by : lacylit10 Leadership, Life Lessons

Passion.

Merriam-Webster defines passion as an “intense, driving, or overmastering feeling or conviction.”  I don’t really like this definition.  I can have intense feelings of happiness or sadness or anger or any other emotion.  I feel like passion is more encompassing, but I’m not sure of what.  

You always hear motivational and inspirational speakers tell you to “Find your passion.”  Like, what does that even mean? 🤷🏻‍♀️ Why don’t they say “Find what you love?” or “Find what makes you happy?”  What is it about passion that sets it apart?

I’ve had a lot of jobs in a lot of different industries.  But it wasn’t until I started working in farming that I truly began to understand what “find your passion” meant. In the day-to-day, I truly enjoy helping produce a safe and healthy food supply for my family, my community, and beyond.  I can be out walking a field and feel pure happiness, if even just for a moment.  I can submit paperwork and feel pride.  I can learn from an irrigator and feel connection. I can teach leadership and feel helpful.

But there are some days…

There are some days when I personally feel attacked, my role feels attacked, or when I feel my company or industry is being attacked – you wanna talk about intense feelings? 🤬 The anger and frustration can shoot straight through to my core.  Claws come out, and I. am. ready to pull out all. the. guns.  I can go from an extreme of positive emotions to an extreme of negative emotions in a matter of seconds. But the good days by far outweigh the bad days. And even on the bad days, there are few things I’d rather do more.

That. is. passion.

Kevin Hall defines passion as “A willingness to suffer for what you love” – a definition I really like.

But I don’t think passion is something you find. I think passion is like love.  It. finds. you.  When the time is right.  Society puts so much pressure on us to have both within a timeframe it deems “normal.”  As a collective, who is society to set these standards when we consider how many people are in unhappy marriages and unhappy in their careers?  

A “calling” is accompanied by “conviction of divine influence.”

Conviction is referenced in the Merriam-Webster definitions of passion and calling. I don’t think that’s a coincidence. Conviction and passion are rooted in belief. Belief is putting trust or confidence in someone or some thing. Put that belief in yourself and your God, and you will find your passion when your passion finds you. It’s ethos, pathos, and logos working together.

All those random jobs I had before farming gave me perspective. Ten years ago, I didn’t have the confidence or the backbone to do what I do today. There’s a reason I found my calling when I did. I don’t think this is my only calling either. I think this is where I am supposed to be at this time in my life. And as I feel myself undergoing transformational change, this phase of life is just a stretch of highway on the journey.

As we learn and we grow, we change. Ten years from now, I can be in a completely different place. We don’t know what life has in store for us. Perhaps we must go through the rough waters until we reach our passion, and at that point it becomes smooth sailing. ⛵️ But not without challenge – just challenge you’re better suited to navigate. 🤷🏻‍♀️ I dunno; I’m learning as I go too!

But what I do know, is that I think most people equate passion with happiness. If we find our passion, we become happier. But there is nothing about suffering that makes one happy. I think passion is a balance between positive and negative emotions; it is contentment.

by : lacylit10 Leadership, Life Lessons

Disappointment.

The underlying theme for disappointment is unmet expectations.  How true is that when you really think about it?  When I’m disappointed in myself, I am usually left questioning, “What did I do wrong?  How could I have done better?”  When I’m disappointed in someone else, I’m usually left wondering, “If he would only…” 🙄

It’s harder for me to be disappointed in other people than it is to be disappointed in myself.  At least when I haven’t met my own expectations, I can reflect to see if I laid my head and my heart on the line (logic and emotion).  If I didn’t, I know to do better and can take steps toward improvement.  

Other people, well…it seems a lot of other people are comfortable with complacency.

Did you ever learn about rhetoric appeals?

Rhetoric appeals are tools described by Aristotle used to persuade.  If you’re trying to convince someone of something, do you tug at their heart strings (emotions aka “pathos”) or do you need to present facts and data (logic aka “logos”)? And how do you establish your credibility (aka “ethos”) to make this person believe you?

Personally, I don’t think successful persuasive arguments focus on one or the other, I think it’s a combination of all three.  The argument should be fluid, laying in more heavily to one or the other depending on the reactions you receive.

I also believe that ethos, pathos, and logos can be applied to nearly anything in life, not just persuasive arguments. To help explain what I mean, I created a structure of appeals*:

Our ethics are our guiding principles. Like a company’s mission statement, these things rarely change. Even the most analytical person has a heart, and even the most emotional person appreciates facts. Utilizing all three drives results.

  • Ethos is my goal – It’s an expectation I’ve set for myself driven by personal beliefs.
  • Pathos is my intuition – It’s my passion, my energy, and my attitude.
  • Logos is my work – It’s the actions that go into reaching my goal.

If I don’t put my head and my heart into reaching my goal, I have a greater chance of being disappointed. When I lay both on the line, I know that I’ve done all that I can do.

I think most people focus on logic or emotion. (Or they’re complacent and don’t really give a shit about any of it. 🤷🏻‍♀️) We default to our strengths; that’s human nature. But if I want to be successful in any area of life, I’m gonna try my best not to half-ass it by focusing on one or the other.

I have a friend who is very driven by his morals and logic-focused. He says he wants to be the best he can be. But he neglects the importance of emotional intelligence and self-awareness. He dismisses emotions as touchy/feely nonsense; he equates emotions to weakness.

But if you remember Brené Brown’s earliest definition of courage…

To speak one’s mind by telling all one’s heart.

We would never dismiss facts, so why do we so easily dismiss emotions as important? Emotions are non-verbal cues (facts) from our heart! If my friend truly wants to be the best he can be, he needs to change the narrative. Based on this definition, being vulnerable with our emotions is lit.er.a.lly. the. most. courageous thing we can do!

When you have to do something you don’t want to do, it sucks, right? You don’t give it your best effort. It becomes something you tolerate. You’re guided by ethos, using logos, and results are likely mediocre.

But when you do something you want to do, it’s a completely different ballgame. You give it your best effort. You’re enthusiastic about it. You’re guided by ethos, using logos and pathos, and results are likely stellar.

I hate being disappointed by others, so the last thing I want to do is disappointment someone else. This is why I like expectations to be laid out upfront: to minimize confusion or miscommunication. I can control how much head and heart I put into whatever I do, but I can’t control how much head and heart someone else puts into whatever they do. Laying out clear expectations at least sets that person up for success. What they choose to do with it then becomes up to them.

*I can’t take full credit for this, because I feel like it’s an adaptation of things that I’ve learned. But having learned those things over time, I can’t pinpoint the specific influence.

by : lacylit10 Leadership, Life Lessons

Burn-Out.

Did you know that burn-out is classified as an “occupational phenomenon” in the International Classification of Diseases by the World Health Organization (WHO)?  It’s in a section describing factors that influence a person’s health without being an illness or injury.  

Burn-out refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.

It’s a syndrome (associated symptoms of opinions, emotions, and behavior) essentially brought to fruition from the unsuccessful management of chronic workplace stress.  It is characterized by three dimensions:

  1. Feelings of energy depletion or exhaustion;
  2. Increased mental distance from one’s job or feelings of negativism or cynicism related to one’s job;
  3. Reduced professional efficacy

Now, I’ve been saying I feel burnt-out for quite a while now.  But even through all the crap, I’ve still been wondering, “Is it all just in my head? It’s not really all. that. bad, is it?” So in true Lacy fashion, I looked for a way to justify my feelings.  Since burn-out is diagnosable, there’s got to be a measurement tool to verify, right?

There are actually several different assessments you can take. Here is an example of one. I can’t find the one that I used, but here are my results:

  • Emotional strain = 30
  • Interpersonal strain = 31
  • Task strain = 30

Scores higher than 25 in each indicate a high degree of strain.  If you add each score, anything higher than 75 indicates that “you may be feeling intense strain or burnout.”  You guys. 😳 My total score is 91.  Yeah, you can say I’m feeling intense strain.

I have been having a hard time keeping it together. And now, it’s starting to show up in my attitude and behavior. And only now that it’s becoming visible does it seem anyone is taking notice. Remember when I said everyone has an innate desire to feel seen and heard? Yeah, true story. 🙄

My leadership and emotional capacity have been exhausted over the past several months. It pains me burn-out is even showing up in my attitude and behavior, because great leaders are supposed to have it all together. But at what point is it okay for me to not be okay?

Don’t freak out by that statement. I’m fine. My point is: why does it have to get this far? Burn-out doesn’t just happen over night; it happens over time.

As an employee, resources are not readily available for me to access. I have certain parameters I must work within. Open communication with my boss is critical, then it becomes a test of his leadership.

But I’m not putting this all on him. Aside from the uncontrollables that have contributed to the unsuccessful management of this chronic stress, the rest is my own fault. Either I poorly managed my time, I didn’t prioritize effectively, I wasn’t working efficiently, or I wasn’t assertive enough in expressing, “I’m drowning in work.” Perhaps it’s a combination of some or all of these things.

While I don’t consider myself a perfectionist, I do have a perfectionist mentality – another contributing factor. 😬 But on the bright side, some deadlines are coming to a close this week. And if that’s not enough of a silver lining, the season slows down in about 3 months. So, you know, that will be here before I know it. 🤣👩🏻‍🌾

by : lacylit10 Leadership

Empathy.

I have a colleague that made a big mistake.  Because of our roles and responsibilities within the company, I had to pick up the pieces of his fall-out.  And I. was. pissed. about it. 😤 His poor judgment caused me additional stress and hours more of work.  I made damn sure he knew all that I had to do to cover his ass.  If I had to swoop in and rescue him, he was going to learn a lesson out of it.

Now, he’s normally pretty up-to-snuff.  After the dust settled a bit, I asked him how he was doing.  Turns out, he took his mistake pretty hard.  He felt terrible about it, guilty, and embarrassed.  Additionally, he was going through a lot in his personal life.  As we had this conversation, I started to feel like an asshole for coming down on him so hard.  

Emotions dictate our connections with one another, so why do we feel we need to hide them?  

What people do at home feeds back on professional performance and vice versa.  We shouldn’t pretend that it doesn’t.

Paul Zak, Trust Factor

The Cleveland Clinic started a program called Code Lavender. 💜 When a physician or nurse is facing high-stress or burnout (due to a difficult patient or death), they wear a lavender bracelet.  The bracelet alerts their colleagues that they are emotionally fragile and to treat them with care.  This is similar to the emotion chart that I’ve seen on the internet that teachers do with their students.  Based on how the child is feeling, the teacher welcomes them into the classroom with a fist bump, a high-five, a hug – or whatever.  

Wouldn’t it be nice to know what people are feeling and base our interactions with them knowing this information prior to engagement?  

I want us to individually be successful, so we can collectively be successful.  Had I of known the burden my colleague was carrying that led to his error in judgement, I would have approached the situation more empathetically.  Had he of expressed the burden he was carrying prior; he could have leaned on me for additional support.  That is caring.  That is a relationship.  That is teamwork.

I 💯 believe in setting expectations upfront.  I like to be well-equipped with pertinent information, so that I can bring the most value possible.  If I ask you to take water samples for me, I’m going to provide you with all the information necessary to perform the task.  Why wouldn’t we supply someone with the emotional information necessary to build the relationship?  It doesn’t even matter if that relationship is personal or professional.  All professional relationships are personal to some extent.

Emotions are a valuable information flow that leaders ignore at their peril.

Paul Zak, Trust Factor

Oftentimes, mistakes get made when we are emotionally challenged.  We are distracted by what we feel that we lose focus on tasks at hand.  This is natural human behavior.  Even those who are able to separate logic from emotion are affected to some degree. Neither is for better or worse, depending on how you look at it.

Empathy is understanding how someone feels.  Compassion is relieving some of the burden.  And more often than not, relieving some of the burden is just providing an ear to listen.

Though we have work-related communication almost daily, I’ve since made a more conscious effort to talk to this colleague about life in general more regularly.  Having a better understanding of who he is outside of work helps builds a better relationship inside of work.  

by : lacylit10 Leadership, Life Lessons

Trust.

I once saw a meme that said, “Dating is getting to know someone until you realize you don’t like that person anymore.”  I mean, how true is that statement though? 😬 It’s kind of sad when you really think about it.  You invest time, energy, and emotion in someone until you ultimately discover that person is not worth your time, energy, and emotion.

There are a lot of great things about being single, don’t get me wrong.  The freedom is undeniably one of the best aspects of it.  But the dating part is hard.

First, choosing the person you want to date.  Not just anyone will set off the “cascade of hormones and neurotransmitters that accompanies the exciting first phase of love.  The person we select has to smell right, feel right, look right, and be just right in our arms.  Then, and only then, will the cascade get started.” – John Gottman, Ph.D

Once we choose that person (which I think is a conscious and subconscious decision), our brain releases several chemicals that have enormous influence on our judgment and affection.  These chemicals include a natural form of amphetamine, dopamine, pheromones, and oxytocin.  Psychologist Dorothy Tennov coined this phase of love as “limerence”.  Limerence is a state of infatuation or obsession typically experienced by an involuntary strong desire for reciprocation of one’s feelings.

It is our biological makeup that reacts to the people we are attracted to.  We cannot control the release of these chemicals, which is what makes the initial phase of relationships so intoxicating and exciting.  Then we enter the make it or break it phase of the relationship: Building Trust. 

This is where we discover we may not really like that person after all.  Some of those feel good chemicals have worn off, our blinders are no longer up, and we start to see this person for who they really are.

As we navigate through learning whether or not our partner can be trusted, we experience feelings of frustration, disappointment, sadness, and exasperation.  If healthy, positive conflict discussions ensue, the relationship has a better likelihood of working.  If blaming arguments occur, well, it’s the opposite. 

In animal research, scientists found that oxytocin and vasopressin are two chemicals associated with lifelong pair-bonding among prairie voles.  Prairie voles have high levels of oxytocin; they mate for life.  In a study, when scientists blocked the oxytocin receptors, the animals no longer formed monogamous bonds and tended to roam.

Oxytocin has been called “the love hormone” or “the cuddle hormone” because it plays an important role in forming attachments.  Our style of attachment (secure or insecure) as adults is rooted in how we bonded with caregivers as infants and children, namely our mother.  When you hold an infant, they wiggle in your arms to find comfort.  Once they find it, they put the whole weight of their body on you.  They give you com.plete. trust. with their being.  They feel safe and secure.

The building of trust is about having your partner’s best interests in mind and at heart.

John Gottman

In Trust Factor: The Science of Creating High-Performance Companies, Paul Zak describes the chemical reactions in our brains on how we respond to challenges and how trust is created.  In rodents, oxytocin has been shown to signal that another animal was safe to approach.  In an experiment conducted by Zak’s team, they found that oxytocin tended to reduce the fear of trusting a stranger.

Challenge stresses, (a difficult but achievable task), releases oxytocin and adrenocorticotropin.  Chemicals that intensify your focus and strengthen social connections.  In dating, this would probably be “the chase”.

Ultimately, you cultivate trust by setting a clear direction, giving people what they need to see it through, and getting out of their way.

Paul Zak

This comes down to expectations, communication, and feedback.  Not only are these typically weak areas in businesses, but also just in day-to-day relationships with coworkers, friends, family, and romantic partners.  

What’s interesting to me about all of this is that it goes to show that whether you are in a romantic or professional relationship with someone, our chemical reactions to building trust are essentially the same.  Healthy and positive conflict discussions in either type of relationship will see more success.

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.