, so people are very good at learning how to play the part that is expected of them.”

Erin M. Ancich and Jacob B. Hirsh (HBR)

Research shows that there are cognitive, emotional, and behavioral effects to power.  As middle managers navigate between high power (leading) and low power (being led), it becomes psychologically challenging to engage and disengage from one power level to another, often many times throughout a typical workday.  These conflicting roles cause feelings of stress, anxiety, and tension leading to physical risk factors such as heart disease and hypertension. In a study from Columbia University and University of Toronto, they found that mid-level employees have higher rates of anxiety and depression, adding to the long list of why middle managers are so unhappy.

Humans are inefficient when it comes to switching tasks, and it creates a negative mood spillover as we move from one task to another or one power level to another.  Middle managers are victims and carriers of change as they receive strategy instructions from the top and have to implement those strategies with those who work beneath them.  We’ve had to institute at least 10 new policies over the past 2 weeks in response to this pandemic – a taxing feat for anyone, let alone already worn down middle managers.

Most people believe that their time in middle management will be short-lived, but reality is that these employees are classified as just “stuck in the middle of everything.” They have an undergraduate degree, but not a graduate degree. They are 5-10 years into their careers, and they’re just good performers (not excellent, but not terrible either). I would also venture to guess these are the people in the midst of raising a family as well. They are considered a “neglected but critical” group.

But the #1 reason middle managers are unhappy is that they are led ineffectively. Again, middle managers stuck in the middle: expected to be good leaders when they’re not being led well.

True colors come out in times of crisis.  As Brené Brown says, “We can be our worst selves or our very best, bravest selves.”  We have a lot at stake right now, not just in health and economics, but also in business and society.  Strong leadership is essential, always.  We need to choose to be our best, bravest selves. We need to lead as we wish to be led! So, let’s lean on each other, support each other, and lift each other up. ✨💖 

by : lacylit10 Farming

Semmelweis.

Have you ever heard of Dr. Ignaz Semmelweis? Neither have most people, so I included a link. No need to follow it though, cause I’m going to tell you about him anyway. 😊

Dr. Semmelweis was a doctor in the mid-1800s. The mortality rate in the maternity clinic where he practiced was 1 in 10.  At the time, conventional medicine called for separate treatment of each symptom.  So rather than treating a fever, a headache, and trouble breathing with one method, they would use three separate methods.  But still, nothing seemed to work.  The women who contracted the disease which came to be known as ‘childbed fever’ died within days.

Dr. Semmelweis became obsessed with discovering why the mortality rate in his clinic was so much higher than the other.  The only difference between the two clinics is that Dr. Semmelweis’ was attended by doctors, and the other was attended by midwives. So he standardized everything in the effort to minimize outstanding variables.

After Dr. Semmelweis took a 4-month leave to visit another hospital, upon his return, he discovered the death rate had dropped significantly in his absence.  At the time, Vienna General was a research hospital, so many of the doctors split their time between tending to patients and researching on cadavers.  Dr. Semmelweis himself spent far more time doing research on the cadavers than the other doctors, and he realized this was the only significant difference between himself and the doctors that worked for him in his absence.  From these observations, he developed a theory of childbed fever that became the precursor to germ theory.

Dr. Semmelweis concluded that ‘particles’ from the cadavers and other diseased patients were being transferred to healthy patients on the hands of the physicians.  He immediately instituted a policy of hand washing with a chlorine/lime solution before examining a patient.  The death rate fell to 1 in 100.

Upon his discovery, Dr. Semmelweis told the rest of the medical community about his science. But his hypothesis that cleanliness is what mattered most was considered extreme, and he was ridiculed by the medical community. He was so outraged by the indifference to his discovery that he sent angry letters to prominent European doctors calling them irresponsible murderers.

Here’s the thing though:

The doctors were doing the best of what they knew with the science they had at the time.  They weren’t acting with malicious intent. And Dr. Semmelweis’ science wasn’t proven to the extent that these doctors had been educated and trained.

So, why am I telling you this story?

Because, surprisingly, it has a lot to do with farming leafy greens. 🥬

Leafy greens farmers are highly regulated under both FSMA (the Food Safety Modernization Act) and the CA/AZ LGMAs (Leafy Greens Marketing Agreements). Additionally, most farms are GFSI (Global Food Safety Initiative) certified. All of these regulatory compliance agencies base their standards on the best science available, at this time.

Leafy greens farmers aren’t acting with malicious intent. They are not adulterating your food. Most are just following guidance laid out by science and academic experts. But there are some farmers who go above and beyond the regulation. They take regulation comprised by science and academia and cater it to their specific farms. They are the Dr. Semmelweis’ of farming.

And who is to say who is wrong? Dr. Semmelweis and the doctors of the medical community were all doing what they believed was best based on their education, their beliefs, their experience, and all sorts of other things. Just as farmers today are all doing what they believe is best based on their education, their beliefs, their experience, and all sorts of other things, including the best available science at this time.

Dr. Semmelweis made his discovery in 1847, but it wasn’t until the 1980s when (coincidentally) a string of foodborne outbreaks and healthcare-associated infections led the U.S. CDC to identify handwashing as an important step to stop the spread of infection.  

Leafy greens production in California (especially) is probably the most highly regulated crop in the world. We’ve been actively improving our regulation to make leafy greens safer since 2006. Additionally, the CDC didn’t start using whole genome sequencing for foodborne pathogen detection until 2013. So before you make assumptions that industry is not responding to these outbreaks fast enough, I urge you to consider that it took over 100 years for Dr. Semmelweis’ handwashing theory to make it into mainstream medicine.

Lack of science or insufficient regulation is not an excuse for these outbreaks. I’m just simply trying to point out that scientific discoveries take time and so does improving regulation.

But like Dr. Semmelweis trying to convince the medical community, know that there are many farmers out there doing all that they can to prevent contamination from happening. They are going above and beyond the regulation. They are catering the best available science to their specific farms. And they are trying to get the rest of the industry on board.

by : lacylit10 Leadership, Life Lessons

Emotional.

Remember when I wrote about listening to the wrong podcast episode of The Happiness Lab that prompted the post Sharing is Caring?  Well, I finally listened to the episode that was originally recommended for me to listen to.  It was called “Don’t Think of the White Bear.” 

I don’t even remember why this specific episode was recommended to me by a colleague.  I think we were talking about how emotions are contagious.  But what I took away from the episode was actually justification to my feelings in the post Let Me Be.  Turns out, the best way to get over our emotions is to fully embrace them, while we’re feeling them.  This helps us get over them more quickly and makes them less impactful on the feelings of others.

Researchers conducted an experiment between parents and their children.  Some parents were exposed to a very stressful day, while others were not.  The parents who were super stressed were told to suppress their feelings and pretend that everything was okay while playing Legos with their children.  Researchers found that the children whose parents were suppressing stressful feelings performed worse at the task and had less fun than the other children.  The stressed parents got angrier, more upset, and they were less responsive to their children.  Their bad mood deteriorated their bad mood even further while playing with their kids.

We are inclined to believe that suppressing our feelings or pretending like they don’t exist is helping us, but it’s actually doing the opposite. It takes more work to ignore our feelings. 

Roughly 1,000 – 2,000 studies have been conducted on the health of people who either write or talk about traumatic experiences.  The people who confront their feelings tend to go to the doctor at half the rate, are in better physical health, have better immune systems, and perform better on tests. The Dalai Lama recommends that keeping a calm mind is the best way to work through our feelings.  One researcher does a short meditation when she is feeling frustrated or upset.  She intensely focuses on the emotion for a short period of time, and this allows her to move on more quickly and readily. 

Personally, I cry.  If I am super angry or upset or frustrated, I cry.  Likewise, when I am super happy or proud, I cry.  Whether the emotion is good or bad, when I feel intensely, I need to get it off my chest and release the buildup of emotional pressure.  Although I may not immediately feel 100% better, there is usually guaranteed improvement.

They say that self-awareness is the #1 quality of a great leader. Leaders recognize that emotions are contagious. They understand how they feel affects their thoughts and behaviors, which then affects the feelings and thoughts and behaviors of those around them – no differently than the experiment with stressed parents and their children.

Not coincidentally, the key to improving self-awareness is to fully embrace your emotions as you are feeling them. This helps you understand how your feelings influence your thoughts and behaviors. Having high emotional intelligence not only makes you a great leader, but it will also improve your relationships.

It’s one thing to know about self-awareness and how to manage your emotions, it’s another to put it into practice. Weather it’s a brisk walk, a meditation, or a good cry, find what works for you.

by : lacylit10 Leadership, Life Lessons

Sharing is Caring.

A colleague recently recommended I listen to an episode of a podcast called The Happiness Lab by Dr. Laurie Santos, but I accidentally listened to the wrong one. It was called “Caring What You’re Sharing.” I can’t really say it was an accident though, because the message actually helped solidify some thoughts I had swirling around. I’m inclined to believe there was a reason I listened the “wrong” episode.

Have you ever watched a movie with someone, and that person falls asleep? Or maybe when two of you go to dinner, but the other is on their phone? Think about how those circumstances make you feel. A little ignored? A little mad? A little lonely?

Turns out, sharing experiences with people really does shape our happiness.

Through a series of experiments, researchers found that sharing things with people intensifies our experiences. It makes the good things better and the bad things worse. But bad experiences are more bearable because someone is by our side. It serves as a function of bonding people together.

In one experiment, participants experienced an ordinary event with someone and an extraordinary event alone. What the researchers found is that the extraordinary event experienced alone actually made people feel less happy and a little bit isolated. They even felt a little guilty. Participants felt like they were bragging about their experience and neglected to want to share details because the other person couldn’t relate, detracting from the social bonding.

Have you ever had a friend tell you really good news where yes, you are happy for them, but at the same time feel a little sad or insecure for yourself? Or have you ever had something exciting happen for you but you downplayed the greatness, because you didn’t want to come off as arrogant or boastful?

I have. And honestly, I’m a little relieved that these are natural behaviors.

As we enter the holiday season, I think it’s a good reminder to just be aware. If you love this time of year, soak it up. Your happiness will rub off on others. And if you hate this time of year, suck it up. Your misery will rub off on others.

In leadership, we are taught to rise above our lowest self. So even if you don’t want to bond with crazy Aunt Mildred*, look for the bravery in her eccentrics. Even if you don’t want to hear about how much cousin Jim* hates his job, encourage him to see the positive. Because if you care about these people at all, your interactions and behavior will shape each of your experiences.

*Names changed to protect the innocent. 😂