Life is Work

Auteur(s): Pa'lante Consulting
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  • Résumé

  • A podcast seeking to promote a world where everyone can live free, and be their full self, safely.
    2020 Life is Work Podcast
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Épisodes
  • Self Care Check-In

    Self Care Check-In
    Jul 6 2021

    Life Is Work - Ep 67 - Self Care Check In

    Co-hosts, Producers:

    Danielle Stenger 
    Cameron Navarro, LMSW 

     

    Mel’s Mindful Minute: 37:30

    Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-F

    Owner, Lead Facilitator - Whole Moon Wellness

    wholemoonwellness@gmail.com

     

    Contact Info:

    Website

    Email

    Twitter 

    Instagram

     

    Music:

    Intro - Nostalgiaholic, by Picnic Lightning

    MMM Transitions - Sur, by Picnic Lightning

    Outro - Pa’lante, by Hurray for the Riff Raff

     

    Self Care Check In

    • RESULT: To check in on our resolutions, goals, and discuss how we’re creating ways to prioritize ourselves.
    • Camnecdote
      • Areas of Life activity keeping in my bag all year

    Protein - Main Event - Topic d’jour

    • Self Care Check In
      • Halfway through the year (almost!)
        • In US, the July 4th holiday is a good way to mark halfway through the year
      • Common Pitfalls
        • We’ve been swept away by schedules
        • We were derailed by imperfect progress
          • perfection/productivity
            • “Im not perfect right away so it must not be for me”
          • Mindfulness app “streak” example
      • Creating space to prioritize ourselves
        • Every day is a new opportunity!
          • Reframing/mindset shift
          • “We can always begin again” (Sharon Salzberg)
            • Mindfulness - tendency to catch myself getting very overwhelmed by my emotions and needing to pull back to observe them, instead of “oh i messed up!” a core part of the practice is just returning to your center. Coming back again is key to growth, awareness, and trying anything new
            • Black is King, Beyonce - you can always return home to yourself
        • Mindfulness & resolution episode resources
          • NVC observation - what’s actually happening
          • Try not to jump to judgement
          • Dan example - “Try to reduce the gap between your values and your actions.” - Miriame Kaba
            • Identifty - what are my values? What are my commitments to those values?
            • Commitment + Practice = Capacity
          • If we notice (observe) that we are not committed, the response should be curiosity - why am I not committed?
            • Is this the “right” goal for me at this time in my context?
          • If we notice we do not have capacity, the response is compassion - we are human and can only do so much!
            • Start anew with the proecss
          • Ongoing practice, you can always return home to yourself, always return to your values and reassess. Lifelong discipline
    • Adaptive self care
      • Prioritizing ourselves throughout the day
        • Ex: Movement break, outside time, process with a friend, relax your shoulders! 3 deep breaths
      • How do you want to use 5 minutes?
    • Check in with your support systems
      • How can we support each other?
      • What do we need?

    Mel’s Mindful Minute: 37:30

    • Body Scan

    We Are Always Students

    • Selfcarefully by Grace Obuchowicz
    • Burnout by Amelia Nagoski and Emily Nagoski
    • Headspace on Netflix
    • Set Boundaries, Find Peace: A Guide to Reclaiming Yourself by Nedra Glover Tawaab

    Sharing is Self-Caring

    • Self-care
      • What do you need right now?
    • Community-care
      • Have I checked in with my loved ones recently?
    • Systems-care
      • How are your environments (i.e. office, schedule, city, etc) supporting or inhibiting your goals?

    Reach Out!

    • lifeisworkpod.com
      • Find questions submission link
    • Instagram @ lifeisworkpod
    • MBSR Coure - www.palanteconsulting.com/mbsr
    • Ko-Fi Coffee 
    • info@palanteconsulting.com
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    54 min
  • Hiring Series: Onboarding

    Hiring Series: Onboarding
    Jun 1 2021
    Life Is Work - Ep 66 - Hiring: OnboardingCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 36:00Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.com Contact Info:WebsiteEmailTwitter Instagram Music:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff Raff OnboardingRESULT: To finish our hiring series by walking through the onboarding process and identifying areas for improvement to better welcome new people to the team. DanecdoteGenerally stunned at transition from beinin school all the time to “prepare” for working, and then at work it’s rare for anyone to take time to teach you things Also a weird pride in “I taught myself! No one is gonna do it for you!” Also had a job where I got a ton of training but it was over a six month period, it was a TON of content, and after 4-6 hours of training would just have to go do it Protein - Main Event - Topic d’jourOnboardingYou got the job!A quick note before accepting: negotiating an offerSome sectors this is more of a norm than othersPower dynamicsAsk for what you’re worthIf salary isnt negotiable, benefits & perksWork from homeFlex daysAskAManager can be helpful in navigating this systemCurrent approach: get you producing/generating work as fast as possibleIssuesWe aren’t robotsCommunication & jargon - unclear requestsLearning takes timeIf everything is new, difficult to prioritizeChallengesHiring folx is a net loss for the orgTrying to minimize lossesNot always a designated person to train and onboardHR usually focused on HR stuff and not job trainingDoing & teaching are wildly different skillsMaybe the best person on the team at the job is not also the best teacher……Makes training new folx difficultWhat could it look likeNew hireesCommunication & asking questionsTry to minimize assumptions and guessingFraming: I know how to do things, and I want to ensure they are completed in a way this team/org/dept needs themHelps to minimize imposter syndromeAlso - make sure you have tried to find the answer yourself with the knowledge you do have. Organize and make a list of questions - try to reduce asking any questions that come to mind all day long and plan a time to follow up with your questions PatienceKnow your boundaries, and stretch them a littleIt will take time - about a yearSet boundaries as early as possibleEmail & calls after hoursWorking late/through lunchREAD THE EMPLOYEE HANDBOOKWelcoming teamsSelfHow can you embody compassion, patience, and care for the new person?Can you remember what it was like being new?CommunityHow can your group best plan for a new hire?Are there things that aren’t written down but just “known”?Write them downClarify roles - who is training, welcoming, checking in on, etc (how often, for how long, etc)Timeline of trainingWhen should they realistically be able to start xyzSystemsWhat unspoken rules or expectations exist in your office?What is the work culture like?What policies are outdated or could use clarification?How can the org as a whole better establish equitable hiring processes for the entire process?AccountabilityDiversityJustice  Mel’s Mindful Minute: 36:00Mindful MovementWe Are Always StudentsReal Happiness at WorkDare to LeadEmployee HandbookSharing is Self-CaringSelf-careWhen you enter a new space, what do you need? Community-careWhat unspoken rules or expectations exist in your office?Systems-careWhile hiring is a net fiscal loss for organizations, how can organizations invest in the gained aspects of a new employee, including talent, perspective, and expertise? Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com
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    48 min
  • Hiring Series: Team Fit

    Hiring Series: Team Fit
    May 25 2021
    Life Is Work - Ep 65 - Hiring: Team FitCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 33:50Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.com Contact Info:WebsiteEmailTwitter Instagram Music:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff Raff Team FitRESULT: To continue our hiring series by exploring the process of determining whether or not a candidate is a good “fit for the team,” some common issues with this process, and how to determine a “good fit” more authentically and with more intention.Camnecdoteteam lunchProtein - Main Event - Topic d’jourTeam FitIntention: To see if a candidate will be comfortable in the team/work culture, and vice versaHow it usually worksPersonality testsEnneagramColorMeyers BriggsStrengthsSome personality type questions during the interviewEx: How do you like to keep your work desk?Do you tend to speak up in meetings or lean back?Describe your work styleHow do you handle conflictLunch with a few people on the team/adjacent departmentsIssuesThere are a lot of “unsaid” culture things at play here. What does it mean to be a good fit?Common things “culture fit” means but are not said (isms) (also reminder to Dan about department at Fidelity)AgeGenderRaceSexual orientationPhysical appearanceSocioeconomic statusExperienceThis can be a problem because it eitherMakes the team real homogeneous (everyone is similar)Or there is a tendency to tokenize peopleRe: personality testsI love personality tests, but if they are used as /the/ determining factor about a person then we are giving them too much powerMy MBTI is very accurate, a good tool to understanding why I am the way that I am, and also it is only part of who I amRe: Personality questions in an interviewIt’s an interview, so it already feels like a testBecause of the environment/general experience of the interview, everyone (including you) will be tempted to provide an answer they think you want to hear, vs. what is authenticRe: Lunch with a few pplThis is actually really nice, the issue is often power dynamics - who is able to attend the lunch has all of the say about the kind of fit the candidate isEven if the candidate is great for the job, it doesn’t mean everyone I. The office will wanna have lunch togetherHow to Do BetterHiring BodiesFirst: rememberIt takes time to really get to know peopleBecause there is inherently a limited time involved to get to know a candidate before hiring them, know that there is only so much you can really learn about a person in that timeBe clear about what you mean by “culture fit”Write them down and make sure you are comfortable with and intentional with themDo this practice as a teamMake sure that the list does not turn out to be you looking to hire another youUse personality tests, but only as a tool - not a deciding factor - and share your ownA general rule at PLLC is to always be willing to model the vulnerability you are asking of other peopleBe clear with yourself on why you are hoping to learn about the person with the personality test - beyond asking for just their number or letters, ask yourself, “what do I wish to learn about the candidate with this tool? How does what I want to know apply to the work culture?”Instead of asking things like, “do you speak up in meetings?” Use situational/preference  questions - “tell me about a meeting you thought was really productive. How did you contribute?”Lunch/some other activity the team enjoys doingEnsure the team members this person will work most closely with can go to the lunchNot too large of a crowd - maybe 4-5 peopleTry to find a place where the tables are round so that not only a few people are able to have a conversation (Dan hates rectangle tables)Should be obvious, but pay for the candidates’ lunch!Ensure a curated set of people who will work closely with the candidate if hired have some time to spend with themHear everyone’s input, trust your gut, come to consensus as a groupApplicantAll of the advice above, + remember that you are looking for the right culture fit for yourself as wellThink of questions you can ask that will give you clues to day to day life in this workplaceWhat are the expectations around flexible work time?Listen for:needing to submit time, “special occasions,” as needed, etc. and ask follow up questiosWhat is the standard cadence of team meetings?Listen for: how often, how they are scheduled, what is expected in each meetingHow do we keep each other informed of work projects?Listen for: formal tools (what’s included/involved: biweekly check-in example)What is your decision making process like?Listen for: “when we are told XYZ by another department,” reactivity vs. strategic planning (ex “I just want to do more”)Notice power dynamicsDoes everyone you are speaking ...
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    44 min

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