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
  • Hiring Series: Free Labor

    Hiring Series: Free Labor
    May 18 2021
    Life Is Work - Ep 64 - Hiring: Doing Work For FreeCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 35:00Melanie 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 Doing Work For FreeRESULT: To continue our hiring series by addressing a common phenomenon - asking candidates to do work for free to show their skills. We will talk about how it usually works, some common issues, and how to be more thoughtful and intentional about this practice. DanecdoteHave had a few experiences with this personallyCreated a workshop for teenagers on bullyingThe grown adults I was interviewing with “acted” like teenagers, threw things at me, called me names, etc. during my workshop to see how I took itHad to bring in a kind of portfolio of a successful project to show how I managed it from beginning to end (extra work because obviously no one at current job needed a document like this)Had to facilitate a meeting in real time while different ppl on the interview panel “played” different parts to see how I would maneuver themHad to PAY to interview to be a lifeguard (training) Someone I know was actually put to work on an /actual/ current project at the company,  ALL DAY, to hear their thoughts and brainstorming around a project they were trying to solve to get an “outside” perspective and then did not hire them. R U FOR REALProtein - Main Event - Topic d’jourDoing Work For FreeIntention: For hiring managers to see the translation of what you describe in your application to how you can apply those skills in real timeImplication: I see what you wrote here - I’d like to see you prove it in real timeHow it usually worksBring in some work you have done before (the softest ask)PortfolioExamples of work - correspondence, link to videos/website/etcPrepare something specifically for this interviewWorkshopsShort presentationsA response to a problem of some kindA surprise work assignment‘We will ask you do something like xyz, will provide the full details during the interview’Or it’s just a surprise entirelyHere’s a problem, take some time to show us what you would do to solve it IssuesThis is time and thought and intention and work to ask someone to do without compensating themWe are proponents of gift economy (giving what you can, not ‘quantifying’ everything with a dollar value), and also that is not the system that we live in. We live in a system where we need our time to turn into points to pay for our lives. Asking people to do things for free without return is no small thingTHIS IS SO STRESSFULInterviews are already stressful (as mentioned), and by also asking candidates to do extra work, it adds another layer of preparation/stress to an already difficult experienceThe implicit “prove it” of the intention - like, “i see you said you know how to do xyz - prove it”Regardless of intention, the impact can feel like aggression and mistrust - a tough way to start out a new relationship with a potential new employeeThe existence of doing work for free as part of the job interview is composed of two parts:An inherent distrust of the candidate - that what they tell you they can do and what they can actually do don’t alignA challenge for candidates to ‘get ahead’ of one another. Getting ahead is a mantra of capitalism - and by telling candidates to create work for you, this is their opportunity to ‘get ahead’ of other candidates. It is a way to perpetuate a system where there is only room for a few at the top. You are looking for the right person to fill the role - there is nothing wrong with that - but by requiring candidates to do extra work outside of what is already going on in their own lives (and if they are applying for a job, there is a guarantee that there is a stress of some kind in their lives), you are assuming that they also have access to a lot of other things:Time to do the work without payAccess to technology to make whatever it is “look” professionalExperience with a work culture like yours that would allow them to know what you are looking for Essentially, if you are an organization that says you are “equal opportunity” - consider how your hiring practices address and are intentional about that commitment How to Do Better - Mindset ChangeAssume positive intentEvery candidate is doing their best, wants to find meaningful work and provide for themselves and their communityHiring managers - related to what we mentioned in our interview episode - be fully aware of the power you have in the room and use it to support candidatesEvery candidate has skills and expertise to offer a position and an organization. It may not be this position or this organization, but every person who is going ...
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    44 min
  • Hiring Series: Interviewing

    Hiring Series: Interviewing
    May 11 2021
    Life Is Work - Ep 63 - Hiring: InterviewCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 39:15Melanie 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 InterviewingRESULT: To continue our hiring series by advising how to navigate the current interview process, and some suggestions for both applicants and hiring bodies to improve the process.CamnecdoteBurning Holes6 different interviews/conversations for a jobTook a long timeUnpaid workHad to keep it secret from current job“Is this job even worth it?!” Protein - Main Event - Topic d’jourInterviewingThe goal: to get to know one another, clarify roles/culture & “fit”This problemsImpossible to do in 1-2 hoursSales pitch from both sidesNo one is being their full selvesAnxiety/nervesYou don’t know each other!SolutionsApplicantGet clear on what you wantThis is a time to ask about your deal breakersEx. cam work flexibilityWrite down all your questions you haveWhat’s unclear to youWhat do you want to know more aboutWhat worries youWhat foreseeable challenges do you seePrioritize these questionsProbably wont have time for allFollow up email/call/interviewDo a mock interview with a mentor, friend, colleagueAsk for specific feedbackPrint copies of resume on nice paperPrep as much as possible the days aheadOutfitRoute to interviewOr logon timeEat something - coffee will just make you more nervousSet aside self care time afterEven just 5 minutesBreathing exercises for waiting roomBe yourselfIf you cant be you in the interview, can you be you in the job?Negotiating safety and “professionalism”Different sectors are different hereHiring boardsGet clear on what you wantDon’t waste time having people recount their resume and cover letterReview all applicant materials - you required them to do them - honor that by spending time with themWrite down all your questions & prioritizeHR guidelinesProbably wont have time for allFollow up email/call/interviewIs there anything you can incorporate into the interview to help give a sense of the work placeEx. cam spending time with students during advising interviewPrep as much as possible the days aheadTry not to rush into the room if it can be avoidedYou’re selling yourself/dept/org tooAre all roles clear for everyone involved?Down to who is offering water/coffee?Is the timing clear to everyone if more than the talking part of the interviewTour, etcBe yourselfTry to show the applicant who you and the org are every day, not just the sales pitch version Mel’s Mindful Minute: 39:155 Step MeditationWe Are Always StudentsRadical CandorReal Change in the Workplace (Real Change by Sharon Salzberg?)Sharing is Self-CaringSelf-careHave you ever had a job interview you enjoyed? What parts resonated?Community-careHow can you support your department in the next hiring process? A friend who’s on the job hunt?Systems-careWhy don’t organizations build in time and incentives to create a more robust hiring process? How do the systems benefit, if at all, from a 45 minute interview?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com
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    50 min
  • Hiring Series: Applying

    Hiring Series: Applying
    May 4 2021
    Life Is Work - Ep 62 - Hiring: ApplyingCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 42:00Melanie 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 ApplyingRESULT: To continue our hiring series by advising how to navigate the current application process, and some suggestions for hiring bodies to improve the process.DanecdoteProtein - Main Event - Topic d’jourApplyingSUCH A TEDIOUS UNFORGIVING PROCESSJob postings - sites, boards, word of mouth, groups, etcJob descriptionsApplication processFree labor - essays, letters, tailored resume, etcConflicting and ever changing recommendations1 vs 2 pg resumeEmail follow up or dont callKnowing someone or applying blindEtc etcHumanless experience“To whom it may concern”Hiring bodies/departmentsAutomated responsesSuggestions for how to navigate the processGet as clear as you can on what you wantWhat are yourDreamsNegotiablesDealbreakersQuick No’sTake some time to find out “where” these jobs areCertain sectors use certain placesLinkedinProfessional Job BoardsInternal HiresTake time to tailor letter and resume, etcWhat is the position asking forHow do YOU fit those requirements in your wayHow do you as a whole person add valueYou are valuable and worthy, job or notYou’re communicating the value you can add in this positionFollow-upRead the description and HR sites clearly - many state to not follow upIf no clear boundary, research appropriate personDepartment leadAdminFront desk2-weeks - Short phone call or emailMoving onYou will likely not hear back from most positionsThat means it wasn’t the right one, even if it “sounded” like the right oneHiring bodiesGet as clear as you can on what you wantWhat are yourDreamsNegotiablesDealbreakersQuick No’sHR requirementsEquity intentions - how is this position or the description encouraging a diverse body of applicantsTake some time to find out “where” these people areRecruiterLinkedInJob BoardsTake time to review submissionsRemind yourself what is the position asking forApplications are a snapshotThese are real peopleIf receiving a lot of submissions, how can you be clearer about the job requirements or your needs? How can you more clearly sift through applications?Decide this BEFORE postingFollow-upI know it’s tedious, but follow up with everyoneEmail template/mail mergeYou build trust as a place that cares about peopleMoving onIf you don’t find what you’re looking for, take it down, review, and post laterDon’t settle just to fill the position Mel’s Mindful Minute: 42:00Chair Yoga - 6 Movements of the SpineWe Are Always StudentsLinkedInDare to LeadRead Happiness at WorkJournalingSharing is Self-CaringSelf-careHave you ever had a positive hiring experience? What about it did you love? What can you replicate?Community-careHow can you improve your workplace hiring practices? How are those decisions made?Systems-careWho, if anyone, benefits, from the current inefficient hiring processes?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com
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    55 min
  • Hiring Series: Networking

    Hiring Series: Networking
    Apr 27 2021
    Life Is Work - Ep 61 - Building a NetworkCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 38:28Melanie 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 NetworkingRESULT: To explore the function of networking, the pitfalls of how it often works, and ways to network in a way that is authentic and meaningful to you and your goals.CamnecdoteIm awful at itCollege department triviaProtein - Main Event - Topic d’jourNetworkingWhat it means in work culture, generally: making connections with people that will help you attain future opportunitiesUsually looks likeNetworking “events”EwIntention is everyone is there to connect (like a dating site)Issue is similar to most formalized tools (see “teambuilding” and “icebreaker” episodes) - you are taking the natural occurrence of connection between people and formalizing/commodifying it so it feels less like connection and more like performance artInformal networking eventsNot labeled as a “networking event,” but the attendees have access to power/positions/resources so we attend to be seen (show face) and to know and be known by those in attendanceAlso - temporary jobs/internshipsSurprise Danecdote - was so exasperated when, in my first temporary position in a department I wanted to work in full time, that it was awkward and taboo for me to be clear about my intentions of wanting to stay in the department long-termIn our current culture, expected that you are ‘grateful’ for a temporary position and go above and beyond to prove your worthiness for a long-term positionVolunteer positionsSee episode on labor/serviceIn nonprofit sector, a way to network is to provide your labor for free to prove your interest and worthinessHow to network authentically and meaningfullyHuman connection - SURPRISE this is what we are really talking about all of the timeIt is helpful to be aware of power dynamics, but centering them creates a disconnection - a feeling of ‘using’ people and opportunities vs. being present in the momentNotice where you are already spending your time and live into your values when you are in those placesBe the person you want to be with all people all of the time, not just when you have determined it might be specifically beneficial for youDan hairdresser job storyDan CCFW storyIf you notice that you are not spending your time in a lot of spaces, be curious about why that is and how you can change thatSee our adaptive self care episodesTake inventory of your timeWhat are your interests/“hobbies”/ that draw you in? Find communities around themDan sociocracy/NVC exampleTechnical Tool: LinkedInEspecially when first starting off in a career, helpful to use LinkedIn to see the trajectory of other people’s careers who have held the job titles you are interested inDO NOT “ask to pick their brain”Just make note of their path and see if anything speaks to you/aligns with your visionIf you want to reach out, make sure you offer something in returnBuy them coffee/lunchOffer a skill you have to compensate them for their time and energyThey may not take you up on it but the awareness that their time is valuable and their advice is /work/ will be so appreciatedBe a networker for other peopleSay people’s names in meetings they aren’t inGive ppl creditBe a networker for others - gift economyBE YOURSELFDan (so many anecdotes for this, sry) moved around A LOT in early 20’s, didn’t have language to describe the need for community but found if I just did me, just did things I wanted to do, I met people I connected with and was able to build relationships anywhere that I wasFind your version Mel’s Mindful Minute: 38:28Sun Breaths  MeditationWe Are Always StudentsDaring Greatly by Brene BrownAreas of Life chartCommunity Care cartoon by @deannazandtSharing is Self-CaringSelf-careWhat are communities in your life that you are actively involved in? What communities would you like to connect with?Community-careIs there anyone in your current communities you haven’t spent time with? What is a way that you can reach out to them?Systems-careHow are our systems currently designed to cultivate - or not cultivate - a network of support? What is a change, if any, that you would like to see in our current systems?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com
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    48 min
  • Hiring Series: When I Grow Up

    Hiring Series: When I Grow Up
    Apr 20 2021

    Life Is Work - Ep 60 - Hiring: When I Grow Up

    Co-hosts, Producers:

    Danielle Stenger 
    Cameron Navarro, LMSW 

     

    Mel’s Mindful Minute: 35:09

    Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-F

    Owner, Lead Facilitator - Whole Moon Wellness

    wholemoonwellness@gmail.com

     

    Contact Info:

    Website

    Email

    Twitter 

    Instagram

     

    Music:

    Intro - King Must Die, by Picnic Lightning

    MMM Transitions - Sur, by Picnic Lightning

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

     

    When I Grow Up

    • RESULT: To begin our hiring series by exploring how we’re taught to pursue certain professions, and consider how to identify a variety of potential careers at any time in our lives.
    • Danecdote
      • a brief journey of trying different things

    Protein - Main Event - Topic d’jour

    • Hiring Series Overview
      • Over the next 7 weeks, we’re going to walk through the hiring process to explore different ways of thinking about the hiring process
      • Provide support and tips on how to navigate this system in a way that promotes our humanity
      • Many folx are currently without jobs, and so while these suggestions are the “ideal”, we’re happy to partner and help You Do You
    • When I Grow Up
      • Current Culture
        • When i grow up, i’m going to be a:
          • Doctor, Teacher, Vet, etc
          • Usually gendered
          • Usually a “coveted” career, but not necessarily money focused until HS/college
        • School “tracks”
          • Electives
          • HS Counselors
          • Aptitude tests
          • Go to college
        • College
          • Picking majors
        • Graduation
          • Masters
          • Career centers
          • Just need a job!
      • Where are we now
        • How many of us out there are working in a job where our major was? Our interests?
        • Job satisfaction & career satisfaction
        • Second careers
      • How to evaluate
        • Skills inventory
          • knowledge/expertise
          • “Soft” skills
          • Natural skills
          • interests/passions
        • Exploration “Networking” - talking to connection in other fields
          • CEUs/workshops/free courses/youtubes
          • Our You Do You individual consulting
        • Taking a risk - being vulnerable
          • Internship
          • Going for it

    Mel’s Mindful Minute: 35:09

    • Journaling exercise from Julia Cameron's "The Artist's Way"

    We Are Always Students

    • The Artist’s Way, Julia Cameron
    • Nomadland: Surviving America in the 21st Century 
    • Your Art Will Save Your Life by Beth Pickens

    Sharing is Self-Caring

    • Self-care
      • What’s your dream lifestyle? What does it look, sound, and feel like? What excites you about it?
    • Community-care
      • Do you know the dreams of those around you? Are there ways you can support them in achieving those dreams?
    • Systems-care
      • How would organizations benefit if more people were following their passions? Why don’t more organizations support more people doing so?

    Reach Out!

    • lifeisworkpod.com
      • Find questions submission link
    • Instagram @ lifeisworkpod
    • Ko-Fi Coffee 
    • info@palanteconsulting.com
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    44 min