Learning Forward…

Are you an over-thinker like me? Do you stay awake rehashing conversations or other experiences that didn’t go as planned? Do you have a hard time letting go of “mistakes” made? 

One of the things I’ve done in my sabbatical is take classes — art classes, specifically. There are so many benefits to taking classes. 

  • Benefit 1: Being a student again reminds me of the student experience and bring it closer into focus as I return to the classroom.
  • Benefit 2: Sitting under various teachers exposes me to so many more teaching strategies, approaches, and postures.
  • Benefit 3 (which may be #1 in reality): learning new things!!!

I took a class on color mixing from Julie Jeanseau, who taught a lot of great lessons but one that has been sticking with me is that sometimes a painting has taught us all it can teach us and instead of trying to “fix” it or make it perfect, we need to take what we’ve learned and apply it to the next painting. Move forward. 

Not only did this give me permission to move on from a piece, but also to think about applying this concept to other areas of my life — coaching, teaching, interpreting, and peopling 🙂

It has given me permission to not feel guilty and spiral in overthinking after any “mistake” but to consider, “what am I taking from this to apply to future similar experiences?” and move forward. 

In recent weeks, I’ve taken the following lessons forward:

– Keep working in known areas until you are comfortable navigating to novel areas

– Ask more questions, there are other outlets for your musings

– Can I make this even more simple??

Questions to Deepen Our Practice

– What am I taking away from this experience? 

– What is important about doing this differently in the future? 

– What will remind me to engage in this new way? 

“Can I give you some feedback?”

Feedback feels like a dirty word in the land of performance evaluation in the interpreting field. It makes students and even seasoned practitioners shudder to imagine being evaluated and provided “feedback” on their work. In my 20 plus years of work in this arena, I think we fundamentally misunderstand what feedback means and how to incorproate it in our work. 

We have not learned how to provide or receive feedback from colleagues, nor have we created an effective way to solicit actionable feedback from consumers impacted by our work.

I was recently in a discussion about supervision for professional interpreters when the term of “feedback” came up. We explored what it means to us and our relationship to the term. I then went to the internet to find the dictionary definition:  “information about reactions to a product, a person’s performance of a task, etc. which is used as a basis for improvement.” (https://languages.oup.com/google-dictionary-en/ retrieved 3/17/2021)

Feedback is not about telling anyone what to do and/or how you would have done it differently. But rather it is about sahring your reaction to whatever they are presenting you. As the dictionary says – a product or performance. So, saying, “I would have signed xyz” or “You could have said lmnop” is not feedback. Feedback might look a little bit more like, “I was confused about the connection between xyz and lmnop” or “I could really feel the tone of anger from Sally.” 

Then as the practitioner, I can collect that data – the reactions – and make meaning of it to improve my work product. So, I may learn that a consumer was confused about the connection between xyz and lmnop – and realize that I, as the interpreter also missed the connection. Meaning I could have asked for calrification, or I could have looked to my team for insights, or….any number of other control options. 

OR

Maybe the connection was clear in the source language but my process management was at capacity and I missed making the connection overt in the target language. This could lead me to brainstorming how to better manage my process, or relying on my team to monitor pieces, or following up with the consumers to clarify, asking the speaker to pause, etc. 

When we solicit and collect feedback based on the reactions of consumers, we end up in a much more fruitful direction than when we get feedback that tells us what to do and how to do it. Sometimes the root cause of an issue isn’t apparent to observers, it requires me, as the professional practitioner, to reflect upon my process and identify where I need to strengthen things. 

There are many different ways that we collect feedback – the example above is a direct sharing of that feedback. However, we also get feedback from facial expresssions, responses within the interpreted conversation, and even our own sense of “reading the room/people.”

Questions to deepen your practice: 

  • What sources of feedback do you attend to on a regular basis?
  • What is the message you are getting from those channels?
  • What are you making it mean? 
  • How are you implementing improvements and testing them? 

Sabbatical Reading Plans

One of the joys of sabbatical is having time to read again – reading both for professional development and for rest. I have 3 main books on my list for this sabbatical time and a couple of others that may end up on the list as well. 

It is interesting how things cross our paths… how we are exposed to and/or introduced to new authors, concepts, and/or ideas. I love synchronicity and serendipity, and I frankly think they played a huge role in the development of this list. My relationship with books is one of finding clues that lead to new authors, and then doing it all over again…continuing to find clues upon the path, picking them up and reading it to the next clue. 

My coach trainer recommended the book “Transitions: Making Sense Of Life’s Changes ” by William Bridges. I have downloaded the audio book and begun reading it. It is speaking to my transition period as I change roles & job responsibilities at work. And transition into and out of sabbatical season. I found in my last sabbatical that the most crucial pieces of the experience were the transitions into and out of that season. There is a lot of detoxing to take place as things start to reset. And then there is ramp-up needed. 

As I have been listening to various podcasts and following various youtubers regarding decluttering – physical objects – I encountered the author Dana K. White who wrote a book entitled, “How to Manage Your Home Without Losing Your Mind: Dealing with Your House’s Dirty Little Secrets.” Though the book focuses on house management, it has really struck a cord with me and the need I have for developing routines & habits. Another book on my list is Atomic Habits by James Avery. As I engage in my sabbatical fully, I recognize that my life lacks structure without work parameters. And I would like to have parameteres that are just a part o fmy life with or without work obligations. 

The other thing that has struck me from this book is the idea of a “project brain” and how that contrasts with habits and routines. I will be exploring this idea in another blog post (or perhaps a series), but I think there are definitely areas of growth for me here. I look forward to bringing these topics into my upcoming coaching sessions (and my artwork, too!).

There are a few other books that I’m interested in reading, perhaps. Including – “The Lazy Genius Way” and “Onward: resilience in educators.” I have the workbook for “Onward” but am interested in reading the book itself. 

What books are on your list? Are you interested in reading together?? Are you in a transition?? 

Upcoming Book Club … sign up here to find out more

Questions to Deepen Our Practice:

  • What are you consuming right now? 
  • What thoughts and ideas from others are challening you now? 
  • What are you curious about? 
  • What do you want to explore further? 
  • How would you describe your relationship with reading/books/podcasts? 

Trusting….

In coach training, we talk a lot about “trusting the client” in several what if scenarios. Like, what if the conversation starts going in a direction that wasn’t part of the agenda-setting – “trust the client” and make it overt that we are “off track.” What if they say they want to work on X but I can see Y is really brimming for them – “trust the client,” share observations and let them choose. Follow their lead. 

As in all things, I then start to wonder about the applicability of this for other things – usually interpreting first, then students, then faculty/colleagues. What does it look like to trust the other party? Now, in the coaching realm trusting the autonomy & agency of the client is specific to the coaching relationship in which we are both there for THEM -they are the point, the agenda, the endgame. But the concept of trusting the other, even in different circumstances is intriguing to me. How about for you?

This morning in my journaling I was writing about the fallacy of, “if I want it done right, I’ll have to do it myself” and that that is not indicative of trusting the other. Trusting their autonomy & agency, trusting their genius, trusting that they bring gifts to the scenario, trusting that they have abilities/skills that I do not have. It is assuming I have the “right” answers or the “best” way to do something. How arrogant!?! 

I want to learn how to stay engaged with other people at the helm, trusting their genius, their abilities, their insight. Not blindly, but trusting that they have more than just a suggestion, they have actual offerings that will work.

  • If I trusted my students, I would….
  • If I trusted my consumers, my actions would….
  • If I trusted myself, I would…
  • If I trusted my colleagues, my actions would….

Questions to deepen your practice:

  • What does trust mean to you? 
  • What would it mean to trust the consumers you serve? The teams you work with? 
  • What would it mean to trust yourself and your work? To trust yourself to be responsible for the good, bad, and ugly? 
  • What is at risk when we do not trust the consumers? What is the benefit when we don’t trust them?