The Phoenix Infection – Seeking the Right Level, Part 6

I’m sure you have heard the phrase that “water seeks its own level.” While this may be true for water, this expression is most often used to describe people and how we end up with those that are at our same level, be that income, lot in life, intelligence, common interests, class, etc…, And this would seem to be true when we describe friendships orpersonal relationships. However, this is not always the case when describing business relationships and how we end up in a profession or career that challenges us and inspires growth or change.

Each position I have held has typically been more difficult than the one prior. And maybe this is just me, but in order for me to have a full and balanced life, it actually has to be slightly askew. Sounds funny and not quite right, eh? Well, neither am I. I have always gravitated toward leaders and managers (employers) that were excellent at what they did. I never saw their leadership as a way to keep me down or stifled as many might feel. I thrive on the challenge presented by wisdom and intelligence – whether it be core or learned.

This is the reason I believe that finding your own level when it comes to “following a leader” might be just a bit detrimental and a setback when it comes to your own personal progression. The challenge presented by working for someone or with someone that drives excellence, either out of necessity or by their very nature, is infectious but, unfortunately, not for everyone.

When I made the switch from healthcare search to tech, it was a big jump, a huge challenge. There were days when I wondered what the heck was I thinking. Then there were days when I leapt forward in my understanding and development. Those were the days that made it worth my while, when the Phoenix I was following flew just low enough that I could actually touch him and gain strength from that contact.

As humans, when we stop craving growth or stop learning, we fail at the simplest function that sets us apart from all other animals. Our ability to think and alter course because we can strategize, not just blindly follow the pack or the smell of blood, allows for a beneficial erudition, one that causes us to seek a greater level, avoiding stagnation. A Phoenix cannot reside in pond scum, swatting at mosquitoes, so don’t look for one there.

“Find Your One Thing” – The Phoenix Infection, Part 5

We spend our days working toward something, trying to be successful, trying to make a difference, achieving something bigger, greater than ourselves. Maybe that is too great of an assumption. Of course, not everyone is working toward greatness. Many give up, many assume they cannot achieve it, and many are stunted by lack of leadership. Those who need a nudge are not always in the right place at the right time to receive it from the right person. I suppose I am one of the lucky ones.

For most of my work life, I have been led by leaders that were good at what they did and enjoyed their work. And when they no longer enjoyed it, they changed it up and tried something new, something different. I was a young high school graduate – only seventeen years old. And when I was just eighteen, I finished a certificated dental assisting program at Indiana University. It was grueling. Seriously; not kidding. Forty hours a week for three semesters that included such hits as Oral Anatomy, Oral Pathology, Radiography, Behavioral Science, Dental Therapeutics and Emergency Medicine, the list goes on. It was tough and I worked hard. But by the time I was nineteen, I had jumped in, feet first, and joined the adult world of working forty hours a week and paying bills.

I bought a car from my parents and had my own land phone (way pre-cell phone.) I purchased independent health and life insurance; those benefits are rarely provided by dentists to their employees. I think the only thing I didn’t pay for myself was car insurance; luckily, my parents kept me on the policy because it was the most affordable option and I was very thankful. The first dentist I worked for was very good at what he did, but he didn’t like it much. He only became a dentist to pay the bills but he was extremely smart and he managed his practice well; selling it and leaving the field completely after twenty-five years. When he retired? He became a substitute teacher at the local junior high and coached after school sports – basketball. He went from making an extremely good living to barely making minimum wage and he loved it. He had found his one thing.

I have written before about finding your one thing – the thing that gets you up in the morning, that gets your motor running, that motivates you, that floats your boat. My one thing is just doing it better – everything. It’s not that I want to be perfect for that is impossible, I just think I can always do better, find the better way, be smarter about it, figure out a different plan, be strategic about it all. That is my one thing. What is yours? Have the leaders in your life, in your career been clear about their one thing? Have you followed the right leaders for you? It is easy to get caught up in following someone that is very charismatic or who has power and authority or money. But do those attributes make a good leader? Yes, for some, no, for others. 

 
http://www.youtube.com/v/2k1uOqRb0HU&hl=en_US&fs=1&

I look back at the first dentist I worked for and think of the impressionable eighteen year old I was when he hired me. I learned a lot about running a small business, about ethics, and choices. The work was just a job for me too, but the path I was on became the road to my career and the first of many lessons. Perseverance and patience, study and continually learn while you mark your time, if you don’t love your work then add something to your life that you can love (my dentist loved bass fishing) and keep goals- not just have them but keep them. And, of course, find your one thing.

© by rayannethorn

Why We Follow – The Phoenix Infection, Part 4

When I think about the leaders in my life, it is difficult to not be appreciative of the fine examples that I have had the honor of following. There certainly have been those that have brought dishonor to the role of leader, but lessons were found in those experiences, as well. And well, I crave learning. Maybe learning the hard way isn’t so much fun, but learning stimulates growth and change. And growth and change are what create the adults and professionals we become and, hopefully, drive success. It isn’t always easy but it usually is worth it.

In 1990, I worked for a children’s dentist. He had already been in practice since 1963. He loved his work and struggled with the concept of retirement. He finally retired two or three years ago but it was on his own time, under his own terms. I believe he was close to 80 years old when his office doors finally closed. He had gone to dental school in Chicago, my kind of town, and perfected his craft in the army. I think working on all those tough guys made him realize he wanted to specialize in children’s dentistry and that is where he stayed until the day he turned over his keys. I used to catch him shadow boxing and doing push-ups, as well as sit-ups between patients. One time, I asked why he always worked out, why he didn’t just take it easy and enjoy some time off. He said “There’s plenty of time for that later, I need to be in shape for the kids.”

Each of us does what we have to do, what we think needs to be done in order to succeed and sometimes, merely survive. Dr. Friedman, my hard-working dentist, wasn’t your typical leader but he was a good example; he provided for his family and for his employees, always. He wanted to be good at his job and his employees were devoted. One assistant worked for him for forty years, his office manager was with him for over twenty, I was there for over ten years. The fact that he was able to retain loyal employees says a lot about the employer he was and the work he did. He led by example. And we stayed because the work was fulfilling and we felt needed and appreciated.

Of course, not every employer makes employees feel this way. As a matter of fact, most do not. Most people do not stay with a company because of the money – they stay because they feel appreciated and they like their boss or their colleagues. Leadership doesn’t have to be sparkly or done with a big bang. It can be subtle, quiet, and even gentle, as was the case with Dr. Friedman. The rise of this Phoenix was slow and methodical, taking over forty-five years to reach the destination, the finish line.

We follow for reasons. They may seem unfulfilling or less than mighty, to begin with. But the following happens, nonetheless. Believing in reasons and not excuses, I try to remember those I chose to follow, those whose influence changed me – those whose example and attention altered my core. In the study of reasons, the lessons have more clarity and the application of what was learned becomes more native and real. Reasons are there, you just have to open your eyes to them. And with open eyes, there is clearer vision; vision to apply lessons learned and examples shared. The passing of the Phoenix Infection not only happens, it should be expected.

© by rayannethorn

The Leader Within – The Phoenix Infection, Part Three

When I was 12 years old, I ended up at a swim meet. Swimming wasn’t ever really a sport I aspired to, but I liked it and I figured with my long arms and legs, I might be pretty good at it. As it turns out, I was. My dad entered me in several races: 50 free, 100 free, 50 breast, 50 fly (I didn’t even know how to do fly), 50 back, 100 back and a medley. I ended up winning almost every race. I came home with several ribbons and a deeper love for the water than I had before. I swam in a few more meets and by the time I got to high school, I realized that freestyle and back stroke sprints were my races.

I made friends with other swimmers. One, in particular, named Susan Royer had been swimming and playing water polo with a club team since she was six or seven years old. She was amazing in the water, I was a newbie, having only swam in those few meets. I learned more from watching her and listening to her stories than from any coach or book I could have read. She was my age, she was a peer and her drive and fortitude were incredible to me. She talked me into joining the water polo team and then taught me the basics of the sport and how to do a lightening-fast pop shot.

Water polo can be a brutal sport, especially with girls…, what they got away with under water was just unbelievable. Susan was a leader on our team and within my circle of friends. Why? Because she had the experience that gave her credibility and her skill was matched by no other. She carried herself like a champion, because she was one. And she lured us each along with her to fulfill her vision and, as a result, our sophomore year brought us an undefeated team with two sophomores on the starting team (she and I). As fifteen year olds, we stood before the student body when our undefeated status was announced and we beamed. Her student leadership and constant support drove our team to greatness.

The mantle of leadership sometimes lands on the most unsuspecting of recipients. And those around, sometimes, don’t even recognize the rank that has been bestowed; it can very naturally fall upon a peer or colleague from within, before even an official title or position has been granted. Leading from within is the most organic and easily accepted paths to leadership. The parties involved rarely question this very logical choice, most don’t even recognize it has happened. In the case of my water polo team, we grew in greatness because greatness was amongst us and we followed the magnetic force that was in our midst.

The 360° Leader by John C. Maxwell marks the plight of the middle manager with no real decision-making power or the ability to implement necessary change through traditional routes within an organization. But in the telling, we learn that the middle manager, that is a natural leader or who has mastered that art, wields more power than initially thought. Growing in greatness, the strengthening of a team, and the Phoenix Infection: all endowments to a department or organization led with openness and a natural order. 

Doesn’t sound like much of a plight to me.

© by rayannethorn

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The Rising – The Phoenix Infection, Part Two

There have been leaders throughout my life whom I have followed with vigor, some since junior high. My parents, of course, and then there was Mr. John Grandi, my history and drama teacher during those tortuous years. He quickly became a mentor, as many junior high teachers do for their students. Those between years mark a passage of time that can be very impressionable. My life changed quite a bit during that time: someone stole from me, a friend betrayed me, a boy held my hand, and one of my brothers passed away.     Trust lost.

It could be said that I was probably not ready for high school. I was a delightfully innocent and naive young woman. I had never seen anyone my age smoke a cigarette, let alone imbibe in alcohol or do drugs of any kind. I lived a kind of Utopian youth that I am thankful for today. Given my propensity to engage quickly and be a people pleaser, I can imagine that my life might have taken a very different turn during those years had I not had parents that were strong leaders and influential teachers like Mr. Grandi that understood the freedom a twelve- and thirteen-year old girl needed to test – it wasn’t much, believe me, for I didn’t know any better. 😉

Different phases in our lives require different types of leaders. They are not all good experiences, but those in my life have taught lessons that have altered my core, my precepts, and made a mark on either my soul or brain. That is what happens when we really learn, we change and the change may be small or even imperceptible to others, but inside – there is a difference. It may not be how we act but it might be how we react. It may not be what we do, but it might be what we think. It may not be how we respond, but it might be how we feel. Change is a direct result of learning.

My brother, Andrew, recently made a statement and asked a question in his group on facebook a few days ago and I was compelled to answer; that answer contained an idea that has been brewing in me for awhile. It is the idea of The Phoenix Infection.

Andrew Thorn: Leadership can be defined as the ability to motivate a group of people toward a common goal. How do you define leadership?

Me: A leader inspires by passionately sharing a vision and allowing participation in the creation and fruition of that vision. A leader is not bogged down by fear or jealousy. The active sharing of knowledge and the Phoenix Infection they gladly pass along define the line between leader and manager.

The Phoenix Infection is what happens when a leader is able to take you with him to fulfill his vision; you gladly join because his dream and aspirations are infectious – you, as a follower, really have no choice. The engagement is so pure, so true, that the joining is natural and fulfilling. The mythical phoenix has long held a magical place in my thinking. It represents immortality, the triumphant rising from disaster or struggle, always strategizing – looking ahead. It is a visionary with the capacity to continually re-invent itself and stimulate enthusiasm and continual motivation.

This fulfills part of my definition of a leader – a leader I can learn from.

© by rayannethorn

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The Phoenix Infection

One time, I interviewed with a CEO that had me instantly wrapped around his finger with the vision of what his company could do, what it would do eventually. His technological mind had brought him much success and a significant fortune in Canada, where he had built a couple of tech companies to a point where they could both be sold for a considerable profit. He had an idea for another company but wanted to expand into the United States. He landed in Silicon Valley for a time and then relocated to Newport Beach, where he ventured into university technologies and was able to gather the funding necessary to build yet another company.

Needless to say, I joined his company and loved it from the minute I started. He was an incredible visionary. He quoted Peter Senge and Everett Rogers and John Wooden. He loved to see the sparks when great minds worked together and made that entrepreneurial magic happen. He led with what we all believed were strong ethics and a design for company greatness. I loved hiring folks to join our company. I loved hooking them with company culture and what a great opportunity it was. Then, September 2007 happened and life, as we had known it, started to change.

My requisitions began to constantly be altered, offered salaries began to drop. The phone company called and threatened an admin assistant that they would shut off services and remove all the phones. Somehow an agreement was reached that kept our phones live each month. I knew that my position was threatened, but I believed “our visionary, our leader.” I wanted to believe forever but the writing on the walls became clearer and I knew I needed to look for another job. If hiring ceased completely, what need would there be for a Manager of Recruitment?

And yet, I still believed in the company vision and the company mission. That is what kept me loving my work and why it was so hard for me to take another job…, but my gut kept telling me it was time. I took another position after deliberating for two months. I guess I was hoping for a miracle that Christmas, but 2007 held no miracles. I left without much fanfare, my two-week notice was ignored and I was immediately escorted out of the building with my two boxes.  I began to hear stories, dreadful stories of deceit and ruin. Our beloved leader, our visionary, had led us down a fake, primrose path.

He had lied, he had cheated, he had stolen from us. Money, hope, dreams, and trust. He took it all. Why did we buy in? Because we believed in a plan, we followed a charismatic leader that seemed to know what he was talking about – we believed because we wanted to. I learned many lessons, we all did. Mostly, I learned that great leadership is more than someone talking you into something, it is more than the talent of coercion. But interestingly enough, greatness rose around the rotten core we all had been drawn to. Others that worked there have grown their own companies, or gone on to better careers, or finished school, or joined growing companies – taking with them, with us, more than simple life lessons. We have taken with us complex business lessons of ethics and intricate thought processes. And we were touched by greatness, even if it failed, we had been part of something great.

And though we had been hurt and it had been risky, we wanted more.

©by rayannethorn

It’s the Real Thing!

I was asked to Guest Blog on Monster.com…, Check it out!

http://www.monsterthinking.com/2010/09/14/recruitfest-real-thing/

Managing Expectations

The actual business of recruitment,  can be described as an enlistment of sorts. Who do we enlist in our efforts as a recruiter? The first portal we pass through is that of the Hiring Manager or Client. Getting their buy-in is key to accomplishment and must be thought of first and foremost in order for success to be achieved. The Hiring Manager is the gateway to bringing a search or recruitment to an appreciated close. How can you, as a Recruiter or HR Professional, keep dissatisfaction at bay? Learning to speak with assurance and limiting failure. Gene Kranz of NASA, during the famed Apollo 13 mission, said, “Failure is not an option.” How did he put those words into action?  He reached out to his team for help in bringing the mission to a triumphant conclusion. The definition of success in this particular instance was altered considerably from what its primary focus had been. Doing what needs to be done and learning to be flexible in this time of economic turn down is an insightful endeavor and will lead to greater outcomes.

Knowing when to ask for help is probably one of the most difficult abilities to master. It is driven into our business make up to be self-reliant and just get the job done. It is never easy to say, “I need help.” Think about it, when was the last time you said that in a business setting? For most, it is far easier to say “Can I help you?” We live and work in a society where we are led to believe we can have it all, but in order to have it all, you must be able to do it all. Not an easy task when time is divided between work, family, work, friends, more work, church, activism, volunteering, promoting, blogging, commuting, conferences, errands and still more work… the list is endless.

Diversification may be key in muddling through this trying time. Expanding your scope of business offerings and paying closer attention to a client’s needs is a step toward success. Keeping the communication door open will manage expectations and align procedures with what is anticipated. Expectations lead to the unfortunate risk of being let down. However, lowering expectations or having them lowered for us is not the right answer, either. The best way to manage those expectations is to be prepared and stay in constant contact with the parties involved in any given recruitment or business transaction. By asking for help from Hiring Managers, they are kept in the conversation loop and part of the active process. Put on your armor, sharpen your sword, and be ready to conquer a deadline or delinquent feedback.

Unfortunately, failure is bound to occur but if you do not risk failure, you most certainly risk growth. Learn from failure and know that even the greatest leaders have suffered at the hands of risk, yet even more have benefited.

“Success is the ability to go from one failure to another with no loss of enthusiasm.”
Winston Churchill

by rayannethorn

Time Management: Be eActionary!

The best way to make you and your company stand out in a crowd is to exhibit time management skills that showcase your ability to handle crucial assignments and/or a large workload.

Be eActionary

One of the biggest drains of time is, interestingly enough, also one of the quickest ways to communicate in business today: electronic mail. Email first emerged in the late 1970s and was a part of everyday life by the 1990s. Its invention has allowed for the almost virtual elimination of other time-consuming, written ways that businesses communicate: “mail services, memos, and faxes, oh my!” This much quicker exchange of ideas, contracts, and proposals has also created a new type of traffic jam.

Set aside time early in your work day to read all new mail in your inbox, process the information received, and then act on it immediately. This eActionary approach will speed up the communication highway and move a current or pending clog along. With the vigorous onslaught of all things computer, a new approach to business, the green way, has been developing: going paperless, fewer keystrokes, and touching information only once.

Spend less time processing and exporting emailed information. Relay the information to the proper channels, act where necessary, and then, move on! It is easy and addicting to simply sit and scroll endlessly through an inbox, waiting for the next important email to drop in. Take control of your inbox and the time you devote to it.

Now granted, some emails will require more than one touch. When this is the case, create an eFolder or eList and move the item or task to be acted upon at a later time and then, schedule that time. Take advantage of the calendaring functionality of your email server and set reminders to complete tasks. Additionally, print as little as possible, the less paper to sift through, the better.

Consider a business twist to the old relationship adage of never go to bed angry, “Don’t leave the office until all email is read.” Habits take about two solid weeks to instill. Make being eActionary a habit: act quickly and move on. Establishing a daily routine is a giant step toward managing the time of which we never seem to have enough.

by rayannethorn

from Bonus Track by RT on recruitingblogs.com

Wearing a Badge of Rationalism in a Realm of Possibilities

This past February, I had the incredible opportunity to ascend upon London to work at Broadbean’s corporate offices and attend #TruLondon, the unconference put together by the TruCrew that includes “MrBill” Bill Boorman, his lovely bride, Fran, Geoff Radical Recruiter and Sourcer Extraordinaire Webb and the lovely Maha Akiki. TruCrew seems to be experiencing some growth as several people have told me they are now a part of the Crew.

Perhaps, we are all part of the crew?

I think so, given what TRU is all about. Lucky for me, I made the trek to Toronto with the Contingency from Indiana (Andy Gregory and Jerry Albright) last September to attend RecruitingBlogs.com’s RecruitFest, where I participated, in original unconference format, in several tracks. One in particular led by MrBill gave me the opportunity to speak face to face with him and get an up close look at the passion he has for not only the industry, but for expanding the minds of those that live in our space.

London opened my eyes to many differences, yes, but more importantly to the similarities we all face in our jobs, goals, desires, and difficulties. To sit in a session led by Lisa Scales, Jason Davis and Craig Fisher or Alan Whitford, Geoff Webb and Jim Stroud leading tracks is inspiring in the fact in the recognition that we

are all really in the same boat, trying to get a handle on ever-changing technology as well as our hands on a paycheck. When a comrade struggles, fails or squirms, so do we. When a colleague is ripped-off, so are the rest of us. And we celebrate the successes of each other. How can we not? They are indicative of the hard work, the payoff, for which each of us strives.

TRU wants that success for each of us, this I know. The knowledge that is revealed in each corner discussion, the desire to share that knowledge and create a network of individuals that ache for growth and development in a field that embraces speed and the technology that provides that speed, is evident in each conversation and blog post. The invisible walls that once separated recruiters, hiring managers, HR professionals and vendors are being torn down. And TRU movement is part of that.

As quoted by Radical Recruiter earlier, “There has never been a more international group represented at any unconference in the USA.” I feel very fortunate to be listed as a Track Leader and look forward to earning my TruCrew badge, the badge of freedom that allows us to exchange ideas and information. The Badge of Rationalism, I shall call it. This is our realm; a place where spontaneous conversation breaks out, where listening occurs and maybe even some minds are changed. It is possible, it has happened. Before I enter each track, I will promise to maintain civility and participate with an open mind.

My passion for our industry is evident in every word I write, in every word I say, in every handshake, virtual or IRL. I value it and the people that make up our realm – if I fail at civility, at rationality, then I fail my badge, I fail my realm. But most importantly, I fail me; I fail at true learning and at the golden rule.

I’m choosing to not fail and I will honor my badge.

© by rayannethorn

TruUSA
Madison, WI
April 19 – 20, 2010
http://thetruconferences.com/tru-usa/

Thanks Julia Stone as BizWerks, Site Sponsor!
http://www.bizwerks.com/