Life is Work

Life Is Work - Ep 67 - Self Care Check InCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel's Mindful Minute: 37:30Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.com Contact Info:WebsiteEmailTwitter Instagram Music:Intro - Nostalgiaholic, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa'lante, by Hurray for the Riff Raff Self Care Check InRESULT: To check in on our resolutions, goals, and discuss how we're creating ways to prioritize ourselves.CamnecdoteAreas of Life activity keeping in my bag all yearProtein - Main Event - Topic d'jourSelf Care Check InHalfway through the year (almost!)In US, the July 4th holiday is a good way to mark halfway through the yearCommon PitfallsWe've been swept away by schedulesWe were derailed by imperfect progressperfection/productivity“Im not perfect right away so it must not be for me”Mindfulness app “streak” exampleCreating space to prioritize ourselvesEvery 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 newBlack is King, Beyonce - you can always return home to yourselfMindfulness & resolution episode resourcesNVC observation - what's actually happeningTry not to jump to judgementDan example - “Try to reduce the gap between your values and your actions.” - Miriame KabaIdentifty - what are my values? What are my commitments to those values?Commitment + Practice = CapacityIf 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 proecssOngoing practice, you can always return home to yourself, always return to your values and reassess. Lifelong disciplineAdaptive self carePrioritizing ourselves throughout the dayEx: Movement break, outside time, process with a friend, relax your shoulders! 3 deep breathsHow do you want to use 5 minutes?Check in with your support systemsHow can we support each other?What do we need?Mel's Mindful Minute: 37:30Body ScanWe Are Always StudentsSelfcarefully by Grace ObuchowiczBurnout by Amelia Nagoski and Emily NagoskiHeadspace on NetflixSet Boundaries, Find Peace: A Guide to Reclaiming Yourself by Nedra Glover TawaabSharing is Self-CaringSelf-careWhat do you need right now?Community-careHave I checked in with my loved ones recently?Systems-careHow are your environments (i.e. office, schedule, city, etc) supporting or inhibiting your goals?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodMBSR Coure - www.palanteconsulting.com/mbsrKo-Fi Coffee info@palanteconsulting.com

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

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 appear comfortable? Engage with you? Paying attention? There are a lot of things going on in people’s lives all the time, but so your best to read them room and determine if there is anyone who appears disengaged/overlookedTrust yourselfIf it feels right or if it doesn’t feel quite right - notice and trust itMel’s Mindful Minute: 33:50Breath PracticeWe Are Always StudentsMBTI/Enneagram (technical)Something adaptiveSomething fun (@cam what’s a good pop culture rec here?)Sharing is Self-CaringSelf-careWhat kind of work culture are you looking for in a workplace? Write down what comes to mind.Community-careHow do your teammates contribute to your team culture? What traits do they uniquely provide to create the culture that you have?Systems-careHow can the process for finding a team fit be more authentic across an entire organization?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

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 through the hiring process is a full human being, experiencing the constant catastrophe of life, and deserves our respectHiring Managers - How to Do BetterReminder - know exactly what you are looking for in a candidate:DreamsNegotiablesDealbreakersQuick No’sStick with situational questions - this is what they are for! Tell me about a time when…. This is conversational, and will show you the experience of the candidate pretty quicklyDon’t do too many of these - use your “what do I want to see in this candidate?” guideline as a framework and pick a few situational questions that will help you determine if they meet your guidelinesAlso - if the candidate covers the areas you are looking for with the first three situational questions, do not keep asking questions they have already answered/shown their expertise in.Spoiler, this is all about valuing people’s time, including yours!If you absolutely need the candidate to show something to the hiring committee - portfolio, some small exercise, etc., be clear about that in the job description so it is not a surprise to the candidate that it will be requiredAlso, maybe put in a time limit on the assembly of the thing - acknowledge that you know you do not work for the org yet and want to value their time, so please do not spend any more than 20 minutes putting this together. Candidates will do what they are going to do, but acknowledging the time it takes to complete the request and giving them a framework of expectation with a time limit will help take the pressure offAlso - CONSIDER PAYING PPL!Put it in the budgetFor those of you applying:Be on the lookout for this askIf you a prompted with a ‘work for free’ request, have your list ready:DreamsNegotiablesDealbreakersQuick No’sMake sure this position is one that you are excited about enough to meet their request. Put your own time limit on how long you will spend assembling what they have asked for. Ask yourself questions like,Will this benefit me in the future?Do I enjoy doing this kind of activity? (if not, maybe not a good position to pursue)Can I complete this activity in X time that feels reasonable to meStep into your power and give yourself the choice. Just because an org makes the request does not mean that this is:The job for youA request that you have capacity for right nowIf you are interested in the job and you don’t have a lot of capacity, you can offer something like:Happy to do so, but I am currently able to provide the time to complete X components of this request. When hired I will have capacity to do moreAsk clarifying questionsHow much time to complete?Can you elaborate on the expectations - how long? How much? If you are not excited about the job or the ask, it’s okay to walk awayMel’s Mindful Minute: 35:00RAIN - welcoming your emotionsWe Are Always StudentsThe Untethered Soul by Michael Singer The Artist’s Way by Julia Cameron Sharing is Self-CaringSelf-careWhat are the boundaries you have around doing work in preparation for an interview? Do you feel that your boundaries need to be tightened or loosened up?Community-careWhat are some ways that you can support potential teammates who may be asked to create extra work as part of their hiring process?Systems-careWhy is doing work for free a prevalent part of the hiring process? Who benefits? Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

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 ApplyingRESULT: 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

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

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 When I Grow UpRESULT: 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

Life Is Work - Ep 60 - Hiring: When I Grow UpCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 35:09Melanie 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 When I Grow UpRESULT: 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.Danecdotea brief journey of trying different thingsProtein - Main Event - Topic d’jourHiring Series OverviewOver the next 7 weeks, we’re going to walk through the hiring process to explore different ways of thinking about the hiring processProvide support and tips on how to navigate this system in a way that promotes our humanityMany folx are currently without jobs, and so while these suggestions are the “ideal”, we’re happy to partner and help You Do YouWhen I Grow UpCurrent CultureWhen i grow up, i’m going to be a:Doctor, Teacher, Vet, etcUsually genderedUsually a “coveted” career, but not necessarily money focused until HS/collegeSchool “tracks”ElectivesHS CounselorsAptitude testsGo to collegeCollegePicking majorsGraduationMastersCareer centersJust need a job!Where are we nowHow many of us out there are working in a job where our major was? Our interests?Job satisfaction & career satisfactionSecond careersHow to evaluateSkills inventoryknowledge/expertise“Soft” skillsNatural skillsinterests/passionsExploration “Networking” - talking to connection in other fieldsCEUs/workshops/free courses/youtubesOur You Do You individual consultingTaking a risk - being vulnerableInternshipGoing for itMel’s Mindful Minute: 35:09Journaling exercise from Julia Cameron's "The Artist's Way"We Are Always StudentsThe Artist’s Way, Julia CameronNomadland: Surviving America in the 21st Century Your Art Will Save Your Life by Beth PickensSharing is Self-CaringSelf-careWhat’s your dream lifestyle? What does it look, sound, and feel like? What excites you about it?Community-careDo you know the dreams of those around you? Are there ways you can support them in achieving those dreams?Systems-careHow would organizations benefit if more people were following their passions? Why don’t more organizations support more people doing so?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 59 - Voting & WorkplacesCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 29:00Melanie 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 Nonprofit & For Profit CultureRESULT: To provide a light overview of voting laws in the workplace, how it currently works in our society, and some suggestions for how to do better to encourage teammates and employees to get out and vote!CamnecdoteEarly voting on campus when worked thereProtein - Main Event - Topic d’jourLil Overview of Workplace Voting Laws/AKA, Know Your Rights! (cr: https://www.workplacefairness.org/voting-rights-time-off-work) Time Off to VoteVaries by stateIn some states, the law designates a specific amount of time that workers must be allowed off to voteTime off can be paid or unpaidSome states require your employer to give you time off only if you will not have enough time to vote before or after work, while the polls are openMost but not all states prevent your employer from firing or disciplining you because you take time off to voteIn some states, if you do not actually vote even though you took time off for that purpose, your employer can dock your pay for the hours off, so save your receipt or other proof of voting in case you're later questioned.A note on political speech at workThere is no U.S. federal law that protects private-sector (nongovernmental) employees from political affiliation discrimination, and only a few states prohibit such discrimination. Similarly, in the U.K., only Northern Ireland requires that political affiliation be considered a protected class.(cr: Ford Harrison Law Firm) TLDR; The First Amendment does not protect against action taken by private employers. It varies a little by state (see this link to check your state), but on the whole, private employers can dismiss you for engaging in political advocacy in the workplace/during workplace hoursHow It Currently WorksSalaried jobs have more flexibilityIn theory can go during the day, but not always possible for scheduling reasonsAlso not typically ‘advertised’ at work - no announcements on when and where to go, if and when early voting is available, etc.Also, culture and power dynamics are at playUnprofessional/taboo/unsafe to discuss politics at workSometimes, politics are discussed but it is under the assumption that everyone holds the same view, no space given for conversation or cultivating an understanding of each otherHow to Do Better S/o to Stacey Abrams, these are from “Our Time is Now”, Steps every business can take to increase access to voting and democracy:1) provide voter registration info to employees and remind them to verify their current registrationThis is so simple and has nothing to do with any particular political persuasions, it’s just ensuring everyone has the information they need to be registered to vote2) Ensure employees know when elections are occurringSame thing - nothing to do with political ideas, it’s only providing the ppl with information on where to go to participate in our democracy3) Make Election Day a holiday with paid leaveWe get all kinds of other national holidays off, set an example for your organization and honor our democratic republic by making voting day a holiday!4) Encourage employees to be poll workers on Election Day If employees have the day off from their dayjobs, encourage them to work as poll workers!It’s a paid gigCan only imagine it’s a super interesting experienceAnother way to encourage participation in democracy Mel’s Mindful Minute: 29:00Daily IntentionWe Are Always StudentsOur Time Is Now by Stacey Abramshttps://www.vote411.org/https://www.workplacefairness.org/voting-rights-time-off-workState laws for voting in the workplaceSharing is Self-CaringSelf-careIn what ways do you prioritize casting your vote in your community?Community-careWhat steps can you take to ensure that your family, friends, and co-workers are encouraged and have the ability to cast their vote?Systems-careWhich of the structural suggestions for encouraging voting in the workplace are in place at your organization? How can you advocate to include one or more of the suggestions?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 58 - Nonprofit & For Profit CultureCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 33:24Melanie 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 Nonprofit & For Profit CultureRESULT: To explore the difference between nonprofit and for-profit culture, how they are often misunderstood and misinterpreted, and how best practices for work culture apply in both sectors.DanecdoteSO MANY OBSERVATIONS from a decade in non-profitPrimarily people who had excelled in for-profit workplaces were hired for VP/C-Suite jobs in non-profitWould hear complaints about how much the CEO got paid, how much /I/ got paid because people “wanted the money to go to who needs it”Cultural messaging about being there for a cause, and it resulted in having little power over paygrades/benefitsEx. we’d like raises! And the response was always “we’re competitive with industry standards” and then nothing would happenProtein - Main Event - Topic d’jourNonprofit and For Profit Work CultureStarting with definitionsNon-ProfitOrganization organized and operated for a collective, public benefit“Charity”Most political organizations, schools, business associations, churches, social clubs, and consumer cooperatives.Any revenues that exceed expenses must be used for the org’s purpose, not used for the profit of its ownersUsually tax exemptAccountable to donors, founders, volunteers, program recipients, and the public communityFor-ProfitExists to earn earn profit through its operations and is concerned with its own interestsAccountable to shareholdersMain DifferencesJust in their mission and the way that profit can be usedMainly in the presentation, not structureSimilaritiesNonprofits aim is to serve the public in some way, yes, but just like any organization they need money to do itRise in “social enterprise” businesses - businesses within the nonprofit that help generate revenue to pay for services and people to do the workSales team in for profit = development/fundraising in nonprofitThey can have slightly different tax breaks and mission statements, but they both still operate in capitalismRe: Dan’s example about for-profit executives “retiring” into work at a nonprofit, their experience making revenue was highly valuable because like any business, non-profits need money to runPeople work at both places, and all people in our current system need to be paid to do things!Dan was so perplexed by the outrage that people had for well paid CEO’s in non-profits that they did not also harbor for non-profit CEO’sSee previous episode on work/labor/serviceWhy is the work required of a CEO of a nonprofit inherently less valuable than the CEO of Charter Communications (his name is Tom Rutledge, and his current salary is $116, 995, 201 btw)This idea that the work of people in non-profits is somehow less valuable than the work of people in for-profits is a social constructAll people need points to buy things and do things and take care of themselves in our world“Moving up” is the same gameWho do you knowPower dynamicsWhat “skills” do you have (see again, for-proft experience highly valued in non-profits)Silo-ing is a problem in both workspaces - the system is organized the same, so often people in positions with the least amount of knowledge of impacts of a decision hold all of the powerEx in nonprofit: making everything onlineEx in for profit: sales team making a decision that impacts the implementation team (surprise!) Best Practices for Work CultureSpoiler - they are the same for both sectors!Meaningful MeetingsEnsuring all voices are heardWork CulturePower dynamicsHierarchy in cultural value, hierarchy in payTeambuilding and shared powerRole clarityCentering the whole personEtc etc etc - every topic we have ever covered is applicable to both sectors; there is a layer of complexity given the context of each workplace, but the root issues and side effects of the root issues are often the same because it is the same systemMel’s Mindful Minute: 33:24Joint Movement SeriesWe Are Always StudentsWhy Do Non-profits Exist Article (Cam sent this to Dan back in first part of job)Mutual Aid by Pyotr Kropotkin Corporate Culture in the Nonprofit Sector: A Comparison of Fringe Benefits with the For-Profit Sector by Rosemarie Emanuele and Susan H. Higgins published in the Journal of Business Ethics in March 2000“One explanation that may be given for why nonprofit organizations pay lower wages than do other organizations is that nonprofits are more pleasant places to work.Analysis shows that nonprofits are not more likely to offer these conditions in many instances” WOOFSharing is Self-CaringSelf-careHave you ever donated to a non-profit? What drew you to that organization? Are there similarities between what draws you to non-profits and which businesses you shop at regularly?Community-careWhat mutual aid organizations exist in your area, if any? How can you support them?Systems-careWhat good works have you seen from non-profit organizations? From for-profit organizations?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 57 - Work, Labor & ServiceCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: ????Melanie 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 Work, Labor & ServiceRESULT: To explore these three terms that are often used interchangeably, but have very different meanings and value in our culture. We will also explore different ways to view these areas in recognition of the unique value they each bring to our world. Camnecdote Sector of social work is often viewed with the lens of service/volunteerism, and the emotional labor required is often undervalued/misunderstoodProtein - Main Event - Topic d’jourLabor, Work, & ServiceStarting with definitionsWorkWay to earn moneyYour job roleOften assumed as admin, sales, or managementWhite collar jobsLaborThe act/resource of workingOften manual/physical labor-focused jobsAlso, trade sectors: auto, utilities, etcBlue collar jobsViewed as “lower value” - assumption of little thought“Labor of love “ServiceService industryCare-related fields (nursing, social work, education)Often under/unpaid (see volunteerism)VolunteerismCivil serviceMilitary-relatedgovernment/bureacracy Often areas of work that are culturally valued, but not given proper pay & recognitionWidening our perspectiveHow does our language inform our value of our work and that of othersWhy is all work not seen as equal if we need all of it?A few examplesMcDonalds worker - ppl love Mcdonalds!Guy Fieri DDDWaitstaff - we love eating out!Auto mechanic - we live in TX - we need our cars running!Volunteers - why don’t we pay them if the work is so important?Emotional labor/care sectorsDoctors are reveredEveryone else? Kind of a crapshoot: nurses, techs, counselors, social workers, teachers, etc If we say we value them, then why don’t we compensate them as such?How does our education system promote these tiers?Classism & RacismWhat do we do with this?Intentional with our languageInvestigate our values around different labor and rolesDo a google!Mel’s Mindful Minute: ????????We Are Always StudentsForked: A New Standard in American Dining by @sarujayaraman_ofwBraving the Wilderness - Bby @brenebrownWe Are Always Mothering - Motherhood by Sheila Heti @henryholtbooksSharing is Self-CaringSelf-careHow is your labor currently valued? Does the compensation - pay, benefits, cultural messaging, etc - match that value? Community-careWhat language can you investigate? For example, do you use the “you don’t want to work at McDonalds when you grow up” phrase?Systems-careWho, if anyone, benefits from this tiered labor structure? How would things be different if we began to value everyone’s time and labor more equally?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 56 - Sabbaticals & Time OffCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 39:38Melanie 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 Sabbaticals & Time OffRESULT: To explore the purpose of time off, how it is currently structured and often used, and how can do it better!Danecdote“Breaks”30 min/15 min, always hated how exact and constricting these wereAs a waitress, would take a moment to decompress outside, would need that time and also feel guilty about it because “on the clock”In full time work from home life, have been able to unlearn/work on internalized messages about what taking a break meansProtein - Main Event - Topic d’jourTime Off - How it Often Looks @ WorkGeneral breaks mentioned in anecdoteStructured time to “break”Vacation2 weeks is typicalSickVaries, anywhere from a couple of hours to “unlimited”PersonalSometimes used to combine vacation and sick time into one bucketThese are all times that we typically “accrue” - adding to the very ingrained cultural notion that we have to “earn” our time offFlex Days/TimeBirthdays, mental health daysWork 10 hours a day get Fridays off, 9 hours get every other Friday off, “make up” time that you miss living your life, etc.Varies very much from workplace to workplace, but in structure and in cultureHolidays (national, religious, etc)Range from three day weekends to full weeks off for Christian-centered holidays like ChristmasLeave of Absence - UnpaidGet to keep your job but no payMaternity leaveThis is considered a ‘short-term disability’ benefit in most workplacesReminder to Danielle not to rant too much about this but R U KIDDING ME U DUMB DUMB SYSTEMSABBATICAL!This is typically reserved for people who work in very specific positions in higher educationMonths off at a time to study, write, work on something creativeDAN WOULD LIKE ONE preferably every other yearIssuesSO STRUCTUREDHuman things are happening all of the time - celebrations, car breaks down, pets need to go to the vet, kids need to go to appoitments, Dan needs to be alone in the sunshine for 10 minutes ` an hour depending on the stress of things to be a fully functioning humanBy having such strict parameters around time off, it limits our ability to take care of ourselvesOur culture is so centered on productivity, that even if we have the “time off” - whatever it is - we hesitate to take itA note on “abusing the system”Dan had staff that consistently called in on MondaysAlso night shift would call in that they couldn’t come in and I ended up working a 12 hour shift until 4 or 5AMRecognize that there are jobs where “calling in” and “taking time” have real impact on the function of the business and on other peopleANDPunishing people for needing to take time is not the thingRemember: the idea that people just don’t want to work and are lazy is untrue. There is always something else going on. In the case of my teammates who called in on Mondays, they were overworkedIn the case of staff calling in on night shifts - same thing - and we had zero support in that jobThe answer is never punishment or restriction, it’s clarity on the real issues and support for people who need itHow Can We Do Better?Reframing:People want to work and contribute meaningfully to their communities. We also all need support to do so.If you are in a position of power/influence:Find the balance between a framework for time off and they standardized over structured sicks days/personal days/vacation days structureDevelop a clear understanding with the team (preferably together) on expectations on when the team needs to know about planned time off, how to let people know when you’re not available, etc.This goes for daily “breaks” too - ex. Dan keeps mid-day breaks sacred. No lunch hour meetings if possibleIf you are not in a position of leadership/formal power, you still have power!If there is a fear/actual issue around last minute call-ins, absenteeism at work, resist the temptation to blame the employee themselves and understand the system and environment in which they operateAre they a new parent?Do they have other pressing family responsibilities?Are they overworked?Have they not had vacation in a while?You as the organization do not have control over all of the influences on a person’s life, but you do have the capacity to understand those influences and have an open, human conversation with the person about how to cope with them and can help find ways that the workplace can support. Often in our culture, we spend more time at work than anyone else, so absolutely you have a role in providing support to employees however they may need.To that end - be prepared to take a hard look at your own workplace. If there is an issue or fear around absenteeism, a large reason may be because of your workplace itself, not the employeePayFlexibilityAlso - are you aware of the issues that my be present in an employee’s life? If not, you may want to seek the support of workplace professionals (like PLLC!) who can help you make the organization a great place to workMel’s Mindful Minute: 39:38Quick Body ScanWe Are Always StudentsThere Is Power In A Union: The Epic Story of Labor in America by Philip DrayDo A Google - Fair Standards Labor ActWhy We Sleep - Matthew WalkerSee Play & Production Episode on importance of creating space for playSharing is Self-CaringSelf-careWhat would be the ideal work and time off schedule for you? Allow yourself to dream!Community-careThinking of your coworkers, friends, and family - what kind of time off support would you like them to have access to?Systems-careHow did our workplaces come to the current standarized system of “time off?”Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 55 - Play & ProductionCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 34:45Melanie 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 Play & productionRESULT: To explore the concept of play, how we as adults drift away from it in favor of production, and how play is important to our well being, creativity, and self care.CamnecdotePlaying music, especially live - time doesn’t really work, and the goal is not to “finish the song” (well, kind of) but it’s more to play the songProtein - Main Event - Topic d’jourPlay & ProductionWhat is play?Engaging in an activity for the joy of itImportant process of lifelong developmentAnd other animals do it!Ex: Dogs using play to build trust & learn boundariesEngages our brain in a unique wayOutcome is truly unimportant - different from other cultural messagesJoy & fun releases that good stuff in our brainUsually involves laughter & movement of some sort - all good stuff“Flow” - entering into a space where time is irrelevantEx. Soul movieSocial connection - most play is with others in some wayCreating healthy connectionsEx. too competitive friendsInvaluable for combating stressRelieving stress allows us to have energy to be able to produce better ideasA numbers game - gotta have energy for our big brains to work properlyEx. “Put it down & come back to it later”Why don’t adults play?Wider cultural stories and normsEgos & self consciousnessToo busy & exhausted“That’s for kids”We don’t understand how important it isGotta maximize our time for efficiency and productivityWe have “hobbies” insteadHobbies can be play, but we often force hobbies to be productive, side hustles, and outcome focusedHow to build play into your livesIf you’ve got kids, lean in!They’re gonna ask you a thousand times any wayYou’re likely already doing it, just add in a little mindfulness!Consider what hobbies bring you joyHow can you build them in?Setting aside significant time to participate in themTechnical solutionsAsk others to join a fun activity (COVID safe)Rec teams/informal park daysMurder mystery partiesMain Event/Dave & Busters type placesEscape RoomsPaint nightsBoard game cafesTry a new thing & enjoy the process of learning and tryingArt classYoutube tutorialsLegos - cam did this during quarantineA new game/board games - learning the rules & strategyMel’s Mindful Minute: 34:45Artist's DateWe Are Always StudentsYoutube TutorialsFun activity in your community!Sharing is Self-CaringSelf-careWhat activity, hobby, or event brings you joy? What takes you out of time?Community-careHow can you create space to play with your friends?Systems-careWhy isn’t play a more normal part of adult lives? How do organizations benefit, if at all, with us not playing?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 55 - Community ServiceCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 36:09Melanie 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 Community ServiceRESULT: To explore the concept of community service in the workplace and in life - its purpose, how it typically shows up, and how to be intentional about how we participate in a way that cultivates community care.DanecdoteFirst experience with community service was volunteering for the Humane Society with my mom for NHS in junior highTime to connect with my momSpend time with animalsGlimpse into the frustrating world of non-profits - never seemed to be enough people or resourcesAlso ended up bringing home one of our dogs, Biscuit :)Now think about it in terms of one of my fav quotes - “try to reduce the gap between your values and your actions” (Miriame Kaba)Protein - Main Event - Topic d’jourCommunity ServiceIts PurposeOften described as a “way to give back” to the communityThis implies that we have drawn enough resources from the community to experience abundance in our own life, and now have the capacity/ability to “give back”How It Shows UpIn general, community Service is often the work that needs doing, “essential work” that is often overlooked and undervalued (hence, it often being unpaid and voluntary)Cleaning up rivers, green spacesSpending time with and supporting children, the elderly, animals, the vulnerable in our communityAt WorkCommitteesParty PlanningEvent Organization generallyAny “voluntary” position within an organization that does something ‘fun’ for the orgTime Off for Community ServiceUsually available in large organizations that have a lot of abundance/resources - employees can use work hours to volunteer with an organizationOrg employees are volunteering with often has to be “approved”Team Community ServiceCommunity Service activity is decided for the entire group by leadership, becomes a kind of “team building” day for everyoneBefore getting the job - in non-profit sector, often encouraged/expected that you enter the organization as a “volunteer” to build report, show dedication to the projects/mission to ensure you are considered for a paid positionIn LifeRe: DanecdoteSystemically encouraged as something that you need to do to be an “honor” student (cannot be part of that “club” if you don’t)Making time for causes/activities that support the community that matter to you, personallyReligious CommunityOften have different community projectsFood Banks, Homeless Shelters, Animal SheltersA note on “being a good person”Culturally, we associate someone who does community service of their own volition as “being a really good person”There is nothing “wrong” with this per se, but want to be mindful that ‘not doing a community service project’ does mean that you are therefore /not/ a good person - dichotomies and binaries do not serve anyone in any context - you are already good, even if you are not currently participating in community service as we think of it!Prison SystemDo not have time to talk about the exploitation of prison workers in /full/ today, butOften prison workers keep our highways and roadways cleanDo the work that needs doing that is not “volunteered” by the general publicHow to be intentional about community serviceSpoiler - Community Service is just community care! It can look a lot of different waysSimply put, anytime you are think about how our actions affect your community and acting with intention in a way that supports your community, you are doing your community a serviceDoesn’t have to be a formal, structured thingCheck in your teammatesStrive to always be asking yourself, ‘how can I be more kind?” in your everyday lifeFocus on seeing the goodness that is already inherent in yourself, as this will allow you to see the goodness that is already inherent in other peopleTo provide some more structure:Reframe the purpose of community service for yourselfIn what way can you serve the community that reduces the gaps between your values and your actions?How can you serve the community in a way that reflects the vision you have for how you would like the world to be?Identify the skills and talents that are yours to giveContext: Originally Dan was interested in being an international aid workerGraduated with a degree in international relations and a working knowledge of FrenchWhat do I have to offer an aid organization? Not muchHowever, I do know my community am resourceful, realized that I could better support the refugee population where I lived, so sought that out as my first jobFor volunteering, it’s a similar processAre you an empathic listener who enjoys spending time with others?Are you a patient teacher?Are you good with numbers, could you provide that support to an organization that cannot afford more help managing their finances?Identify the skills and gifts you have to offer the community and find ways to give them away (a gift becomes a gift when it is given away!)Ensure that the /way/ that you are sharing your skills and talents links to your original goal - to reduce the gap between your actions and valuesLet your actions reflect the world that you desire to live inMake the choice for yourself to support your community in a way that works for youTimeResourcesAbilityReminder: our culture implies that community service is a “way of giving back” - this does not mean that you do not need support yourself. Be mindful of your capacity - we need to both support our community and be supported ourselves. Remember to seek the support that you need as well.Mel’s Mindful Minute: 36.095 senses grounded exerciseWe Are Always StudentsRadical Acceptance by Tara BrachReal Change by Sharon SalzbergMutual AidSharing is Self-CaringSelf-careWhat is an action you can take to reduce the gap between your values and your actions?Community-careWhat is a skill or gift that you have that can support your community?Systems-careHow do our systems inform what we think of as community service? Is community service accessible to everyone in the same way? Why or why not?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 53 - Milestones & AnniversariesCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 38:05Melanie 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 Milestones & AnniversariesRESULT: To celebrate a year of the podcast, as well as to examine the importance of milestones & anniversaries, explore their historical implementation, and to consider how to best celebrate ourselves, our communities, and our achievements.Danecdote & Camnecdote Looking back & favorite stories/learningsProtein - Main Event - Topic d’jourMilestones & AnniversariesCelebrating 1 yearRevisiting our initial goal - exploring the myth of the work life balanceNavigating a pandemic & learning how to podcastRenewing our purpose moving forwardWhat tools, topics, ideas, and actions help us create more spaces in our lives & our world to be ourselves. To explore, reflect, and ultimately just be. Milestones & AnniversariesMarking timeSocial construct - a very human thing to doMeaning makingHelps us tell our storiesWhat “mattered” in our memories?What shaped our mental models?The importance of celebrationBuilds communityRelieves exhaustionHow to celebrate appropriatelyASK PEOPLE WHAT THEY WANTParty Planning Committee?Mel’s Mindful Minute: 38:05Yoga MovementWe Are Always StudentsPower of Now - Eckhart TolleAll About Love by bell hooks (“to create a world where everyone has the right to be free, live fully and well”)This Is Us showOne Day movieSharing is Self-CaringSelf-careWhat does celebrating look like to you? Is there something you would like to celebrate that you haven’t yet?Community-careHow can you celebrate others in your life and community?Systems-careWhat milestones occur in the systems around us? In our workplaces? Another way to ask: which stories do our systems tell?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 52 - Effective QuestionsCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 30:15Melanie 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 Effective QuestionsRESULT: To explore how questions are frequently asked in meetings, some common problems with how questions are asked, and some ways to ask questions more effectively to move work forward.CamnecdoteVery bad at it - creating questions on the fly when planned ones aren’t appropriateProtein - Main Event - Topic d’jourEffective QuestionsHow they often show up in meetingsThe person with the most authority asks what they need to know In hierarchies, this often looks like, “who is doing this? When will it be finished? Do you need anything from me?”Other people will then ask questions as it pertains to /their/ workExamples: “have you thought about this though? Why isn’t so and so here? What do you need from me?”Random questions Often happen because the result of the meeting is not clearWhatever the topic is reminds someone of something else, sp a question is asked about /that/ that then gets the group off topicYes or No questionsOften posed from people with most power in the room. Examples:Are you available to do xyz?Do you like this?Do you understand this?Common Issues with these things:Person with the most power gets what they need, but others may notQuestions may not have a clear result as it pertains to the group, so whomever is asking the question generally is the only one who benefitsQuestion are vague, so the information that is needed may never be exploredQuestion may be confusing/too specific, can get the group off trackAlso very common if the result of the meeting is not clearYes or no questions, questions that are not pre-developed can limit the capacity of a conversationEffective QuestionsOpen ended (not answered with a yes or no)Inquisitive (ask what or how)“You” oriented (what do you think about..? How do you feel about..?)Appreciative (trust that the person has the answer) Types of questions that resonated with different MBTI’s:MBTI TypePreferred ContextPreferred EQSFPractical informationPersonal statementSpecifically, what would this look like?What is the impact on you?NFFeelings StatementsPossibilitiesWhat is that like?How is this unique?STFactual, Sequential, Logical, Impersonal StatementsWhat are the facts?How has this worked?NTGoalsOptionsWhy?What if?Try this, Not That:Instead of: ‘Does this sound good to you?” Try, “How does this look/feel sound to you?” Instead of: “What about xyz?” Try, “I remember xyz piece of information from another project, would it be helpful here or is it best to bike rack it for now?”For people with power in particular,: Instead of: “Do you know how to do this?” Try, “Who has the expertise in this? Do one or more of you have capacity? How can we help you be successful?”Do A GoogleElevating Rachel Cargle’s work instagram.com/rachel.cargleWe’ve done a pre-google to use our privilege to pass along infoBlack Wall Street - also known as the Greenwood district, Black Wall Street was an affluent Black community in Tulsa Oklahoma that was thriving after World War I. The district was destroyed in the Tulsa race massacre, which many saw depicted on the recent HBO tv series, Watchmen.Mel’s Mindful Minute: 30:15Breath AwarenessWe Are Always StudentsResults Based Facilitation Book One by Jolie Bain PillsburyLetters to a Young Poet by Rainer Maria Rilke:I want to beg you, as much as I can, dear sir, to be patient toward all that is unsolved in your heart and to try to love the questions themselves like locked rooms and like books that are written in a very foreign tongue. Do not now seek the answers, which cannot be given you because you would not be able to live them. And the point is, to live everything. Live the questions now. Perhaps you will then gradually, without noticing it, live along some distant day into the answer.BHM: Storygraph app -app.thestorygraph.com (@the.storygraph)Nadia Odunayo (@nodunayo)Sharing is Self-CaringSelf-careWhat question do you wish was asked in meetings? How might you introduce it using the effective question model?Community-careWhat questions might benefit your team members?Systems-careHow can systems better encourage and promote meeting frameworks that center effective questions that move work forward?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.comBlack Businesses of the weekGoogle Black owned businesses in your community!

Life Is Work - Ep 51 - Gift GivingCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 38:15Melanie 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 Gift GivingRESULT: To explore the ways gift giving typically shows up in work and in life, explore some common pain points of gift giving, and explore new ways to think about it.DanecdoteSecret Santa, max gift amount, capitalismProtein - Main Event - Topic d’jourGift Giving/Gift EconomyTimes that gift giving often happens in our cultureHolidays (religious holidays like Christmas, birthdays)Showers (baby, wedding)Milestone events - graduation, work anniversaries (lol @ clocks and paper weights)Common IssuesWorkplace:Is it expected? Do you /know/ that it is expected (re: danielle’s christmas gift experience)Seinfeld - you haven’t given me a gift you’ve given me an obligation!Gift maximumsWork culture - do you know what people really want? Is it normally a /thing/? (My thing that I want is time off - see “teambuilding”)Life:Different life stages mean different budgets!“Small” gifts vs. “big” giftsBudgetGifts carry so much social meaning!New Girl - Paul gets Jess a trip to Italy, Jess gets Paul a fuzzy stuffed heart because he’s a science teacherTradition vs. desireIs this how you want to show people that you love and appreciate them? Why?Also, is this how this person likes to feel loved and appreciated? How do we know that for sure?Love languagesThe Five Love Languages: How to Express Heartfelt Commitment to Your Mate by Gary ChapmanGift giving is only one of the love languages!Acts of serviceWords of AffirmationQuality TimePhysical TouchWays to refresh the way we think about gift givingWhat is the intention?It’s a holiday:Be clear/get clarity on traditions and expectationsIf you are in a position of power, make sure the way gift giving is done is the way people want it to be done!See love languages/work culture surveyAlso clarify holidays - help de-center Christmas in your workplace if that’s what the people wantTo show appreciation:Work culture surveyIn life, also know your peopleEx. I have friends (mainly women) who will want things forever and not get them for themselves, and I find a lot of joy in supporting and encouraging them to have/do things for themselves by sending it to them anytimeGift EconomyNew area of study for Dan- will link to resource in “We Are Always Students”Essentially, a gift should always be in motion, the only 3 obligations of a gift are to give, to accept, to reciprocateReally subverts the idea of ownership - nothing is ours to keep forever (social construct, supported by power), and a gift does not really become a gift until it is given away, also not all gifts are “things” to be bought - in fact the buying complicates things2 motivating assumptions of “The Gift”:There are categories of human enterprise that are not well organized or supported by market forces. Family life, religious life, public service, pure science, and of course much artistic practice: none of these operates very well when framed simply in terms of exchange value (hence the episode - money and capitalism make this gift giving business very complicated!)Any community that values these things will find non-market ways to organize them. It will develop gift-exchange institutions dedicated to their supportSo, what are other ways you can keep this concept of perpetual gift giving in motion? How can we continue to create a gift giving culture that supports and uplifts ourselves and our community in the ways that we need?Some ideasGive gifts anytime, in work and in lifeTo that end, expand what “gift” meansTime (time off/flexibility!)KnowledgeResources - connections, tips to make lives easier when they are requestedLove Languages year roundActs of Service - do a task for a friend/co worker that would be meaningful to themQuality Time - share a meal together, go for a walkWords of affirmation - let us know often and sincerely when you think we are doing a good job/you appreciate something (also, name /exactly/ thing that you appreciate!)Physical touch - not so much a great option for the workplace, but good to know for your close people if they are huggers or not. Be clear about your boundaries and know what else you can do to support people!Other ideasPractice “enoughness”What is enough? (capitalism tell us to always want more, but what is enough for you?)If you are in a position to do so, set your pricing on a gift economy scaleIf you are in a position of abundance, what will you do with that abundance?Do A GoogleElevating Rachel Cargle’s work instagram.com/rachel.cargleWe’ve done a pre-google to use our privilege to pass along infoThe Emancipation Compensation Act - this act compensated the abductors and enslavors once the enslaved people had been “freed” under the argument that the enslavors had “lost property”Mel’s Mindful Minute: 38:15Acts of Self LoveWe Are Always StudentsThe 5 Love Languages article - The CutThe Gift - Lewis HydeWork Culture SurveyOn Danielle’s To-Read:Sacred Economics: Money, Gift and Society in the Age of Transition by Charles EisensteinThe Maternal Roots of the Gift Economy by Genevieve VaughanBlack History Month: The Bluest Eye, by Toni MorrisonSharing is Self-CaringSelf-careWhat gifts are most meaningful to you? How does that shift in different areas of your life?Community-careWhat are the love languages of those around you?Systems-careWho or what benefits most from our current gift-giving culture? Who benefits the least?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.comBlack Businesses of the weekEnso Apothecary - FW yoga studio and store with soaps and body care products

Life Is Work - Ep 50 - NVC: ObservingCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 34:40Melanie 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 NVC: ObservingRESULT: To explore the concept of observation, how this affects our communication, and how we can use this to practice mindfulnessCamnecdoteHigh context communication“What are you up to?” meant different things so focusing on what did they actually say?Protein - Main Event - Topic d’jourNVC: ObservingNVC Reminder - what is it/how does it work4 step process to clarify communication & make requestsShare power and meaningObserving is step 1What can you capture on a tape/video recorder?What “actually” happened?Creates shared meaning + shared realityCan communicate this easily to othersHelps to correct misconceptionsThat actually didn’t happen at all! Cool, np!Combats mental modelsThis is your brain trying to be efficient & protect youBut it’s not always helpful!MindfulnessSimilar to the process of NotingOften part of meditation, a simple way of tagging thoughts & feelings as they pass“Thinking, lil buddy”Helps promote non-judgementBy sticking to the facts, it helps to resist judgement which leads to assumptions and mental modelsResponding vs reactingReacting requires quick judgment, usually unconsciousResponding requires critical thinking and conscious decision makingDo A GoogleElevating Rachel Cargle’s work instagram.com/rachel.cargleWe’ve done a pre-google to use our privilege to pass along infoIgbo Landing - historic site on St. Simons Island in Georgia that represents a major act of resistance toward enslavement where a group of enslaved Igbo peoples took control of the slave ship and committed mass suicide to resist enslavementMiddle Passage & Port Markers Project - non-profit org working to honor the two million captive Africans who perished during the transatlantic crossing known as the Middle Passage and the ten million who survived to build the AmericasA way of better understanding the history that isn’t in our textbooksMel’s Mindful Minute: 34:40Noting PracticeWe Are Always StudentsUntethered Soul, by Michael SingerZen & the Art of Motorcycle Maintenance, by Robert M PirsigBlack History Month: Insecure (HBO show) & The Water Dancer (novel by Ta-Nehisi Coates)Sharing is Self-CaringSelf-careWhat can you observe in your last conversation? What can be captured on a recording?Community-careHow can you create shared meaning with your coworkers?Systems-careHow can your work culture benefit from clearer communication and increased shared meaning? How would that affect your work?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.comBlack Businesses of the weekBlack Coffee - Coffee Shop in FWConscious Roots - Patreon, DEI & radio show

Life Is Work - Ep 49 - Coping at WorkCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 31.12Melanie 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 Coping at WorkRESULT: To explore the different ways we can cope with an unhealthy or unsupportive workplaceDanecdoteWalksGoing home for lunchHaving a work person who got it Protein - Main Event - Topic d’jourCoping at WorkWhy would we need to copeUnhealthy workplacesUnsupportive workplacesWhy wouldn’t we just leave?Can’t alwaysMoneyBenefitsTimingHow to cope in the meantimeUnderstand power dynamicswho/what is making place crappywho/what is benefitingCan changes be madewho/what can make changesSocial supportsSomeone at the workplacefriend/family membertherapist/helping professional outsideNonviolent Communication: NVCMake requests for those who can make changesTry to make changes for others, if not yourselfCam’s example re: teamSetting your boundariesAdaptive Self Care practicesWhat brings you joy? How can you build that into your day?Technical toolsGroup chatNOT MICROSOFT TEAMSLunch times/coffee breaksMel’s Mindful Minute: 31.12Reflection - What brings you joyWe Are Always StudentsNVC Feelings & Needs inventoriesNVCacademy.com for lots of trainings, sign up for the 30 day Intro NVC course for 2 months of free access to tons of trainingsLinkedIn or other professional networking avenues (professional groups)Also, be in community with people with similar values/interests as you. May not be /in/ your workplace, but in relation to itBurnout by Emily NagoskiMantras for feelings - “im not alone”, “other ppl feel this” etcHelping professionals/therapySharing is Self-CaringSelf-careWhat coping strategies have helped during hard periods of your life?Community-careHow can you advocate for or support others going through a hard time?Systems-careWho or what benefits from an unhealthy or unsupportive workplace?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 48 - IcebreakersCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 35:13Melanie 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 IcebreakersRESULT: To explore the purpose and intention of icebreakers in the workplace, what they usually look like in practice, explore their common pitfalls, and offer some ways to fulfill the intention of icebreakers in a more human, holistic way.CamnecdoteKidney fun factProtein - Main Event - Topic d’jourIcebreakersPurpose/Intention:“Get to know you”A new group of people, want to find a way to facilitate an introduction in a “fun” wayA way to remember who everyone is (ex. ‘That’s the guy that swims 3 miles every morning)Build community, ideally quicklyHow icebreakers typically lookRandom ‘get to know you’ questions at the beginning of workshops, often in the form of “turn to the person on your right” or sometimes like “speed dating”If you could have any superpower what would it beWhat do you like to do on the weekendWhat’s your favorite ice cream flavorTell your life story in one minuteAnd then you have this pressure to “present” the other person to the group right afterAlso a game of some kind where you have to collaborate quickly to achieve a goalOften involved some sort of weak sauce competition with other tables/groupsBuild some kind of lego situationWrite as many names of TV shows/songs as you canSome sort of general “share out” to everyoneDan - one time had to look at a picture of an apple and write the first thing that comes to mind and share with everyoneProblems/IssuesIt feels unnatural!!SO AWKWARD/UNCOMFORTABLE most of the timeWhen in the form of “fun fact” about you it is a kind of forced vulnerability, which can be difficult even when you know people fairly wellIt also feels unnatural - like “organized/structured” fun. You can have fun and get to know ppl within certain parametersBecause it is structured/organized and often only done at the beginning, it can feel inauthentic even if you do the hard work of being vulnerableThis exposes the separation in our culture that we often experience at work - we hide many aspects of our “true” selves at work, and so are guarded in circumstances that demand we “truly get to know each other” - does that desire exist elsewhere outside of this meeting where we are doing icebreakers? How?From “Reinventing Organizations” - our soul can be shy, especially when around other people, and if we think about our true selves (soul) as a wild animal hiding to see if it’s safe to come out, you do not go barreling through the woods yelling after it, which is what icebreakers feel like to Dan. “Unfortunately in our culture, we too often go crashing through the woods together as a means to build community quickly...under these conditions, the intellect, emotions, will, and ego may emerge, but not the soul; we scare off all the soulful things, like respectful relationships, goodwill, and hope.” (which are v important components of community)How to Do BetterSimilar to our episode on teambuilding, getting to know one another should be embedded in every culture. Creating a space of safety, collaboration and wholeness is an ongoing, everyday process that is not accomplished with icebreakers.So, how do we center humanity and get to know one another at conferences/new meetings/workshops without icebreakers? What’s the alternative?What you are looking for is Check In/Check Out QuestionsWhat is the result of your meeting?Relationships/Resources/ResultThere is power in questions, be intentional about the questions that you ask and why you choose them. They should serve a specific purpose to the time that you are spending together.Check-In Question ExamplesRelationships:What name do you prefer people call you?How are you feeling today? (feel free to project the feelings inventory)What is one thing that brought you joy today?Resources Check In Questions:What is your learning style?What is one thing, if people knew it, could help them work with you?What do you need to do make this meeting valuable to you?Results:What would it look like if this meeting were successful?If a miracle happened, what would you accomplish here today?Check-Out Question Examples:Relationships:In one word or short phrase, how are you feeling right now?What have you appreciated about our time together?Resources:What knowledge, insight, or wisdom have you gained from our time together today?What will you do differently based on the work here today?What worked? What didn’t work? What would you have done differently?Results:On a scale of 1-10, how would you rate the progress of this meeting towards our meeting result?Rate progress on each meeting result: high, medium, lowWhat is your next step? What is one commitment you can make?Bottom line: keep your questions simple and relevant to whatever you are spending your time together onA note on small groupsIf you break your attendees into small groups, take note on the level of vulnerability expressed in the check-in questions if you can. Do not put your group in a situation to discuss highly vulnerable subjects the first few times that they meet. Trust takes time.MODEL the vulnerability you would like to seeEnsure the group knows that it is an invitation, and if they can’t think of something/aren’t prepared to share they can say they would like to pass for nowGive people both something to strive for and empower them with choiceOngoing Community buildingIcebreakers are a technical tool, and in a way so are check-in/out questions. Some other adaptive strategies to keep in mind ongoing:Group AgreementsFacilitator role(who does not hold all of the political power in the room, centers expertise of the group)Structures in place to ensure all voices in the room are valued and includedManage and normalize conflict, don’t avoid itMel’s Mindful Minute: 35:13Feelings Check-InWe Are Always StudentsReinventing Organizations by Frederic LalouxResults Based Facilitation: Book 1 by Jolie Bain PillsburySharing is Self-CaringSelf-careThink of the last meaningful connection that you had with someone new that you met. What situation or conversation caused you to notice and appreciate the connection?Community-careHow can you support those around you in new group situations to feel more comfortable and connected?Systems-careWhy do icebreakers exist as a strategy? How do our work systems create an environment that makes icebreakers a norm?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 47 - TransitionsCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 37:35Melanie 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 TransitionsRESULT: To explore the importance of transitions and discuss how we can set ourselves up for success during these important moments.CamnecdoteTransitions can be tricky and also great learning experiences - be curious about them!Tricky isd-rfw transition (no support, left me wondering if /I/ did something wrong when the issue wasn’t with me at all)Had to learn it wasn’t about me AND try not to bring that baggage with me into my new jobProtein - Main Event - Topic d’jourTransitionsOften we speed through transitions to get to the new thing.Transitions are important timesThink of “nesting” when welcoming kids to homeSaw recently in the enneagram world that 3’s (me) often need a change of environment for inspiration - I have a long history of re-arranging my childhood bedroom/dorm roomNew thingWant to start as fresh as possibleEnergyFeelingsDon’t want to bring baggageClarify boundaries & needsNVCDan - in a new transition, I often have a need for inclusion, competency, clarity, safety, connectionBefore I really starting working on my boundaries, my strategies for meeting these needs were often to never say “no,” - accept all new projects and outperform as much as possible to meet these needs and prove my worthNow my strategy looks closer to asking clarifying questions and noting how I feel about a task/environment (E(NF)J to help me determine if I am serving my own needs and boundaries by supporting groups/assignmentsOld thingGriefMourn the loss, even if positiveStressStressor vs stressComplete the stress processExamplesNew jobBuyout/company changesNew bossNew ownersNew teammatesLayoffsReturning from vacation**Empathic listening is really important here. Find people with whom you can be heard yourself, and do the same for your teammatesCommon challengesOthers are involvedCalendar isn’t always in your controlFor job, may need payment soonerSetting ourselves up for successWhat amount of time do we ideally need?What constraints are on this, or out of our control?What do we wish we can change about our current situationHow can we communicate those needs/wants to new situationWhat boundaries do we want to set for ourselves?NVC again!Not just work stuff! Relationships, living spaces/locations, new hobbies, pay raises, etcMel’s Mindful Minute: 37:25Paying Attention from Real Love, by Sharon SalzbergWe Are Always StudentsBurnout by Amelia Nagoski and Emily NagoskiThe Gifts of Imperfection by Brene BrownSharing is Self-CaringSelf-careHow can you create space for yourself during a transition? Or can you plan for an upcoming transition?Community-careHow can I support those around me during transitions?Systems-careHow have the systems around you shifted over time? How did those transitions effect those involved?Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 46 - New Year, Still YouArea of Work: Adaptive Self CareCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: Melanie 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 New Year, Still YouRESULT: To check in on our resolutions, goals, and discuss how we’re creating ways to prioritize ourselves.CamnecdoteAreas of Life activity keeping in my bag all yearProtein - Main Event - Topic d’jourNew Year Still YouNew calendar year offer a benchmark for fresh startsAlso, culturally it gives some professions a “break” - time off and rest is conducive to reflection/resettingHow do we make the best of itResolutions episodesTaking advantage of “slow start” to yearWorkfamilies/schoolsWeatherBaby steps - so important!Common PitfallsJumping back in to traditional scheduleLetting one day derail your streakperfection/productivity“Im not perfect right away so it must not be for me”Mindfulness app “streak” exampleCreating space to prioritize ourselvesEvery 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 newBlack is King, Beyonce - you can always return home to yourselfMindfulness & resolution episode resourcesNVC observation - what’s actually happeningTry not to jump to judgementDan example - “Try to reduce the gap between your values and your actions.” - Miriame KabaIdentifty - what are my values? What are my commitments to those values?Commitment + Practice = CapacityIf we notice (observe) that we are not committed, the response should be curiosity - why am I not committed?If we notice we do not have capacity, the response is compassion - we are human and can only do so much!Ongoing practice, you can always return home to yourself, always return to your values and reassess. Lifelong disciplineAdaptive self carePrioritizing ourselves throughout the dayEx: Movement break, outside time, process with a friend, relax your shoulders! 3 deep breathsHow do you want to use 5 minutes?Check in with your support systemsHow can we support each other?What do we need?Mel’s Mindful Minute: 36:57Chair YogaWe Are Always StudentsSelfcarefully by Grace ObuchowiczBurnout by Amelia Nagoski and Emily NagoskiHeadspace on NetflixSharing is Self-CaringSelf-careWhat do you need right now?Community-careHave I checked in with my loved ones recently?Systems-careHow are your environments (i.e. office, schedule, city, etc) supporting or inhibiting your goals?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 45 - Being Human: OuttakesArea of Work: All Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: Melanie 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 RESULT: To provide you with a little insight into our whole humanity. We try not to take ourselves too seriously and have fun while engaging in this important work. Mel’s Mindful Minute: N/A - returns next week! We Are Always StudentsSomething from your reading or watching list! Sharing is Self-CaringSelf-careWhat is something fun you want to do for yourself?Community-careHow would you like to support others in their creative endeavors?Systems-careHow is our world impact when we’re creating meaningful content, together? Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 44 - Mindfulness: ResolutionsArea of Work: Adaptive Self CareCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 42:54Melanie 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 Mindfulness: ResolutionsRESULT: To explore the concept of resolutions, the common pitfalls with new years resolutions, and how to build in opportunities for renewed commitment to your goals all year round.CamnecdoteNever really kept resolutions before 2017/2018Used to have house parties or go play musicHuge ice storm cancelled all plansNew traditionProtein - Main Event - Topic d’jourResolutionsDefinition: a firm decision to do/not do somethingNew Years TraditionLong history in many traditions (religious & cultural) to use the winter solstice/season as a time of reflection & recommitmentCurrent iterationDiet culture focusWeight loss - see mindful food/movement episodesDrastic, sudden life changesTime is social construct“New year” feels like a new startChallengesUnrealistic expectationsDrastic changes in lifestyle or habitsdrastic, instant resultsEnvironments/systems dont change with you (see adaptive self care)Ex. alcohol habitsEx. lunch habitsSupport systemsUnsure how to supportDifferent goalsA new approachEvery day is a new opportunity!MindfulnessNVC observation - what’s actually happeningTry not to jump to judgementReflectionWhat is serving me right now? Whats going well?What isn’t adding value to my life? What is not going well?Of those, what is in my control?Of those, what isn’t in my control?Adaptive self carePrioritizing ourselves throughout the dayKindness to ourselvesAn hour/day of every new habit is stressful!Strengths-based implementationIncremental goals/stair stepsEx. running shoes exampleRealisticEx. movement in AM or after workTalk it out/share with your support systemsHow can we support each other?What do we need?NVC needs & requestsEx. meal/eating changes with a familyMel’s Mindful Minute: 42:54Reflection MeditationWe Are Always StudentsSelf-care/mindfulness episodesHow to Build Healthy Habits (an ad, kind of, but good info!)SMART Goals GuideAreas of Life Reflection ActivitySharing is Self-CaringSelf-careWhat is going well in your life? What would you like to change?Community-careHow can you support your friend/families’ resolutions?Systems-careHow do your environments (i.e. office, schedule, city, etc) support or inhibit our goals?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 43 - Being Human: Behind the ScenesArea of Work: All Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: Melanie 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 RESULT: To provide you with a peek behind the curtain of our recording process by hearing how we usually don’t get it right on the first take, and that editing is magic! Mel’s Mindful Minute: N/A - returns next week! We Are Always StudentsThe Artist’s Way by Julia Cameron Sharing is Self-CaringSelf-careWhen is the last time you had a good laugh?Community-careHow would you like to support others in their creative endeavors? Systems-careHow is our world impact when we’re creating meaningful content, together? Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 42 - Scheduling MeetingsArea of Work: Meaningful MeetingsCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 26:48Melanie 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 Scheduling MeetingsRESULT: To better understand why scheduling meetings is so complicated and how to begin rethinking our approach to scheduling meetings.DanecdoteDoodle Poll (lots of requests after work to schedule was done)Different preferences for meetings - I prefer a lot of heads up, intentionality around in-person vs.  and as a result always aim to request for other people’s time well in advanceProtein - Main Event - Topic d’jourScheduling MeetingsSneaking in one last tool in before the end of the yearWe will discuss some technical pieces & solutions, but focusing on the adaptive issuesA universal thorn in one’s paw - trying to schedule a meetingMade worse by COVIDThe challengeCoordinating availability between multiple peopleDifferent responsibilitiesIndividual Preferences (am/pm, duration, etc)How we use our calendars (fill every min? Personal & work?)Work cultureFull visibilityShared calendarsWork primarily inter or entra-organizationallySee: micromanaging episodeThe current approachTechnical solutionsWhen2meet, doodleFull visibility on calendarsStanding meetingsRethinking our approachTechnical solutions are needed!Find the tool that works best (see above) but only after starting the adaptive workAdd in adaptiveUnderstand how your team uses calendars/technologiesIf meetings are internal:Calendar visibilityExpectation of how to use toolRoles - who schedules meetingsIf meetings are externalHow to communicate bestStandard tool (see technical)Process/roles - who schedules/organizes meetingsPower dynamicsMeeting engineeringWhy am i in this meetingmicromanagingMel’s Mindful Minute: 26:48Counting BreathsWe Are Always StudentsThe Reason Zoom Calls Drain Your EnergyPrevious episodesMeeting engineeringWhy am i in this meetingmicromanagingSharing is Self-CaringSelf-careWhich meetings do you wish you could never attend again?Community-careWhat requests or NVC conversations can you have with you team to communicate your preferences, or model for your teammates?Systems-careHow does your organization usually organize meetings? Who do these meetings benefit?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 41 - HolidaysArea of Work: Work CultureCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 38:45Melanie 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 HolidaysRESULT: In the U.S., it’s holiday season! We will explore why November/December is often described as ‘the holiday season,’  how holidays tend to show up in our workplaces, how it can be problematic, and how to do better.Camnecdote:Grocery storeHannukah at TargetProtein - Main Event - Topic d’jourWant to preface this episode with a disclosure that I (Dan) learned a lot of the language and framing for this episode from @britthawthorne’s anti-bias, anti-racist education workShe has a great instagram and patreon page where I learn so much - will link in the show notesHer intended audience is educators, specifically Montessori educators, and I find it so helpful both for learning and re-learning myself and for applying the concepts in workspaces and in lifeLet's get into it!What is “the holiday season”? (U.S. context)November/December are widely called ‘the holiday season’ in the U.S. because Christianity is the dominant religion in the United States - the most ‘mainstream,’ dominant religion in our cultureNOTE: if everyone is cool with celebrating Xmas, celebrate it up! Advocating for awareness and celebration of allBecause of this, Christmas is centered as a holiday to the extent that it is a seasonOften a pushback on this is that Christmas is more of a “cultural” holiday than a religious holiday for many people, but calling a religious holiday a cultural holiday is still code for the dominant belief systemEx “Holiday” party, “Fall” party - we know these are code for Christmas and Halloween/Thanksgiving, let’s call a thing a thingAlso, naming other holidays /only/ around the time that other dominant holidays are being celebrated is still centering the Christian holiday. Basically - I am thinking about those other holidays when /my/ holiday is being celebrated - lots of other holidays occur throughout the year that are in no way close to Christmas TimeAlso, it’s v convenient for a holiday to be called “cultural” in how it intersects with our capitalist system - need to buy things to celebrate, bc culture!See also: TVAlso note: often default to christmas/holiday parties because it is nostalgic and convenient, which is a hindrance to creating an anti-bias space (cr: britt)Challenges:By automatically having christmas/holiday parties, you are automatically centering a belief system without input or preference from the people who make up your workplace“othering” of holidays that are not rooted in christianitynote : de-center does not mean “don’t do” or “overlook” - it means make room for other identities and belief systemsAlso - a note on giftsHave mentioned the tie between our mainstream holidays and capitalismPressure to give gifts and how to give gifts is heavily influenced by capitalismLewis Hyde’s The Gift expands on how gift-giving as a practice is actually intended to be continuous:“The Indian giver (or the original one, at any rate) understood a cardinal property of the gift: whatever we have been given is supposed to be given away again, not kept... You may keep your Christmas present, but it ceases to be a gift in the true sense unless you have given something else away. As it is passed along, the gift may be given back to the original donor, but this is not essential. In fact, it is better if the gift is not returned but is given instead to some new, third party. The only essential is this: the gift must always move. There are other forms of property that stand still, that mark a boundary or resist momentum, but the gift keeps going.”How could gift giving look different?! Bottom line: there are a lot of different holidays and different ways to celebrate them - how holidays are currently highlighted and celebrated often overlook anyone who does not identify as a ChristianHow to do better:First - notice (mindfulness)What holidays are celebrated in the workplace? Why?Is it reflective of your teammates identities, beliefs and preferences?Embrace beginner’s mind -  learn!By only centering Christian holidays, we miss the rich history, tradition and perspective of others in our communityDifferent religious/cultural beliefs and practicesLearn about the different calendars that influence holidaysGregorian/Lunar/Solar, etc.All is to say - are the holidays that are honored, discussed and celebrated in your workplace honoring each person in the office? If not, let’s learn together and be inclusiveUse our work culture survey, center what your teammates say they would like centeredEx. questions: how important are holidays, traditions, and celebrations to you?Is there a holiday that you would like to celebrate in the office? Do you have any suggestions for how we can support you or reflect your celebration in our workplace?How would you like to participate in holidays in our workplace?If a teammate celebrates a holiday that you do not celebrate/are not familiar with - do a google and learn!Language mattersWant to be sure your workplace reflects the people you are doing work with every dayDo not make decisions for other people - everyone has their own preferences, needs, comfort levelBe specific about the holiday that you are celebratingIf everyone in the office shares that they are christian/like to celebrate christmas, that’s totally fine - do it and name it & ENJOYIf there is someone in the office who celebrates a different holiday, any time of year, name that and honor that if that person has shared that they like to celebrate that wayAlso, be mindful of language -Careful about the terms “international” holiday - latinx, indengeous have all been here long beforeHolidays are important! Holidays affirm our identities, mark the passage of time and seasons, create community and connectionMel’s Mindful Minute: 38:45Mindfulness & the HolidaysWe Are Always StudentsBeyond Heroes and Holidays@britthawthorne’s Patreon  and instagram account - watched a v helpful anti-bias: holidays presentation in preparation for this episode! Pay her, watch her, all credit to her for helping prepare me with language and knowledge for this contentCommunity - Comparative Religion (s1e12)Sharing is Self-CaringSelf-careHow do I define holidays? What holidays are important to me?Community-careWhat holidays and celebrations are important to people around me? How can I support them?Systems-careWho decides what a “mainstream” holiday is, and who benefits?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 40 - MicromanagingArea of Work: Intersectional EquityCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 44:54Melanie 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 MicromanagingRESULT: To explore the concept of micromanaging - what it usually looks like, why it usually occurs, how to manage it if it happens, and do better if we are the ones doing the micromanaging!DanecdoteKey theme of this episode (and most all all eps) - NVCKey need/value of mine is autonomy, so I am triggered quickly when told to do things a certain way - I need a lot of information around why a thing needs to be done a certain wayEx. When I have perceived an experience of micromanagement - calendar visibilityEx. When I have been a culprit of doing the micromanaging - completely restructured an agenda that a teammate did in a training I’m in without talking with her about it firstTrying to meet my need for competency - completely missed how it might make her feelProtein - Main Event - Topic d’jourMicromanagingWhat is it?A form of controlUsually focused on details of what employees are doing and how they are doing itHow we have seen it manifest & the challenges associatedCalendar sharingMake the request with the framing of they want to be sure they schedule things with your availability in mind, but then schedule things when you have things already scheduled (creates distrust - not using the access for what you said it was intended for)Using the calendar view to interrogate you how how you use your timeWhy are you meeting with so and so?Did it take you that long to do x?Your calendar isn’t completely booked, so you’re not that busyMeetingsDanielle’s least favorite kind of meeting - standing status update meetingsWeeklyDailyAt allChallenge: Time is taken up explaining that I’m doing my job, updates are best received for me by emailMeetings where everyone “checks in” but the person with the most authorityFelt experience is that “other” staff members are the only ones that need processing/are experiencing feelingsCreate an environment where it’s perceived that the person in authority does not trust their team with their own feelings“You have to tell me everything, but I will only tell you some things”Telling You Exactly How to Do Your WorkEmail“Write this”AgendasNeed approval/completely change what you’ve createdOne-Pagers/DocumentsEither mark up your work like an English paper or completely re-work it and send it backNote: There is a difference between coaching for growth and giving instructions that just best suit your preferences - more on this in a minuteFaux BrainstormingGather the group to brainstorm ideas for how to tackle a project/challenge, then person in authority comes back with the plan without further discussion or consensus with the groupIt appears as if there is right answer, and we have to “guess” at what it is - no other ideas are heardChallenge: feels like a waste of time, creates a sense of inferiority/powerlessness within the groupHow to Do BetterFirst, understand why micromanaging happensWill start from the perspective of someone who is being micromanagedTo do this, we have to use good ol’ NVCRemember: Everything anybody says or does is a strategy to meet their own needs and has nothing to do with youObservation: What did the person say or do that could be caught on camera? (creates a shared reality vs. a perception, which assumes intention and may be incorrect - not shared reality - ex. “My boss is micromanaging me” vs. “My boss asked me to email the agenda to them before I sent it out”)What need might they be trying to meet with their action?In the case of micromanagement, the need that people are trying to meet often falls within one of these universal human needs:Competence, clarity, effectiveness, participation, understanding, stability, support, safety, autonomyMicromanagement is often a strategy that people use to meet one or more of these needsOften without realizing they are micromanagingOften without realizing they are causing harmCan intersect without other power structures - what we have learned about what it means to be a leader, a person with authority and influence, also external pressures they may not be sharing with you, and - as always - how they feel about themselves(note, none have to do with you!)Understanding the need the person is trying to meet with their actions that you are perceiving as micromanaging can help you empathize with them and prepare to have a conversation with them about itPrioritize connection before solutionNo one likes to feel like a means to an end - seek to understand and connect before requesting the changeExample: “When I hear you ask to have a full access to my work calendar and then I receive calendar invitation from you that conflicts with meetings I have previously scheduled, I feel frustrated and overwhelmed, because I need time for preparation and respect for the time I have put into scheduling my meetings. Would you be willing to take a look at my calendar before sending a calendar invitation to me?If YOU are the person micromanaging - same process!Observations - what are requests that you make of your team?What needs are you trying to meet?How might the strategies you are using to meet those needs make your team feel?Request feedback (be specific!) and be clear about why you are asking for what you are asking forBe open to new ideasA note on “right” and “wrong”It becomes more difficult to manage a conflict if we get stuck in trying to decide what is “right” and what is “wrong” (binaries/dichotomies are a quick way to silence/overlook voices - we want to center humanity and all of its complexity!)For example, working with the office door open is not more “right” than to have it closedIf we get caught up in our judgements about why someone has their door closed “they don’t like us,” “they aren’t a team player,” - different judgements that suggest they are “wrong,” it impedes connection and understandingFocus on the needs of people involved and then search for a strategy that will meet those needsMel’s Mindful Minute: 44:54Chair YogaWe Are Always StudentsHuman Connection at Work by Liv LarssonEnglish translation can read a little funky (translated from Swedish)Good application of NVC in workplace specificallyOur episode on NVC - Episode 9Sharing is Self-CaringSelf-careWhat is a request you’ve made of someone recently? What need was it connected to? How do you feel?Community-careThink about the support you provide to your teammates. What needs of theirs are you meeting? How do you feel?Systems-careHow does micromanaging typically manifest in your organization, and what systems are in place that encourage or discourage it?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 39 - Mindfulness: GratitudeArea of Work: Adaptive Self CareCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 37:04Melanie 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 Mindfulness: GratitudeRESULT: To better understand the concept of gratitude, how it improves our lives, and how to better incorporate it into our lives.CamnecdoteGratitude & health journeyProtein - Main Event - Topic d’jourMindfulness: GratitudeHistory of ThanksgivingWe are chatting about gratitude with the US Thanksgiving holiday this weekLong history that you can dive into & we do want to invite you to do soWhile there is some record of a shared feast between pilgrims & native people, it is often unclear what actually happened & is used to gloss over the horrific treatment of native peoplesTransition from a more historical Christian/religious tradition to secular version of gratitude and familyFootballFood/familyTurkey TrotWhat is gratitude?Expressing appreciation and maintaining a sense of wonder for life and all that it containsHelps to maintain balance in our thoughts and feelings, especially when things are difficultNOT TOXIC POSITIVITY2 things can be trueHelps our mental healthNeuroplasticityDiscovering new paths on a hikeHelps to create connection with the universe and othersAny challenges?Toxic positivity misunderstandingEX. Bobs Burgers Thanksgiving Tree episode w/ Tina?Misused as a way of justifying trauma/abuse“If you hadn’t gone through that, you wouldn’t have learned”“Think of them as givens, not gifts” - Sharon Salzberg, Real Love - credit to a zen teacherCOVID & HolidaysIt might be difficult to find gratitude during a pandemic and that’s ok. Gratitude is not forced positivity. Mindfulness is noticing what’s in our lives right this moment. If thankful, great! If not, what do you want or need right this moment?How to do it wellFirst, observation - NVCWhat’s happening/what can i documentIs there anything going well?If things aren’t going well, are there small moments of bright spots?Teared up when 5 different ppl brought us antibacterial stuffIf nothing feels like it’s going well at all, can we try and reframe things?EX: quarantine & work from home balanceTelling stories through the lens of love/compassion/careHow would i view this story if a friend were telling it to me?Share your story with othersloved oneshelping professionaljournaling/reflectionmeditationMel’s Mindful Minute: 37:04Gratitude MeditationWe Are Always StudentsReal Love by Sharon SalzbergAuthors: Jon Kabat Zinn, Pema Chödrön, Thich Nhat HanhPoem: For Calling the Spirit Back from Wandering the Earth in Its Human Feet by Joy Harjo (Mvskoke Nation) (Acknowledge this earth who has cared for you since you were a dream planting itself precisely within your parents’ desire.) WOOFThanksgiving:Rethinking Thanksgiving: Myths and MisgivingsTeaching Young Children About Native Americans by Debbie ReeseGiving Thanks: A Native American Good Morning Message by Jake Swamp (Chief of the Mohawk Nation)Sharing is Self-CaringSelf-careWhat are you grateful for, right this moment?Community-careHow do you show gratitude for those around you? Are there any ways that you would like to improve how you show gratitude?Systems-careWhere did we learn what being grateful means?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 38 - InternshipsArea of Work: Intersectional EquityCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 31:12Melanie 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 InternshipsRESULT: To better understand the goal of internships, the current issues with them, and how to better maximize our time for the intern, ourselves, and the work.DanecdoteDC Internship - International WorkProtein - Main Event - Topic d’jourInternshipsWhat is it?Opportunity to get “real world” experienceMake connections/networkHow does it usually manifest?certifications/trade skills/licenses“Hands on experience” is goal but experience can be inconsistentOffice jobs/entertainment/politicscoffee/gofer - free laborBig issuesPrivilege to dedicate summers/free time to unpaid workConnections beget connectionsInterns often taken advantage ofFeel like they have to say yesNo pay blurs lines of work boundariesLack of retention/future workforcePossible solutionsConsider a small stipend or possibly alt benefitsPD budgetInsuranceDiscount/free access to services or product?Create written agreement & job descriptionClear roles and responsibilitiesClear work boundarieshours/expectationsClear reporting structureHelp to navigate power structuresClarifies role and mimnimizes “automatic yes”Reflect on history of internsCertain demographics?Lead to any positions/future work?If investment is not leading to retention, is it worth your investment?Mel’s Mindful Minute: 31:12Just 3 BreathsWe Are Always StudentsThe Devil Wears Prada movieHaving and Being Had by Eula BissSharing is Self-CaringSelf-careIf you had an internship, what would you improve about it? If you didn’t, what challenges were standing in your way?Community-careHow are internships utilized on your team? In your organization?Systems-careHow does the intern system benefit work? The intern? Is there a way we can better offer young workers experience after graduation?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 37 - AgendasArea of Work: Meaningful MeetingsCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 28:15Melanie 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 AgendasRESULT: To discuss the function of agendas, how they can sometimes not work as intended, and how to do them better!DanecdoteRBF Agenda & rabbit holesProtein - Main Event - Topic d’jourThe function of agendasKnow what we are talking about and why we are thereKnow how much time we are going to spend talking about itKnow who will need to speak to what (is someone presenting a topic? Who? What do they need to have prepared?)What we will do as a result of our time togetherHow they can go wrongAn agenda isn’t created at allStruggle for powerMass confusionEveryone talks over each otherAn instant recipe for journeying down every rabbit hole imaginableSomeone makes the agenda, but it is only from their perspective soThe person who created the agenda has all of the power and dictates the meeting for everyoneOthers might be unclear of what is expected of themAgenda is sent at the last minute, or not at allCreates confusion about why we are thereNot a lot of time to process the information and prepare to discuss the topicsThere is way too much stuff on the agendaToo many subjectsA rough combination of brainstorming and reportingNo guidelines for how much time someone has to present their information, so they may go incredible over or under the amount of time the agenda creator thought they wouldThe agenda is created around the expertise of a few people in the room, but not everyone on the calendar inviteDoing Agendas WellFirst, acknowledge that agenda creation is a form of powerDecide what is discussedWho is discussing itBe intentional and aware so that you can generate buy-in for your agenda beforehand. Here’s how you can do that:Clearly state the result of the meeting in your agendaIf you need someone to speak to something in particular, consult with them beforehand so that you have their consent and they have it ready on their calendarRemember, everyone has the right to decline your request! Requesting ahead of time also helps you prepare in case they can’t for whatever reasonSpeaking of consent, consenting to agendas is actually a practice in dynamic governanceWon’t go into this too much, but at it’s core consent doesn’t mean everyone gets exactly what they want, it’s considering a range of tolerance and communicating if something is intolerable for some reason (don’t feel I can adequately brainstorm this until we’ve acknowledged this problem, etc.)Dan will report back on how to do this well in a later episode, but it’s essentially allowing the group time to review the agenda in advance and vocally consenting to what we’re discussing before we begin to discuss it. Nice!Send the agenda ahead of timeIdeally about 48 hours for all members, 5-7 days if someone is being asked to present informationSet time estimates for each conversationYou will see this in both agenda examples in the show notesDoes not mean you have to spend that amount of time on a subject, but helps you:Be mindful of how much time you are spendingGive the group a heads up on how much time you anticipate spending on a given subjectBeyond naming the conversation and how much time you anticipate spending on it, be clear of the purpose of each conversationIn RBF, clearly name the task an the result of each conversationIn DG, learned can also indicate if the conversation is to:ReportExploreDecideRe: creating an agenda that is a conversation that can only be had by a few people in the room:This is an indicator that a different mtg needs to be had before the wider group can discuss - no problem. Good information to know!Have the smaller meeting you need to have first and then convene the wider groupBe clear on why you are doing that with everyoneMel’s Mindful Minute: 28:15Driving MeditationWe Are Always StudentsSample RBF AgendaSample Dynamic Governance AgendaAlso see RBF Workbook & Many Voices, One SongSharing is Self-CaringSelf-careWhat was the last meeting you were in where an agenda was done in a way that you liked? What did you like about it?Community-careHow do agendas include your teammates? How could they include them better?Systems-careWhat are cultural norms around agendas? Have you ever seen them done better in the ways that we have described (or other ways?) Why is the culture of agendas the way that it is where you work?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 36 - Self WorthArea of Work: Adaptive Self CareCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 43:56Melanie 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 Self WorthRESULT: To explore the concept of self worth, how we are taught to doubt ourselves, and how to better cultivate a care for ourselves in all areas of our lives.DanecdoteHave mentioned before that I struggle with equating my performance/productivity with my worth as a personHave learned to notice how I talk to myselfSociocracy training - selected as leader, made a mistake that caused a lot of frustration, had to work /very/ hard to be kind to myself about itI am worthy even when I make mistakes! Still hard work for me, but I know it’s true and practice reminding myselfProtein - Main Event - Topic d’jourSelf WorthWhat is it?A feeling/belief that you are good and enough. A respect for one’s self. Self care is rooted in prioritizing yourself. Respecting yourself enough to care and recognizing your limits and needs and wants. Why don’t we have it?Internalized messagesPersonal traumaWe will not be addressing this beyond this pointPlease reach out to a helping professional, especially one trained in trauma. If you need help finding one in your area, please reach out!CapitalismIf you are unhappy/unsatisfied, you’ll buy more stuff!Touched on this in “movement” re: diet cultureAlways searching for something outside yourself to provide a happinessAds/commercials/messages tell us “you’ll be happier if you buy ______”Culture of ProductivityStarts in schoolGood gradesGeneral performance expectations - in the classroom, in groups, in actual performancesContinues in workYou’re “good” if you work hard, move upCertain sectors are more like this than others, but it effects all sectorsLack of training in emotional intelligenceWe don’t learn how to feel good unless our parents make a specific effortMaybe spiritual communities teach this?How do we build this muscle?Most importantly: you are inherently worthy for existing. Being alive is pretty much a miracle. Reflection/awareness: when do i feel great? What is happening around me? Certain environment? Activity? Thoughts? Feelings? People?Noting: negative, harmful thoughts. Thoughts that reinforce your worth being tied to your production. When others voice similar ideas/thoughts. Next time I want something outside myself, why do I want that? Do I really want something else?Voicing it: mantras, discussions, “be nice to my friend”, gassing each other up - ITS FREESelf-care: making time for yourself. Modeling for others:Share self care journeyEncourage time for othersNonviolent communication: communicating with care to others Special Voting Day in the U.S. Message!A large part of self worthiness is both being very clear on what we need and knowing that we are worthy of having access to the things that we needVoting is a way to advocate for those needs and honor our worthWe often say that modeling is the best way to influence a system, and it is, and in the case of voting it is one of th more direct forms of power that we have in our system to change it to meet our needs and treat us with the dignity and respect we all deserveMel’s Mindful Minute: 43:56Chair YogaWe Are Always StudentsThe Body is Not an Apology - Sonya Renee TaylorWhen Things Fall Apart - Pema ChodronHow to use painful emotions to cultivate wisdom, compassion, and courageCommunicate with the intention of encouraging others to open up rather than shutting downPractices for reversing habitual patternsMethods for working with chaotic situationsWays for creating effective social action Oprah SuperSoul Conversations Podcast: Your Own Truth EpisodeSharing is Self-CaringSelf-careWhat do you want right this moment? What do you need? Community-careHow do those around you speak to themselves? To each other?Systems-careHow do our organizations benefit when we respect and prioritize ourselves, if at all? Does our self-worth hurt the business at all? Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 35 - Office CelebrationsArea of Work: Work CultureCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 32:05Melanie 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 Accepting FeedbackRESULT: To explore the many ways workplaces host and promote celebrations, some common challenges, and how to think about office celebrations in a way that meet everyone’s needs for celebration.CamnecdoteFun sweaterBaby shower wine tastingProtein - Main Event - Topic d’jourCommon Office Celebrations & How They Are Often DoneBirthdaysAssumed that everyone will go out to lunch (usually not paid for by company, but by each individual employee)Office pitch in for a giftHappy HoursPotlucksThese can be for a variety of reasons, but typically are done in a way that shows off some isms - pressure to make things from scratch, typically assumed that women do the cooking, etc.Also see mindful eating ep- pressure to eat what is brought vs. choosing what food you’d like to eatAlso can be a nice way to share a love of food and community (Dan’s fav potluck experience was while working in refugee services)Engagement PartiesDan had the weird experience of someone announcing her engagement at a staff mtg because someone read it on Facebook (I did not make the announcement or expect it to be made)Pressure to have an engagement party - lots of gifts/decorations, etc. - super super nice, but I did not ask for it and felt guilty for all of the effort/cost imposed on my co-workers!Baby ShowersOften take the form of traditional baby showersAgain pressure to purchase a gift and pressure on the receiver of the baby shower to accept and open gifts in front of everyoneWork AnniversariesSomeone reaches a milestone year of employment, have some kind of lunch/happy hour to celebrateMeeting a work goal/end of year celebrationCelebrations created as a reward - pizza parties, go out to lunch, awards ceremonies, etc. (see episode on teambuilding)HolidaysNote: we will do a holiday specific episode soon - stay tuned!Can look a few different ways depending on holidays and cultural norms. Generally, mainstream holidays include:HalloweenOffice decoratingCostume contestsSome version of trick or treatThanksgivingPotlucksA range of acknowledgements with the problems with how we typically tell the story of Thanksgiving, usually with a lot of glaring omissionsChristmasOffice decoratingPotlucksPartiesFull officeDepartmentNew Year’sPartiesSharing resolutionsEasterDays off! Even though the “traditional” U.S. holidays are p grounded in Christianity, overall not encouraged to openly have religious celebrations but we do get time off for themExcept for when Dan worked with the Catholics, they talked about Jesus for a full week no problemLabor Day/Memorial Day/Indigenous People's Day/MLKDays off! Whoop!Problems:Who gets a celebration?Sometimes celebrations looks different for different people not based on that person’s preference, but based on their proximity to power and influenceHow is someone/something celebrated?Often how someone or something is celebrated is rooted in a cultural norm and not in how the individual would like to be celebrated for their personal milestones (see, birthdays, work anniversaries, engagement, baby shower, etc).For holidays, how holidays are celebrated is again rooted in tradition/work culture/preferences of people with most power in the company rather than how the employees themselves would like to celebrate the holidayWhy are things celebrated?Why do we celebrate birthdays? Why are some holidays celebrated and not others? Who is making those decisions? Is is the employees, or a handful of people at the top?In our work where we are striving to create a world where everyone has the right to be free, to live fully and well, the current answers to those questions do not reflect that worldOften a stigma associated with people who have a preference for a holiday or type of celebration that doesn’t jive with the overall unspoken office cultureEx. Modern Family - Mitchell wearing Spiderman costume to workPerception of people who fully decorate for Christmas vs. those who don’t (power dynamics)Also interesting dynamic I’ve seen with office celebrations - sometimes wildly loose or wildly strict stigmas around alcohol based on...I’m not sure whatHow to Do BetterAsk people what celebrations are important to them, and how they like to be celebrated!Work Culture SurveyNotice how celebrations are done in your workplaceDoes it suit you?What would you change?Mel’s Mindful Minute: 32:05Pleasant Events CalendarWe Are Always StudentsSeason 2, Episode 6 of Modern Family - Halloween episodeDiwali & Christmas Party episodes from the OfficeWork Culture SurveySharing is Self-CaringSelf-careWhat celebrations are important to you? Are they currently celebrated in a way that suits your needs? How can you advocate for how you’d like to celebrate?Community-careAre the current norms around celebrations in your workplace a good fit for your team? Are there a few people who seem to shy away from certain kinds of celebrations? How can you support you teammates in celebrating them in the ways that suit them?Systems-careWhy are there certain norms about celebrations and where did they come from? Who decided the norms, and how are they re-enforced and normalized in your workplace?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee - Treat us to a cup of coffee!info@palanteconsulting.com

Life Is Work - Ep 34 - Tipping CultureArea of Work: Intersectional EquityCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 42:45Melanie 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 Tipping CultureRESULT: To explore the systemic and cultural practice of tipping, why it exists as a payment model, and how to do it well while advocating for a system of pay that works better for everyone (intersectional equity!)DanecdoteWaiting tables - V HARD JOBHave to learn preferences very quicklyDifferent demands from different customers who have complete control over my take-home pay for the day (ultimately learned that the best way to consistently earn reasonable tips was to try and be as invisible as possible - not great feeling)Also have demands from the restaurant managers - who don't rly pay me but have their own set of expectationsLearned over time that this idea of “the harder you work and the better you are at serving the more you are paid” was p much bogus. Yes you learn how to adjust to ppl’s expectations quickly, but that’s no guarantee that you will be paid fairly. Also, it is the most powerless I have ever felt in a workplaceProtein - Main Event - Topic d’jourFor international audience, in USA it is expected that you provide a tip in most service industriesWaiters/bartenders in restaurantsHotels - cleaning staff/bellhop (hotel porter)/ValetsHairdressers/Nail TechniciansDelivery/Taxi/Lyft/Uber driversGenerally speaking, if tipping is encouraged/ an option in a place, it means the employees are likely not making much, if anything, from the company they work forEx. When working in a restaurant, Dan made about $2.13/hour even though the minimum wage was at $6.25 at the timeWHY??1938 New Deal - first minimum wage lawYou have the right to the minimum wage either through wages or through tips → gave employers permission to not provide a wage to workersU.S. Department of Labor reports an 84 percent violation rate in regards to employers actually ensuring that they make up that difference.Industrial revolution - white workers began migrating moving to cities to work in urban factories. Now that they were in the city, there was an increased demand for restaurant food, but needed ppl to work as servers who had less resources than them and would be willing to work in a food service job. At the time, people in those positions were primarily black, formerly enslaved peopleLink to slavery -Noblesse oblige is a French expression meaning that there is an inferred responsibility of privileged people to act with generosity and nobility toward those less privilegedSo, at its core, tipping was a practice associated with tipping inferiorsIn the U.S., that particular hierarchical thinking can most always be traced back to slaveryProblemsBefore we get in to the payment structure - important to note that because employees in a tipping model are often hourly, that almost always means they also do not receive benefits of any kind (healthcare, time off, etc).Instead of employers paying their workers, they rely on their customers to pay for both the product and the laborEssentially constantly working for many different bosses all day, every dayBecause workers are valued by multiple consumers instead of their actual employer, workers must always center the desires of consumers to even possibly make minimum wage for the day, and sometimes what consumers want is different from what their employer wants, so they are having to juggle multiple bosses and multiple demands that is never guaranteed to fairly pay them for all of that laborCustomers often demand all kinds of things to justify giving tips (and even then, they do not always tip well or at all):Entitlement to your timeDifferent needs you have to learn very quickly (customer A prefers water to be refilled constantly, customer B finds your constant refilling to be an intrusion → often this leads to trying to be as invisible as possible. Also harmful) which leads me toEmotional laborFrom personal experience, I have especially seen this when I worked in a hair salon, an expectation of processing life events in addition to the labor of cut & colorAlso in nail salonsPhysical LaborValetsEntitlement to say and demand anything they’d like“Customer is always right”Also, makes it very difficult to hold individual customers accountable for how they treat service workers, which brings us to:IsmsRacismReminder, racist origins are still relevant todayThere is still a $4 per hour wage gap between what white workers and workers of color make in the restaurant industry, and it’s because workers of color are relegated to lower level positions. In fine dining, they work as bussers and runners, instead of as a server or as bartenders. They also work in lower level segments, at places like Olive Garden instead of at places like Capital Grille. They work in places where you make less money. (source)because of the racial segregation, the people who are most impacted and impoverished by the current tipping system are people of color, and in particular women of colorSexismIn 2014, restaurant workers were polled with the question: ‘Have you experienced sexual behavior in the restaurant industry that is scary or unwanted?’ And 90 percent of workers, both male and female, said yes. (source)5x the rate of sexual harassment than all other industriesService industry has low level of entry for women, and because their income is dependent on the happiness of the customer, they are subjected to sexual harassment without consequence (see: patriarchy)Having worked in a restaurant for some years Dan has a lot to say about thisIt sets a low bar for what to expect in a workplace, both in terms of how you are treated and accountability for others who treat you that wayExperience a range of sexual harassment and there is no consequence/it’s not taken seriouslySelf-worth - a place where your employer holds you to high standards but does not pay you, and the customers who do pay you can treat you without consequence, + other employees can treat you without consequence as well is harmfulMe too So many problems! What to do?Tip wellWhen I hear someone say things like “this is going to affect their tip” they are usually someone who has not worked within that payment structureAssume positive intent. It is very hard, underpaid work. If you do not feel you are receiving the service you’d prefer, think more broadly about why that may be, vs. placing all of the responsibility on individualsBelieve people when they say they are mistreated, advocate for them in the ways that are accessible to youAwarenessSystemic action? TBDMel’s Mindful Minute: 42:45Morning PagesWe Are Always StudentsForked: A New Standard for American Dining by Saru JayaramanForbes Article (also source for a lot of the history included in this episode) I dare you to read this and still feel good about tipping by Roberto A. FerdmanSharing is Self-CaringSelf-careHave you worked in an organization where tipping was your primary means of income? What in our conversation resonated with you? What challenged you?If you have not worked in an organization with a tipping structure - same questions. What in our conversation resonated with you? What challenged you?How might those perspectives differ based on experience?What will you do with that knowledge?Community-careWhat is one way you want to support service industry workers and model what that support looks like for others?Systems-careWe have discussed a few systemic factors that help to create and shape tipping culture. What are some you think we have missed?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 33 - Making IntroductionsArea of Work: Meaningful Meetings Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 37:40Melanie 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 Accepting FeedbackRESULT: To understand the importance of making introductions, how to build relationships, foster connection, and move the work forward.CamnecdoteWarm handoffProtein - Main Event - Topic d’jourMaking introductionsDifferent circumstances for theseBefore a meetingBuild rapport & trust for the meetingIn a meetingNew participants/attendeesUnderstanding role & purpose of attendeesTo give context“Why am i in this meeting?”Next steps/follow-upAction itemsExpanding the workFuture relationshipsRecognizing possibilitiesEnsuring follow up happensBetter than a cold callHow to do them wellClarify the purpose of the introduction/relationshipWho needs what?Who does this benefit?Facilitate the initial contactIn-person coffee/lunchLeverage your current relationshipsWho would these people best respond to?Cut to the chaseBe clear about the goal of the meeting and don’t waste timeBalance this with being a whole personUse a check in question casuallyBring up a common interest/connectionPossible challengesDisinterestUnclear motivesHistorical relationshipsPower dynamicsMel’s Mindful Minute: 37:40Mindful WaitingWe Are Always StudentsLIW previous episodesMeeting Engineering (ep 6)Neutral FacilitationWhy Am I in this MeetingWe’ve Always Done it This WaySharing is Self-CaringSelf-careWhen was a time that you felt comfortable meeting someone for the first time? What about that interaction went well?Community-careWhat connection would you like to make in your work environment? For yourself? For someone else?Systems-careHow does our organization benefit from more connections? Do these connections present any additional challenges?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 32 - Office SpacesArea of Work: Work Culture Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 41:23Melanie 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 Office SpacesRESULT: To explore the cultural phenomenon of “striving for the corner office,” how physical spaces reflect hierarchies in work places, why this social construct has become so important to us in our work cultures, and how to re-think physical work spaces in a way that makes space for and values everyone. Camnecdote - office construction - “ideal” officeGrocery store - “office” meant different things - where are you “supposed” to beProtein - Main Event - Topic d’jourConcept: That certain spaces are not only more desirable than others to work, but that people themselves are more deserving of desirable spaces depending on the assigned value that organizations give them (title, pay, politics, etc). What’s up with that? Why is that? Does it have to be this way?Note: We will talk about physical work spaces much through the lens of what is described in our culture as “white collar” office spaces - but all of these concepts can apply in different work spaces as wellFirst - the how. How does physical space reflect a companies’ culture of hierarchy?Look at the office of the CEO/President/Director vs. any other position in the company. How is it different?Examples: cushy chairs for v important meetings, bookshelves, lots of natural light, big desk, big cushy work chair (sometimes “higher” than other chairs in the office, worked in a place where “executive level” staff had their own restroom that others were not permitted to use, access to ‘upgraded’ break room area, etc. etc. Parks & rec private bathroomWho has these offices with lots of space and perks? Can often see an increase of cushy office space as you work your way up an org chart Entry level/non supervisory staff - shared workspace/cubiclesMiddle management - might get an office but there are even tiers of offices within this level - “better” offices than others/name on the door, etc.Executive level - lots of room, light, “perks”Why is it like this?“In traditional offices "the hierarchy of the company can be read in the layout " - Martin van der Linden, Tokyo based Architect To reinforce hierarchy 1) “Moving up the ladder” comes with greater rewards - it showcases the power of those in “higher” positions Reinforcing power - physically you can see that my space is different, “better” than yoursFeelings and perception are important here - because I am here, it means I am different, better, more worthy (office spaces rely on prestige, status)The promise of upward mobility - American Dream rhetoricOur culture loves a “rags to riches” story, started in the copy room and is now the CEO type narratives 2) Separates “higher ups” from other workersGilmore Reference - Paris, working for Rory (with Rory? Language matters!), asks where she is going to eat lunch, or does she eat lunch in a “special room” because she is the boss of the projectCharles Dickens, “A Christmas Carol” - “The door of Scrooge's counting-house was open that he might keep his eye upon his clerk, who in a dismal little cell beyond, a sort of tank, was copying letters.” Reminder - not a matter of good or bad per se, just “what’s always been done” and an invitation to think about how effective it isSilosDan - worked in a workplace where it was one organization by felt like working in a strip mall - each department had its own little cubby and we very rarely intermingledThe physical space blocking us from other departments limited collaboration, and even if we did meet with other departments, it felt very removed from day to day work Productivity Initially offices were meant to be a relief from manual labor, but were designed with the same tenets of efficiency and high productivity as the assembly lines that came from the industrial revolution In an office space, the work layout was less physically dangerous, but hard on the psyche Problems93% of people don’t like cubicles, and the only way to get out of one is to “work your way up”In theory, “motivates workers,” but in our hierarchical work cultures there are only a few seats at the topAlso see isms - different identities experience even greater obstacles to “moving up”Without getting into specific percentages (do a google!) positions at the top of organizations are majority white and male Poses a barrier for other identities - BIPOC, women, etc. So not only are there very few seats, but those seats will be occupied by a majority of people with a certain identityCreates an “us” and “them”P much always harmfulPositions people to be more often competitive than collaborativeReduces trust - more difficult to assume positive intent if the culture is that everyone is trying to move upAlso creates a judgement around those who are not ‘playing the game’ of moving up - assigns judgements like lazy, comfortable, coasting, etc. (see Radical Candor - rock stars vs. super stars concept)De-centers humanityWe are social creatures! Separation/Isolation centers the productivity that was successful in assembly lines (machines) but not for human peopleInequitableProves power to the few and does not shareProvides one or two general office layouts and does not adapt to meet people’s individual needsSolutionsNot THE answers but some things to think about/trySpecial mention of tech companies that popularized “open concepts” - this was an equality over equity approachNot everyone thrives in an open-office environment, so what to do?As always we begin with ourselves! What kind of office space works for you?Really think about this. If you aren’t sure, try thinking about these questions:When am I happiest at work?How does that look different in different situations?Ex. Deadlines, collaborative work, creative brainstorming, responding to email adminDanielle: I only want to be in a physical meeting if it’s a collaborative discussion (and the space should be roomy, with a circle table, lots of natural light) updates should be emails, general admin I want to do at home or in a coffee shop, conversations can be via chat, phone, and occasionally in person depending on the subjectTo what extent can I advocate for things that work for me?We know you can’t change your own personal physical space overnight, but particularly in COVID times, make note of what is working for youModel itAdvocate for yourselfIf you are in a position of leadership/powerWhat does the layout of your office say about your company’s structure?Does it reflect your values?Your company’s values?Interrogate, Model, AdvocateVIRTUAL WORKSPACESCam talk about work from home experience - why is this not ideal/embraced, but a “band aid” approachMel’s Mindful Minute: 41:23Breath AttentionWe Are Always StudentsCubed: A Secret History of the Workplace by Nikil SavalOffice Space“Human beings were not meant to sit in little cubicles staring at computer screens all day”Destroying Sanctuary by Sandra L. Bloom /Sanctuary Model - I’m sure there is a podcast episode on this but I haven’t listened to one in particularSharing is Self-CaringSelf-careGet curious! Ask yourself:What spaces work best for me?Describe them - light, feel, smell, touch, color, socializing, noise/music - all the sensesTo what extent do I have access?In what ways can I advocate for what I need, big and small?Community-careHow does physical space affect your team?Thinking of COVID in particular, how has everyone working from home affected your coworkers differently?Systems-careHow is it that we have never met, but the concepts of work environment can resonate with all of us in some way? Why are our physical work spaces designed the way that they are? Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 31 - Mindfulness: LanguageArea of Work: Adaptive Self CareCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 46:50Melanie 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 Mindfulness: LanguageRESULT: A mindfulness series! To build upon our initial overview episode on mindfulness, today we will talk through the concept of mindful language - what it means, how it’s a healthy shift in mindset to bring attention to how we speak, and how to begin applying its principles into your life.DanecdoteLearning french - shift from direct translation to what is it that I /mean/?Experience helped me think more critically about wordsIs this word/phrase expressing what I mean?If I find out that a phrase/word is related to hierarchy/harm, I do not use it anymore (ex. lame)Protein - Main Event - Topic d’jourDefinition: speaking can be second nature to us and a default in our communication, so we want to ensure we are using it as a tool for the benefit of ourselves and those around us.LanguageTool for communicationVerbals & nonverbalsEnglish default in USNot the same in other cultures/countriesEnglish as a colonial practice - ex. Of a school board meeting where there was debate about teaching both English and Spanish. The 1st language spanish speaking children were told to learn English and only focus on English, a white girl presented at the board meeting speaking in Spanish and was given a standing ovation.Who is considered “bilingual/multilingual”?Dialect/culture“Correct” EnglishCodeswitchingBIPOC changing how they communicate to accommodate the culture/language practices of those with the most power in society is harmfulSay My Name CorrectlyHeard this a lot growing up in school “Can I call you X instead?”Related: “Give your daughters difficult names” by Warsan ShireNames that command the full use of the tongue.My name makes you want to tell me the truth.My name does not allow me to trust anyonewho cannot pronounce it right.”      —Warsan ShireFilling in “awkward pauses”cultural/relationalHigh/low contextHigh context - words/phrases likely “mean” multiple things/subtext is highly likely; you need a lot of context to interpret communication - BIPOC normLow context - “say what you mean” - european/white cultural normHarmful LanguageDefault language - “everybody says that”Another power dynamics shoutout - who says a word mattersCoded language“Good schools”“Ghetto”“At risk”Related: language that perpetuates harmful power structuresSlave vs. enslaved (self explanatory)Boys & girls, ladies and gentlemen (binary language, reinforces that there are only 2 choices)Over-exploited country vs. third world country (cre: britt hawthorn’s tweet) - colonialismDied by suicide vs. they killed themselves (removed resposibility/blame of mental illness from the individual)Re: Jeffrey Epstein case - “underage women” vs. children, “child prostitute” vs. rape victims/assault victims/survivors “non consensual sex” vs. rape (cre: save the children)So much power in saying the thing that is trueHonoring Identity & HistoryLatino, Hispanic, Chicano, LatinXBIPOCPronouns! Resource: mypronouns.org AbleismDeaf/Hard of Hearing CommunityLiteracy/Writing abilityAccess to educationHelping professionals - “5th/6th grade reading level”Where do we startAwareness (Mindfulness!)Get curious - study yourself!Have found the process of interrogating the phrases/words I use to be a kind of “waking up” process. Just becoming aware of the things I often say and why I say them (where did I hear them? What is the history? What system is it a part of/in support of?)Ex. I’m Sorry (am I?), “these are my thoughts” (I use this to neutralize), also common phrases that are harmfulSecond step here is to analyze (inspiration cr: Developing a LIberatory Consciousness by Barbara Love) - is what I am saying consistent with my values of an equitable society? Is this word/phrase contributing to a system of injustice?Beginner’s mind - a mindful concept of trying to get back into the place/feeling/mindset of learning something for the first time“What am i trying to say?”Meaning vs. exact words“What is the goal of this communication?”“Who is my audience?”Lead with your values!BreathingBefore communication/in the midst of communication, try to take a breath. Breath and air allow for pause time, allow for others to naturally participate, also good for livingActive listeningReflectingmmhmms/nodsSummarizingFosters connectionNVC - surprise surpriseObserveFeelNeedRequestMantrasIn many spiritual traditions, the concept of the mantra is rooted in the idea that the sounds/vibrational quality of the syllables/words themselves have power, rather than the exact meaning of the syllable/wordVibration in bodyRemember, the goal is not to be perfect (permission for imperfection), the purpose it to always be evolving and striving to be a better, cooler humanMel’s Mindful Minute: 46:50MantrasWe Are Always StudentsDuolingo/Rosetta StoneA Way With Words radio show/podcast - NPR@britthawthorne_ (Twitter) @britthawthorne (instagram) anti-bias education, intentional language when teaching childrenTweet about language around income levelsTweet about saying what’s true, undoing harm by old phrasesOn Developing a Liberatory Consciousness by Barbara LoveAlso - see our NVC episode! (ep 9) for more tips and resources for communicating effectivelySharing is Self-CaringSelf-careDo you have a personal mantra? Or some phrases/quotes that are meaningful to you?What phrases/words do I use that unintentionally perpetuate harm?Community-careWhat is a recent conversation with a friend or coworker that went really well? What about it “clicked”?Systems-careHow do our environments rely on certain modes/forms of communication? Even phrases of communication? Are they flexible or inflexible? Are other modes considered?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 30 - Accepting FeedbackArea of Work: Intersectional Equity Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 36:21Melanie 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 Accepting FeedbackRESULT: To explore how accepting feedback is often done ineffectively, why it’s hard, and outline how to accept feedback effectively.Camnecdote - I hate feedback, just wanna do what i want and move on (my flippant ego talking). When folx take their time to care enough to give it, it means a lot. Making music/recording/being “produced”Protein - Main Event - Topic d’jourReminder: Episode 12 on Feedback covers how to ask for and provide feedbackConstructive Feedback is feedback that:Shares informationCan be heard by the person you are speaking to (free of blame)Fosters connectionCommon Problems Before Feedback Is Received:Basically, the conditions for constructive feedback aren’t met, which can looks lots of different ways. Some examples:You didn’t ask for the feedbackMaybe you do want feedback, but the feedback you get is not about your work, but rather you as a personShoutout to Glennon Doyle’s “On Dealing with Criticism,” different types of junk mail feedback:Feedback about your appearance (too thin, too fat, too much makeup, beard too bushy, not professional, too up tight, clothes are too expensive, clothes are too cheap, etc)About your relationship/roles (mean, bad spouse, bad boss, bad parent, etc.) often given by ppl you are not actually in a relationship with!About your personality (too dramatic, too cranky, too giggly, too quiet, too loud, etc etc) is my personality up for feedback? NO!A small part of criticism feedback will be about the work you put out itself. THIS is the feedback we are looking forThe feedback is about the work, but it’s hateful, rooted in blame vs. growth (lacking NVC principles)How To Accept FeedbackRule #1: Assume Positive IntentIf you didn’t ask for it:Trust is builtName it! I am not actually able to make changes at this time, though I appreciate your perspectiveLess Trust/Not SafeExpress appreciation for their time and insightSay you’ll consider it next time, make adjustments if you are ableFocus on observations - not judgementsEx. A colleague suggested this would be helpful, so I am including it and would like to see how it goesAgenda is a theory, so very possible we will need to spend more time thereIf the feedback is not about your work, but about you as a person (looks, relationship, personality, etc).Dismiss it like the garbage that it isPeople complaining about you as a person is information about them, not youSame thing if the feedback itself is hateful/spitefulProtect your time and energyIf feedback is about your work, but you disagree with itOffer your observation (this method of doing things has allowed me to serve xyz number of clients so it is comfortable for me, could you help clarify how your suggestion might increase the number of clients I serve? Will it impact quality of service?)I tried it this way last time and saw this result, is there a way that I can achieve better results next time?Spend your energy on clarifying, /not/ justifying or defendingThe feedback is about your work, and you haven’t tried it/are open to implementing it:Thank them for their time and insightLet them know what you’ll implement next timeDo itAgain, do not spend a lot of time justifying or defending, be open and willing to try new things and communicate how it does or doesn’t work for you (NVC, always)Also - sometimes the feedback is positive!!!Dan loves compliments but has struggled with how to receive them in the past (downplays skill/ability, actually DISAGREES with the compliment, etc etc)Just say thank you :)Mel’s Mindful Minute: 36:21Guided MeditationWe Are Always StudentsGlennon’s “On Dealing with Criticism” videoLife is Work Pod Episode 12 (Effective Feedback)Sharing is Self-CaringSelf-careWhat feedback is most meaningful to you? When was the last time that you received the feedback you were looking for? How can you ask for feedback that serves your growth?Community-careHow is feedback generally accepted in your department/organization? Does everyone accept it in the same way? How does that impact the culture?Systems-careHow does your organization accept or resist change? How is that reflective on how good an organization is at accepting feedback?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 29 - Respectfully InterruptArea of Work: Meaningful Meetings Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 32:54Melanie 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 Respectfully InterruptRESULT: To do a deep dive into the tool and concept of respectfully interrupting to keep the meeting going. We will talk about the intention of respectfully interrupting, why it can feel scary or “inappropriate” to do, and a few examples where it has worked well.DanecdoteI LOVE THIS TOOLBc rly it is grounded in intention, awareness, and worthinessStop wasting timmeeeeProtein - Main Event - Topic d’jourDefinition - A group agreement - Respectfully interrupt to keep the meeting on trackIntention of the tool:Exactly as we said - to keep the meeting on trackAlso, to avoid common meeting situations like:Rabbit hole-ingSide wonderingsSide conversations (when a few people start having a conversation only they can have in front of a room of people it has no impact on. (Ex. “hey did you get that email btw from our shared contact?”)Getting into really specific how-to’s of a plan that only 2 people really need to discuss and update the group on laterDanielle’s favorite thing to interrupt - self-promotional speeches Initial hesitation around this tool:SafetyDon’t want to interrupt their ‘superior’ (power dynamics - hierarchy)Related, perception that only the person/people with the most authority have the ‘right’ to interruptDon’t want to be rude (power dynamics - social constructs like gender, race) who do you think you areDon’t have a strong enough relationship with the people in the room/person who is off track, don’t want to make the wrong impressionAs facilitators, this actually plays in our favorSole purpose is to move the mtg forward, so less “at stake”ConfidenceMaybe this person knows something I don’t? (related: clarifying questions)Systemic Meeting issueNot sure why we are here so can’t respectfully interrupt to keep us on track bc...wut is the track?Examples of how it works:Formal “I’d like to respectfully interrupt, I’m hearing xyz, could we bike rack this for a follow up conversation?Formal: “I’d like to respectfully interrupt, I appreciate this perspective and want to make sure I have it listed accurately here, have I captured your thought correctly? Great. or ask for another perspective, depending on the situationInformal: When someone restates someone else’s idea as their own - a form of respectfully interrupting that power move is to restate the idea and give credit to its original thought personInformal: Comes in the form of a clarifying questionMel’s Mindful Minute: 32:54Body Check-InWe Are Always StudentsRBF Workbook@rachelcargle @thegreatunlearn postUntamed by Glennon DoyleMore Than Enough by Elaine WelterothSharing is Self-CaringSelf-careWhat is a meeting you were in recently where a respectful interruption could have been helpful? What challenge to interrupting resonates most with you? What support do you need to respectfully interrupt in your next meeting to keep the meeting focused?Community-careOur coworkers don’t intend to get us off track. Next time it happens, can we extend them some kindness? How else can you support your colleagues in getting meetings back on track?Systems-careWhy is it taboo to respectfully interrupt? Why is respectfully interrupting not a cultural norm?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com

Life Is Work - Ep 28 - Mindfulness: FoodArea of Work: Adaptive Self Care Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 37:45Melanie 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 Mindfulness: FoodRESULT: A mindfulness series! To build upon our initial overview episode on mindfulness, today we will talk through the concept of mindful eating - what it means, how it’s a healthy shift in mindset from toxic diet culture, and how to begin applying its principles into your life.CamnecdoteCooking, Food & Whole30Protein - Main Event - Topic d’jourDefinition: reframing dieting to mindful eating, including food-related thoughts, food preparation (shopping & cooking), and ingesting of the food. Why did we make this switch?Roots of diet culture/capitalismSelling us something - books, processed foods, plans, classes, clothes, etctrend in wellness world to market it differently (e.g., “lifestyle”, “program”) but still food rules that promote foodphobia in the pursuit of weight loss. They each prescribe a different food elimination plan and list of “bad” and “good” foods.ITS NOT A DIET, its a lifestyle (atkins, whole30)Access to timeMake us super busy, need things on the goNo energy left to prepare foodsCertain foods are more “ideal”CuisineNutritionRacismFood deserts/food insecurityHistorical access to foodsSexismDanielle reciting the entirety of the Feminist Manifesto“Thin privilege” AbleismPackaging of foodsKitchen accessibility/safetyBMI MythNutritional science was not something that was studied in the 1830s, which is when BMI was createdIt’s used today because it’s easy, but is not a very effective of overall healthA pound of muscle is different from a pound of fat (The Rock is obese according to BMI) Does not take into account body composition (ex. Just because someone is dense does not mean they need to lose weight to be healthy)No correlation between BMI and ill healthDifferent bodily types - genes determine thisAlso research categories of BMI are primarily based on white ppl age 18-65, and...not everyone is white ages 18-65. See: racismLifestyle contributes to your health more than any other measurementCan be benefits to weight loss, but diet is less important than adaptive health careTLDR: Losing weight is not always the answerOverall - there’s no one right way, only the right way for each one of usWhere do we startThe act of eating - use cooking chart from RouxbeAssess time and needs and wantsMake an intentional choice“Elimination diets” - seek the help of a nutritionistA lot of issues correlated to imbalance of nutrientsveganism / soy, oreos, french friesSamin Nosrat - Salt Acid Fat Heat - “just get in the kitchen & cook!”Start exploringMost ppl are not bad cooks, they’re just impatient or lack timeSet aside time to try a new recipe, recreate a restaurant dish, apps to plug in ingredientsGGG using prepped ingredientsAyurveda?Sister science to yoga. System of medicine that comes from India. Focus on balancing the body through lifestyle interventions and holistic therapies and treatments. There are Ayurvedic practitioners who can work with you.Mel’s Mindful Minute: 37:453 minute breathing spaceWe Are Always StudentsEthnic Cuisine — A Bridge to Health EquityRouxbe Cooking ClassesBeauty_redefined InstagramSalt Fat Acid Heat Book/SeriesSharing is Self-CaringSelf-careWhat is your favorite food/meal? Why? What do you love about it? Taste? Texture? Feeling during/after? Memory?Community-careReflect on a time you shared a meal with those you love. What were the smells? The conversations? The weather?Systems-careWhat is your current access to food? How does it relate to your friends/family’s access? Who determines what you’re able to access?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodko-fi.com/lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 27 - TeambuildingArea of Work: Work Culture Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: ????Melanie 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 TeambuildingRESULT: To address the concept of teambuilding, its intentions, how it usually manifests (which is often different from its intentions - a theme!) and discuss ways to apply the concept of teambuilding in a more meaningful, impactful way. DanecdoteBasically a long history of me avoiding these as much as possibleProtein - Main Event - Topic d’jourTypical intentions of team building:Trust-buildingRelationship-buildingA little different from trust building in that it creates a sense of enjoying each other’s companyA break in business as usualDo something funHow this usually manifests:Typical “teambuilding activities”Escape RoomsBowling AlleysDay at an arcade (this has happened to Dan twice?!)“Bring your partner” to some kind of gathering - christmas party, baseball game, etc.Also one of my least favorites, weird intimate conversations as part of a usual formal meeting, or some sort of collaboration game or competition Why these particular manifestations aren’t ideal and don’t typically honor their original intention:We spend a lot of time solving problems together in our usual job, why do we have to do it in the form of a puzzle?Is this how your team has asked that you invest in them? (re: relationship and trust building)Related, who decides where and how these teambuilding activities take place? Whose preferences are honored?Who does it serve?Why are we in need of a “break,” and if we are in need of a break, why do we need to do it together?Once we have the answers to those questions, is the answer ever really a bowling alley?I ask these questions because the answers are clearest to me in response to them. The typical teambuilding activities do not honor the original intention of teambuilding because if you need to create a “teambuilding day” to build your team you are creating a technical solution to an adaptive problem - which is that you need to build trust and relationships with your team.How to do Teambuilding better:NOTE FROM DAN: My stance on teambuilding is this: if you invest your time and energy into cultivating a healthy work culture that honors your team’s humanity, while giving them autonomy over their work and providing them with tools to navigate inevitable challenges of conflict, every day at work will feel like team building. AND, in the event you do something “fun and different” like go to a sports game or host a dinner, the idea will come from team members themselves and if someone is not comfortable with that everyone will understand and respect that reason because you have done the work of relationship-building every day at work. Okay, so here’s how you do it:Mental Model Change: Teambuilding is not once a quarter, one day a year thing, it is something you are intentionally thinking about every dayWays this can look:Check in/check out questions (relationship building)What is one small thing that brought you joy this week?What is something you are looking forward to this weekend?What routine do you have that you really enjoy?Have informal meetings in whatever way that might work for you - outside at the picnic tables, coffee shops, in your community (ask for input from your team!)Center the humanity of your teamSurvey of preferences - ways they like to receive information (phone, text, email, etc.)Fav personality test resultsTalk about how you handle stress - both how it feels in your body, how it might show up at work, and what would be helpful for youMake it a practice to articulate what you appreciate about your team members, both as a practice in a meeting and ongoingUnderstand and respect teammates’ boundaries and preferences when you learn them. Examples:I like to take vacation this time of year - check in and see how you can support!This person needs to leave by this time for xyz responsibility (this can be anything from childcare to a hobby), be sure to avoid asking them for things that will encroach upon that time (Cam always remembers Danielle likes to take movement breaks at lunch, Danielle remembers that Cam likes an afternoon coffee break and prefers to have notice of things in advance!)Vulnerability babySee Episode 15Not the same thing as oversharing - when comfortable, name things like nervousness, anxiousness, tiredness, distraction in whatever way is comfortable for you NVC as a practiceWorkshops on NVC and then consistent modeling and everyday practiceGIVE PEOPLE TIME OFFThis is part 1 of a systems level change that can be modeled best by supervisors and managed up by individuals who feel safe to do soTake the timeNo shame about time offThis includes flexibility - trust people with remote work schedules, coming and going at flexible times (do we all gotta be here all day every day? If so, are we all clear and in agreement on why?) “The way power justifies controlling a group is by conditioning the masses to believe that the group cannot be trusted.” - Glennon Doyle, UntamedPAY PEOPLE WELLOne of the number one things I hear about teambuilding and have thought myself is, could we have taken this big team building budget and just given people a raise?Final thing - DO THIS FOR EVERYONE!Not just a few ppl on the teamNot just ur favorite pplNot just people who can get you things that you wantEvery.One. Mel’s Mindful Minute: ????????We Are Always StudentsTeam Preference SurveyGoogle Brene BrownDaring Greatly bookSharing is Self-CaringSelf-careWhat tool of every day teambuilding can you begin to model for yourself and others? Do it!Community-careThe next time one of your team members’ does something that you appreciate, let them know!Systems-careIn what ways can these tools be implemented organizationally, so the burden of modeling is not on individual team members, but is a part of how organizations are designed? What would make that possible?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 26 - Q&AArea of Work: All! Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 45:40Melanie 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 Q&ARESULT: To provide some advice and possible avenues for solutions to your current situations. These are merely that: suggestions, and we offer it with limited context of your situationNO Danecdote  wooooooooowProtein - Main Event - Topic d’jourWork Culture Q1 - How can you create or sustain a positive work culture with a partially or exclusively distributed workforce?In a time where commutes are longer than ever, childcare is prohibitively expensive, and the majority of common office jobs can be done with a computer and internet connection, why are companies so reticent to embrace remote work?Equity.Q2 - Leadership change with two completely different styles of leading. Adapting to different leadersSelf CareQ3 - How do you find the line of work life balance? I find it a struggle to turn off after work hours or when I’m genuinely sick can’t take the time away to recover as I feel I will just become more backed up and stressed. When do you decide to prioritize yourself over your work success or how do you make the two blend together Mel’s Mindful Minute: 45:40Alternate Nostril BreathWe Are Always StudentsGo back and listen to that episode!Read that book that’s been on your listSharing is Self-CaringSelf-careWrite that question down! Ask it!Community-careAsk it for someone else in the group. Someone else probably wants to knowSystems-careAsk questions of the systems you’re in. Why is it like this? Why has it always been done this way?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 24 - Why Am I In This MeetingArea of Work: Meaningful Meetings Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 41:46Melanie 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 Why Am I In This MeetingRESULT: To address this common feeling of confusion when you “have” to go to meetings because you were invited/they were put on your calendar, and talk through tools and strategies to help clarify why you’re there (and maybe even realize you don’t need to be there!)Camnecdote - school attendance workProtein - Main Event - Topic d’jourWhat this Typically Looks LikeMeeting gets put on your calendar and so you goFormal supervisor volunteers you to goJust living your life and having a conversation with someone and they say “oh you should come to this meeting!”The meeting is recurring - you go because you always go (we’ve always done it this way!)Tools & StrategiesStategy:email invitations - GIVE CONTEXTMeeting engineeringStrategy: Clarify the result of the meetingTool/Technical: RAC Tool/Adaptive: Permission for imperfection - do not have to fill every box, be intentional about invitations and respectful of others’ time (that includes yourself!)Strategy: Clarify rolesTool/Technical: BAR/T, Community Engagement ChartTool/Adaptive:2 Things Can Be True - we can occupy multiple roles - be clear about which role you are representing in /this/ meetingTrust ppl to do their work! If someone is in charge of data, let em be in charge of data, reinforce people’s ideas and accomplishments (Intersectional Equity)Strategy: Accountability FrameworkTool/Technical: Action Commitments, Accountability Pathway Cartoon StripTool/Adaptive - Assume positive intentStrategy: Meeting EngineeringTool/Technical: 1:1 meetings with new invitees, mtg includes clarity of result and roleTool/Adaptive: Managing up - this is not a typical part of “how things are usually done.” Be willing and ready to manage up here and ask these questions in your own informal 1:1 to be sure you have the information you needMel’s Mindful Minute: 41:46Progressive Muscle Relaxation We Are Always StudentsRAC BAR/TAccountability Pathway Cartoon StripCommunity Engagement Chart Sharing is Self-CaringSelf-careIdentify one meeting that you are attending this week.Do you know why you are there?What is one tool you might use to better clarify why you are there?Community-careDo your teammates know why their voices are valuable?What can you do to support them and make sure they know?Systems-careWhy is this a common challenge in our workplaces?Who does it benefit most, if anyone, if there are unclear roles? Who does it most harm?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 24 - ApologizingArea of Work: Intersectional EquityCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 42:02Melanie 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 ApologizingRESULT: To explore the concept and necessity of apologies, how and why they are often not done well, and how to do them better.Danecdote - French & loving to be rightProtein - Main Event - Topic d’jourDefinition - a regretful acknowledgment of an offense or failureNote that it means you acknowledge that you made offense AND are regretful about itHow they are often done wrongDo not understand why an apology is neededRefusal to admit faultDefensivenessPutting the responsibility on the other personOften called a “non” apology“Sorry you took it the wrong way”“I’m sorry your feelings are hurt”“Sorry you heard me wrong”“I’m sorry, but they started it”Anytime they include the word “but”Why they are often done wrongPower dynamicsMore degreesHigher job titleParents (normalize apologizing to kids!)Bitch, be humbleFear of changeIntention/EffectChange in understanding of what we know/how we perceived somethingA word about cancel cultureCancel culture exists because we are not good at acknowledging the harm we have caused with sincerityMe too (all pins, no acknowledgement - reminder about technical and adaptive - without adaptive, technical just looks like symbols!)Correlation of level of harm and likelihood of apologyRequires a solid foundation of self worthUnderstanding that mistakes do not define who they are(related - fear of public speaking, fear of failure, fear of imperfection)How to do them wellStep 1: Self reflection. Return to NVC to understand where you are atFeelings/NeedsGround yourselfYou are not your mistakes ANDYou are accountable for your mistakes, even if you didn’t mean themListen carefully to the hurt that you have causedStep 2: Acknowledge and take responsibility for the hurt or harm you caused or were complicit inI statements onlyNo butsName the actionI am sorry that I…..Did not speak upWas wrong and did not listen.I did not take your concern seriouslyMade the assumption that…Shared something that you shared in confidence with me with someone elseI made a mistake.” “It was my fault.” “I did/I do ______.” “I didn’t/I don’t _____.”Step 3: Acknowledge the impact (impact =  greater than intent)Exercise in compassion/empathyI understand privacy is important to you and I violated that trustIt must have felt like betrayal when I did not support youI know this is important to you and I did not honor itStep 4: Do Better, even when it’s hard (esp when it’s hard)I will support you the next time xyz speaks over youI will let you know if I am unable to follow through on a commitmentI will honor your trust and privacy by not sharing what you’ve shared with me with othersApologies are really about the ppl apologizing AND it is not required to be acceptedMel’s Mindful Minute: 42:02Journaling & BreathingWe Are Always StudentsWhy Won’t He Apologize? | Harriet Lerner | TEDxKCBrene Brown Podcast (2 parts) How To Apologize & Why it MattersLeaving Evidence Blog Post - How to Apologize/Transformative JusticeRoxane Gay put out a tweet asking if anyone had written an essay on how to apologize, lots of good responses (2 of which are included above!)Sharing is Self-CaringSelf-careWhen was the last time you apologized?When did you do it well?What could have been better?Reflect and let your reflections inform how you might go about things differently in the futureCommunity-careWhen you feel someone owes you an apology, use NVC to communicate your feelingsI feel__/because I need__Ex. from Dannectote:  I feel angry, because I need understanding and support. I want to be seen and understood by you, because these issues are important to me and our wider world.Systems-careWhat power structures exist that prevent apologies from being accessible to those who hold power?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 23 - Mindful MovementArea of Work: Adaptive Self CareCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 54:18Melanie 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 Mindful MovementRESULT: A mindfulness series! To build upon our initial overview episode on mindfulness, today we will talk through the concept of mindful movement - what it means, how it’s a healthy shift in mindset from toxic diet culture, and how to begin applying its principles into your life.Camnecdote - running & back injuryProtein - Main Event - Topic d’jourDISCLAIMER - we are not wellness professionals. Consult with wellness professionals before engaging in anything new! We are discussing a cultural shift, a different relationship with movement, not a /specific/ movement.Definition - reframing “exercise” and body relationship to respect and acknowledge our individual bodily needs and abilitiesWhy did we make this switch?Roots of diet culture/capitalismSelling us something - equipment, classes, clothes, etcMel - “diet” has become taboo, trend in wellness world to market it differently (e.g., “lifestyle”, “program”) but still food rules that promote foodphobia in the pursuit of weight loss. They each prescribe a different food elimination plan and list of “bad” and “good” foods. Certain body types/movements/abilities are more “ideal”Racism[Fearing the Black Body by Sabrina Strings] research showed that anti-fat attitudes originated not with medical findings, but with Enlightenment-era belief that overfeeding and fatness were evidence of “savagery” and racial inferiority.Living in racially segregated, high-poverty areas contributes to disease risk. Neglected and under-resourced, historic to present dayFood deserts/food insecuritySocial determinants have been shown to be more consequential to health than BMI or health behaviors.SexismDanielle reciting the entirety of the Feminist Manifesto“Thin privilege” AbleismBMI MythNutritional science was not something that was studied in the 1830s, which is when BMI was createdIt’s used today because it’s easy, but is not a very effective of overall healthA pound of muscle is different from a pound of fat (The Rock is obese according to BMI) Does not take into account body composition (ex. Just because someone is dense does not mean they need to lose weight to be healthy)No correlation between BMI and ill healthDifferent bodily types - genes determine thisAlso research categories of BMI are primarily based on white ppl age 18-65, and...not everyone is white ages 18-65. See: racismLifestyle contributes to your health more than any other measurementCan be benefits to weight loss, but diet is less important than adaptive health careTLDR: Losing weight is not always the answerOverall - there’s no one right way, only the right way for each one of usQuestions for MelDAN: what is trauma sensitive yoga?TCTSY is an evidence-based treatment for complex trauma and post-traumatic stress disorder. Elements of standard yoga are modified to support empowerment and connection to one’s body.No physical hands-on assists, invitation/choice, individuals are in charge of their own bodies and can practice making choices based on a felt sense of their own body.CAM: Why do you think we aren’t really “in touch” with our bodies?Unique to each person, personal experience with technology and ability to disconnect more easilyImpact of trauma on insula. Interoception - ability to feel sensations within our bodies (heart beat, needing to use the bathroom, hunger, breath)Trauma survivors are often experts at exteroception. Careful not to pathologize.Most emotions are linked to body sensations. Interoception is linked to our ability to identity and regulate our emotional states.Trauma-sensitive yoga allows participants to restore their connection of mind and body which can often be compromised as a result of trauma.  DAN: How can we discover movement that works for our bodies?Experimenting with what feels supportive to your body.Running example.CAM: Are there certain “trends” in restrictive/encouraging movement you’ve noticed in your yoga experience?Practice of yoga was developed in India thousands of years ago. In West, focus on Asasa. But there are other limbs of yoga (lifestyle).Commodifying yogaDAN: Any “every day” suggestions that you have for those at a desk all day?Finding small moments to move throughout your day (stretch breaks, walking meetings, standing desk)Setting alarms/remindersWhere do we startYoga - Mel lead the way!1:1 with Mel - Zoom Zoom ZoomTrying out different teachers, studios, types of yogaOther mindful movement practices like Tai Chi, QigongYoga is Dead PodcastDo What Feels Good - Yoga with AdrienneSamin Nosrat - Salt Acid Fat Heat - “just get in the kitchen & cook!”Just moveRight now, start movingAyurveda?Sister science to yoga. System of medicine that comes from India. Focus on balancing the body through lifestyle interventions and holistic therapies and treatments. There are Ayurvedic practitioners who can work with you.Mel’s Mindful Minute: 54:18Simple Movements for any time/placeWe Are Always StudentsFearing the Black Body by Sabrina StringsHealth at Every Size by Linda BaconEvery Body Yoga: Let Go of Fear. Get On the Mat. Love Your Bodyby Jessamyn StanleyThe Three Aminos Podcast (@thethreeaminos)Yoga is Dead PodcastYoutube - Yoga with Adrienne (@adrienelouise)The Body is Not an Apology by Sonya Renee TaylorDianne Bondy Yoga (book: Yoga for Everyone)Sharing is Self-CaringSelf-careWhen was the last time you moved?What kind of movement would you like to do right now?What would feel good?Community-careHow do those around you move? Do you move similarly? Differently?Systems-careHow do your workplaces encourage/discourage movement?How does your home/neighborhood encourage/discourage movement?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 22 - We’ve Always Done It This WayArea of Work: Work CultureCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 44:29Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.comContact Info:WebsiteEmailTwitter Instagram Music:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff Raff We’ve Always Done it This WayRESULT: To address this common phrase that is used to protect comfort, but often limits creativity and innovation in the process, and what you can do if this is a cultural norm in your workplace.Danecdote - PAPER! Grandmother @ ThanksgivingProtein - Main Event - Topic d’jourObservation: Hearing someone say this is how they’ve always done itPerception/InterpretationHumans have a natural aversion to change, generallyChange is scaryAlso, people can often have the same experience with different reactions for lots of different reasonsReminder - assume positive intent! We are working with whole people who have their own experiences, histories, and intersecting identitiesAlso remember other systemic reasons - ex. HierarchiesEx: (chat through this graphic)Aversion to change is a mindset change. How do we change people’s minds?Sometimes the most radical thing you can do is show up as yourselfSharifaAudre LordeBe conscious of this mindset within yourself, model a change in mindset for othersThis can look like formally talking about any of the following tools if that is within your realm of power and influenceThis can also look like you doing this work on your own and using this language to begin changing the norms within your work cultureTools:Continuous ImprovementPlan → Do → Check → ActTechnical vs. Adaptive Challenges (chat through graphic)Graphic below!Aim for learning zone! Notice when you’re in your comfort zoneMel’s Mindful Minute: 44:29Attention to Relationships  We Are Always StudentsThe Practice of Adaptive Leadership by Ronald A. HeifetzOur Podcast & Any resource we’ve mentionedRadical CandorSharing is Self-CaringSelf-careWhen is the last time you tried something new?Tried doing something differently than you normally do?Identify one small thing you can try to do differentlyCommunity-careWhat are the habits and patterns of your friends, families and co-workers? What is “always” done?Next time someone proposes trying something, notice how you feel initially, and then be intentional about supporting their new idea.Systems-careHow are the systems in your life built to encourage or discourage new ways of doing things? Think about lots of different kinds of systemsWorkplaceFaith-basedHobbiesFamily dynamics (we’ve always done it this way at Christmas!)Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 21 - Virtual MeetingsArea of Work: Meaningful MeetingsCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW  Mel’s Mindful Minute: 33:35Melanie 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 Virtual MeetingsRESULT: To talk through different tools we can use to continue to have meaningful connection and meaningful meetings during COVID times (and any other time that calls for a virtual meeting!)Camnecdote - Zoom setup on blank wallProtein - Main Event - Topic d’jourVirtual Meetings - we are living at workSpace to zoomIssue #1 - You are at home so now we can meet all the time!No.Tool: Boundaries (see previous episode)Use questions here - what would you like to talk through? Issue #2 - Camera on? Camera off?Tool: ResultBe intentional about voicing the result of your mtgIf it is informational, wouldn’t worry about the cameras so much unless you are curious how group will receive informationIf it is brainstorming, encourage cameras on, but it is always a choice!Depending on the platform, many times video conferencing is a window into peoples’ homes that you previously would not have access toCreate & respect boundariesCombo of our recommendations + great article, “Working from Home While Black” by Laura Morgan Roberts and Courtney L. McCluneyHave a wall as your backdrop if that makes you feel most comfortableConsider having a virtual background that everyone uses to level the playing fieldTurn your camera off if you’re changing locationsAllow others to do this as well without singling them out Schedule meetings in advance to allow people to prepare for their “work” encountersEncourage workers to share their contributions by phone or email, End meetings promptly (respectful of time) Allowing employees the option to turn their cameras off during meetings will also demonstrate respect of their personal boundaries, and extend the agility needed for underrepresented employees to benefit from flexible work arrangements.Team Members - encourage each other to join meetings using mediums that are based personal comfort level and accessibility that day.Issue #3: Talking over one anotherTool: AgreementsSee camera on/off encouragementRaise hands if camera on, otherwise put that you’d like to speak in the chatFor those who call in, encourage chat function or textIssue #4 - Ensuring everyone is heard (even once you move past the talking over one another issue)Tool: ChartingRead what you have written if its within a powerpoint and hard to seeOther Video Conferencing NotesNormalizing humanity (Kids! Pets! Grocery deliveries!)Mel’s Mindful Minute: 33:35??????We Are Always StudentsThe Reason Zoom Calls Drain Your EnergyWorking from Home While Black Time Log on your phoneshttp://workplacementalhealth.org/Employer-Resources/Working-Remotely-During-COVID-19Sharing is Self-CaringSelf-careMake choices on how you engage on your virtual meetings with intentionalityVideo on/offCommunity-careAsk how your team members are doingCan some meetings be one on one calls? Emails? How do they prefer to connect right now and why?If possible, collectively as a group discuss which meetings need to happen, and if so, how they need to happenSystems-careReflect on the challenges our systems have encountered with this shift to virtual.Who has access to virtual work spaces?Which spaces are adjusting quickly, and which are not? Why?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 20 - BoundariesArea of Work: Work CultureCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW Mel’s Mindful Minute: 38:29Melanie 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 BoundariesRESULT: To learn about the importance of boundaries and how to pay notice where we may need to create firmer (or looser!) boundaries in our lifeDanecdote - loosey goosey & strict boundariesProtein - Main Event - Topic d’jourBoundaries - protect our energy, safety, contentmentThrowback to NVC - everything we feel and do is an indication of a met or unmet needFeelings again!Feelings give us the information we need to know if we need to make any adjustments to our boundariesExamples:Possible Feeling 1: Fatigue (exhausted, depleted, burnt out)Possible Needs: Peace/ Physical Well-beingStrategy (Boundary) -  Boundaries around lengths of conversations/how many meetings you are “on” for, being intentional about movement breaksPossible Feeling 2: Angry (resentful)Possible Needs: Autonomy/HonestyStrategy (Boundary) -  Boundaries around how you communicate how you plan to go about a project (tell, not ask), clarity around your role, request for information when you need itPossible Feeling 3: Excited (energized, enthusiastic, passionate)Possible Needs: Meaning/Connection/AutonomyStrategy (Boundary) -  Sometimes when I am talking to ppl about finding happiness at work I use this tool.When did you last feel this way?What was your environment like?What boundaries were working well for you?For me - bantering w coworkers! Yay! And just a general intention around open communication and collaborationAutonomy of work - which isn’t to say I’m “the boss,” more that I trust myself to manage up and make my own decisions about what is rightOther simple boundaries:Logging off by X time (no email past 5P, muting team chat, etc).Mel’s Mindful Minute: 38:29Breath ExerciseWe Are Always StudentsReal Happiness at Work by Sharon SalzbergCnvc.orgThe Water Dancer - Te-Nahisi CoatesThe Fifth Season - N.K.JemisinSharing is Self-CaringSelf-careFeelings/Needs exercise - what boundaries help you meet your needs? What boundaries might help you better meet your needs?Community-careAre there people around you that you find have a positive or negative effect on your energy? How can you adjust your boundaries and communicate that to them?Ex. I can stay for an hour, I can meet once a week, etc.Systems-careHow do our wider systems encourage or discourage boundaries systemically?Think about the 40 hour workweekHow public school is structuredWider cultural values and expectationsReach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 19 - MindfulnessArea of Work: Adaptive Self-Care Co-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW Mel’s Mindful Minute: 40:45Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.comContact Info:WebsiteEmailTwitter InstagramMusic:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff RaffMindfulnessRESULT: To learn about the basic tenets of mindfulness and how they can help make our lives richer, less stressful, and feel more centered.Camnecdote - Does anything sound /not good/ to you?Protein - Main Event - Topic d’jourMindfulness Definition - the ability to be fully present in the momentCore PrinciplesNon-judging - Noticing the urge to categorize or label thoughts that arise in your mind.Noting practiceStay curiousPatience - Understanding that sometimes things must unfold in their own time. The process cannot be hurried.If it hasn’t happened, its not the timeAll of the things in my life have led me to here.Beginner’s Mind - Cultivating a willingness to see things as if for the first time.Eat with your other handTry a new skillTrust - Being confident in your intuition and your own authority, even if you make “mistakes” along the way. You are your best guide.Yourself & others!Non-Striving - Being yourself always… without pushing to achieve anything else.Along with patience. Create goals/results, and appreciate where you’re at, not just rushing to the goalAcceptance - Acknowledging things as they are instead of what you think they should be.Wherever you go, there you areLetting Go - Releasing attachment to experiences, whether good or bad. Being simply an observer.Getting curiousBeing presentGenerosity - Giving time, energy and attention to others, while practicing self-compassion alwaysTo yourself as well!Gratitude - Expressing appreciation, and maintaining a sense of wonder for life’s unfolding mysteries.Living in gratitude helps to cultivate healthy thinking pathwaysNOT spiritual bypassing/toxic positivityMBSRJon Kabat-ZinnColonialism and also, helpful to access Western versionYoga is Dead podcastBuddhism, Tich Naht HanhMel’s Mindful Minute: 40:45Mindful Eating ActivityWe Are Always StudentsThe Miracle of Mindfulness - Thich Naht Hanh10% Happier - Dan HarrisReal Love - Sharon SalzbergReal Happiness at Work - Sharon SalzbergSharing is Self-CaringSelf-careHow are you feeling right now?Is there a certain piece of mindfulness you would like to implement?Community-careThinking about your team or department, how do team members reply to stress? Do they respond? React? Is there lots of added emotional stress?Systems-careWhy aren’t we taught these tools in our culture? Why aren’t they “prized” along with other qualities/approaches?In what ways are the tenets of mindfulness encouraged or discouraged in our wider organizations or cultures?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 18 - Workplace RelationshipsArea of Work: Intersectional EquityCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW Mel’s Mindful Minute: 32:54Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.comContact Info:WebsiteEmailTwitter InstagramMusic:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff RaffWorkplace RelationshipsRESULT: To address how and why the term “relationships” in the workplace can be culturally complicated, explore male/female friendships, and the role of relationships in the workplace, esp. considering boundaries.DannecdoteThe “problem” with banterRelated: struggle to title this very episode “relationships” because of that word’s constant association with a /romantic/ relationshipConscious decision to not make friends at work anymoreProtein - Main Event - Topic d’jourOften associated with romantic relationshipsWider culture constantly emphasizes that the most meaningful and important relationship you can have is with a romantic partnerTherefore there is always a suspicion/assumption that any friendly interaction between people has an ultimate romantic goal, particularly male and female in our heteronormatic cultureStigma for male/female friendships because of thisA word about Me Too in the workplaceBecause of this culture norm/stigma of male/female friendships, men express confusion about what they are “allowed” to doThis sounds extremely dumb to women, do not show us or tell us things we do not consent to seems p easyMen are steeped in this patriarchal culture too - that women are objects to be sought afterLiz Plank breaks this down in her book, but overall:Don’t do or say anything to women that you would not also do or say to a manFriendships (what we are really talking about!)Being our full selves gives us access to richer relationships in every aspect of our lifeSometimes this feels complicated at work because of power dynamicsChoose boundaries that work well for you that:Honor who you areMake you feel most comfortableAdaptive and can look different to different people, but it’s important that they are authentic and grounded in respect for yourself and those around youFriendships  & Power DynamicsYou may find that a friend you make at work prioritizes their power and influence in the workplace over your friendship (see dan’s anecdote)Doesn’t mean all friendships are badDoesn’t mean you can’t trust anyone ever againIt’s information you have about the other personRemember NVC - everything anyone says or does is related to their own met and unmet needs!Use that information to inform your boundaries with that particular personIf you are the friend who has the power in the relationshipEstablish your own boundaries about what you can share/not shareIf you cannot share information, be transparent about the fact that you can’t share it for xyz reasonBe consistently mindful of the power you have and intentional about using that power to benefit the wider team, not just your closest friendsBe conscious of your values!Wider Perception of power dynamic relationshipsDo not use your friendship to exclude othersDoesn’t mean everyone has to come to lunch with you all the time, it means that you continue to do good work and interact positively with everyone even if you have others in the office that you are closer toOften the negative perceptions of ppl in power with close friendships at work comes from the scarcity mindsetWorkplace where the CEO was the maid of honor in one of her employee’s weddings (v traditional hierarchy org)Felt weird to everyone because there was already a lack of transparency issue in the organization, jealousy because the need for support and safety was constantly not being met for othersMel’s Mindful Minute: 32:54ComplimentsWe Are Always StudentsFor the Love of Men by Liz PlankBrooklyn 99 - NBCSharing is Self-CaringSelf-careWhat do you need from your coworkers?What boundaries meet your needs for connection and respect?Community-careHow do your current work relationships impact your wider team?Are friendships supported and encouraged, or is there a negative stigma attached to workplace relationships?Systems-careHow does your organizational structure and culture encourage or discourage workplace relationships?Reach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com

Life Is Work - Ep 17 - HierarchiesArea of Work: Intersectional EquityCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW Mel’s Mindful Minute: 35:20Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.comContact Info:WebsiteEmailTwitter InstagramMusic:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff RaffHierarchiesRESULT: to understand the harm perpetuated by hierarchical structures, and explore a new model of shared powerDamecdote - upstairs/downstairs pplProtein - Main Event - Topic d’jourWork hierarchies are implemented as a formal way to structure roles, power, and expertise. In their ideal form, leadership are experienced BenefitsClear rolesInformation, power, resources flow up or downProblemsLimited mobility/longevityResources get “stuck” or stop flowing both waysPower dynamics influence change - race, gender, etcAre there other ways?As human beings, all people have available to them the use of all their human power. They use these powers to cooperate, individuate and get their individual and collective needs met.  (accessible discussion of power dynamics)Shared power - sociocratic governancecollaborative/dynamic governanceStairstep version - how to work with that you haveMel’s Mindful Minute: 35:205 steps to meditationWe Are Always StudentsPay gaps/pay transparencyhttps://time.com/5353848/salary-pay-transparency-work/Shared power & dynamic governance 3 Tools From Sociocracy You Can Use Right AwayThere is no hierarchy in sociocracy, right?Diversity/equity in the workplace, ep 58-61https://www.consciousrootsllc.com/conscious-roots-radioSharing is Self-CaringSelf-careRequest that raiseReflect on current powerCommunity-careAdvocate to share power on teamCo-chair, committee, etcNeutral facilitationSystems-careShare that power if you’ve got itAdvocate for pay transparency & shared powerReach Out!lifeisworkpod.comFind questions submission linkInsta & Twitter - @ lifeisworkpodinfo@palanteconsulting.com