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Showing posts with label Career development. Show all posts
Showing posts with label Career development. Show all posts

Tuesday, April 9, 2024

On Becoming Mundane

Resurrecting a reflection on an experience from 31 years ago that’s as relevant today as ever…

It’s 1993 and I am 34 years old. I have planted a church in Canada and in Indonesia. Along the way I've gained experience in preaching, teaching, and administration. I'm gaining insights into leadership and organizational development. Now I am in Phnom Penh Cambodia, establishing the leadership structure for the international church I lead.

Life is good. Got to thinking about my future, and the thought crossed my mind that I could probably make it through the rest of my vocational ministry career without much more effort. I could ride that resume into the sunset of my career with no further effort. That was a very presumptuous thought. But more dangerous is the crippling attitude it reveals in me.

While I'm entertaining this perspective, I listen to a cassette tape by John Maxwell, a well know leadership author, pastor and coach. I don’t remember the topic, but I do remember the bomb he dropped into my world that day. He cautioned that the leader who is not on the growing edge is in danger of becoming “a mundane man or woman”. That word blows apart my presumptions and my comfortable world. My life is in danger of becoming commonplace, inert, mundane.

I had some choices to make.

Significant and developmental growth in our lives is determined or denied by the winner of the battle between choosing Courage or Fear. The challenge with Fear is its double edge. We fear launching into the new and unknown, but we also fear the consequences of inaction. At some point Courage must be exercised or we will remain immobilized between the two sharp edges of Fear.

I was immobilized. 

Not long after the challenge to my mundane-ness, I was presented with an opportunity to move outside my comfort zone, and build on my emerging interests and passions. I came across a master’s program in Organizational Leadership. Funny how the LAST THING I ever wanted in life was to go back to school. Certainly, there had to be other ways of developing myself. There were, and there are. But at that point in my life, I knew that I had to do something that would create a structure of accountability for my development. That program was it. I overcame Fear, borrowed Courage from my wife, and launched. The end result was not a degree on my wall, but the lifelong learning ethos it developed.

Why strive to grow? Growth inherently brings change, and change is hard. Why not remain content with where and who we are? There’s enough change in the world. We’re all tired of it. Is it not more virtuous and advantageous to be anchored? Is existence on the ‘growing edge’ worth it? You must answer this for yourself, but here are a few of my learnings and contributions to the thinking around this. Please add your own in the comments of this blog.

  1.  'Mundane' in some contexts means the ordinary, the everyday.  Learning to be content with that kind of 'mundaneness' is an antidote to the hurry-up, never satisfied life. 
  2. “The greatest obstacle to discovery is not ignorance. It is the illusion of knowledge.” (Daniel Boorstin). Reflect on that as you think about discovering more about yourself, your abilities, your potential.
  3. “Fan the flame” of what has been entrusted to you. (2 Timothy 1). You’re a steward of the Creators’ design in you, and of the input of the community that has nurtured you. They all believe you have something to offer. 
  4. The answer to the prayer “Your Kingdom come. Your will be done on earth…” is fulfilled through inquisitive, growing, courageous and engaged people. We are not meant to sit back and wait for some divine rescue event. We are meant to engage, so engage well. Hone your life so it is a net contributor.
  5. A commitment to growth leads down the path of discovery. That inherently opens new horizons, new reasons and new opportunities to influence and effect change for human flourishing. Be prepared to course correct. 
  6. Personal development costs. So does a lack of development. Which cost are you willing to bear? What lost opportunities and unrealized dreams are you willing to exchange for your need of security and comfort?


I am now 65. The ‘mundane’ challenge is still (and again) before me. This is a time of life where most people would not begrudge me pulling back and ‘coasting’. I don’t have the energy of that 34 year old in Cambodia, and I still face the battle between Courage & Fear. But the only way to face it is to face it. So, I am launching into endeavours and engagements that will press me to learn. I will need to calibrate my energy and expectations at this stage of life. But I am throwing off the bowlines and setting sail.

Let’s see where this goes.

Harv

Tuesday, March 19, 2019

WIFM Radio – your Transition Station

If you are in a career transition (as I am currently), tune in to WIFM.


Millennials get a bad rap for always listening to this station. However there are times where you should dial into this frequency. 

During the recruitment and interview process employers play their favourite stations. Songs about performance expectations, previous relevant experience, and the favourite country tune: “Tell me about a time when…”. Now is the time for you to play the songs from WIFM: "What's In It For Me?"

As I pursue my next vocation and encounter the recruitment processes of various organizations, the words of Dr. Nancy Adler come to mind: 

"Organizations that believe people can change emphasize training and development whereas organizations that believe people are incapable of change emphasize selection systems".   (International Dimensions of Organizational Behavior - 2008)

Getting the right answer to “What’s in it for me?” will let you know if you would be:
  • Participant in a learning organization, or...
  • Employee # __ in an organization that prefers status quo. 

If you want to determine whether the organization is one that will develop your skills and potential, below are some things to look for when you are in the process. Make the effort to interview the organization just as they are interviewing you. You could formulate questions to pose when you are in the interview, but it will likely take some personal effort beyond that by speaking to current/former employees and searching their website for any clues pointing to a learning and development culture. 

Here are some suggestions for how to assess the answer to “What’s in it for me?” 

How does the organization provide for ongoing learning and development?
  • Is there a policy, budget, expectation or a track record of time provided for ongoing learning?
  • Google their staff. Do they publish? Are they present at industry events as a participant or a presenter? 
How does this organization know you are performing well? 

Are there performance reviews? If so, how are they conducted? Here are 3 approaches I have encountered and my take on their usefulness:
  • The formal review where you are evaluated to a set of objectives laid out 6 or 12 months prior. Be cautious here – in what universe would you want to be evaluated TODAY on an issue that occurred many months ago? Unless their process has some type of ongoing, real-time adjustment to it, it’s a ‘check off the box’ exercise AND does not see you as a person-in-process.
  • The regular ‘check-in’. This may be accomplished via regularly scheduled meetings, or the informal drop-in/walkabout approach. These can be very valuable because they are real-time assessments - as long as they are a ‘check-in’ and not a ‘check-up’. The former approach is about how you are performing and discovering what you need to succeed. The latter is simply to know if you are performing to expectation. 
  • The DIY. Basically there is no performance review. Any advancement in competence or skill development is self-regulated. On the surface this sounds awesome. No accountability! High trust! Freedom! Long leash! However, the dark underbelly here is that when you are left to assess yourself, you tend to over-rate your competencies and lack the objectivity needed to assess areas for personal growth. 
What are the signs that this organization has a learning culture? 
  • What was their last failure and what did they do with it? (ignore, suck it up and move on, meet for a post-mortem to assess learnings…)
  • When they meet as teams, what is a typical agenda? Find out if this is an assessment culture or a task-list culture. 

You can go to work, or you can go to build & contribute to this world. 
Once you have made your choice, then interview the organization to find your fit. 

If you have other suggestions that would help a person tune into WIFM, please leave a post below.