I’m a quitter too

I saw this post from Bob Gower the other day about being a quitter and it inspired me to write this post. 

I’m closing in on a 40+ year career. 1981 – 2023

• I’ve had ~ 15 jobs in those 40 years.

• I’ve been laid off twice.

• I’ve been ugly-fired once. Don’t ask.

• I’ve quit, without having a backup job, ~5 times.

• My longest run at one job was ~10 years; my shortest run was ~5-days.

• I’ve demoted myself twice.

• I’ve reorganized myself out of a job at least once.

• I’ve hired my replacement at least 5 times.

Key Observations

1. My tolerance for corporate bullshit was much greater early in my career.

2. One consistent theme is that I’ve reflected on each and every job and the drivers for my leaving, and that’s made each step or pivot better for me as I’ve learned, adapted, and grown.

3. I’ve learned to blame myself less and less for the driving forces behind my decisions.

4. Looking back, I’m incredibly thankful for the entirety of the ride. It’s made me who and what I am. It’s also made me much more resilient.

Wrapping Up

I just want to thank Bob Glower for his courageous role model and inspiration. Otherwise, I wouldn’t have taken this powerful trip back to memory lane.

Stay agile my friends,

Bob.

Courageous Authenticity

I think it’s hard to walk your talk publicly. But especially challenging in the world of agile coaching. I recently saw this post by Lucia Baldelli and thought I’d share it because it struck me as a wonderfully courageous act on her part.

I found the comments interesting as well.

I don’t think I’ll add anything else, as I think her—

• Courage,

• Role model,

• And, Authenticity…

Speaks for itself!

If you care to check out some of my own ideas on coaching ethics, you can read more here.

Stay agile my friends, AND thank you, Lucia!

Bob.

The Career Goals Curve

I saw this picture on LinkedIn and it relates to one of the metaphors or thinking models I’ve often shared with folks who I coach around their careers. It’s called Ikigai and I’ll ask you to explore more about it here.

It’s simple really.

Early on

Early in my career (in many careers) I’ve seen the focus lean into—

Ikigai – what you can get paid for and what you become good at. You’re growing your skills, gaining confidence and ability, and broadening your network and experience.

Sometimes folks feel bad about leaning so hard into the money. I actually think it’s a natural leanage, but everyone needs to find their own balance.

Later on

Then, later in my career, now, for instance, I find myself leaning less towards the money and growing or broadening my skills and more so leaning into—

Ikigai – what makes a difference in the world, what gives me joy, and focusing on my central purpose for being.

Another part of this is considering my legacy or what am I leaving behind?  And finally, who am I surrounding myself with?

Wrapping Up

When I saw this curve from Corporate Rebels, I thought I’d share it with you. Of course, there is nothing standard in this change or pivot. Some people make it quicker or earlier in their lives. Others, like me, take more time to do it. And still, others, don’t make it at all. And that’s all fine

Along with the related links in the hope that the curve might inspire you to reflect, consider, and perhaps (re) find your way…

Stay agile my friends,

Bob.

Something Magical!

A group of powerful and courageous women emerged from the recent 2022 Agile Conference in Nashville.

There was a panel discussion towards the end of the conference which focused on – It Was Never Just About Software – Agile and Our Planetary Challenges.

The panel was moderated by Lyssa Adkins, yes, that Lyssa Adkins. The panel was composed of 5 amazing women within our agile community –

• Aanu Gopald,

• Sally Elatta,

• Joanne Stone,

• Pia Fåk Sunnanbo, and

• Jutta Eckstein.

I personally know Aanu, Joanne, and Jutta. I know of Sally and I’ve just met Pia via the panel. But I admire and respect all of them for their focus on things that matter more than “agile”.

I consider ALL of these wonderful women as my heroes. Not just for courageously speaking and engaging at the conference, but for the difference each of them is making in the world.

Wrapping Up

You can read a bit more about the contribution each of them has and is making towards making the world a better place here—

• https://lyssaadkins.com/blog-1/2022/07/23/agile-and-our-planetary-level-challenges/

• https://www.linkedin.com/posts/anjali-leon_hieroglyphic-stairway-drew-dellinger-activity-6958072506993831936-kPWe

Of particular interest to me is the work that Aanu is doing via Africa Agility that is making a difference, a huge difference, in the lives of young women in Nigeria. So, much so that I’ve tried to be an active supporter of the initiative.

Ladies, you are My Heroes. Continue to be role models—showing us the art of the possible from within our agile community.

Stay agile my friends,

Bob.

Agile is...

I saw the following quote on LinkedIn the other day from Anjali Leon. It’s the answer to the question—What is Agile? 

What is Agile? A question that conjures up a variety of responses.

Over the last few years of helping my clients embrace this 'way' to arrive at better outcomes, I have landed on this definition (so far).

'Agile is a philosophy and strategy for navigating complexity and change that values outcome orientation, cross-functional collaboration, customer-centricity, worker well-being, and adaptation through experimentation'

Here is how I think of some of these terms...

• Philosophy - a theory or attitude held by a person or organization that acts as a guiding principle for behavior.

• Strategy - a way forward or long-range plan of doing something or dealing with something.

• Navigate - deal effectively with a situation.

• Complexity - something that has many parts and is difficult to understand and find answers to.

What do you think? Does it resonate? And, how do you answer the question - What is Agile?

Quick Reactions

First of all, I want to applaud Anjali for her courage. I’ve learned the hard way that anytime you “go on record” publicly with a definition of any sort, you can’t make all of the people happy with it.

;-)

Second, I really like the definition. As someone in the comments mentioned, the only missing component from my perspective is the team (so I added worker well-being in-line).

Finally, I think exercises like this are incredibly healthy for us as agile coaches, leaders, and change agents. We ought to be “continuously noodling” on the mindset and principle aspects of agility to keep us focused and sharp.

Thank you, Anjali for the noodling prompt!

Stay agile my friends,

Bob.