When you start your work day or your work week, do you ever ask yourself: What makes the most sense? It may be a good way to clarify your objective in any given moment or hour of the day.
Do you ever consider what time of the day you work best?
(I am going to answer for myself in the parentheses below the questions: yes, morning. My best work happens before noon.)
Do you plan your time so that (if you are a morning person like me) you accomplish your most important work at that “best time”?
(Yes. Most of the time that works well. In my corporate job, it did not work as well, because I had to be sure to be available to my team at certain times, and morning was the time the most probably intersections.)
Do you spend multiple hours checking and responding to email?
(I used to do this. It took up WAY too much time and required me to refocus far too many times in the day to get to my “deep work” tasks as much as I wanted.)
Are you able to put aside distractions such as social media, email and other items while you are trying to complete your most important work?
(It is truly tempting to have the social media “open” during the work day but I realized this was a recipe for disaster. So now I define times I will do that, usually during a break between harder tasks, before/after lunch break or at the end of the day when my brain is shot anyway.)
These are some questions I am using for my own self-coaching as I begin to work for myself, and launch a successful consulting practice. If they can be helpful to you as well, awesome! If you have some other coaching questions you like to ask yourself for helping to focus on working effective, I would love it if you share them with me.
After a lovely two weeks of vacation, on Monday I am “heading back in” to work mode. My husband took a picture of our cat Calvin, who was lolling about on his foot on Sunday, enjoying the sensation of connection. I thought it illustrated my sentiment fairly well.
Going back to work sometimes makes me feel like that, but I guess that’s one way to know I am not aligned with the work I do now. The School of Life has an excellent video about that “Sunday Night Feeling” which I encourage you to check out if you sometimes suffer from the Sunday blues.
I am so grateful for the time off. It gave me some perspective on the situation and on what my intentions are for the coming weeks. I completed some coaching homework, including a timeline and plan for my 1-year goals. I had a good conversation with my husband about what we are prepared to do in order to go from two regular incomes to one for a few months during the transition. My intention is to leave my current job behind in August, and to try to work on my own as a consultant.
I plan to offer my skills in facilitation, strategic planning, human-centered design and change management to companies and departments where I can add value. While my last few years have been primarily focused on clinical research project management in the medical device field, my skills are transferable.
I really enjoy organizing and leading multi-disciplinary problem-solving sessions for leaders or individual contributors that allow people to think big and dream differently about their work. I have a lot of experience in change management efforts, having co-led several of these efforts in the past few years. Most were successful and some less so, but I learned some valuable lessons about what factors are critically-necessary, especially in international and multi-cultural organizations.
Effective organizational change can be achieved when the following exist: 1) shared understanding of why and what changes are necessary; 2) buy-in and ownership of the change(s) at all levels; 3) effective communication and pacing of changes; 4) ongoing conversation and engagement of those affected by and asked to embrace the change; 5) evaluation and re-evaluation if the changes are effective and achieving the desired outcome.
Changes so often fail because they try to address a problem without understanding the root causes. I believe the most successful change efforts often arise from the “on the ground” and customer-focused employees, the people who do the work and see the gaps in the system. Leaders can facilitate these changes by being open to hearing the problems and issues, soliciting and supporting ideas from their front line employees, and adding the appropriate resources to address the challenges. It is important not to make assumptions or jump to conclusions without fully understanding the dynamics of the situation.
I am fortunate to be connected to other consultants doing this kind of work and anticipate I will begin by apprenticing and learning from them, partnering where I can add value. Many years ago I consulted in the nonprofit field, helping leaders with strategic planning and grant development efforts. I particularly enjoy adding an outside perspective to an organization or department that is struggling. It is fascinating to learn and understand the “ecosystem” of an organization and problem, and then begin to apply design processes and engage the right people to solve that problem. Indeed that is the most rewarding work I have done throughout my career.
In about 6 weeks, I will say goodbye to the corporate role, and begin a new phase of my work life. I am ready. Wish me luck!
I have a sense of vague uneasiness this week, and I know it is probably related to anticipating my Dad’s upcoming surgery and an interview I have this Thursday.
It is a minor hernia surgery so everything should be fine, but last time Dad went to the hospital for surgery, he ended up in ICU for a few days unexpectedly. So I will happy to hear from my Mom after he returns home tonight or tomorrow. I am pretty sure that is the main reason for this vague feeling of uneasiness.
This Thursday I will be interviewing for a Senior Program Manager position that I applied for last month. It is a 5.5 hour set of meetings with 7 different people, as usual for my company a pretty grueling process. At least I will get to meet the whole team, and I will have the opportunity to assess if I am a fit for the role.
A part of me finds the opportunity exciting, and another part of me is almost disappointed to have the interview because I was looking for an “excuse” to leave the company in August for a break. My tolerance for corporate politics is wearing thin and I am having trouble distinguishing whether this is due to my particular position in the organization right now, or more of a general phenomenon.
I do know that we sometimes believe “the grass is greener” in another location and then we go and find that we have a new set of challenges to face. I am considering the ways in which I can honor my truth and step up to a new scenario with courage and commitment, if it is the next right step.
As I evaluate the new possibilities I will use my body and my emotions as an important “metric” of whether this particular path is a fit. For me it is about the people, the project and the environment overall, and whether that combination feels motivating (maybe a little scary, that’s okay) and compelling.
Some of the uneasiness might stem from my own perception that this is a step “up the ladder” and I do not necessarily care that much for advancement in that sense. I am going for better alignment rather than traditional advancement this time around. Not that those things are necessarily in opposition, and I must remind myself of this. I realize that part of me fears success as much as failure. Increased visibility is not always my goal, even though this may be what allows me to grow into the next version of myself.
Time to meditate, journal and plan for my week. Hope y’all enjoy the marvelously warmer temps of Spring (those in my neck of the woods). Hasta luego, amigas/os!