airport musings on Friday nite

There's an underlying sadness in my soul fed by the premature death of my sister, my dad, the challenge/gift of my granddaughter, Taylor, and the poignant loss of many important people in my life--most especially my mom. This sadness is pulled forward with any event that I anticipate as a loss. I have an irrational (?) fear of losing my brain (aka intellect, creativity, capacity for generativity) when I retire.

I'm becoming more aware of how the traits I value in myself are "in relation"--to you, to other colleagues. My fear, my sense of loss, is tied to losing this relationship.

I need coaching! Please don't say " we will keep in touch". Great intentions, grim reality. Coach me. Where will my inspiration come from? I fear being dry alone since I am so fertile in community.

Been a while...

Haven't kept my commitment to post regularly - it's not easy to remember to do and also to figure out which of the various emotions about the upcoming changes are fit for blogging. I'm mainly so excite for Jackie and thrilled about Janice that I'm not filled with angst in that regard. It's just typical change-related emotions that kick around for me when I consider how this time next year our 'practice' will look different. Makes me want to fill this year with opportunities to be together as a team - we'll have natural times we'll cross paths with upcoming training and events but I'm picturing a good long huddle (Seattle perhaps?) with a little bit of kumbaya and whole lotta strategy and idea sharing, or the other way around. : )

Hope everyone is well and wonder if anyone has anything similar bubble up for them. We're so busy with FY11 360s and FY12 meetings that I'm not halted by the change emotions just cognizant they are there.

Sidenote: I get a kick out of Jackie saying she doesn't like the PMDP process - then goes ahead and does it better and more thoroughly than anyone I've ever known! The converasations are meaningful and the feedback is valuable. Thanks Jackie for taking the time with each of us in that way.

A great leader is.....?

As many of our new partners are asking 'What makes a great leader', I thought we could ask ourselves the same question. So, my question to the group: "What 3 words come to mind when you think of a leader you want to emulate?" I'll start......courageous, unique and creative. Who's next??

Lean On Me...

...you know the song? 'Lean on me, when your not strong, and I'll be your strength I'll help you carry on.....for it won't be long til I'm gonna need somebody to lean on."
That's what comes to mind when I think of this team (and of the role Jackie has played for me and countless others for the 9 years I've known her). We are all always available to each other and that comfort is grand, even when we don't lean often.
Just feeling grateful about this team and a career that is so fulfilling.

Hold on, Let go, Take on

Decided to move this from a comment to a post and broaden the challenge to the team. Hudson uses a framework for transition called "hold on, let go, take on to move on." So here's the request--what do you have to hold on to, let go of, and take on to facilitate the transition from me to Janice?

Personally, I am aware of so many things and have had an avalanche of emotion in the last week regarding the topic. "Holding on" refers to core strengths, values and accomplishments to honor. Transitions are times when we can view our core strengths and CHOOSE what to carry forward. I want to hold on to my ability to vision, my creativity, productivity, interest in developing others and my commitment to making a difference. I also want to hold on to what I've accomplished at EY. A coach recently asked me what I needed to do to leave a legacy before May 2012. I told him that I was content with my current legacy and I am! I want to hold on to my relationships at EY--one of the things I am very afraid of losing. I want to let go of my crazy schedule, my alarm clock and most of my "big girl" clothes. Don't be surprised when you see me post EY if I am wearing boots and big earrings. I need to take on broader interests and skills. I want to let it be ok to not be perfect, to get messy with my art, to be a beginner again.

More to come.

Challenge

This topic is drifting a bit from our "help Jackie and Janice transition" agenda, but I'm hoping it will get some traffic going on the blog.

I got an email from Deb Griest today with a link to a TED video that promotes 30-day challenges. Listen to the video (6 minutes long) and respond here with what you will commit to for the next 30 days.

http://www.ted.com/talks/matt_cutts_try_something_new_for_30_days.html?utm_s
ource=newsletter_weekly_2011-07-06

I'm thinking it's a great way for me to start practicing retirement--a series of 30-day challenges. Somebody go first--I'm thinking about what I want to start with!

National role

I had a call this morning with a Lead DC who was commenting on Janice's transition. She said, "the team won't need managing; the biggest challenge will be managing up." She wasn't referring to Mike, but to the element of influencing necessary to the role. I've been in this position for so long and have many trusted relationships. Even tho Janice has strong relationships within the APT, she has always had a sub-area role. There's a different sphere of influence; new rules. I started thinking about the fact that most of you transitioned over the past year from sub-are to national.

What were your lessons learned that you would share with Janice?

Extraordinary

As I think about Janice's arrival and Jackie's transition ahead my mind jumps to the lively mini-discussion we had in Chicago about whether we consider ourselves a team or a group. You all might recall Jackie's position that we are technically a group because of our independent work capabilities and as I recall several others felt like a team because of the connectedness we feel and share through our combined work efforts.

I'll point to the material Carla shared as a reference for what I think the PCG has come to be as an extraordinary bunch of cool talented people. : ) She shared these 8 characteristics of Extraordinary Groups: compelling purpose, shared leadership, just-enough structure, full engagement, embracing differences, unexpected learning, strengthened relationships and great results. The definition of being extraordinary is that all "members, individually or collectively, achieve outstanding results and experience a profound shift in how they see the world."

Jackie has shaped our ability to become so extraordinary : ) and by all accounts is an extraordinary leader of everything she's led at EY. The characteristics she embodies exceed far beyond any one reference model - but I wanted to share it here as we welcome Janice to this team....or group. ; )

Of course we are self-named the PCG not PCT, and in truth it does not matter what we are called but what we've become as members who share the same mission and Leader in Jackie, soon Janice. The bond is strong and Janice is so genuinely and warmly respected and welcomed - I have no doubt we'll stay extraordinary!

Joining

When Janice and I first discussed her leading the team one of her major concerns was how the team would feel about her "moving in" after we'd already formed and accomplished as a team. I wasn't worried because of who you are (confirmed by all your welcoming comments to her) and because of who she is (a known, respected and liked quantity), but since the purpose of this blog is to be deliberate about transition, I'd like your thoughts. She's reached out to all of you to set up some 1:1 time, which is a great first step. What else can she do to enhance her membership to the team?