Fire Dependent

 

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Multi-flowered grass pink orchid {Photo: Scott Hereford (USFWS)}

Jim Fowler is a gifted photographer who specializes in the native plants of the southeastern United States. His regular blog posts are a visual feast of plant varieties few of us will ever see in our lifetimes, and not just because of disadvantageous geography.

In Jim’s work, timing is everything. He relies on a network of fellow naturalists to tip him off about rare finds and he is known to pack his gear and head out at the drop of a hat when an extra special opportunity arises. His latest post tells the story of just such an adventure.

In it, Jim describes the achievement of a “bucket list” find, the Multi-flowered grass pink orchid. Here’s his description of the challenge of finding this rare species:

“…the orchid blooms only after a prescribed burn in the Pinus palustris or Longleaf pine savannahs of the national forest. Moreover, when it blooms, all of the flowers…open in one or two days, and they remain open for only a few days, making it difficult to photograph it unless one can be there during that brief period of time.” 

Did you catch that comment about the “prescribed burn”? Here’s more about what that is and why it matters from the website of the US Fish and Wildlife Service Southeast Region:

“One of the greatest conservation tools we use in habitat management of our refuges is prescribed fire. While fire is applied to reduce the risks of wildfires on our refuges and surrounding homes, it also encourages native plants and wildlife habitat. This rare orchid, the multi-flowered grass pink, is a perfect example. It is considered globally imperiled and critically imperiled in the State of Mississippi. It was discovered on the Mississippi Sandhill Crane National Wildlife Refuge following a carefully planned and precise controlled burn that was used to reduce the hazards of wildfires and improve the surrounding savanna grassland habitat. Like many plants of the savannas, this rare plant is fire dependent. It requires fire to stimulate flowering while reducing the brush to allow more light for the plant to grow.”

I am neither a naturalist nor a botanist, but I am passionate about how much we can learn from the natural world if we are just occasionally willing to slow down and pay attention. I am also passionate about the subject of change and the fulfillment of human potential and to that end I have come to the conclusion that if a “prescribed burn” is good enough for the rare flowers of the savannahs then it is good enough for you and me.

The way to find the very best of us – the rare and wild plant that is blooming within – is to get rid of everything else that’s in its way. This requires the heat of discomfort, the burning away of the ideas, perceptions, habits, attitudes, and reactions that hold us back.

What remains, once the smoke clears, is an interior landscape, at first scarred and vulnerable, but now loaded with the potential for extraordinary growth. This open space is just what’s needed to allow something new, something even more compelling, to take root and grow.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

 

“Because it is a big change.”

On the cusp of his retirement from the NBA, future hall of fame player Dwyane Wade gave an interview to ESPN in which he discussed how he intends to adjust to life after basketball:

“I’ll be in therapy. Seriously,” Wade said. “I mean it, it is going to be a big change. I told my wife, I said, ‘I need to do therapy, and we need to do a little bit.’

“I was always against someone that don’t know me telling me how to live my life or giving me instructions. But I need someone to talk to about it. Because it is a big change. Even though I got a long life to live, other great things I can accomplish and do, it’s not this. So it’s going to be different.”

One observer commented that this is a “mature” approach. I would call that a major understatement. For a male, professional athlete to so plainly state his need for help and his commitment to receiving it is a very big deal.

While therapy has been de-stigmatized throughout much of our society it is not something easily discussed among men, especially those in positions of power and authority. In the business world we call therapy “coaching” and though it is inappropriate to conflate the two (one looks back, the other looks forward is a simplistic distinction) we are well-served to remember that when a client and a trained professional of any discipline commit to doing real work, good things usually come of it.

Thanks to Dwyane Wade and others like him, there will be more men who choose to make themselves vulnerable and seek the help they need. And each time that happens our world will become a better and a safer place.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

How to Motivate Your Employees

You can’t, so stop trying. That’s step number one.

Motivation is an internal dynamic, a choice based on a wide range of individual forces such as personality, values, perception, emotions, attitudes and stress. You can inspire but you can’t motivate. Knowing the difference is crucial to effective leadership.

A leader’s job is to create the conditions in which it is possible for people to motivate themselves. Here are five things you can do to create that kind of environment:

  1. Define and commit to a compelling purpose and vision for your organization. Help people to understand what they signed up for, where you’re going and what’s in it for them to be a part of it.
  2. Create obvious and plentiful pathways for your employees to be involved in decision-making,
  3. Hire terrific and talented people, connect them to the vision, provide them with the necessary context and then get out of their way. Autonomy is a powerful motivator because it is the tangible evidence of trust.
  4. Live out a value system that makes fairness a driving principle of the organization. For starters, you can pay people based on the quality and impact of their performance rather than on the parameters of a pre-determined scale.
  5. Make continuous learning a priority for everyone and work hard to develop your team members. Make it obvious to them that you want them to grow and that you are willing to invest time and resources to that end.

“How do I motivate my team?” is the wrong question. The right question is, “How do I create the conditions in which my team members will activate their internal motivation?”


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

Make it Real

“What’s a next step?” is the question that makes the plan real.

I knew I wanted to become a capable and confident speaker in my field. I knew I wanted opportunities to speak on leadership and change and the kind of organizational cultures that never stop learning how to be better at both.

I wanted to speak at conferences, inside organizations, in higher education, anywhere there was a curiosity to explore these ideas and the many questions that surround them.

I saw myself in the front of the room and on the stage. I just didn’t know how to get from where I was to that reality. So I constructed a development plan, a plan that held my vision of high competence and confidence as a voice of authority about my professional passion.

That plan was thoughtfully imagined and constructed. It was forward-looking and future focused. It allowed me to take an idea that was disconnected from my experience and help me to see how to bridge that gap.

And then, just when I needed it most, just when I was lost in the reverie of what might be, I was asked the hardest of all questions: So, what’s your next step?

This is the moment when my plan met reality because the options were endless: research where to speak, hire a coach, make phone calls, prepare an outline, prepare an abstract, clarify my point of view through conversation with colleagues, watch videos of great speakers, title a speech for publication (much harder than it sounds!), film a practice session, etc.

Each of these actions, none of them wrong, all of them right, represented the hardest step in my plan for a preferred future state; the next one.

That moment when I realized that what I had envisioned – and all of the possibility and opportunity it contained – depended on a single next step? That is the moment that my future became real.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

Make Way for the Good Stuff

“Dethatching” lawns refer to the mechanical removal from a lawn of the layer of dead turfgrass tissue known as “thatch.” This residue is bad for your grass, as it keeps water and nutrients from seeping down to grassroots. 

Source: The Spruce


What’s good for the grass is good for you and me.

We all have stuff that builds up inside. That could be resentments, negative emotions or self-talk, or just some habits that no longer serve us very well.

That layer of “dead tissue” is not only no longer useful, it’s in the way of those things that will make a positive difference to your well-being, your emotional and mental, and maybe even physical health. Maybe that’s forgiveness of an old wrong or a dose of self-confidence, or the realization of a core strength or even an earlier alarm setting to get a jump on the day.

I wish we could just add the good stuff on top of the bad stuff and have it sort out the right way. But it doesn’t work like that. The bad stuff is a stubborn blockade that must be pulled down and tossed aside for the good stuff to do its work.

For my lawn that means getting out a heavy-duty rake or renting a piece of equipment that digs down and pulls out the dead layer beneath the surface. For you and me, that process might look like some combination of quality conversations with people we trust, honest feedback about our strengths and weaknesses, the creation of a development plan, seeing a therapist or coach, digging into helpful reading material, getting regular exercise, periods of quiet reflection, and so on.

The good stuff will find its way to your roots if you make the space it needs. That’s the best and most challenging part of spring.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

 

How to Get Recruited or Promoted

First, ask for more opportunity, not for more money or a “better” title.

Second, commit to closing the gap between your current level of impact – both your technical skills and your relational/interpersonal ones – and the next level up. And then do it. In other words, create an outstanding development plan and then work that plan.

Third, be willing to leave a good thing for a new opportunity. The next level roles where you are will always be more limited than the ones “out there.” You’ll grow from the stretch of the change and your old company will be known as a place that cultivates talent like yours.

Finally, never forget that you own your career and nobody else does. When you decide to take 100% responsibility for that, your mind and heart will be more open and alive and the world will expand for you in ways you could never imagine.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

Why not today?

Today is a perfect day to put together your leadership development plan. Here’s how:

Define your values. Type “values clarification” into any search engine and you’ll find plenty of options. Once you’ve selected your top five, or even top three, take some time to define them in language that is meaningful to you and then come up with concrete examples of how you live them out.

Describe your strengths. Many people think highly of the StrengthsFinder tool but my preference is to reflect on moments in life when you were at your best and then consider what you were doing, how you felt, and the impact that you had. Those stories will be rich with evidence of your very best abilities.

Assess your weaknesses. Those strengths stories may also carry seeds of information about your weak spots, or the ways you regularly get yourself into trouble. If you’re energetic and full of ideas, chances are you do a lot of talking and perhaps not as much listening. If you’re a catalyst for change, chances are you leave people behind once in a while. If you’re a detailed planner, you might be prone to forget the big picture.

Clarify your aspirations. This is tough but essential. What do you really want? How clearly can you illustrate that in words and on paper? It can be hard to own our highest possible vision – because, of course, what if we don’t make it? Own it anyway, because no one else can or will do it or you.

Get feedback about the gap between where you are and what you want. Honest conversations about all of the above with people whom you respect are worth their weight in gold.

Decide on a first step. Not the whole thing, just the next thing.

Solicit support from your manager, a coach, a peer or a great friend. Gain the commitment of some great people to stay in the conversation with you and then get busy.

This sounds like a lot because it is a lot. It’s also an awesome way to take responsibility for where you are and where you’re going. And today, like every day,  is a great day to get started.

No fooling.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

Don’t wait for your company to hire you a coach

When I started my company in 2013 my first leadership coaching client was an individual who paid for it out of his own pocket. He knew it was the right time and he was willing to make an investment in his learning.

I was inspired by that commitment and it still inspires me any time I have the privilege of coaching someone who makes the same choice.

Yes, most of the time it is the company who sponsors and pays for coaching services. But what if your company is not ready to do that and you are absolutely convinced it’s time to grow? You can take the path of convincing them to do so or the even longer path of finding a new employer who is willing to invest in you.

Alternatively, you can take on an even better question: if you know you’re ready; if you are eager to learn…eager to go the edge of your understanding of self, others and your leadership potential, what are you waiting for?


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

Soften the Edges

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No one goes through life without a few weeds.

When one of my more insistent ones – impatience, doubt, smallness – attempts to reach maturity, daring to put my imperfections on full display, I am quick to uproot it.

The resulting facade is appealingly neat and tidy. It is also cold and unnatural. In that state, my appearance of “having it all together” not only doesn’t work in my favor, it makes me unapproachable.

Who wants to associate with someone they can’t relate to? When we know about our own weeds, we are on the lookout for other’s because that’s how we know they’re human, too.

The alternative is not to let the weeds overrun the garden, of course, but rather to help them coexist in a manner appropriate to their importance. A natural or organic garden is one in which a wide variety of species are permitted to grow, the less desirable ones never fully eliminated but always held in check by the quality of the conditions and the thoughtful attention of the gardener.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.

What is your “more”?

You’ve got more to learn, more room to grow. We all do.

What does that mean for you? Do you know how to define and describe it? Are you willing to?

Yes? That’s outstanding.

Now, a harder question:

Do you know the patterns you have artfully created and that you dutifully follow to keep you from getting after it?

Of course you do, it’s just that naming it as a pattern – admitting that you have been seduced by the status quo – creates the discomfort that precedes all pattern interruptions.

All living systems are learning systems. If you keep learning, growing, developing you get to keep living. Not surviving but living.


DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.