by : lacylit10 Life Lessons

All the Things I Could Have Done.

I mentioned it before, but I’m going to mention it again. When I was young, I had no idea what I wanted to do with my life. I just figured you grow up, get married, and have a family. I didn’t give much thought to what I wanted to pursue in school and a career never really crossed my mind. 

I got a boyfriend a couple of years out of high school, and we stayed together for a few years after that. When we broke up, it was like, “Ok, now what?” I had no degree, worked multiple dead-end jobs, was living paycheck to paycheck, and the life that I thought I was going to have failed before it even got started. 

At that point, I picked myself up and began building my own life and didn’t really stop – until now. Now, I’ve reached this plateau. I achieved all the professional goals I set for myself along the way. Again, I’m back questioning, “Now what?”

But that’s another post for another day. On this plateau, I’ve been looking at what’s in front of me and behind me. Today’s post is about reflecting on the journey that led me here, and would I still be on the same plateau if I took a different path?

Recently, I watched the movie Look Both Ways on Netflix. If you haven’t watched it yet, ‼️spoiler alert‼️. It’s about a young girl who is facing possible pregnancy, and we journey through what her life would look like if she was pregnant and if she wasn’t pregnant. By the end of the story, we see that she essentially reaches the same destination but gets there in very different ways.

To be honest, this movie brought me a lot of comfort. Because lately, all I can seem to think about is all the things I could have done. And would I still be in the same place today?

I have a lot of different interests and most ideas, desires, or fears I don’t share with anyone. Partly because when you share things with people, they have an opinion. And I’m really not interested in hearing theirs. 😬 But when you are young and growing up, you need the support of your family. And because you don’t have much life experience, they guide you, tell you, (or fail to guide or tell you) how to get from Point A to Point B. 

You follow the path they put forth, because that’s the safest way, and they know the trail route. But maybe you would prefer to explore. Maybe you want to take a more challenging path to build resilience and create more impactful memories. Maybe you want to see the waterfall, not the ocean. Maybe you want to lead to see where the path takes you, but they choose to continue guiding you.

While these may seem like caring and loving gestures of a supportive family, they are also secure attachment inhibitors. We need to feel supported to explore, reassured and comforted in that exploration, and safe and protected on our journey or if we fall into danger. We need a safety net, not someone encouraging us to never leave the ground.

When I think of all the things I have done, I can’t help but think that, yes, I would be in the same place. Because in certain cases, I did take the roundabout. For a lighthearted example, I rode horses when I was young and got away from it for about 25 years. Here I am today, again riding horses. 

While part of me feels unsettled like I could have done more, the other part of me feels confident I’m supposed to be where I am. Because I did take a challenging path. I did build resilience. I did create impactful memories. In some cases, I saw the waterfall and the ocean, and I did get to take the lead. 

The picture of what I anticipated that explorative path to look like has been influenced by books, movies, and social media. It has been curated by other peoples’ stories and has left me feeling unfulfilled. But when I take the time to truly reflect on the chapters of my life that have been lived, a complete story emerges that reminds me I’m exactly where I’m supposed to be.

by : lacylit10 Life Lessons

Support.

Support is defined as “bear all or part of the weight of” and “give assistance to.” Support. requires. action. So why do so many people think that simply saying, “I support you” is supportive? 😒 Then have you ever had someone support you with actual help in a task, and then they ask, “What more do you want from me?” when you feel the supportive action wasn’t enough?

Here is how I picture it:

Each person is a railroad engineer. All of your forward progression adds another rail car, whether it be home responsibilities, work tasks, familial obligations, and even hobbies (because sometimes those become obligations when you are feeling overwhelmed). Some people can sustain hauling that weight for long periods of time, others need rest stops or a tow once in a while. The problem is that no one can see how long the train is except for the person who is hauling the load.

Some have better engines. Some are better engineers. Some can haul more weight. Some are carrying heavier loads in less cars. Sometimes external factors change the environment that affect the performance, and sometimes adding one more rail car can break. the. train. down.

Paul Zak says that what we do at work and at home feedback on each other, and we shouldn’t pretend that it doesn’t. Using our railroad analogy, we cannot unhinge a work car from in between a family car and a health car while sitting on a single track.

If our natural inclination is to serve others before self, then why is offering support something that does not seem to come naturally? Sometimes offering support doesn’t even come in the form of work. Sometimes, it’s just being empathetic and compassionate, making that person feel seen and heard. Support can be simple gestures of appreciation. Support looks different to different people, but it all requires action.

by : lacylit10 Leadership, Life Lessons

Appreciation.

Life has been an uphill climb lately.  And yeah, I’ve been complaining.  It’s natural, right? 😬 But I also recognize that you don’t reach a peak of the mountain without first walking through the valley.  

For the past 4 months, it has literally been one thing after another, and it’s taken me on an emotional roller coaster.  There have been essentially 7 significant events that have each taken me down a notch (or several). 

While I’ve been able to lean on people who care about me for support, there is still something missing that’s left me feeling unfulfilled.  So, I’ve been doing what I do: completely analyzing these situations to find the root of what has me feeling defeated and less than.

And here’s that I think it comes down to: appreciation.  We all have this innate desire to feel seen and heard.  And while I have received “thank you” or “I appreciate you” comments, some haven’t felt truly genuine, nor has the appreciation equated to the toll each situation has taken on me.  The scale is still weighed more negatively. 

Psychological research has shown that when people are perpetually in a situation where they are ignored, this causes real emotional pain, and that in turn will cause physical problems caused by the stress of being ignored on an ongoing basis.

(source)

If I’m being honest, this is where I feel I am.  It’s not that I feel I’ve been completely ignored, but I don’t feel I’ve been truly seen either.  What’s more is that a few of these situations have prompted me to re-evaluate relationships, adding to the feelings of loneliness and loss.  Not only am I enduring the stress of each situation compounded, but also the stress of not feeling seen or heard in each situation compounded.  

But I can’t recognize this problem without also finding a solution.

This made me think about the 5 Love Languages.  How someone expresses love is essentially the same way he or she express appreciation.  If we can apply this to romantic relationships, why wouldn’t the same concept apply to professional relationships too?

Turns out, the same people who wrote the 5 Love Languages also wrote a book about the 5 Languages of Appreciation in the Workplace.  And you know what?  They’re the same!  (I’m really not that surprised by this. 😏)  Here’s what appreciation in the workplace looks like:

  1. Gifts – Lunch or a bonus
  2. Acts of Service – Actions speak louder than words (actual help)
  3. Quality Time – Undivided attention (real active listening)
  4. Words of Affirmation – Expression of genuine gratitude
  5. Physical Touch – Strong handshake or pat on the back

My mentor gave me quality time and words of affirmation. She validated my feelings and encouraged me to make some moves. The friend who avoided our conversation left me feeling ignored and unappreciated. One made me feel seen and heard (in limited capacity) while the other definitely did not.

Receiving appreciation in any capacity is external and not within my control.  I can’t force someone to genuinely and authentically show me they care.  I think that’s what makes it so meaningful when someone does. But it also comes back to recognizing small wins, because we don’t always receive appreciation in grand gestures.

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. ✨💖