On Saturday I will teach my first one hour soma yoga practicum to a several members of my YTT-200 class. I am a little nervous but mostly excited. Originally I was scheduled to teach on Sunday but I swapped with a classmate who needed to make a switch.
Good for me, I am getting it done soon! Wish me some good vibes. I will likely be done by the time you’re reading this but I don’t believe time is always linear, so I’ll accept your wishes before or after Saturday. 😉
And needless to say, I had no time to select a Saturday share post, so that feature will be back next week.
I re-listened to a podcast this week from the On Being Project, one of the shorter form Becoming Wise editions with Seth Godin. In it, Seth explains:
The Icarus Deception points to the historical change in how Western culture both propagated and interpreted the Icarus myth arguing that “we tend to forget that Icarus was also warned not to fly too low, because seawater would ruin the lift in his wings. Flying too low is even more dangerous than flying too high, because it feels deceptively safe.” -Wikipedia citation
I had not really *heard* this the first time I listened. But this time, it hit me differently. The part of the myth I remember most is the part about flying too high, not getting “too big for our britches” and to be more humble in our aspirations. As Minnesotans this is especially ingrained in our culture. We are taught not to brag, not to be too proud of our accomplishments.
But that leaves out the other, more relevant part for those of us seeking something different than the “average” work experience. When we fly too low, when we aim for relative safety, the seawater draws us down, and ruins our wings.
While I have not yet read The Icarus Deception, I am intrigued. It is on my reading list. I wonder whether some of us haven’t yet gotten the hang of those wings yet, and we are not allowing ourselves to stretch them fully, and use them for what they were designed to do.
This week I have the privilege of enjoying some time near Lake Superior. My friend is attending a conference and I will be caring for her two kitties (one of which is pictured below) while she is away.
It was lovely to have some time to catch up with her for a day and a half or so before she leaves. It struck me how similar our career pivots have been in recent years. She is about 5 years ahead me. And while she left a tenured professor position at a University and I left a corporate position, I can tell we have some “threads” in common.
For one, we are finding that recruiters and hiring managers do not always “get” what to do with our experience. As knowledge workers, we often specialize in a particular area for a period of time, say 10-15 years. But then some of us get an “itch” to extend our skills, to stretch outside our comfort zones, or maybe to find work that speaks to our souls. Perhaps we found ourselves living someone else’s idea of success. At the time, it made sense to take that road, to fully immerse ourselves in an area of expertise. And then suddenly (or gradually) we grow out of it.
Many people think we are crazy. “Why the hell would you leave a secure job as a professor (or a clinical research operations manager, in my case)?”
Futurists often tell us that the work place is changing. We should expect to make major career moves every 5-10 years. It keeps us nimble, fresh and innovative. But the reality is that structurally, recruitment and sourcing professionals are not hiring this way. It is still about “ticking the boxes” and following a formulaic approach to look for talent, sadly.
My own timeline is such that I will likely head back to full time work soon, probably within the next month or two. I was feeling sad about this a few weeks ago, wondering if I had failed at this attempt at self-employment because I had not planned well enough. I had not narrowed down my niche properly perhaps, or I may thrive under conditions where I have a bit more structure than this wide open landscape.
However it is not failure if we learn from our experiences. And this time I will go back to the drawing board understanding myself better. I know more about the support I need to be productive. I have piloted and tested some ideas and workshop offerings. I have enrolled in yoga teacher training. I am moving forward.
Even if I do need to regroup and re-capitalize a bit, the dream endures. This retreat is an opportunity to go inward to get clear about my deepest longings. I am so grateful for the time and space for this process.
I am going a little rant, so pardon me in advance for doing it. Of course if you choose to read my blog, this is what you’re going to get now and then. You accept it. Maybe you even enjoy it.
Many organizations lack the flexibility they will need to thrive in a future that looks very different from the present. Or possibly I have not found the “holy grail” of flex work yet, and if anyone can shed some light on this, I will be grateful.
The future of work will not have everyone working 8+ hours for 5 days a week. I am fairly sure of that, based on the research and reading I have done about the evolving workforce. But most companies still seem reluctant to take on employees at less than a 100% commitment. Not only do they want your time, they seem to want your soul.
Ideally for me, a 20-30 hour gig would be perfect. 3-4 days a week of full time work would be ideal, so I could build up the larger vision of my practice (the tagline of which is “Embody the Leader Within You“). I realize it takes time and clientele built over time to achieve my vision, and I am willing to work at it part-time for now, supplementing with a job in an organization. But most organizations either want 100% of your time, or nothing.
I was talking with a friend who is retired, and she told me she had planned to work part-time for a few months or a year for her employer. But they were not willing to consider that, after many years of full time work. When she decided to leave, they gave her 3 weeks to train her replacement and then she was gone. She is now retired now and doing all of the things she loves to do, living free and happy.
But that workplace missed out on some highly experienced and mature work. I am guessing that the Gen X or Baby Boomer manager did not properly value her contribution or may have had stereotypes about her ability to learn technology.
This is a sad state. I am a Gen X/cusper myself and I can often identify with the situation of millennials (Gen Y) individuals. However, in my limited experience with Gen Y versus Boomer employees, I would go for the latter every time. Mature workers show up every day and they understand that they will not receive a trophy just for doing the bare minimum.
I realize I am over-generalizing here, but mature workers know how to have a conversation. While some of them may be as wedded to their phones as the millennials, most have basic manners as well as focus and attention. They understand the subtle dynamics of social interaction, and how to adjust accordingly to circumstances.
I have worked with Boomer employees who got more done in 15 hours a week than the interns I hired who worked 40 hours a week. So please, if you are in a position to hire someone: do not rule out someone who wants to work for you for 25-30 hours a week. I will bet that that this person may be more productive in those hours than the 40 hour worker, and possibly more loyal if you hire them as well.