Football IS life. Here’s Why.

Before there was Believe…

Before Ted Lasso, Coach Beard and biscuits with the boss…

There was Brandi.

Source: AP

As always, I know you are thinking- what the hell does this have to do with your company or your job? Keep reading…

My relationship with soccer started as a young age, not as a player, but as soccer “sister”. My brother, who undoubtedly inherited the athletic genes in our family, spent a lot of time on the pitch. My gifts, of gab and feelings-- was perfectly suited to sidelines; this was before parents started getting crazy (I mean, they were crazy, but no one was putting it on Tik Tok) and I had the benefits of being a sibling so my "passion" could still be chalked up to teen angst. Plus, there was no Nintendo switch or an iphone to keep me busy back then. I actually watched the damn games!

So to make it abundantly clear, we are not new at this soccer fan thing. Ultimately, my brother played D1 college soccer-- and our family, on a visit to Japan to visit family, attended our first World Cup together in  2002 (Japan/ Korea). .. and we got hooked.

2002 FIFA World Cup

2002 FIFA World Cup

Before I got married in 2007, my husband and I talked about starting a family and I said, only after the 2010 Word Cup (South Africa).

2010 FIFA World Cup - Pretoria, SA

Group Stage USA 1 - Algeria 0

2010 FIFA World Cup - USA v. Algeria

In 2015, when I realized a US v. Japan final was going to repeat itself in Vancouver… I booked flight and hotels with every last reward point I had, made my dad pack his bags to get to the final game of the Women's World Cup. The whole time, I reveled in the fact that I couldn't lose with both of my teams in the final. (USA won the rematch this time)

2015 Women’s World Cup Final - Vancouver, BC. USA v. Japan

Final Score: USA 5 : Japan 2

And finally, last fall, me, my brother, Mom and Dad made it to Qatar for the 2022 World Cup-- a 20 year anniversary of our very first WC experience. I left my husband and kids for 10 days, told them to look for us on TV, and wished them a Happy Thanksgiving. What a blessing to be able to be with my mom, dad, and brother for 10 days and celebrate with the world.

2022 FIFA World Cup - Qatar

Group Stage USA v. England (DRAW)

2022 FIFA World Cup - Qatar

Group Stage Japan 2 : Germany 1

But before ALL of this, there was the "sports bra" heard 'round the world.  The 1999 Women's World Cup Final. USA v. China. Pasadena. Sell out crowd of 90,185.

CREDIT: TIMOTHY A. CLARY/AFP/AFP/Getty Images

 0-0 draw after extra time… led to penalties. GAH!

Each team made their PK's…until the 3rd PK for China was saved by US Goalie, Brianna Scurry. (also a legend!)

Brandi Chastain stepped up in the 5th position, drilled it in, ripped off her shirt, and unleashed one of the most iconic celebrations in soccer history, men's or women's… cemented her legacy in US soccer forever.

In the days after, she was criticized for being disrespectful, for showing skin, being too brash, un-woman like-- but for many, including myself, the image endures as badassery personified. The gall of everyone seeing your sports bra (!)

FUN FACT: FIFA created a rule the following year— penalizing any player, man or woman, who removes their shirt during a goal celebration.

Here's what you might not have known-- Brandi Chastain was not supposed to shoot in the 5th position. She was supposed to go 6th in the line up (if it came to a 6th).

Additionally, US coach Tony DiCicco, told her to take it with her left foot. To be sure, she was always considered a two-footed player, but she had NEVER taken a penalty with her left foot- EVER. He wanted her to use her left foot because he thought it would surprise the Chinese goalie.

He was Right.

When she was recently asked about the moment on the "Men in Blazers" podcast (so good and entertaining, BTW— check it out!)

She explained that DiCicco had brought her back to the National Team (post-injury), switched her position (from striker to the back line). And when he told her to take the PK with her left foot-- despite never taking a penalty kick with her left foot in her LIFE… she did it because she could and he knew the same.

““When he came to me with anything, I knew he would not put me in a position to fail.””

— Brandi Chastain, Men in Blazers Podcast 8.2.2023

Well, that quote stopped me in my tracks. I hit pause and played it back.

In a nutshell, that is leadership at work.

He believed.

He 100% believed in her ability to convert the PK. He believed in her confidence and trusted his own instincts as a coach. And he believed in her left foot.

She believed.

She believed she was made for that moment. She believed if her coach told her she should do it….that she could.

The intersection of trust, respect and ability— that is the magic that makes impossible things possible.

The World Cup is perhaps the most exaggerated example I could use, the biggest stage in the world, and yet, I KNOW from my experience, that leadership brilliance can be seen and heard every day, under any circumstance.

Imagine what we would be collectively be capable of if we all felt the same as Brandi and Tony at that time ...

 we would be Unstoppable. on the pitch. Off the pitch. At home. In the office.

That is the power of trust and confidence.

The rest as you know, is history. The US Women’s National Team became the defining force in the women’s game, winning two more World Cups in 2015 and 2019, until two days ago, when it all screeched to a halt. (that is another blog post!)

As for me, I'm going to watch the rest of the tournament and cheer on my other team, Japan. (I promise you— they're going to be in the final.) And while the US women couldn't quite get the job done this time around, I know we'll be back-- because even the best in the world need a reset.

If you're not on the soccer bus, hop on! If you already are-- then you already know how special it all is, particularly if you've been to a World Cup.

Enjoy the rest of the Cup-- because we got next. #2026

Until next time my friends…Be well & stay well!

Jean

PS: a very special shout out to all of my World Cup friends I’ve made over the years…your enduring friendships are treasured!

The Art of Nemawashi

We’ve all been there— you spend an exorbitant number of hours on a proposal or presentation for work— revising, reworking, crossing every T and dotting every I. You walk into the meeting, maybe you’ve listened to your favorite song to pump you up (Lizzo? Queen?), completed your requisite power pose (Thanks Amy Cuddy! ),and head in — confident and capable. #readytoslay

But somehow the meeting goes awry and the leadership team throws up ALL OVER IT. (sigh)

It happens every day, all the time. You were prepared, you had the data, you have the right solution— and when it first happens to you— you spend a lot of time trying to figure out what the hell happened?

The answer?

Nemawashi. AKA- the meeting before the meeting.

Thank you, Lin Manuel Miranda!

Simply put, nemawashi is the Japanese concept of informally socializing change, a new idea, a shift in strategy with stakeholders BEFORE you get into the “room where it happens". (Hi Hamilton!)

Translated literally, the Japanese characters are “ne”, or root, and “mawasu” — to go around. The idea is that if you want to move a tree to a new location, you “go around the root” and work carefully so once you transplant the tree, the tree will adapt seamlessly to the new environment.

In my experience in working with C-suite leaders and leaders of large organizations, surprises are not unexpected, but typically not welcomed.

i.e.— they are paid to deal with “surprises”, but most would rather not deal with them, particularly if it means taking a different path from A to Z.

I was pretty far into my career when I finally understood the art of newamashi and the importance of the step before heading into any major meetings that involved a new approach.

At its core- it’s a reminder that not everyone is going to come along for the ride with you and you might need to give a little more TLC than others.

On the flip side, unchecked newamashi can be 100% unproductive… inefficient, and not conducive to quick decision making.

In those cases, the practice of newamashi is exhausting, frustrating and entirely too time consuming. There has to be a healthy balance somewhere.

So I’m going to keep this simple— let’s not overthink this one, friends!

The lesson here is with anything in life … whether it is work, personal, relationships— big decisions…(even with decisions that seemingly only affect you), require you to take a moment to understand who your stakeholders are— and take a minute to “tend to the roots.”

You want your solutions and ideas to flourish; and if you spend a little time upfront— my hope is that when the time comes, you will enjoy great success.

Be well, stay well. Mask up, sleeves up (when it’s time for your vaccine!)

Take care of yourself and each other!

Jean

Lessons from the Mat

Friends!

Officially 20 days until we can say “hindsight is 20/20”…and it will actually be TRUE! Cue up the memes, I know you will have some good ones.

But before we move on to 2021 intentions… 2020, I ain’t done with you yet!

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Before I launched this business and this blog, I was living the proverbial “life”, aka enjoying my career sabbatical— after having closed out, what I humbly think, was a nice 18 year run at GE.

One of the things I firmly believe— is to try some unexpected things from time to time. Maybe it is something creative, maybe it is road biking, maybe it’s taking a hike at the local state park you’ve been meaning to go to, but more than anything, something different. Your personal bucket list, if you will.

Not only does it scratch an itch that probably has been around awhile— I know I ALWAYS take away something from the experience that helps me in another part of my life— whether it’s being a leader, an employee, a spouse, a mother, or a friend.

With that-- ON to the mat!

Karin Dabrowski - great teacher, a better friend!

I’ve been practicing pilates for awhile now for about 6 years now. This is Karin— one of my good buds and a GREAT pilates instructor. When I met her at my gym, she was the first teacher that got me hooked.

About Pilates… if you don’t know— here’s a quick drop:

Once upon a time there was a German guy named Joseph Pilates, who grew up as a sickly kid. His father introduces him to body building, gymnastics and he begins the studying the science of movement, yoga, the movement of animals. He then begins to develop his practice of a series of exercises, which he names “Contrology”.

He is interned during WWI and starts teaching the exercises to other soldiers, eventually moves to the US, marries, opens up his own studio in NYC, and the performing arts/ dancing community become his first students and devotees. Thus— pilates is born!

Here’s what I like about pilates (yes, I promise this is leading up to the lessons):

• It requires focus and active listening.

  For me, I loved to run because it felt like I was meditating with one foot in front of the other. Pilates is quite the opposite for me…it requires so much focus. I think the closest thing I can compare pilates to is trying to hit a golf ball— you’re checking your posture, your breathing, the angle of your head/ neck, the speed of your movement. And somewhere along the way— everything else you were thinking about, quickly drops by the wayside.

• It tests the limits of your body. It also brings awareness.

  Have you have thought how high your shoulders are hiked up on a daily basis? Do you have lower back pain since you had a baby (ME) and realized your back is the symptom and likely not the cause?

• It is a practice you cultivate over time, that keeps evolving. You know how house plants are all the rage now? That’s kind of how I feel about my pilates practice, the more you take care of yourself— the more it flourishes and grows.

So December 2019, while I’m on vacation, I decide that I’m going to give pilates teacher training a go. I make the decision — with the intention that I want to deepen my own knowledge and practice and will decide later if I want to become a certified instructor.

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Teacher Training | Day 1

I enter the studio. There are about 14 of us, ranging in age from 20-42.

(yes, if you’re wondering, I was the 42-year-old)

Everyone is slender. Flexible. Fit. Shit.

A couple of dance students. A physical therapist. A aerial yoga instructor. A couple of professionals. An actor. One other new mom.

She is a young new mom. I notice she is eating those lovely blended smoothies and I am eating fistfuls of peanut butter pretzels (because protein!) I am the “old” new mom.

In the Corporate World, I was typically the youngest person in the room. It hadn’t dawned on me that the other students may not be just like me. And it just started feeling a little bit… odd.

Fish out of water.

Here I am, starting the day with a little diaphragmatic breathing.

(note: I am EXCELLENT at diaphragmatic breathing)

February 2020 … @Core Chicago Pilates | First weekend of pilates teacher training by @The Lab

Now, I have to stop RIGHT HERE and say for the record— everyone was so lovely.

I learned so much from the other participants. I marvelled at their strength and flexibility. I wish I had known 20 years prior that my flexibility would evaporate and that I should have tried harder to maintain it.

But at the time, I was jealous and was feeling very OLD. No shortage of negative self-talk on my end at all. None.

We got right into the training modules — which is probably 80% practice and 20% anatomical knowledge, “the head is connected to the neck bone” type thing— the book stuff.

I figured, “no problem, I can memorize that.”

But the actual exercises— the practicing, the team teaching, was intense and humbling.

There is one Pilates exercise, called the “Roll Up”, that has long been my nemesis.

Done properly, it looks like this below. Looks pretty simple, right?

My nemesis - the Roll Up

Using your core muscles, inner thighs, and the flexibility of your spine- it is a bit like an unassisted sit up.

Except there is nothing for your feet to push against, no swinging your arms to use momentum.

In my 6 years of practicing pilates, I’ve maybe been “successful” 10 times. It’s not for lack of trying, because god only knows I’ve tried every which way— and if you look VERY closely, it requires the full length of your spine to connect with the mat in order to complete the movement.

When I attempt a roll up, you’d see my lumbar spine (or the area just a bit lower than my waist)— NOT connecting to the mat as it should. (contrary to what the picture shows)

No matter how hard I try, I can’t get it to connect fully to the mat. You would not see my lower spine touching at all.

I don’t know if this is simply my anatomy or having two kids shifted something— but it is incredibly difficult for me. AND SUPER FRUSTRATING!

So during training, it’s time for the Roll Up and I am like— “I’m gonna DO THIS!”

And I took a big I N H A L E, and I start to roll….

And I just kind of laid there.

Nothing moved. No unicorns. I was embarrassed. I try and make a lame joke to hide my discouragement.

Worse, our instructor could see my struggle and came over to help me.

If the reformer could snap shut on me, I would have been ok with that.

Instead of dying at the jaws of a reformer, she grabbed a small foam pad. It was maybe 1cm wide. So— very, very thin, actually.

Then she asked me to come to the front of the studio to demonstrate. I laid myself down on the mat and followed her cues.

Tried to roll up and… NOTHING. NADA.

It’s not like it is in the movies, folks.

I know you really wanted the happy ending here. But no.

***my inner pilates self*** dying. Again.

Then, she placed the foam mat just under the small of my back.

Again, the mat is so thin—- it’s likely that some of you ate a slice of toast this morning that is thicker!

She asked me to try again.

And…..

and then….

It was like a Christmas miracle. FIST PUMP! HIGH FIVE!

I was amazed. The class was pumped (or maybe I am over-dramatizing this a bit), but it was a great moment. Just like the end of “Remember the Titans”. #denzel

She explained that the use the pad (though small), allowed my spine to make enough contact and provide the feedback so I could complete the rollup.

She talked about the importance of making things accessible for clients, so they can feel successful in their practice.

And that was a moment for me… the concept of “accessibility.”

I had always associated the term “accessible” with “disability” or “disabled”. In fact, it seems silly and completely insensitive when I look back on it now.

In the office, I’d always assumed when someone didn’t understand something I was explaining or a viewpoint I was sharing— I would typically assume it was THEIR deficiency or THEIR lack of understanding.

But I know now that I was not making the project, topic, or subject accessible enough that they could follow me.

Instead of feeling successful in my presence; I allowed them to feel “less than”. Just like me, in front of all the young yoga instructors and dancers, who couldn’t roll up to save her life.

After my brief moment of glory, I wore my “I’m the old, inflexible one” like a badge of honor.

I gladly volunteered my abilities (or lack thereof) as a guinea pig since it was more likely their prospective clients would probably look more like me, than they did like them.

They asked me what felt comfortable when I practiced while I was pregnant. They didn’t know many people women get carpal tunnel when they’re pregnant and so we’d have to modify the exercise. And I found my strengths too, my years of practice coming in handy when working with some of the equipment— particularly as I was learning to “cue” exercises.

I think of the concept of “accessibility” in most everything I do now.

Professionally, I deal with tough topics— restructuring, mass layoffs, poor performance and now, more than ever, social justice topics— systemic racism, equity, unconscious bias, diversity/ inclusion. These are topics that make most people squirm. They are not comfortable to talk about. Particularly if you are not a BIPOC.

There are no clear answers. Lots of grey to muddle through.

But it is my job (in any setting!) to make those concepts accessible.

Accessible enough that there can be enough understanding;

accessible enough to be able to share feelings and conversations;

accessible enough to encourage risk taking in a safe place;

accessible enough so the person feels more confidence doing so;

and accessible enough so they will do something to move forward in their journey.

So the next time YOU get frustrated about someone not “getting it”— think of me.

Think of Jean, lookin’ like a fool trying to get my roll up right— and think of how you can help to make whatever “it” is, to be more accessible. In short, meet them where THEY are.

Some other things I’ve learned on the mat…

• small adjustments can make a huge difference;

• words matter;

• expectation setting is a good thing!

I could probably keep going on what my pilates practice has taught me- so I’m thinking I’ll do a part 2 of “Lessons from the Mat”.

What a year it’s been, friends. Looking back on 2020 is going to take some time and space to process. (at least for me). So I’ll leave you with this— whatever you do today, I hope you can do something that moves you. Physically, spiritually, you take your pick.

Take a walk, get some air, get a stretch in… It doesn’t solve the world’s problems, but it does make a difference.

Be Well & Stay Well!

J

PS: Thanks to Jacquelyn Brennan and Holly Swanson of The Lab Pilates for their instruction! If you’re in Chicago— check out their studios, Pilates + Coffee and Core Chicago Pilates! #supportlocal #supportwomenownedbusinesses

PPS: And thanks to Karin D. for her friendship and gift of movement (even though your class was hard on Tuesday and now I cannot move!) I am telling you, she’s a pro!

Transitions

For those of us following the madness that is the US election, we’ve been inundated about the current state of transition.

And while I’ve tried to not spend too much of my energy and time following that drama— I DID started watching Season 4 of “The Crown”, where I was smacked in the face again with the topic.

So despite the fact that I thought I’d be sharing my favorite ***bomb*** Thanksgiving pumpkin cake that I make… I figured the universe AND Netflix have conspired against me —

So here we go, let’s talk Transitions.

Cleary, I’m not a British historian, so it makes sense I never realized that each newly-elected Prime Minister is asked by the Queen to “form a government in her name.” While it is a formality, it IS a symbolic gesture of a transition that is underway.

In my HR career, I have led many organizational and leadership transitions— if you are a strategic partner to the business, that is essentially your job, wash, rinse and repeat.

The fancy types might refer to it as change management or some new Corporatized word a smart, well-educated consultant made up— but it really is simply— facilitating transitions.

And here’s what I’ve learned: smooth transitions are relatively simple exercises; but they are never easy. (see my prior blog)

They aren’t easy for SO many reasons…

• the external environment;

• the internal politics;

• the stakeholders involved;

• the insecurities that abound;

• the control & power at stake;

In short— EVERY transition, regardless of how minor it may seem— needs a plan. If you’ve got something you’re working on, here’s my short list of considerations that may help you implement your plans.

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People

Know that people will respond different ways to the change/ transition. This is not a one-size-fits-all type deal.

I always start from this question:

“What’s in it for me?” (AKA - WIFM)

WIFM is different for everyone… some will be nervous, some will be excited, others may feel aggrieved. It’s worth taking some time to try and anticipate what those reactions might be so you and your team can better prepare scenarios.

For example, if you are going through a massive benefits change (which is not an uncommon thing these days with skyrocketing costs), and those changes results in higher premiums and copays, but also has some offsets— it’s good to be able to speak exactly to those new offsets, while acknowledging and setting the stage for the “why”. Sugarcoating it and not being forthright about the changes and higher costs will see disingenuous— but highlighting a “win” or two is reasonable.

Balance is key.

Timing

Life happens. The proverbial $hit hits the fan. As a leader, you’re going to have to decide IF the timing is right.

Leadership/ people changes can be most jarring… and I have yet to meet a new leader who doesn’t want to start strong and set the tone for their tenure.

This is why you see the largest companies & Boards focus on succession planning and the smooth transition of leadership. For most, the plans will have been in motion for years, and transitions may take up to a year so shareholders and employees aren’t rattled.

If you’ve been in a big company, you likely know this— But make no mistake, this is not just for large Fortune 500 companies who are publicly traded— if you are a small business owner or someone who has built a “brand”, you will also have to build your succession and add capability as you grow. (if you want to grow, which of course you do!)

The continuity of leadership should never be underestimated— and the timing and planning of the execution matters.

Resources

Every change is an opportunity, and typically, demands changes of itself. It could be a new supporting cast (aka - a new Cabinet), enhanced systems/ tools, a fresh perspective— it ensure its success.

Don’t assume that once a major transition is complete, that your work is done. There will be other things that you don’t anticipate that will crop up; so expect the unexpected.

Stay Classy

IYKYK. I do love some Anchorman

Finally, as it relates to people— I know there are some leaders/ employees who are just a pain. Maybe they were high maintenance, maybe they were a bully, maybe they never took accountability. Whatever the reason was, when they go— say goodbye gracefully. Be elegant. Show grace.

I know— the dreams of doing the Jerry Maguire thing and doing the whole mic drop are tempting — but IRL, it’s not a great look.

Keep your dignity. Leave the fish, yo.

If you or your company is going through transitions— and your team is running out of steam #becausecovid — I’d be honored to roll up my sleeves and lead the way.

And I still might share my pumpkin cake recipe because #sharingIScaring.

Be well, stay well— my friends.

Jean

Relevance

Couple years ago, I got into a disagreement with a colleague who worked in another function. I was leading a significant project and he was a key stakeholder — and we saw things differently.

In a previous meeting, this colleague had put me on edge, so suffice it to say, I was not at my best self from the very start of the follow up meeting. Keyed up.

I was intimidated, and struggled to make my arguments, even though I knew I was correct. At one point, this colleague, 20 years my senior, said to me, “what if I called your boss about this, what would he have to say?“ (At the time my boss was the CHRO of the company.)

Unflinchingly, I paused and responded, “Yes, we should do that— why don’t you go ahead, call him, and explain our positions. I’m sure he’d love to break the stalemate. “

All of the sudden, I was back in business.

I wanted to use the real Clint here, but most had guns pointing and that seemed a little TOO extra from my blog.

I responded that way because I knew he would never do it. He should have been able to be the voice of reason, he should have been able to employ his decades of influencing skills, and instead he threatened tattletale instead of working it out. He looked silly … surely, with all of those years of experience, he would be able to resolve some thing with somebody junior to him.

We moved on; the issue got resolved.

The week after, this intense, and unusual election cycle… I started to think about the subject of relevance, and how it relates to power and ego. Specifically, when you start to gain it, when you use it, and when you start to lose it.

Once upon a time, we were all at some point— the.next.big.thing. The up and comer. The whippersnapper. (did I just used whippersnapper!?!?)

We were creative, ingenuity, energetic… we had different ways on how to get things done. Our ideas were novel and exciting, and people wanted to lead AND follow us. We started to be invited to all the meetings and were in the rooms where it happened. (Nod to Hamilton.)

The one, the only. #A.HAM

When I look back on it now, what I experienced that day had nothing to do with me.

• It was fear, out of losing relevance.

• Intimidation, rather than intelligence dialogue.

• Command and control, instead of listening and influence.

So what I started to wonder is when do you start to lose that… Your influence, your relevance or your power as a leader?

When does it start to affect your confidence?

When does the insecurity become SO great that it outweighs your ability to be effective? Is it an age thing?

Let’s explore.

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I am 42.

The proper age for a midlife crisis, is what I tell most people, experienced enough to be able to handle most anything that comes my way.

But over the last couple years, I can feel the energy waning. I still have my resolve, but I feel myself struggling to remain relevant. I look at my daughters, and I think more of what I can teach THEM the skills to carry-on, rather than to do it myself.

I wait just a little bit longer for those moments where creative thoughts will flood my brain. And if I’m being honest, I am burning more energy in to keep up with the trends I’m seeing.

So how do we build it? How do we try to find common ground when working through an issue?

When I boil it down, it is not necessarily the mass consumption of information— but how you build a team/ coalition around you to bring the best/ new ideas forward.

Inclusion > Understanding > Relevance > the room where it happens.

This will always continue to evolve and change, but one thing is certain… as I observed through my daughter’s remote science lesson last week.

She was learning about magnets and forces, opposing forces, balancing forces and the push and pull. And I thought this concept is exactly what happens in organizations.

When you start to lose relevance and use force - you repel away the very thing you are trying to attract.

And then randomly, I saw one of these things— do you remember them?

I’m pretty sure the name, Chinese finger trap, is somehow rooted in some type of cultural appropriation, so I’ll just call them the”pulley-finger thingys.”

They were a mainstay in all of the goody bags back in the day—along with cheap-used-to-be-squishy-now-hard-candy and maybe a spinning top.

But it is kind of a perfect metaphor for what I see as professionals climb the Corporate ladder ….they are awesome individual contributors, then become great seasoned collaborators, then leaders.

And then there is the tipping point in which they get stuck in this finger pulley thingy. Whether it is competition or fear of the unknown (prob both), they start to resist and get stuck, and start to become less relevant in their circles.

The one way to combat this— a lesson learned from a woman in her 60’s who was at a retreat I went to.

I was a group of 6 strangers who decided that walking across a log 30 feet up would be a good idea. When asked, “why do you want to do this?”

She said, “I want to keep doing age-inappropriate things for as long as I can.”

She made it. I made it. In fact, we all did.

Scared as hell.

Start with your personal stuff. Take an art class. Try Tik Tok with your kid. Do something that makes you feel dumb, awkward and stupid that you know you will never be good at.

I promise you, that kind of vulnerability and risk-taking, will translate over to your professional life, and keep you open to new ideas, ways of influencing and hopefully— staying relevant.

We are in such a time of flux, innovation and change. If you can, lean into it— you might learn something new.

Friends, Be Well, Stay Well.

Wear a Mask— and get your flu shot.

Jean

The Accidental Feminist

Once upon a time, not too long ago— a company decided they wanted to hire, develop and promote more women into STEM-related roles.

They counted, they assessed, they trained, and the men clamored:

What about us???

Don’t we matter, too?

Leaders lamented:

I don’t want to recruit at other colleges, I have long standing relationships at the schools we go to … plus this feels punitive for the men. We need to be more inclusive!

Frankly, I could be writing this about any company — and the desire for greater representation for women and BIPOC may be the same goal. Yet so many organizations get stopped in their tracks and never make progress.

Why?

• It is easier to pretend that the problem exists in other organizations, but not your own.

• It is convenient to say, “we may not have many women on (fill-in-the-blank) team, but the women we have— they are treated very well.”

• It is simpler to say, “there is not as much representation in the early career talent pools / graduates, and we seem to be getting our fair share.”

  These are all statements that rationalize the laziness around the laser-focus that is needed to increase representation.

To be honest, I’ve done a fair amount of this rationalization. When the pressure is on and you have to hire people quickly— time is not a luxury that most businesses feel like they can afford.

But I am done rationalizing now.

Many times, I have said, “I’m not a feminist or anything…”, because I always felt that declaring myself a “feminist” came along with its own baggage of high maintenance and aggressive behavior. That ends now.

I am a feminist.

And we have the President to thank for that.

Two days ago, he proudly announced to the women in the audience, “We’re getting your husbands back to work.”

October 27, 2020 - Lansing, Michigan (USA) Credit: BBC

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Before I launch into a personal diatribe, here are some stats/ data around why that is such a damming statement right now.

We’ve hit a time where 1 in 4 women are considering leaving or have left their workplace*, with 3 out of 4 citing “burnout”.

Another direct quote from the same McKinsey/ Lean In study:

Due to challenges created by the Covid-19 crisis, as many as two million women are considering taking a leave of absence or leaving the workforce altogether.

This is the first time we’ve seen signs of women leaving the workforce at higher rates than men; in the previous five years of this study, women and men left their companies at similar rates.

To put this in a perspective — let’s use covid as an example.

Some people who contract covid are asymptomatic; others have a much more difficult time and many have died.

Medically, scientists and doctors still are trying to understand the long-term effects of covid-19— they don’t know how this will affect our population in aggregate for years to come. There is still much that is unknown.

In contrast, I 100% know what the effects of this pandemic is having on our talent pipeline.

From a talent perspective, the pipeline of female talent is being decimated at all levels, in every industry.

This downstream effect of this will be devastating.

If economic stability is what we’re chasing, (among other things) then having a mass exodus of a significant portion of your workforce is the opposite of what you want to happen.

Businesses will have to do everything they can to fight this— and it will require investment.

Here are a couple of thoughts— some obvious, but still worth reiterating.

SHORT TERM ACTIONS

1) Adapt and flex for ALL employees. Everything is on the table. Location, How the work is done, When the work is done, and WHO it is done by. When you extend the opportunity to all employees— you are giving permission to your workforce to care, yes care, about how they can help each other.

2) Must Dos and May Dos. I’m taking a beat from my daughter’s 3rd grade class. We all have “Must Do’s” to keep ourselves solvent and profitable. Now is the time to have laser precision about what items are in what bucket. If it’s in the “May Do” bucket— put it aside. PRIORITIZE. Don’t get a bigger plate — time to take things off.

My first suggestion— look very carefully at meetings named “check-ins, updates, pulse check”. Weed your garden of meetings and free up capacity to do actual work. Yes, you might need an actual meeting to do this effectively, but measure once, cut twice!

3) Insert the word(s) “right now” or “today” to the following question.

What can I do for you?

What can I do for you … today?

What can I do for you …right now?

Here is the difference. When you add those words, you become a teammate, the colleague, the manager, the leader who is IN THE MOMENT.

You become much more accessible to someone who needs support. Perhaps they need a brain break, maybe they need an extra set of hands for a project; maybe they need to take care of a family member who isn’t feeling well— or maybe they need to spend a couple hours debating with Comcast on why their Wi-Fi is down (again). Either way, extend the permission for people to tell you what they need.

LONG TERM ACTIONS

1) Understand your employee demographics at every level. BE HONEST. DON’T CHERRY PICK the best “story”.

Transparency, transparency, transparency.

2) Make a Plan. Use data to influence strategy, not just to tell a story (that is good, bad or otherwise)

Most companies are incredibly bad at forecasting talent needs, even during the best of times, yet, if you listen to an earnings call … you’ll hear, “we expected this downturn/ uptick and have responded accordingly.”

The reality is typically that they didn’t and they scrambled to make it work. An investment in data quality and what points to gather will help inform and shape talent strategy… some quick examples below:

Internal Data — think turnover rates, cycle time at each hiring step, how quickly resumes are funneled in, employee references and recommendations, metrics of individual recruiters and hiring managers

External Data— think of labor pools, the availability of talent in the physical location, the industry trends, the macro environment of the state/ province/ country. Even the housing market and consumer trends can help inform decisions.

3) Invest for the long term. Short-term “pushes” are exactly that. They solve for the immediate need but do not create a environment for sustained growth.

Simply put, you may dedicate millions of dollars, countless resources to hiring all of the female/ BIPOC talent out there- but if you have not addressed your underlying culture or values— you will have wasted that spend. I believe that meaningful early investment— (read: not just higher-education) in the community through industry— is one of the biggest ways the private sector can influence talent pipelines for years to come.

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My personal thoughts?

Leaders matter. Their words matter.

When the President says, “we’re getting your husbands back to work”, you give weight to those who believe woman should be at home— and only at home.

You confuse little girls whose parents are telling them, they can be anything they can be.

You piss off women, like myself, who have been breadwinners for their families — those who provide emotional AND financial stability for loved ones.

You insult the intellect of men, who not only support their female counterparts and partners, but are reliant on women’s financial and business acumen to flourish personally and professionally.

So I’m choosing to embrace being a “feminist”. For too long, that moniker has held negative connotations— too aggressive, pushy, single-minded— when we should have been holding it up like a badge of honor. I’m asking you to challenge your spouses, partners, fathers, uncles, brothers, colleagues, peers, bosses, board members, CEO’s, sons — to join you in this effort, publicly.

And while I’m not telling you who to vote for— I AM asking you to consider what happens when “getting your husbands back to work” becomes as contagious as covid. These statements, however flippant or made in “jest”— will have a chilling effect.

Be well.

Stay well.

Mask Up.

Vote.

And get a flu shot while you’re at it.

Jean

*McKinsey/ Lean In study; September 2020

Know the Difference: Simple v. Easy

All— it’s been a minute since I last wrote, and I know like many of you, you’re trying to do about a million things. Work, back-to-(virtual?)-school, hopefully some time off to enjoy some Vitamin D.

I don’t know about all of you, but there is a sense of urgency in everything I’m doing lately. I love fall, the cool, crisp air, the seasons changing. I know some of you eagerly await your PSL (not so much for me, but I’m hip to it), and the comfort of settling into a new routine.

I’m guessing pumpkin spice is strictly a US thing? (trying to be culturally aware)

I am not a clinical psychologist, but for me, this urgency— I think it’s driven by PTSD of sorts stemming from the spring quarantine orders. The eerie quiet of the city, wiping off my groceries with Lysol wipes (still can’t find those wipes, BTW!) and feeling like the walls were caving in. My sense is that I’m not alone.

Bueller?

I’ve been like a squirrel trying to do a million things and getting distracted at every turn. Somewhere along the way, buying a Peloton became a hot topic in our house. We hemmed and hawed…they are not inexpensive and I’ve always kind of hesitated because I didn’t want it to be a super expensive & trendy clothes hanger. But since it doesn’t appear we will be going to a gym anytime soon— we decided to go for it.

The verdict?

My all time favorite GIF. I will basically use it anywhere I can. #becauseOprah

LOVE. IT.

Yes, my butt is sore (still getting used to riding) and I don’t know how to hi-five anyone yet— but I love that I can do it anytime, for any length of time, and choose music and stalk (yes, Instagram stalking) my favorite instructors. #codyrigsby

I’m a convert.

Right about now, you are wondering why you are reading a Peloton infomercial or debating the merits of pumpkin spiced items.

Let’s dive in.

I was talking a class the other day and the instructor was giving direction — increase resistance, climb for 15s, then recovery. 3x.

“Simple…. but not easy”, she said.

I took a couple seconds to digest the statement and started climbing. It got me thinking about MANY common issues that businesses work through— and why they get complicated so fast. Things like this.

• Hiring great talent.

• Evaluating employee performance.

• Implementing new processes to mitigate risk.

• Working through an acquisition and integration.

I can tell you— all of these things I’ve mentioned have pretty solid playbooks to follow. Said differently, they are all fairly basic when you strip down the activities to their basic steps. There are checklists, frameworks and presentations galore.

But let’s not get confused. Simple is not always easy.

Simple usually has the ability to look and feel “easy”, but if everything were simple— many of us would not have jobs.

Leaders, I want you to consider this when you are asking something of your team.

Do you know how many times I have heard, “they have NO idea how hard this is.” Too many to count.

When something is seemingly straightforward to you as a leader— take a beat and ask, “is this easy to do?” It’s a reflection of caring and empathy.

DUCK!

When you are preparing to have a performance conversation with an employee and considering the breadth and quality of their work— consider the degree of difficulty. Did they look like a duck skimming the surface of the water, but paddling furiously below the surface? What did you not see?

What I’m saying is that the next time you or your team are tackling something B-I-G and some senior leader (is it you?) says, “what’s the big deal? It’s simple!”

Understand that those words can belittle the expertise and talent of your peeps. (i.e.- don’t make people feel stupid)

More questions, less declarations— are always a good thing.

I am still learning this valuable lesson myself.

It might go a long way that “simple” is NOT synonymous with easy or uncomplicated. And it just might also might provide you a little space and grace as you work through your own challenges.

Be well, stay well, friends.

Jean

PS: good luck and best wishes to all of the students returning to school this week!

PS: let this also be a reminder when dealing with friends, family, shops, restaurants, service providers in your daily life outside work.

Nothing about what anyone is doing now is easy. You don’t know how hard they are paddling. #ducky