Aligning Our Values: Finding Greater Meaning in Our Work

My name is Michelle are to be I’m the associate director for work life and human resources it’s my pleasure to welcome you here today to the program aligning our values finding meaning in our work throughout the year response or a number of workshops on topics related to South care and parenting elder care workplace flexibility we partner pretty closely with the Cornell wellness program and the faculty and staff assistance program to offer employees such as you are pretty well rounded curriculum related to wellbeing workshops like this are promoted in the weekly faculty and staff email and in the Cornell events calendar you can sign up for alerts from the Cornell events calendar by flagging them well being as one of the topics that you’re interested at and it will automatically send you a notice on a weekly basis of upcoming programs so a few logistics about today please ask questions using the chat feature you can ask them at any point during the program though we might encourage you to save them until the end you may send to them through the chat feature to me Michelle are to be and will also silicate asking those questions at the end of Mackenzie today’s program is being recorded so after the recording is processed emulate our work life program coordinator will send you that link along with the p.d.f of the slides and a program evaluation Obviously if you enjoy the program please consider sharing the recording with your colleagues afterwards so with that out of the way it is now my pleasure to introduce our guest speaker Mackenzie Peterson Mackenzie is currently the well being program director at the College of Veterinary Medicine she earned her master’s and health promotion and health education at the University of Utah and prior to joining us at Cornell she was the court nater for wellness programs at Hampshire College she won’t be using video today and I’m going to be turning my not so please turn your attention to the Power Point thank you for joining us today Mackenzie And please take it away Thanks so much Michel really appreciate it and I hope everyone can hear me we were having Unfortunately some audio issues on my end over here out in the in the in the vet world so my apologies I’m not going to be able to do video with you all today and I even put on makeup I even gave in to sexism and I put on makeup today so a lot of a but it’s Ok because what you guys do you get to see to get to see my handsome handsome dog Odin and just a little bit more about me I did some contract work for her school public health and Harvard Medical School and as Michelle said in the building program director at Cornell and a lot of my real focus is on overall well being helping faculty staff and students build resiliency talk about compassion fatigue and burnout and do some general health promotion health education and so a little bit about our learning objectives today we’re going to discuss the types and motivations and values that that there are we’re going to find out we’re going to go through a little exercise that helps participants define their top personal core values and they’re also going to determine how this relates to compassion fatigue and burnout and then also finding organizational values that fit our values you know I know when folks were doing registration there were some questions that kind of popped up for folks in the registration piece I just wanted to address was really quick Some folks said they’re hoping to identify the parts of our role that contribute to fatigue and burnout and how to manage those parts of their job we are going to touch a bit on that compassionate he can burn out but as far as managing that I would I would recommend that folks get in contact with either Amy later mission or to before the presentation that we did on managing compassion fatigue and burn out that one goes a lot more in depth about the Managing part this one’s going to kind of focus more on how when your values are at odds you are more susceptible to compassion fatigue and burnout is kind of more what will address and also there was another question about addressing the best way for older staff members who are age 50 and older to find meaningful work at Cornell and finding positions that align with their degrees that might be maybe 10 plus years old and particularly around you know finding that validity of that degree I don’t know if Going to focus on that as much but if if the individual who wrote that or or others who may be might be feeling similarly if you’re feeling like at the end of this presentation maybe some of that got answered maybe it raises more questions please feel free to to ask some more questions at the end we’re happy to dive in and I know Michelle and her team can hop in on this too because I know they have a much more intrinsic knowledge of of the h.r process and the resources there there’s also the see how do you know it’s time to move on from a job we’re going to talk a little bit about that when you’re when your values don’t mesh with the majority of the working world I I think that was interesting language the best someone used because I think when we talk about the age of you know let’s let’s just go for the age of capitalism where it’s productivity equals value right which is I think a very unfortunate shift that we’ve gone in our society that if you’re not producing something then what do you really do and are you are you worthwhile and I I think that’s maybe a concerning a concern a shift so we can talk a little bit more about that recommendations for best positions how to position ourselves if we’re suffering from compassion fatigue

and burnout when you want to maybe shift over we can talk about that and then also Let’s see knowing when it’s time to move on and then how did how to be persistent and really consistent and work after you find one that’s meaningful and interesting I hope whoever did that one don’t let me forget because we can talk about that one at the end I actually would like it if we if we kind of hit more on that right at the end so let’s hop in a little bit talk about you know of course what our values and I think values can seem really ambiguous to a lot of folks and of course you know a values defined as a principle standard or quality considered inherently worthwhile or desirable individuals groups and whole societies whole values and of course I think we can we can say that not all those values always seem copyright and the values are what motivate and fill us and they also do your work with meaning in our life with meaning and in essence that’s what what is important to us But that said a value are a matter of what guides you through every day every task Paskin every encounter with another human being and so when we go through this we’re going to talk more about the different types of values and so let’s actually hope to this when we talk about the work core values we talk about values that are personal values in our own life now when we talk about what we’re looking for in our work you know it’s typically broken down into 3 different types intrinsic extrinsic and lifestyle values and when we talk about intrinsic values what we’re really focusing on is those intangibles about the career what is made what is motivating you what makes you wake up and not think Man It’s Monday you know so those sort of things that help you feel more fulfilled whether it’s you know you work for institution or department or division or an office that has a really fantastic mission maybe you’re very mission driven you like to know that you’re to meet you’re contributing to something larger than yourself like maybe you’re like you’ve seen the show The Office you’re like I could never we’re going to paper company I just ship paper but doesn’t feel like it resonates with my with my meaning and fulfilling something larger and some people they’re like I just need a place like an express my creativity I need personal expression for extrinsic values this is more about the career and the environment the work environment how much are you getting paid are you working on a team are you working in isolation do you have influence or is there no influence really and so that’s kind of almost like the career logistics you like is this occur is this a job I can easily commute to is this pay my bills does it is it in a school district that I you know does it allow me to live where I want to live so there’s kind of those extremes of values that are still pretty important to a lot of folks And we talk about the lifestyle values There are more 2nd tier you know a career in where you work produces a certain type of lifestyle you are maybe you work in finance and that’s a certain type of lifestyle versus if you work in philanthropy versus if you are you know like the summer vet techs who work in large animal they show up to work every day wearing you know purposely wearing crappy clothes in overalls versus some other folks like no I like to wear a tie every day to work like I want to wear a suit and tie and so understand like the type of lifestyle you desire when you when you kind of complete that picture of what you value and how you see yourself in your identity so living in that big city you want to travel extensively or you want to live simply as a kind of all the is this career or this work giving you the lifestyle that you actually envision for yourself so we’re going to go a little bit into this part of me and do a little bit of a little exercise and help the folks you know whether you’re maybe together in a conference room or maybe you’re just in your cube in your office or maybe a home that you can kind of pull out a little scratch paper and this is just for you you’re not going to be showing you know you’re not going to show enough to merit anyone and I’m not going to check your homework but I want you to sit there and maybe do a little thought process with me I want you to recall the times when you’ve been so absorbed and what you’re doing but you hardly notice the time passing and what were you doing when did the hours just fly when you think about the things you find meaningful What do you think of when you’re like me and I really enjoy this when I’m done with that I never regret that I spent time doing it you know these could be feelings this could be activities that could be you know when you go in when you volunteer into service or when you go out in nature or you’re you’re moving your body or you know whatever it may be what it what do you think of when you think of things that you find really meaningful consider thinking about identifying the times when you felt most proud of yourselves Why did you feel so proud to other people share in that pride who shared in that pride and why did it matter to why did it matter to you that those people shared in that pride with you and were there any other factors that contributed to that feeling of pride just feeling really good about yourself feeling like yes I’m so proud that I’m involved in this I’m proud that I did this or I felt so proud that I was acknowledged that I did x.y.z

and I can be personal and professional career example and also think about identifying the times when you were mostly still unsatisfied I’m kind of hearing this from a bunch of different angles so I’m hoping this can kind of make people’s brains and we’ll start turning a bit in the brain’s one meter desired was fulfilled when you felt very satisfied when you felt very at peace what was being fulfilled and how did that experience give your life more I mean and then lastly during the times that you’ve actually felt the most disconnected the most unmotivated and the most down what was missing that you longed for I find that that one tends to be a very a very intriguing question for a lot of people like wow I tend to not think about the things or at least want to want to think about the things that I I miss a long for what I’m feeling bad feeling about like what about the things I make you happy because we think that you know which of course I think research backs this up of course that you know thinking more positively is good but sometimes if we hold still and we let ourselves actually think clearly about me and I feel down what am I if I could possibly for a moment actually think What am I longing for it really tells us a lot about ourselves so as folks something clinic going through this thought process thinking about the time say thin felt really proud the times they felt really fulfilled things have been meaningful things that they’ve been longing for during down times I would look at this list this is in no way a comprehensive list of values but I want you to take 8 values Maybe some of us have come from this thought process list that you’ve been doing maybe some of them can come off this list this is just to get that uses turning in your brain and notice how there’s the other with an empty line you feel free to add something on your list if you don’t see it on here that’s really important to you I want you just to take maybe if you could just take maybe 5 minutes really quick and write down 8 and if you feel like you’re getting done and you’re all good to go shoot shoot Michelle that shot function a Done done done and once we feel like we get enough duns then we’ll move forward to the next line you know a lot Michelle holler at me on that one good Mackenzie and just say you know I’m using myself and I’m doing this exercise to I can be about half of the audience was submitted done Ok for

this exercise just so that you know Ok sounds great Hopefully folks will give them maybe just 30 more seconds hopefully they can just make some make some good decisions sounds great Ok and now we’re going to move into a section where we’re actually going to start to use them your needs are being prepared to maybe make some big choices Ok so I’m going to ask you all to divide this list and have half of them before then being what you consider to be the most important values and then for those being maybe a lesser value just maybe less important more tertiary So just give yourself maybe 1520 seconds to divide those into half the ones that you like these are my top for you so my lower for Ok now what you’re going to do as you’re going to put the lower section in the toss pile you’re in a make a proverbial toss pile you know put all 4 of those 4 little ones you can put them in your tossed out put him over the side And then if you can hopefully maybe you can turn your values over sometimes it with sex or size or all written on a separate piece of paper but since most of you are probably just working this on your own I want you to is in this way I want it was off point was then you would have a neighbor take a random one from your from your turned over pile and put those on the hospital but I want you to Bill to make that choice for yourself if you’re alone so take another one put it in the toss pow so it should be left with she left with 3 Yep And then I know this is actually the sad part of having no video and not as all being there in the same room so I can see the look on your faces when we go to this one I want you to whittle it down to one Take 2 more and 2 more going to go into that toss pile you can be left with one and when you go to this place this phase you may sit there and if you have something like stability but also travel if maybe just something on your list and you may have to run yourself through a little a few scenarios saying Well Ok let’s say that I am I married I have a house we’re super stable and then I get it’s amazing opportunity go travel and to work in China for a year and you know what do I do what I do is that stability is a travel and you may ask yourself you know which am I going to lean towards more is it worth you know uprooting family for a year or 2 or 3 and having that experience or is it more well I’d rather we stay here and then I look for opportunities maybe I just need to travel frequently throughout the year or maybe not relocate entirely you know so me you might want to put yourself through some scenarios of well you know if push came to shove what would I choose between some of these values and now if you’re down to one I want you know I’m a kind person and we are multi-dimensional people so you can go back to your tossed pile and maybe some of those values that you had to toss away were really really important and maybe when you had to toss them you realize how important they were and you can take 2 more back out of that entire pile maybe been on your mind since they’ve been in there and you’re like no one the back Ok so usually ending with 3 values good so

hopefully as folks are looking at this values let’s go through a little rere rere reformation process so one let’s check your top priority values make sure that they fit with your life and how you kind of see yourself in your identity do these values make you feel good about yourself and you look at them do you feel proud like yeah these are my views or my values would you be comfortable and proud to tell your values to people that you respect and admire would you feel comfortable and proud to tell them to your supervisor tell them to your colleagues and do these values represent things that you would support even if your choice isn’t popular and it puts you in the minority so when we consider our values and our decision making we can be sure that our sense of integrity and what we know is right in our approach to decisions we have a little bit more confidence and clarity in those because we know that they’re in alignment with our personal values and our core values and so of course making a choice that you know is right is a lot less difficult in the long run than feeling like you’re having to make choices that might not be aligned with your values I know that for me the 3 values that I ended up with at the end were helping others fairness and personal development I’m surprised how much fairness came up throughout I never thought that that was a big value until I started going to maybe my twenty’s in my thirty’s and you know this year I’m turning 40 and I’m seeing more and more homelike and fairness when I’m talking to an Internet company and I feel like they are not being fair with me I am livid when I am talking to rise in and I feel like they are screwing me over I am livid I feel I can be in charge the things that aren’t working and I’m like This isn’t fair and focusing like I’m shocked how affected I am by some of those things and I realize it’s because it completely is that awes with like one of my core values of why would you sell something to someone for a profit that doesn’t work and that just makes me you know it makes me go off the rails right So how does this all connect compassionately when like you said you’re like you’re noticing almost more of this will reactions to issues and instances that you’re like why would someone do that why is this happening or why do they behave in such a way it may just be because we have differing values and so 1st of all we talk about compassion taken burn out and I apologize for those who have seen the compassion fatigue and burnout presentation that we did there’s going to be a few slice it will be some repeats hold with me these are not repeats I’d like you to look at them as refreshers these are just can be refreshers So how do they differ really quickly burnout is one of those burnouts connected to your environment it’s more about your relationship with the environment how are you frustrated it emerges over time and burnout can go away if you move to a new environment but compassion fatigue is more about your relationship with your work it’s more about you know do you find meaning in the work anymore do you feel like you’re making a difference do you feel like if you just stopped doing the work would anyone notice would it would any benefits happen and so that tends to have a more rapid onset and compassion fatigue does follow you to the next job compassionate he has a little bit more tricky to shake and for people particularly poor the Festool and who work in human medicine as well those who care for dying patients are risk for both so when we talk about the risk factors for distress for compassion taken burn out a lot of folks around you know not having boundaries you’re overly flexible you don’t take time off and you’re costly connected through work through your email through your phone you just you know when it’s dinner time with the 2nd it’s over you still have your phone and you’re checking emails to see what you mastering that are or you’re checking your phone one last time before you go to bed and then it’s the 1st thing you check when you wake up and depending on the role that you have maybe that sometimes makes sense that you’re obligated to be that connected but for the most part most folks there isn’t something that couldn’t wait till 8 am the next day Another thing is regarding isolation if you spend limited amounts of time with people that are in your office if you have a lot of isolation in that sense of not a lot of verbal communication there’s no bonding that can be a real indicator or a symptom of of higher distress working too much you have too many of the same things in a row over and over and over again you’re starting to feel like it’s monotonous or you’re having a lot of difficult people all the time you feel like maybe most of what you do is just working with difficult people and also with no time off no time away from from disconnecting from too much work the unhealthy coping mechanisms around alcohol drugs food internet escapism there’s a lot of things that we humans use to medicate rate so it’s certainly don’t think that what I just listed was the total list there are certainly a lot of things that I I think we all practice some self reflection we know what our coping mechanisms are and hopefully they would be more positive

rather than negative and there’s also the unrealistic expectations that I think we as society and I think particularly in higher education feel that we should be able to do it all we need to be invincible all the shows all should we should be operating at the highest level all the time so that can having that unrealistic expectation of yourself and even I think more damaging having that of everyone that you work with can lead to compassion taking burn out as well so we talk about the symptoms of burnout the signs of some of the burnout there’s going to be one major difference between burnout and compassion to really talk about symptoms so it burn out that emotional exhaustion a sense of ineffectiveness or dissatisfaction with your work the cynicism in the detachment the poor sleep the difficulty concentrating poor judgment The social withdrawal that you kind of really pull away from people you almost think Man I wish I could work alone forever and ever but then sometimes you switch to another environment and wow everyone you work with so great you love talking to them there’s also addictive and self medicating behavior for burnout burnout is not trauma related When I talk about compassion take you’ll see kind of more the difference with that and of course that this is more for events but you’re more and also for I think anyone who works when you’re more burned out you’re more likely to make errors the quality of your work goes down and so we talk about the stages of burnout you kind of see how there is that you start out super into sciatic and in the work you’re super excited you’re maybe you sat there and thought I’m joining an institution or enjoying a department or division that really is aligned with my values this is where I want to be I’m feeling such fulfillment from the get go total optimism and then these that stagnation where you know you suddenly realize all workplaces sometimes kind of operate the same no matter where I go maybe you’re starting to feel a little disappointed maybe some of the rose colored glasses are coming off you’re trying harder you know you’re putting in more work and it’s kind of not really going anywhere so you kind of leads you to the sense of frustration experience maybe failure a sense of powerlessness you’re putting in more efforts and not seen a visible payoff you’re not receiving enough acknowledgment for what you feel is a lot of energy and effort that you’re putting in and so leads you to feeling more and competent and maybe inadequate which then kind of pushes you into this really dismissed demoralized place of apathy where you’re just like you know what I’m just Lucia and I know I’m not happy there’s no other situation I’m going to clock in and I’m going to clock out this is just the way it is and so actually our director of h.r here at the vet school her and I were having a conversation once and she she made a great statement that I really enjoy and she said she’s like you know I’m really concerned about the people who quit and leave she said but I’m even more concerned about the people who quit and stay She’s like What can we do how do we reengage someone who’s in this stage for apathy phase so then at this point I think us as individuals and then maybe folks who are more in cases supervisors and leaders engaging in that stage 5 this intervention where we sit there and think Ok let’s recognize that you’re in a place of burnout Let’s recognize you as a place of physical mental emotional exhaustion because of course there’s that mind body connection right if you’re not feeling good with your mind your body’s going to feel that too and vice versa so going to this place of how can we actually address as burnout addresses compassion fatigue and what are the ways that people can work collectively to feel more reengaged again so with compassion fatigue as we can crises or some similar aspects to it but with this one it affects many dimensions of your well being you have nervous system arousal similar to burnout where you have a sleep disruption your behavior in your judgment impaired cognitive abilities that emotional intensity really increases remember how I mentioned you know sometimes when something something that we maybe normally not to not bother you so much but you know it bugs you but not that bad when you’re getting compassion fatigue if that thing happens when you’re it going from 0 to 60 with your frustration and maybe potentially with your anger somebody sitting there eating crackers loudly you would you annoy you you ignore that but for some reason now when you’re in that compassionate It is so frustrating is the lighting you up is so there’s also space this places more isolation a loss of morale the depression and p.t.s.d I think that’s where we’re starting to see if people are warning Do I have burnout draft compassion fatigue are things starting to feel trickery Is your identity in your words worldview in your spirituality being impacted are you losing a sense of psychological safety are you losing a sense of trust are you do you have reduced intimacy with those that you are are good relationships with I think we’ve seen that for a lot of folks they’re like you know I I’m not satisfied with my work and then you know you talk to their spouse and they’re like I mean we haven’t had sex in 6 months like there’s a lot of things were I think people think if I’m just not happy with my job then it’s just it’s just an issue with my job and

all the issues kind of stay at work when really we know that if we’re dissatisfied with the work that we’re doing that can spread into other areas of our life and it’s I mean I think the people who are close to us our loved ones that are close to us they know when we’re not happy and they don’t have to be at work to see that they know when we when we come home like call something’s wrong and this isn’t working and your behavior shows that at home too and also I think with compassion take this loss of hope and meaning this existential despair that sadness and apathy so of course we know that this happens on a personal level but it also can happen on an organizational level organizations can experience compassion fatigue as a collective whole and so we see that shown in high absenteeism constant changes in the coworkers relationships you know some people are really good friends and the next week they’re they’re like mortal enemies the end ability for teams to work together consistently and a desire for stock numbers to break the rules inability to complete tasks and respect deadlines There might be outbreaks of aggressive behavior among staff a lack of flexibility kind of how we say we’re people are so frustrated to a point where they say I’m clocking in at this time I’m clocking out at this time you can do what you want to do but I’m taking care of me right and I and I think we’ve we’ve all seen that maybe all of us have experience that at one point in our in our careers that excessive negativism towards leadership and a strong reluctance towards change which I think maybe goes back to this the inability for staff to believe that improvement is possible maybe they’ve seen initiatives happen before and they just you know they kind of flock to the kind of didn’t get off the ground and so they they don’t want to hope again and then be disappointed so they just don’t engage in it at all anymore and then a lack of vision for the future is another way that there’s organizational compassion fatigue so when we sit there we could sit there and have this discussion I don’t know if maybe we can turn on the chat for this but what are the types of situations that you feel put you at odds with your values based on the values that you all have just done that you would call your top 3 What do you feel are situations that put you at odds with your values in the workplace please feel free to use the chat feature and share your thoughts Michel Can You Hear Me Ok when I talk you’re coming through great McKenzie thank you Ok good just want to do a quick check in on the absolutely Sometimes I’m a soft phone talker Coming through great so we have one person that said time crunch and deadlines What what value does that feel that they put the that there put it off with that’s what they share are other things that are coming in a lack of autonomy or trust in judgment and They’re coming in so fast faster than I can read one person says my highest value is harmony so when I perceive organizational just function it really affects me yeah Another person says having to have the same conversations with the same individuals about the same things over overheard but I have got a lot of us can relate to that yeah 1st are Times when I feel my honest opinions are on welcome or self-expression as limited Yeah yeah Expectation of always being available and the impact that that has on work life yes yes seeing a lot of comments related to colleagues that don’t act with respect toward one another Ok yeah yeah lots of great stuff come in and carried through all of it but some things related to bad attitudes in the work playing when somebody stop value is happiness Being tasked with projects that run counter to one’s values or what that person thinks is important It’s it’s really difficult I think for folks to be given directives that they that they either were not part of the decision making process or like you said are just not in line with their values or what they think is the direction that should be should be taken it’s really hard to motivate yourself to roll those initiatives out definitely Yeah absolutely and then some task related things having to order supplies from companies that you may not you know value or support for ethical reasons so yeah that’s very tangible thing that somebody is dealing with Yeah you know I think I’ve definitely had that experience I was fortunate a when I worked a Hampshire College they actually they had a you know we had our company cards those cards would not work at Wal-Mart if people tried to buy something for work at Wal-Mart Which I mean I hear that that’s not that’s what this is what everyone’s values but

it was the value the institution to not not make purchases from Wal-Mart m.m.s you know seen some remarks regarding imposture Sandro men Kind of the challenge of not being able to come forward with curiosity and just mean anxious about how that person’s going to be perceived And this one’s very interesting not being heard when asking for support or help from what the project just being told you’re doing a good job you’re doing a great job You better send yet may know well it may be it could be better Yeah it could be better or a dare the ones who know I don’t think it’s working as well as I’d like it to so I do need help I think I’ve definitely had some folks that come to me and said that they’re like I know what I need help so it’s really discouraging when people think they’re giving me the pep talk of don’t worry you got it when you’re like I know me and I know I don’t got it and I wouldn’t come and ask you for help if I didn’t know so if it tends to feel dismissive read it and empowering when people say you got it and I think the last a month or every Yeah go ahead I was just to say the last one here that I think really stands out to me is you know when your value is serving others and you receive a promotion and that means moving away from kind of the program addict work or being directly of service to people that kind of disconnection So you know we have a lot of folks who grow their careers at Cornell and oftentimes growing tends to mean supervision responsibilities as well it doesn’t always doesn’t always but that me impact or not be in sync with one’s values or just feeling like you know you’re not having a direct relationship with the ultimate cost of car yeah Absolutely and I think for a lot of folks he said play so they’re like I no longer I’m doing the thing I really enjoyed that was part of my previous work which maybe was you know programming direct service maybe it was the creativity the self-expression that they could develop in their projects and now you know of course the moving up which is it suits you know some of the other values of like yes I want to grow I want that personal development I want to you know make more money things like that and then something like I’m not I’m no longer doing that engagement work that I enjoy I don’t want to have that self-expression opportunities with programming or with anything like that so yeah we have these situations in our workplace that do put us at odds with our values or that we feel may be you know in that in that way when we try to say sorry you know it’s in the brain that hamsters chugging along in a wheel and it’s not coming out I’m not going to finish the statement so sorry but we’re going to keep going because it’s going to happen it’s going to come out so when we set the reply to the community level when we talk about what is the values of our institutions and organizations what is the values of a community so we’re going to take this and apply this to a course of communities group of individuals who share a mutual concern for one another’s welfare and based on some the concept folks wrote in sounds like feeling like there’s not you know respectful treatment among one another that there isn’t a concern for one another’s welfare you know what is it when you’re a community versus just a group right I think of Robert Putnam from her university had a great one and he talked about this he said The root for the same team and they share some of the same interests but they are unaware of each other’s existence their ties and short are to common symbols common leaders and perhaps common ideals but not to one another There is no mutual concern in that way so when we talk about a strong community a particular strong community that has these values the 4 components of a strong community when you’re looking for institutions organizations or divisions that you maybe might be in alignment with your values so if you’re looking to make a shift or if you want to amplify the current location that you’re in maybe want to do is an assessment of do we feel a sense of community in the division that we’re in right now let’s do a quick assessment Are there shared values what are the core values that are attractive members and keep members of back community or that division of that group the values are usually explicitly stated on the Web site the marketing materials you know through formal inquiry like in here at the vet school and people talk about identity and values you know their stuff that we put on our you know on the web page or so we put on our marketing materials and then there’s the boots on the ground experience of the organizational culture right and sometimes that that differs and so values are also explicitly suppressed by what members say to one another who they welcome and where they spend their time and their money whenever people sit there and say I’m not sure what the values some institution are always say follow the money because that usually tends to show where people really place the value and we do have that you know that we would say that that’s implicit in exploit it the implicit values are always much stronger and more meaningful than the expletive alleys so if we sit there and say we value flexible work time but not a single person would ask for it because they don’t think it would be approved then we know that the implicit culture is no we don’t value flex time but

we want everyone to get to that place right we want everyone to actually really internalize that not have it just be explicit but also implicit there’s also that membership identity everyone seems to know who they are how they should act and what they what they believe and when and when he sat there and say like Who is your membership identity Michael I don’t know I don’t know what our membership identity is then you may realize that you are part of a group you’re actually not part of a community And also there’s those 2 spheres that we have when it comes to membership identity there’s the you know of course when we have people who are coming on for interviews there’s a sphere a certain sphere we let them experience or when the students come up and they’re doing they’re coming into the spaces and they’re checking out Cornell you know there’s a sphere do we let them see and then there’s an inside protected space that’s for insiders how different are those fears and where can you can be seen identity difference And also there’s the moral prescriptions who do we protect what do we protect what’s tolerable behavior what’s intolerable behavior what do we share who do we share with who we respect and how do we show respect and how do these all relate to the community values as opposed to our individual values but the community values that are had and I always find the what is tolerated to always be a really fascinating question to think about and a commune about like wow what’s the behavior this tolerated that we maybe don’t explicitly say is tolerated but what we’ve seen just through actions and behaviors is tolerated and also there’s an insider understanding you don’t have to explain vocabulary there’s no need to recap history or the fundamentals of the field everyone can use that coded language among among each other human resources got a coded language they can speak in a language that I don’t understand you know we’ve got folks in engineering who speak in a coded language that I don’t understand and everyone’s got this shared experience like even our vet students up here they’ve gone through similar experiences of that school they’ve gone to the shared fears challenges discomforts triumphs and so they don’t have to explain those experiences to others and so even folks who have had kids are like I have a 14 nieces and nephews I don’t have kids but I got 14 uses and nephews and yes all of my siblings are like I don’t think I can explain it to you it’s a it’s a lived experience So we talk about these organizational values right organizations i.s.p abstract ideas that guide organizational thinking and actions and they represent the foundation on which many companies are formed and some of them I think when it comes to higher education sometimes is a bit of a weird funky monster when it comes to like you know it’s a little bit of a Frankenstein but I think that we I think that we as Cornell definitely have a set of values and I think we have a you know we have our standard culture in our organization that we put out there and then there’s also maybe that hitting curriculum week we say that when it comes to students but I think there’s also this the hidden a hidden culture that we realize once we’re here it’s like Ok this is the reality of navigating the higher education sphere and so how do we find alignment with our values and organizations values because that is extremely important for career fulfillment to feel like you are in line so when we’re talking about job interviews and information sessions or if you’re wanting to explore something or if you’re wanting to maybe talk to h.r division at another school or High school I mean another another college here at Cornell University where if you’re looking for other opportunities you know these are some great questions to be asking what matters most to your organization and they may say well you know it’s this or that or we a matter such that people get along or it matters to us that you know we want to do x y. z. maybe they’re very mission driven or maybe they’re very values driven or they’re not at all you know we want to have a happy workforce maybe that’s it so where does the organization invest the resources to actually do that and you know you can ask how do you actually invest your resources to do things you say matters most organise ask openly where do you invest your resources because you may find that what they say matters most and where they put those resources aren’t necessarily lining up or maybe can ask more deeper questions about the And then of course when and how does your organization show that you’re valued and appreciated I think that’s always a wonderful question to ask and I think it’s valuable when you’re ever looking at the culture of the community that you’re thinking of engaging in or if you’re actually in your own community if you want to amplify it or anything like that these are great questions for us to be asking ourselves when we want to do maybe internal culture change and at that point it’s never just asking me to ship it’s also asking peers colleagues those from the bottom to the top how do you feel your show that you’re valued and appreciated and some folks may say I’m absolutely showed in these ways x y and z and other folks who may say I don’t I don’t feel that way at all I don’t feel that there’s these opportunities to be shown that I’m valued or appreciated so then at that point what you’re seeing is that there’s an inconsistency and

maybe it’s not that you need to change some of the ways that people are valued but we need to make it more consistent across the board so there’s some things that folks can sit there and look out when they’re when they’re really wanting to find a place or amplify their current place to feel more connected to organizational values and their values so they know that you can tend to review the answers and kind of observe the themes to determine organizations top values the topic was that they put on the marketing material the pamphlet and then actually the top top values when you talk to people who actually work there what the values are and you may represent what the main actions will stand by and what values are vital to your work environment you need to take what those values are that they say and compare them to that list of your top 3 and say Is this going to work is this is this going to fit could I be happy could I feel a deeper connection to my personal values do I feel more in alignment with myself and to just work So what do you do if you’re odds if your values are off with this so one you need to identify your core values feeling impacted rather than just feeling you know angry or hurt I know like I did with Verizon and he’s in it so I’m sitting here trying to identify what I said about the citizen making me so livid that I am not the person who would ever yell at anyone on the phone but here I was and I was dropping f bombs on the phone very not like me but I lost my cool and I was like Wow what could set me off so much so I was able to identify the core value with some self reflection identify what was what was actually feeling so impactful to me and identified what they’re up what their value was Ok the value for them is this and this is why it’s so at odds with me so then I have to create an action plan do I leave to i find common ground to I sit there and try to have this conversation like hey I want to have a more grow a better growing experience and I’m shift now to a work environment not to customer service he’s not for Ivan but let’s say I want to go to my supervisor and I feeling like the values are our dogs I would sit down with my supervisor and I would probably wouldn’t say my values are at odds I’m thinking of leaving I’d probably say you know I really want to grow more into this work but I want to do in a way that really is aligned with my values here’s my values is there is there anything that could be done that makes this makes the alignment a little bit more cohesive because right now I’m feeling a feeling a disconnect and see where the conversation takes you there because I find it when you go in like a bull in a china shop it doesn’t really work out so good you get more piece of honey than with us to And also one thing that’s important for you to know when you walk into any sort of negotiation or any sort of exploration discussion around what work you could do that could be more in line with your values or how your position could evan flow and shift involve over time to be more in line with your values you need to know your basement compromises like what is the lowest that you can go and for how long there are some folks that we have who’ve really been they’ve been doing their best for a really really long time but they’re working in a space that’s understaffed generally consistently they’re doing their best to pulling in extra time but they’re getting a point where things aren’t aligning with their values anymore and they haven’t aligned for a for a long enough time but they are kind of wondering I think I’ve had my basement of compromises I can do this for a little bit but I can’t do it for this long and these are really great questions to know about yourself like Ok I can you know I can make some compromises like this for this amount of time but then I need to see changes and I don’t want folks to hold themselves accountable to them saying this is my breaking point or this is the point where I need to make a change and I think when so I think on the registration questions if someone had it was the When’s it time to move on from a perfectly comfortable position to do what you’re far more passionate about or even just how do you know when it’s time to move on from a job once you know that that’s something that’s going to happen for you I absolutely would say would tell you to think of a transition you’re going to need some sort of transition phase Unless I mean if you’re the type of person who has the resources where you could just quit a job and be totally fine bravo to you I know I would not be in that in that space and so I would do the transitional work real like Ok I’m going to start getting mentally prepared to start looking for other things I need to set aside time to do that I need to think more critically and strategically about what I want my next move to be because you don’t want to end up in a similar situation again right So think strategically about what you’re going to do what you’re going to need and if you don’t know exactly what you’re looking for if you’re like I don’t know what I want my next job to be I don’t know what a job that aligns with my values looks like that’s Ok I don’t want anyone to think that by the end of this you’re supposed to identify your dream job I didn’t know my dream job for

decades and even I even now I’m not sure if I know what my dream job is but what you can identify is what are the skills that I need to grow in and build to get closer to Warren alignment with my values think about growing skills rather than I need to land a dream job that has everything that I think I want or I hope I want because you’re not going to know until you get there and so when you grow these skills if you just like I want to do more project management or I want to You know do more do more experience coding or whatever it may be I think more skills based about what your next move is going to be as opposed to what is an extreme job I’m just gonna lay in the dream job but we can certainly I know that h.r has fantastic resources for those sort of discussions about how you would maybe scaffold and think about and next step and things like that i course you all can you know what tooling you have a great conversation around values based Kind of exploration of yourself and and career growth it’s always a fun conversation I always think they’re great so let’s talk more about how do you put your values into action so here’s 3 practical steps of how you can actually begin that process number one before making a decision reviewed your list of your top values ask yourself a question on a scale of one to 10 with 10 being the highest How well does a perceived outcome of this decision are opportunity aligned with my values you may have people asking you to come over and be a part of you know they may be spearheading you to be like you should come do you think you should come over here our group you should go do this and you need to ask yourself one it’s very flattering thank you so much but it’s actually going to get you closer and more alignment with your values Ask yourself the same question for each value on your list if you’re debating a certain opportunity or decision and once you’ve rated that you know with 10 being yes absolutely in alignment with one being not alignment all you kind of out of those scores and get your average and you can see if the average score is below 7 the decision or the opportunity may not be in alignment with your values you may really need to seriously reconsider it if it’s a 7 or higher that decision may be certainly much more in alignment with your values to check in on your values daily daily weekly whatever you feel is best but check in how well it did my decisions and my behavior align with my core values this week was that conversation that I had that I just had with that alignment with my values did I treat this person in a way that I would want to be treated regardless of how they treat me back at least I can say that I’m happy with how I behaved you know I don’t can only take a few minutes provide you with a good sense of what to improve and what you think you did well And also purposely reminding yourself of your values I I am a big fan of the visual reminders I do them all the time I change passwords to be in alignment with like a certain goal or particularly big long term goals you will see all my passwords change to be that so that every time I sit down and I type in something I’m reminded of that goal and I make it a screensaver I put up something in my office you know I find a picture or an image that represents that I even Ok if I took 5 years off in between my souces and my Bachelor’s because I had no idea what I want to do with my life and I don’t want to spend more money but when I decide to go back and finish my bachelor’s I made a mix tape because I’m old and yes mix tapes were in then and I had this whole mix tape that I would play every time before I would work full time and I go back to I would do school and I play that mix tape every drive over to school and I got this I can do this I can do this I can do this I have to pump myself up and it was very very helpful so even just little things like that can be really really positive ways to keep you working towards your goals in your values and if or if folks are looking for a little bit more resources I just know there’s a 3 books that I wanted to mention for folks and also some more detailed information that’s online For folks who are wanting to expand a bit more about the self assessment tools including a values inventory maybe if your social science or humanities graduate or a post arc they have imagine ph d which is really similar tool and then there’s own online that kind of has a Their search function is all based on work values which is pretty great so there’s a lot of opportunities that I want folks to know that they can you know screenshot to whatever you need but this is a wonderful one if folks are wanting to dive in more and explore more about themselves and their own personal growth and how that aligns with careers and their passions So thank you so much I I know that we don’t have time to time I’m around I’m actually not running off anywhere right now so I can answer more questions if folks have questions I understand that there may be some folks who need to hop off and go go about their day but I’m around for more questions the folks have or you can certainly e-mail me to Write thank you Mackenzie this was wonderful we really appreciate you spending the time and share in this information with us folks we’re going to keep the weapon are open since Mackenzie’s offered to continue asking some questions that looks like

Let’s see here we have an individual asking can the session be requested for teams on campus Yes 25 Ok All right so I saying can you go back to the resource slide they want to take a screen shot of that I can see You have so getting a little deeper here how do you elicit the values of an organization or a department that has not done this work but would like to now listening device as in listening devices and the values of already been stated or they’re trying to actually determine what their values are I’m yes same that This person says yes to both Yes Ok if you’re going through the process of Well 1st I’ll say if it if the values of are being written down on ink and they’ve been printed on on very glossy paper for me I would say I tend to because I’ve had these conversations actually with our team we’ve talked about our values because we have a values which if you look at the Values organizational values research 8 is way too many Honestly you should only have maybe one or 2 and I know that Cornell University only has 4 and even then I would say wow that’s kind of a lot because about our to according to you know values are meant to not be aspirational they’re meant to actually be our our identity and who we are and I think that before folks hop into what are our values and then they go through the entire roundabout of like respect this versity and they kind of do this whole massive wide sweep I think it’s really important for folks to sit down and they’ve done some great things that actually survey the community to actually say what would you say their values are and when you get it from the grassroots community where you actually hear this is the culture we’ve created what would you say the values of our culture are it can be really eye opening I think it can show people what looks particularly leadership I think it can show we’ve created maybe some aspects of our culture that are really fantastic I mean we’ve created some spots that we need to maybe think strategically about shifting and so for me I I would say having leadership not have it be just a leadership decision number one have it be a larger community if you have a staff council That can engage in that work if you want to survey your community to really sit there and think she’s about what are our values and I think values I I really mean like what is your organization identity and who you stand for and who you who you represent who you protect who you invite And who who feels excluded which I think is sometimes a bigger question about is who you exclude actually who are meaning to exclude So that’s what I would say in regard to some of those is that to think strategically about those things and and to some the research and actually there’s a I have a great article that’s about that it’s as a little lengthy but I think it’s really it really hits the the the organization on the nose when it says you know people sit there and have these massive visionary commercials about like these are our values and like huge helicopter drone photos of everyone outside the organization waving at the drone and everyone says they’re rolling their eyes going yeah right but when you have some of those more less earnest and more honest reflections of the culture people resonate with those much more much better Ok we have 2 other questions that have come in earnest are intrinsic values meant to be constant between work life and personal life sometimes I think my off time and hobbies and volunteer work are more fulfilling than my day job You are not alone That you know I actually I am so background on the cancer Peterson for a long time when I finished my masters I moved to Boston I worked in Boston for 6 and a half years there’s a time period where I yeah I wasn’t feeling super engaged in my work and so I was you know it was right after the 2000 a collapse and nobody was hiring so I was definitely not getting any of the jobs that I thought were comparable to my education and they certainly weren’t you know be the fulfilling positions for sure and so I found myself doing tons of volunteer work and engaging in a bunch of other things because I wanted to feel fulfilled but also because I was still trying to figure out a little bit more about do I want to engage more in these spaces when I volunteer for these nonprofits Is this the direction I want to go if maybe this is where I want to be and for someone who I would say intrinsic values for you yes they are going to be the values that are going to be the same for you your work may not have intrinsic value in the sense that your organization may not have intrinsic values You hope that they do you hope that they have values and

an identity that doesn’t shift and change all the time and you hope it doesn’t shift with every leader that comes in you hope that people hire leaders that fit the values of an institution that the institution has the values in and of itself that exist outside of whatever Dean you have or whatever senior senior leadership you have that there’s a really strong positive identity And I think that’s one thing that I’ve seen is some organizations that I’m I always get concerned about is that the culture seems to change every time they get a new leader so every you know 3 to 5 years they get a whole new culture every time which can make people feel a little unsettled we’re going to like Well is this what’s going to happen is this who we are now what’s our priorities now in the party shift with every single leader So I think that’s one thing that values the company organization and I was supposed to almost be a really firm stake in the ground as well here’s something that’s always going to be a priority and people who come to work here and people who come to lead here are stand by this value when it comes to those intrinsic values for you I hope that you can use that as like a lightning rod like this is the thing that I know I need regardless of where I work or regardless of where I spend my time outside of work and it’s trying to find work that’s an alignment with that for sure how do you can you get more engaged in the volunteer work that you’re doing or innocent and really what is it about that volunteer work that lights you up what is it that’s making you sit there and see things from another perspective or you leave so you leave that time not feeling drained I have spent so much time doing actually when I was in Boston I was doing sexual violence prevention work and that’s pretty heavy work and I would spend time doing that and I wouldn’t leave feeling drained I would leave feeling like Wow Ok I’m all tired but you know I’m so glad I did that I wasn’t in Boston I was leaving work feeling that way right now leaving work going man so glad I did that when we were going so glad the days are over And so it’s it’s hoping that you can find a place where you said you’re going Ok do I have to have this job for a while And if you know if I don’t have to have this job Can I shift to another work because I know there are some folks that if they have part time because they have kids or they don’t have the flexibility because of you know elder care childcare whatever it may be so but if you have the flexibility to move around a bit I would absolutely reach out to you know a trusted h.r person and say hey I’m really looking to kind of shake things up for myself what is available here’s what I think I need Here’s the skill sets that in my own personal life I’ve been engaging in that have really really I’ve been finding meaningful fulfilling what roles do we have here at that that have that and how can actually scaffold myself with my skills to get over to that space So All right we’ve had a couple different questions just about access in the recording and the slides just to reiterate we’ll be sharing a link to the recording and a p.d.f of the slide then a follow up message A question is come in are there resources that Cornell maybe through the university level h.r to explore wildly different jobs than your own So for it Michel yeah yeah exactly this is personal you know and she’s had a hard time finding someone to talk to about this so Emily see I encourage you to reach out to me and I can touch with some folks that come to mind depending on what your interest areas are you may be seeing in some promotional things that have been rolling out references to gigs this is actually the new norm in ology for what was previously called experience full development opportunities or e.t.o use Whatever language you want to use are intended to be a short term opportunity to work with a different department on a specific project or a specific issue that they’re facing and oftentimes when folks participate in these they are doing something very different than their existing role but are interested in exploring and that is one opportunity to just kind of test it out and see where your interest lies but also to put your name and your expertise on the radar of other individuals whether it be human resources or managers potential colleagues so that you know you’re developing relationships throughout that entire process and I think that that is a pretty important part of helping new to kind of explore other opportunities across campus so there are some other career development opportunities if you actually go to Our website and you click on well being there is a page on occupational wellbeing and there’s a variety of links off of that to different resources that are available to you but if Emily you or anyone else really are struggling with this a bit please don’t hesitate to reach out to me directly and I’ll see how I can best help you

All right I see that somebody has also mention to the talent marketplace that is available on work day Marketplace is also an opportunity to promote the job skills and interests that you have and to explore opportunities so and encourage you to take a look at that as well All right one last question actually and then I think we’ll wrap up on the scent of actual says what if I want to stay where I am because I love the work that I do most of the time but navigate the things that don’t align with my values of balance financial stability and happiness Ok Well with that I think that kind of thing that helped me I hope that’s the person who told me how to be persistent with the work after finding one that is interesting and meaningful So one thing that I I would suggest in those spaces is that you need because you don’t want to get just some you know kind of disillusioned with one you’re like I really enjoyed it and now over time because of a few things that are not exactly very exciting or maybe occasionally bump up against my values I’m starting you know over time to not really enjoy this job anymore one thing that I would do is that I would I’d really try to when I would go back and I would listen to the managing compassionate taken for not want because I think you’re going to see when you get to the 2nd half of that presentation where you talk about managing compassion fatigue you’re going to see a lot of great resources of of how to address that when you’re so you can stay motivated and stay connected to your work while having a really you know by also realizing need that disconnection outside so that’s one thing I would say is that it’s going to that presentation going to have things that will be supportive and helpful for you too I also think that there’s this really fantastic article that Toni Morrison a Cornell alumni Tony Morrison wrote before she passed she she wrote for The New Yorker and 2017 is this fantastic article about who that where she explores the question is is my labor to be the measure of myself And it’s a really great article where she kind of explores this I have this job it’s kind of met and you know what I do and she’s growing up she’s a she was a young woman living at home and she went to her dad and asked for advice and her dad has this great I think 4 or 5 pieces of advice for her and it’s a it’s a really it’s a short article but if you Google Tony Morrison New Yorker 2017 I’m sure the article will pop up and I would say that that’s a great some of those things are really great way to not become so involved in a position or or disillusioned with a position that a job that’s pretty good doesn’t become a wall you know we you know that may be a good job you can talk some more to supervisor but he could make that good job more great conversation like Hey when we do these things is there any way I can shift away from those or change them in some way or You know I think it’s very it’s perfectly fine to have that open conversation about your values and your goals and where you’re trying to work towards because that’s I mean that’s what should performance dialogue should be all the time right like I should hopefully be a natural part of the conversation because that good job doesn’t have to stay just good and I and I hope it doesn’t but I would say make sure you have that out external disconnect and make sure having that conversation about how you can maybe diminish some of those those occasional times where it isn’t so hard because this is so great that your supervisor All right thank you so much Mackenzie for your time thank you to all of the participants for being so engaged throughout the session we really appreciate you sharing your thoughts and comments I should have mentioned in the opening that any comments that you made even just your participation and your name are not a part of the recording so that’s not something that you need to be concerned about the recording will have the power point slides and McKenzie’s audio At the audio of the questions but the individual names will not be included with maybe the exception of Emily’s who I gave a shout out to so thank you all for your time and I wish you all well and please stay in touch with us and let us know how we can best serve you moving forward with any other topics or interest areas that you would like to see programming on so thank you enjoy this day