Sunday, September 27, 2015

A521.7.4.RB_Medley_Kim_A_Grandmother_to_a_Young_Mother

A Grandmother to a Young Mother
            Denning (2011) observes “Stories focus on anomalies – events that go counter to expectations” (p. 184). Simple expectations, the sun rising, cool fall breezes after long, hot summer days, and flight delays, are not stories; yet, much of what we learn, our abstract and tacit understanding, comes through that of narratives, stories (Denning, 2011). The experience of passing on knowledge through stories can be as mundane as the stories a repairman receives on a daily basis, or, as noted by Duarte, stories allow for inner ideas to be unleashed and bring about change as exhibited by the stories of Steve Jobs and Dr. Martin Luther King, Jr. (TEDxEast, 2011). McKay, Davis, and Fanning (2009) advise expressing one’s feelings is “the most difficult part of communication” (p. 37). Perhaps this is why knowledge stories differ from those that typically follow Aristotle’s “well-made story” (Denning, 2011, p. 188). Such stories tend to address subjects and roadblocks and how each was addressed and subsequently overcome (Denning, 2011). While most knowledge-sharing stories focus on failures and what can be learned from failure, positive toned stories provide lessons that are “immensely valuable” (Denning, 2011, p. 188). Such was the case with many of the stories my grandmother would tell me.
            My grandmother lived much of her life in Big Stone Gap, Virginia. She and my grandfather would not move to Florida until after my father had returned from Korea, found work in Florida, and had saved enough to move them from Virginia. She and my grandfather experienced life through the lens of the Great Depression. As a matter of fact, my father, her first-born, was born in September of 1930. My aunt and uncle followed in 1939 and 1948, respectively. She lived during a time when daycare was unheard of and taking care of children, along with one’s daily chores was a given, not the exception. Mothers often spent their days cooking, cleaning, washing, mending, and tending to tasks outside of the home, such as, in my grandmother’s case, farm chores. Her family had a garden, upon which they depended; so, part of her responsibilities included maintaining the garden: tilling, planting, weeding, and harvesting. Crying babies, although a normal part of the story of motherhood, were not a reason for work to come to a grinding halt in order to tend to the baby.
            I was nineteen when my daughter was born. I remember my Aunt Jo coming to visit me once I had brought her home. After feeding her, I would often sit and just hold her. I would cuddle her for what seemed like hours, marveling at each perfect little finger, toes, and smile. My aunt had tried to warn me of the consequences from holding her too much. I was nineteen and knew it all; so, I chose to not heed her advice. That decision would soon catch up with me. As I recall, my daughter was about three months old when I took her to visit her great-grandmother. By this time, my aunt’s words of wisdom were now coming back and the consequences of holding a child too much were taking their toll on me. My daughter had come to expect the long moments of cuddling after feeding and let her needs be known through bouts of long, loud crying. By the time I walked through my grandmother’s door, I had not slept in a very long time; neither could I tend to any of my household chores. It was my grandmother who would eventually reveal the secret I needed in order to survive my first child.
            I am a huge fan of Sex and the City; and, although I did not follow the series during its regular season schedule, re-runs have allowed me to enjoy. One particular episode comes to mind as I reflect. Miranda has given birth to Brady and he cries on what seems like a continual basis. Like me, Miranda would hold Brady for long stretches after feedings. At one point during the show, Miranda is having lunch with Charlotte, Carrie, and Samantha. Miranda looks like I felt so many years ago. Her hair is a mess. Her clothes, as Miranda puts it, smell like barf, and she cannot get anything done. Miranda finally gets relief when a neighbor, who has gone unnoticed by Miranda, knocks on the door at two in the morning, chastises Miranda for not being able to quiet her child, and then follows up the next day with a baby rocker that vibrates. As the show ends, Samantha has volunteered to give Miranda a much needed break by babysitting Brady and giving Miranda her long awaited hair appointment so Miranda can enjoy. The baby rocker’s vibrating mechanism malfunctions. Samantha is able to take her newly purchased neck massager, put it between the baby and the rocker seat, and keep Brady happy.
            My grandmother came from a time when vibrating baby rockers did not exist. In fact, much of today’s baby “necessities” were neither necessary nor available. She, like my aunt, had learned that if a baby was dry, fed, and otherwise not ill, a little crying was good; and, they would eventually tire and go to sleep. My grandmother had work to do and did not have time to carry a baby throughout the day. My grandmother saw that I was struggling and rather repeat the advice of my aunt; she found another way to share her story. My grandmother loved to sew. She could make anything; and, since he funds were often limited, she often learned to make do with what she had. On this particular day, she had offered to show me how to make a bottle holder. She took one of my daughter’s favorite stuffed toys, one that was small enough to be cradled on her stomach, and sewed a piece of elastic to it so the elastic formed a circle. She had measured the elastic to make sure it would accommodate a standard baby bottle. When my daughter awoke and was ready for her next feeding, I followed my grandmother’s instructions. I propped my daughter’s head on a pillow, I placed the bottle in the elastic, I turned the bottle so it was cradled by the toy, I placed the toy on my daughter’s stomach, and she did what my grandmother has expected; she grabbed on to the toy and bottle and drank her milk, without having to be cradled.
            That first day, I simple watched with amazement. With each passing day, I would repeat the process, and while she was eating, I could tend to chores around the house. She learned I did not have to hold her with each feeding; and, so her demands to be held subsided. Putting her down at night became easier, too. It was an amazingly simple lesson I had learned while not only sewing with my grandmother, I had learned it in a positive way, as opposed to the dire consequences foretold by my aunt.
            My grandmother had been able to take a mundane event, feeding a baby, and demonstrated a lesson my aunt had tried to convey with just words through a loving event between a granddaughter and her grandmother. I remember as we sewed together that day, she talked about raising three children during the Great Depression. She could not afford the very basic of baby items; yet, she found a way. She was able to explain why women could not afford to stop and just hold their babies. Work, vital work, had to be done; so, ways that helped entertain the child and free up the mother’s time were developed and implemented. Simple solutions that actually worked. She was able to share what she saw, thought, felt, and needed in a manner that was not as direct and challenging as my aunt (McKay et al., 2009). She and I were able to share our feelings of being new mothers and that helped to strengthen an intimacy that had existed for years (McKay et al., 2009). I have since made the same bottle holder for my two sons, as well as my grandchildren. My grandmother passed on an incredibly valuable lesson to me, her inner idea changed my world for the better. Her lesson and idea are ones that I have been not only been able to share; they represent a story I truly enjoy remembering.



References
Denning, S. (2011). The Leader’s Guide to Storytelling: Mastering the Art and Discipline of
            Business Narrative. San Francisco, CA. Jossey-Bass.
McKay, M., Davis, M., & Fanning, P. (2009). Messages: The Communication Skills Book.
            Oakland, CA. New Harbinger Publications, Inc.
TEDxEast. (2011, Nov.). Nancy Duarte: The secret structure of great talks. [Video file].                     Retrieved from             


Sunday, September 20, 2015

A521.6.3.RB_MedleyKim_Restoration

Restoration
            I remember coming home when I was eighteen with an enthusiasm that could not be contained. I had finally reached the age to register to vote and I was beaming with anticipation and excitement to show my voter card to my father. My father regularly engaged in political discussion around the dinner table. I absolutely love the volley that takes place during good, rigorous debates. It helped to sharpen my ability to formulate and articulate well-founded arguments. In addition to being able to show my father my voter card, I was also anticipating his reaction as his eldest child announced she had registered as a Republican. You see, my father, and his father, and the majority of the adults in my family were life-long Democrats. Talk about political conversations! To this day, I remember the look on his face. Shocked would be an understatement; but, once I had explained my reasons, he respected my decision. Needless to say, our debates sharpened.
            Political back and forth and camaraderie is something I enjoy. Most people do not realize the critical role each political party, and the many sub-organizations, particularly local political clubs, play within the community. For all of our advances in technology and the information highway, nothing, at least in my opinion, can take the place of attending an event to hear and meet with a candidate, local leader, or future President. McKay, Davis, and Fanning (2009) identify the benefits of non-verbal cues and how that impacts communication and perceptions. Albert Mehrabian cites statistics that indicate 93% of messaging is communicated through non-verbal methods (McKay et al., 2009). Local political clubs meet on a regular, usually monthly, basis, on a given day and at a given time. In addition to providing speakers with platforms from which to share information with the audience, political organizations are often successful because of high-performance teams. Because of recent events within our county, the functionality of the Republican Party became a concern, so much so a group of exceptional women began to organize to address trepidations expressed by many.
            Denning (2011) defines a team as a collection of folks who have a collectively shared obligation to achieve a commonly shared goal; but are otherwise interdependent. A community, which is beginning to appear in organizations, is similar to a team; however, members of a community share “common interests, practices, and values” (Denning, 2011, p. 152). Members of a community concentrate on acquiring more knowledge on topics of common significance (Denning, 2009). Additionally, community members are usually volunteers and their “personal investment” is directed toward “an area of shared interest” (Denning, 2011, p. 155). Whereas high-performance teams may be associated with Denning’s (2011) concept of team, they align with characteristics of communities (Denning, 2011).
            In May of this year, five exceptional women met around a kitchen table, brought snacks, poured goblets of wine, and began the process of addressing the very real concerns facing this county. The group knew the 2016 elections were fast approaching and candidates for all offices would need a place to come. Additionally, Republicans and other citizens wishing to learn about candidates, issues, and other information would need a place to come that was both welcoming and committed to educating those seeking knowledge. Each of the five had been members of the historical club that had suddenly experienced a non-renewal of its charter. It was devastating news that shook local Republicans. Fortunately, a friend had shared information with me that provided a path for us to not only organize a club that could use the name Republican; it gave us the autonomy we would need to revive a damaged brand.
            Denning (2011) states high-performance teams have a “clear goal, appropriate leadership and membership, and adequate resources and support” (p. 156). Further, such teams:
·       Shape and exceed expectations
·       Adjust, innovate, seize, and use setbacks to their advantage
·       Grow and become stronger
·       Realize individual member growth
·       Experience increased nobility
·       Share passion for the cause (Denning, 2011).
Peter Senge wrote that high-performance team members recognize and revel in “the meaningfulness of the experience” (as cited in Denning, 2011, p. 156). Our team, even though we have been organized for five short months, exhibits all of these characteristics. Our shared purpose, shared values, is to repair the damage that has been done to the Republican Party, and provide an inviting environment. By the end of July, our group had crafted a mission statement, written bylaws, identified a slate of acting officers, created public relations’ materials, held our first organizational meeting, elected officers, and submitted our paperwork to the State organization for charter approval. Next week, the secretary of the state organization will present us with our charter.
            While our president has provided us with “direction, membership, resources, recognition, and accountability”, she recognizes the importance of conducting our organization in a non-hierarchical manner (Denning, 2011, p. 157). Our executive board is comprised of women with past experience in the Federal government, decades of public service, parliamentarian experience, and resumes of accomplishment. In short, the board knows how to get things done; and, as Denning (2011) notes, conventional management would stymie our creativity and passion. Since our inception, we have had but one negative situation. A situation arose that needed to be addressed before the first organizational meeting. Although the concern and remedy were discussed before the meeting, hurt feelings resulted, and subsequently led to a resignation. I have thought about this often and asked what if anything I could have done. I had been asked for my opinion before the meeting took place. I provided an honest assessment. If the outcome was to retain the member, I imagine I could have been less than forthcoming; but, that would not have benefited the team. Although I agree with the concept of “if one fails, we all fail”, I also agree with Mr. Spock, ‘the needs of the many, outweigh the needs of the few, or the one’ (Denning, 2011, p. 156). It was sad to learn of the member’s decision to leave the organization; however, I believe all of did all we could to encourage her to stay. In the end, the decision was hers to make; and, I believe the group is stronger as a result.
            Next week, our group will formally announce its formation to the community. The primary positive that has come about as a result of this incredible group of women is we identified concerns, developed positive solutions, and stand ready to restore the functionality of the Republican Party needed in this community. The thrill of political banter and the camaraderie I so enjoyed with my father exist once again. I, along with others, will be able to attend regular meetings and gather information about candidates and issues. We will be able to take in verbal and non-verbal cues from elected and non-elected officials so informed decisions can be made. Finally, we will restore the sense of community to many Republicans who desperately want to work toward common goals, through an exchange of shared values, and exceed expectations whenever possible. This is one of the best teams of which I am proud to be a member and I cannot wait to see where we are in one year.



References
Denning, S. (2011). The Leader’s Guide to Storytelling: Mastering the Art and Discipline of
            Business Narrative. San Francisco, CA. Jossey-Bass.

McKay, M., Davis, M., & Fanning, P. (2009). Messages: The Communication Skills             Book. Oakland, CA. New Harbinger Publications, Inc.

Sunday, September 13, 2015

A521.5.4.RB_MedleyKim_Restoring Values

Restoring Values
            Imagine headlines such as those written by Tristam (2015), “Grand Jury Indicts”. It is certainly not that uncommon to see reports that explain grand jury decisions. It is not even that uncommon to see such headlines associated with corporate executives, or politicians, and what MacIntyre refers to as a society that “has forgotten what ethical values really are” (as cited in Denning, 2011, p. 126). As we read those headlines, what do we as audience members do? Do we shake our heads and chalk it up to what McKay, Davis, and Fanning (2009) call “imposed values”, based on generalizations from our personal models (p. 114)? Would such behavior ever lead any of us to evaluate values we hold dear in order to assess not only a possible future job; but, to consider a political campaign in order to achieve that post? According to Dr. Randall Hansen (2015), the answer is “Yes”; and, “workplace values concepts and ideas” held dear have a significant impact with job satisfaction. This is why, as he proffers, an evaluation of our own values should be completed and then compared with the values of our employers to see if that particular job “really suits” us (R. Hansen, 2015).
            “A Quintessential Careers Quiz”, put forth by Dr. Randall Hansen (2015), leads participants to identify “the five core values you hold most sacred - - that you can’t live without”. According to the test results, my top five include:
1.     Integrity and truth
2.     Order and structure
3.     Positive impact on others and society
4.     Creativity, imagination, and innovation
5.     Teamwork and work groups
Having identified values that have been with me for quite some time, the next step is to identify the organization’s values. McKay, Davis, and Fanning (2009) observe when generalizations such as “politicians are fools” are made, a judgment based on one’s “personal model” is made (p. 114-115). Perhaps, as Denning (2011) notes, organizations, particularly those headed by politicians, do not “appear to reflect ethical values” (p. 127). Nonetheless, there are certain types of values present in those organizations and Denning (2011) offers a way to identify four types of values.
            Let’s return to Tristam’s (2015) headline for a moment. The complete headline reads, “Grand Jury Indicts Ex-Elections Supervisor Kimberle Weeks on 12 Felony Counts Over Secret Recordings” (Tristam, 2015). She was a twice elected Supervisor of Elections for Flagler County. The grand jury indictment was the final exclamation point to a string of headlines that had graced the front pages of numerous media outlets throughout her tenure. The values she perpetuated on a regular basis are defined by Denning (2011) as those of a “hardball strategist” (p. 128). Their focus is winning; winning at all costs; and, it matters not what is right (Denning, 2011). Typically, hardball strategists avoid illegality; yet, they push the envelope to see just exactly what they can get away with; and, if rivals are hurt along the way, that is cause for celebration (Denning, 2011). So how do any of these traits align with an office that is responsible for the fair and accurate recording of the community’s votes?
            Of my top five values, I would submit the first three are components that should be required for the elected leader of the Supervisor of Elections office. The story of the former supervisor provides a foundation from which to form a narrative so that positive values, such as integrity and truth, can be communicated to not only the organization; but, to the community as a whole (Denning, 2011). Instead of plastering posters around the office, or issuing statements that constantly remind the remaining employees of the prior wrongdoing, actions and discusses that reinforce the Golden Rule, do unto others… would begin to transmit integrity and truth (Denning, 2011). A mission statement, as outlined by Dr. Katharine Hansen (2015), would not only provide a good starting point for integrity and truth, it would pave the way for order and structure, along with impacting others in a positive way.
            Many of the websites for Florida’s sixty-seven supervisors of elections include a mission statement. Dr. Katharine Hansen (2015) refers to a mission statement as, “a suggestion for the future” of an organization. The Flagler Supervisor of Elections does not have such a statement. While it would be easy to craft such a statement, in order to garner “buy-in” (Hansen, K., 2015)  from the employees, encouraging the staff to contribute and develop a mission statement would lay the foundation for “values to be inner driven” (Denning, 2011, p. 149). As Dr. Katharine Hansen (2015) notes, both a personal and corporate mission statement connect one’s “unique purpose and the profound satisfaction” derived to the notion that one, or the office, acts in concert with a certain, defined creed. An establishment of shared values fosters trust, As Denning (2011) notes, trust leads to creativity and innovation, and this leads to more open relationships both within and beyond the walls of the organization.
            For six years, the people of Flagler County were served by a hardball strategist, one who purposely went out of her way to inflict pain on her rivals and one who finally pushed the envelope to the point of an indictment. Integrity and truth were replaced by narcissism and an “antisocial behavior below the surface of public awareness” (Denning, 2011, p. 129). Order and structure were absent as hardball strategists disregard “leadership, corporate culture, customer care, knowledge management, talent management, employee empowerment and the like” (Denning, 2011, p. 128). Finally, having a positive impact on society and the community were cast aside in favor of “being lean and mean” and an almost gleeful desire to not only hurt others; but, to watch them address the pain (Denning, 2011, p. 128). Dr. Katharine Hansen (2015) concludes her position by challenging readers to imagine ones “80th birthday or 50th wedding anniversary” and contemplate that which would be conveyed by friends at such events. Any candidate seeking the office of Supervisor of Elections, especially in Flagler County, would do well to begin with that image in order to re-establish ethical values long absent from that office.



References
Denning, S. (2011). The Leader’s Guide to Storytelling: Mastering the Art and Discipline of
            Business Narrative. San Francisco, CA. Jossey-Bass.
Hansen, K. (2015). Quintessential Careers: Using a Personal Mission Statement to Chart
            Your Career Course. In Quintessential Careers – LiveCareer. Retrieved from
Hansen, R.S. (2015). Workplace Values Assessment: Do You Know the Work Values You
            Most Want in a Job and Employer – and Does Your Current Employment Reflect
            Those Values? A Quintessential Careers Quiz. In Quintessential Careers - LiveCareer.     Retrieved from http://www.quintcareers.com/workplace_values.html
McKay, M., Davis, M., & Fanning, P. (2009). Messages: The Communication Skills Book.
            Oakland, CA. New Harbinger Publications, Inc.
Tristam, P. (2015, May 6). Grand Jury Indicts Ex-Elections Supervisor Kimberle Weeks on
            12 Felony Counts Over Secret Recordings. FlaglerLive.com. Retrieved from

Sunday, September 6, 2015

A521.4.3.RB_MedleyKim_The Eyes Tell All


The Eyes Tell All
            McKay, Davis, and Fanning (2009) state “You can’t “not communicate” with others” (p. 60). Truer words were never written. I’m reminded of Eagles’ lyrics, “honey you can’t you’re your lyin’ eyes”. Think about instances where our parents caught us telling a fib. How about when those closest to us knew something was wrong, even though we adamantly denied the same (McKay et al., 2009). Just as animals can sense danger, or compatibility by posturing, sounds, and movements from other animals; so, too, can humans. Albert Mehrabian (1981) notes 93% of human messaging comes from a combination of vocal and body movements (as cited in McKay et al., 2009). How many times have we watched a movie only to hear a character say ‘your words say no; but, your eyes say yes’? Why is that so true? McKay et al. (2009) define this as incongruence with our spoken words and our body language; and, it happens to all of us.
            I recently met a woman through a local club. For the sake of telling the story, the names have been changed to protect the innocent. I knew of Sally’s particular political affiliation; but, had filed that away for future use. I cannot remember if she ever asked for my affiliation; but, I usually provide that, before engaging in political conversations as I find it provides a sense of relaxation, thereby eliminating the need to have my body language match my words. It was a brief encounter; yet, that was long enough for her to make a generalized statement about all members of a specific political party. Although I tried to be gracious, my eyes, eyebrows, hands, and arms had alerted her to my feelings, before I uttered one single word (McKay et al., 2009). I felt my eyes open wide, while my eyebrows went up, thereby smoothing out my forehead, and my arms crossed with my hands firmly grasped around my arms just above my elbows. The statement implied that all members of this group acted out of ignorance and shared a common goal of exclusion. Quite honestly, I am surprised my mouth did not fall wide open, too; but, I was able to catch that tell. I know I took a deep breath in so that I could formulate a polite response. I am quite certain that as I exhaled, an audible sound came from each nostril, similar to Maleficent’s dragon, absent the fire. Although McKay et al. (2009) describe “short gasps for air” as an indication of “built-up tension”, I know my slow inhale, and subsequent holding of that breath was my way of allowing that tension to release before speaking (p. 64).
            To this day, I do not recall my exact words to Sally. They made little difference. I think I may have quipped something to the effect, “Not all of us have yet to achieve that complete oneness with the party”. She knew in an instant I was not happy with her remarks and a bit taken aback. I do know my paralanguage elements of tone and resonance was low, which indicates strength and firmness (McKay et al., 2009). I wasn’t loud as I did understand she was not directing the remarks to me personally. I do have a Southern drawl; but, I did not deliver my response with any added twang. I can actually thank a telephone customer service training program I took many moons ago for my ability to exit the conversation without hurting a friend.
            While working for an Orlando based insurance company, our office had started to experience an increase in customer service telephone calls. Some employees were not handling the calls correctly, especially those from irate policyholders. Human resources scheduled a training class. I remember the instructor advising of the importance to develop and maintain a monotone voice level when speaking with upset customers. The idea was to allow the customer to erupt, much like a volcano, while remaining calm and essentially talking them down from the cliff of rudeness. Although I could not see the faces of the customers, their voices provided all I needed to understand their feelings. Upset customers often had high pitch and resonance (McKay et al., 2009). They did not lack any abilities to articulate their displeasure and usually did so with an up tempo. Voices were often loud and emphasis on certain words was expected. It is probably a good thing they could not see my face while I talked them down.
            My words and expressions would have certainly been incongruent; yet, that lesson, along with the lessons outlined by McKay et al. (2009), has helped me to communicate more effectively. I have found that by nodding my head in the affirmative while listening, and by maintaining eye contact, I am able to think about what the speaker is saying. I can then begin to formulate a reply in my head and hopefully avoid the giveaways; but, there are times, that regardless of how well we rehearse and prepare statements will catch us by surprise, and as McKay et al. (2009) state, our eyes will tell all and let our true feelings escape.
References
McKay, M., Davis, M., & Fanning, P. (2009). Messages: The Communication Skills Book.
            Oakland, CA. New Harbinger Publications, Inc.