Farewell, with gratitude

On Monday I learned of the passing of Earl Bakken, co-founder of Medtronic, and inventor of the first battery-powered, wearable pacemaker.

I worked with Medtronic for 11+ years, and I got to see firsthand the commitment of so many people to the mission: to alleviate pain, restore health, and extend life. Earl had endless creativity and persistence around the invention of technologies that could help physicians treat their patients.

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Cristy with Earl Bakken. Photo taken August 2009 at the Mission and Medallion ceremony. 

For many years, there was an annual “mission and medallion” ceremony where new employees would learn more about the mission and history of the company. We were “inducted” into the Medtronic way, and the important focus on quality and a patient-centered culture.

I used to love the annual holiday party and employee meeting that Bakken implemented, where we would hear from patients who had received devices, and the difference in their quality of life (or in some cases, life itself). It was moving to hear stories of real patients and to connect with the mission on that level. In clinical research there can be a lot of bureaucratic processes to enable to get things done, because of regulations. Keeping our focus on the patients served always kept us striving toward excellence and quality, despite the challenges.

Earl Bakken was a role model and a humble leader in his 40 years at the helm of Medtronic. He hired good people and got out of the way to let them do their jobs, said Earl Hatten (employee #8 of the company that now employs 84,000 people). After he left Medtronic, he stayed involved in many philanthropic endeavors. His focus was on enabling people to live full lives, not just implanting devices.

I am honored to have been part of the company he co-created, and to have shared in that journey for a substantial part of my career. I am grateful for the impact and influence Earl Bakken had on so many people, employees, patients and communities.

Thank you, Earl. Your legacy lives on through the dedicated work that continues today.

cristy@meximinnesotana.com

 

Enchanted by an idea

I have been possessed by an idea I had while at yoga class on Saturday. It reminds me of the notion Liz Gilbert describes in Big Magic: Creative Living Beyond Fear. It is one of those ideas that came to me with a visceral sense of excitement and fascination.

It is an idea that caused me to reach out to my favorite yoga teacher to collaborate, since it involves yoga as a tool for mindful leadership. Y’all know that I practice meditation and yoga regularly. Meditation is a daily practice and yoga is typically 3-4 times a week. I consider yoga one form of my meditation practice because it is about body awareness and has helped “ground” me in my life and truth more firmly.

As I contemplated this idea, I met some women after class who are also attendees of the class. We reflected in this women-only gym on how this hatha/soma yoga practice has enhanced our lives. I started to explore my idea with them, explaining how radically my world has changed since beginning to re-embody myself through this practice. They shared their own stories, and we sat for an hour in mutual exchange of some big life realizations.

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Photo credit link

I carried that spark to my yoga teacher, asking if she would meet with me to discuss the idea, to figure out if we could co-create a workshop around this notion. I seemed to have confirmed there would be interest, but of course had not figured out the venue, the exact audience, the marketing, etc. That will come later. We will meet on Wednesday to discuss.

Who knows where it might go, but the idea has taken hold of me. Last night I woke up from sleep around 1:30 a.m. and the idea was with me in vivid color. It didn’t give me insomnia like some ideas do. But it did very firmly take hold of me, and it seemed to ask if I wanted to dance with it.

Indeed, I do want to dance. There is pleasure and excitement in the idea, and it is starting to blossom into more creative ideas within me. This is truly enchantment. It is allowing rather than pushing and striving. But it is also being ready for what emerges, even if a fluttery nervousness is also present. That is part of the process, and I accept it as well.

When did you last dance with an idea that would not leave you? 

cristy@meximinnesotana.com

 

Saturday Share – Pursue Your Path

This week’s Saturday Share goes to the blog at Elizabeth Dickinson’s website, Pursue Your Path.

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Photo credit Pursue Your Path website

Full disclosure. I have already read Elizabeth’s recently released book, The Concise Coaching Handbook: How to Coach Yourself and Others to Get Business Results. I posted my review on Amazon if you are interested in the topic, well worth the read. I also plan to do some coaching with her over the next few months as I launch my consulting venture. I have really been impressed with her career and accomplishments over the years that I have known her.

Elizabeth writes about many topics of interest to me, such as developing leadership on your team, and the fact that you are your own expert on your life. I really like her premise and her approach. If self-coaching or coaching others is of interest to you as well, I encourage you to check out her work.

Happy weekend!

cristy@meximinnesotana.com

 

Values mini-manifesto

Hi Readers,

I received some excellent feedback from a few people who received my draft consulting values “manifesto” so this is actually a revised version of the draft. Thank you to all who commented on the Core Values write-up I posted on Friday. I am refining that as I go to hone in on those particular areas of practice where I can add the most value.

Let journalism thrive!

Consulting Values mini-manifesto

  1. Diversity drives innovation. Period. We have been shown this again and again in the research. There are countless examples of this in business, design, education, customer service, engineering, etc. See the book The Medici Effect if you want to learn more about this principle. Diversity can broadly include gender, age, culture, discipline, expertise, interests, skills, strengths, orientation, and many other dimensions. Your team is enhanced by how inclusive you can be about bringing full engagement of your diverse players.
  2. Women are leaders. This is true in families, communities, business, nonprofits, government and all sectors. One problem is that we have widely associated leadership with a lot of “masculine” qualities. We do not always see the value of collaboration, influencing, building genuine connections and flexibility in thinking. I believe that women already have most of these skills already, and they are skills that can be coached and developed. We have undervalued the skills of half our workforce in encouraging women “act like men” in their leadership styles. Instead we must develop confidence and assurance in our own voices and our own ways of getting work done. Leadership is going to look different than the models we have seen. And that is a GOOD thing! We need that now, more than ever. 
  3. Teams are made of individuals with far more talent than we typically use or optimize in their current work roles. While that is a challenge, we can build in better ways to tap that talent, help design workplaces and teams that fully utilize our strengths while maximizing the overall productivity of the team. There is an art to doing this, and there are mindsets which allow us to fully utilize talents. When we think someone is too “junior” to have an impact, we miss the freshness in perspective that person can bring to the work. When we think that we or someone else is too “senior” to have something to learn, we sell ourselves short. This principle is based on the “growth mindset” pioneered by Carol Dweck. It is also based on years and years of research I have done in my own workplaces, witnessing growth of so many people, when given the right conditions and encouragement. I aim to help you maximize the wealth you already have, which already exists within your team.

This is intended to describe the values I bring to my consulting work. Of course I am adding more detail to the consulting “program” and practices I intend to offer. I have time to work that out before I actually will start marketing my time and effort in these areas. But it helps me to write and focus in the places where I feel most passionate and committed. I think the above areas describe that well for now.

Cheers & have a great week! As always, I am happy to receive your comments and feedback.

cristy@meximinnesotana.com

 

Entitlement vs Service

I am reflecting on the lessons I have learned during my time decade plus of working in the medical device industry for a very large company.

One of the observations is the way I respond to leaders who approach their work with entitlement versus those who aim to serve. The former set were wrapped up in a sense of “we are the winners” and they set up their organizations to demonstrate that. The latter approached from a more humble place of openness and willingness to learn.

Carol Dweck makes a powerful case for leaders and organizations who embrace a “growth mindset” versus a fixed mindset in her book Mindset: the new psychology of success. In summary, the person who believes they can grow and develop over time and with practice will far surpass the person who believes they are born with a fixed intelligence or talent. Children who are told they are smart, rather than the ones praised for their ability to work hard and persist, are actually at a disadvantage in the long-term.

I can relate to this principle and how it created a bit of an identity crisis when I first went to college. I had put in some hard work, but my belief was that I was “naturally smart” and this was how I identified myself. But going to a place like Swarthmore, where I was nowhere near the “smartest” and had not yet developed the academic work ethic I would need to succeed, I struggled, especially in my first year.

I called my parents one weekend to tell them that the college may have made a mistake in admitting me. I was not sure I could handle the work. But my mother reassured me – she knew I could do it if I worked hard. College was about challenging ourselves at a higher level. Thank goodness my professors agreed, and when I admitted to other students and to the professor that I was struggling, I realized I was not alone. I would have support in learning and growing if I was open to it.

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Link to video

The parallels in leadership intrigue me as I consider the effectiveness of those who believe they are the “smartest” in the room versus those who are open to learning from front-line employees. I respond best to those leaders who are open to feedback, who ask to hear my ideas. I want to contribute to their cause, because they see it as “our cause.” I want to figure out creative ways to help because I feel their belief in me. I want to learn and understand new things, because I know I will gain greater skills along the way.

When I consider my own responsiveness to feedback, I aim to improve my ability to take in criticism that can improve my performance in the long run. Though it can be hard to hear, when delivered and received in a spirit of mutual respect and investment in growth, it is a gift.

This applies to individual contributors also, not just managers. Those who are willing to learn from their mistakes are more willing to take risks rather than try to keep a perfect image as someone who never fails. If the environment is conducive to it, the growth-minded person will be unafraid to challenge the status quo. They will have courage to communicate what may be “blind spots” to leadership.

The research also shows how the growth mindset can be taught and coached, and is not something we are simply bestowed or lacking. This is fundamentally the philosophy I have embraced. I have seen so much evidence of this in my own work with colleagues over the years. To me there is nothing more rewarding than watching someone succeed at a “stretch” goal and knowing that maybe just a year or two before, they may have doubted their ability to achieve it.

Where do you want to grow? How strong is your belief that you will get there with practice and determination? What if difficulty just means “not yet”? 

cristy@meximinnesotana.com

 

Curtain call

Today I will tell my team about my career decision news. My director scheduled a mandatory conference call so I could tell them in my own words what I intend to do, and that I will leave the company in early August.

It is interesting that my subconscious was working on this task as I slept last night. I had a “naked dream” last night. I was the only one without clothing, but somehow I did not feel at all self-conscious. I am choosing to interpret this to mean that, though I am making a somewhat vulnerable choice and I am totally exposing my goals, dreams and plans before they are fully baked, I am ready.

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In reflecting this morning in my journal about the message I hope to deliver, I started realizing that it boils down to this: I want to reinforce the idea that they are a “small and mighty” team. But I also want to model courageous change. Instead of leaving them feeling abandoned, I want them to realize how strong they are and how resilient. While I worried plenty about who would “protect them” if I left, I now know everything will be fine.

Sometimes our fears of being who we are get in the way of taking our next steps for development. Speaking personally, I know how vulnerable it is to admit a dream to someone else, knowing they may not understand. They may tell us: you’re crazy! They may induce doubt that are dreams are worth pursuing, or fear that we may fail.

But being who we are, and exposing that truth about what we desire is fundamental to our longing as human beings. I think Glennon Melton Doyle said this in a conversation to Liz Gilbert during a podcast. Her desire was to be known for herself, for the truth of who she is.

My dream this morning helped me realize that I am the one who needs to accept myself as I am. Whether others do or not is really irrelevant. But at the same time, it is being my best, brave, true self that may help them do the same.

May you feel free to be who you are and live your dreams and desires.

cristy@meximinnesotana.com

 

Wanted: women’s voices

I had a blast on the 4th of July holiday catching up on my personal development “input sources” and reading more materials that fascinate me.

I began the day giving a ride to downtown Minneapolis for my hubby and his friend, who were running the Red, White & Boom 5k. They rocked it, despite hot and soupy weather. After that, while hubby was taking a well-deserved nap, I used time to listen to the Gallup “Called to Coach” podcast and a few others.

It was interesting to hear more in depth about the Gallup Strengths profiles. I have done many exercises with my team using this tool, to figure out how we can merge our strengths together to be a more effective team. My own brand of strengths includes Intellection, Input, Relator, Developer and Empathy. Those terms may seem a little strange if you are not familiar with their tool, but I highly recommend the assessment if you have not yet taken it.

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Photo credit link – Metal female voices fest XI – 2013

The downside of this particular listen-fest was the fact that I noticed that ALL the voices I heard on the podcast were men. ALL of them. 100% of them… I mean, after listening to the 5 themes and interviews, I would have thought at least ONE of them would feature a woman. Maybe just 20%. I realize there are less women in positions of leadership than there are men. Even the U.S. Congress has roughly 20% women in its ranks.

I realize it was content from 2014-2015. Perhaps their more recent content is more balanced, and I should give them the benefit of the doubt? Is it THAT hard to make an effort to find a few women to speak on their show? I find myself disappointed but at the same time more committed to working on helping to increase the voices of women in leadership.

I respect many of the mentors I have had that are men throughout my career and my life. But I crave more women’s voices and wisdom to be included in resources for personal development. What happens when you ignore half of your potential demographics? They may disengage and tune out.

Biases and stereotypes can get in the way of people making good decisions. When I am making important choices, I want a team of people with different life experiences to weigh in, since my customers are diverse as well. I have seen how creativity is generated from diverse teams committed to a common vision.

Maybe it starts with me… I should consider that. Wisdom comes from many cultures, genders and experiences. Today I am giving thanks to WordPress for allowing more of us to have a platform, to my husband and to Chris Guillebeau for encouraging me to start writing.

Cheers,

cristy@meximinnesotana.com

 

 

 

On the eve of big things

I have started writing at different times of the day, to reflect the “rhythm” of my week as it ebbs and flows. I am trying to purge out the stuff that just needs to leave my head, and also make sense of changes in my consciousness I know that consistency is important, and that daily creative spark helps me to get energy for the rest of my day.

I am procrastinating on my coaching homework and deciding to put it off a bit more, so I am writing my blog instead.

Uh, why *am* I avoiding my coaching homework? I will use this space to examine the reasons. One of the assignments is to rewrite my career dream in a 1-year and a 5-year formats. But what is getting in the way of this is that I interviewed for a job at my current company last week that really excites me.

It is hard to write my 1-year dream in a way that is independent of my excitement for that role. I guess that’s okay. A year seems ultra-long when I consider my current role. But it seems like it could go by in a flash if I am doing something with full engagement and attention. But can I bring full engagement to it? Would I give up my blog for it? No, for sure not.

It is a fairly high profile role (Senior Program Manager) with visibility to the top executives and the CEO, but I think I could make some impact there. We could actually re-invent the way clinical data are used in health care. Whew! That could be amazing, right?

Of course, I still have a lot of unanswered questions, so I emailed them to the hiring manager as a follow up. I’m not sure if they will make me an offer, but I suspect I am their top candidate, given what HR has shared with me about their search.

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Photo credit link

Another BIG part of me was fantasizing about quitting this corporate thing in August and figure out how to make it on my own, doing consulting and writing, and perhaps coaching. I wanted to take a break from this “treadmill” to get some time and space to really pursue my writing goals in earnest.

The money thing crops up. By August, I am aiming to have 6 months of living expenses saved up for any kind of foolish job-quitting my soul beckons me to do. My hubby would prefer we use that money toward a down payment on a house, or maybe some land on the north shore of Lake Superior. That appeals to me too.

If I stay, I will have to work a lot harder this summer and fall. New jobs takes investment, focus and attention. I am not afraid to work hard. In talking with a good friend of mine yesterday about the job, she observed that she has not seen me so excited or energized about an opportunity in a while.

My massage therapist said the same thing, and she had a quote for me that popped into her head when I told her about my response to the interview: “Great things are done when man and mountain meet.”  William Blake.

My friend asked me “what would hold you back from taking the job” and my response was: having to wear grown-up clothes and go to the office every day. What this means is that my introvert self would have less alone-time during the standard work day. I have gotten spoiled working from home (when I am not traveling) a couple of days a week.

But other than that? Maybe the fear that my current role has provided a comfort level (3 years in this manager role, 11 years in the department), and I know I will be living in the “discomfort zone” for a while. But that may be the growth edge that I seek.

When things are too calm in my life, I tend to make trouble. But maybe this is the kind of trouble that I need to invite in, because “wildly improbable goals” have a strangely motivating effect on me.