Lynda’s Response – Whenever I take assessments like this, I always score as an extrovert and with results that are very people and service focused. To be honest, with the line of work that I am in, I am thankful. This is my preference and it has proven me successful with my 15 plus career at Vanguard and even in my earlier years as a student. In my opinion, much of OD and the deeper impact that can be had, is when people are at the center focus, rather than process. When you are considering change, people drive the outcome, the culture and ultimately the success of that change. Scoring an Idealist Champion, it would not surprise you that I have often been that “change champion” in my workplace. I have been that selected person to lead the charge and rally the troops. This however has pros and cons. I most certainly have a reputation for being flexible, willing to pivot and I keep a strong pulse on the people, but as an idealist, It is not uncommon to get emotionally attached and more emotional to the OD and change. I definitely have a growth mindset and am an innovative worker which has brought me success in leading teams, projects and divisions, however, I can get frustrated when my peers won’t come along or are not willing to change at all. During covid, I put a quote I heard on a podcast on my virtual huddle board, “Change is not happening to you, change is happening for you.” I really tried to pound this into my team’s mindset and found success as we celebrated the little wins with so much change around us.
How well do you feel you work with other people? I do believe that I work well with people. I am patient and understanding, yet firm and team oriented. I have been blessed in my career to receive awards for my leadership, with a strong focus on my interpersonal skills. I am in my current role as an Executive Coach due to this success, especially my willingness to be genuine and candid, yet kind and understanding.
How have you or would you validate these feelings? I am always grateful to hear that I work well with people or that people in my organization try to get onto my team. I will share though that sometimes it can be frightening. There is an expectation that I always want to meet, there is a deep desire for top talent on a team and I have had moments of feeling “sadness” if I am struggling to connect with someone. I feel validated when I ask for feedback, when someone helps me grow and learn and often at the year end process as I have often received the highest level of our rating scale – distinguished. I have also had those very real feeling of Imposter Syndrome as well – we are only human.
If someone asked your friends about you, what would they say about your personal strengths and areas for improvement? Why would they say what they say? Friends and colleagues would likely point out my loyalty, kindness and adventurous spirit. They would highlight coaching skills, servant leadership and dedication to mission and people. From an area of improvement, they would talk about prioritization (the struggle is real) and a deeper level of confidence. As much as I coach to imposter syndrome, I struggle with it at the core. As a working mom, juggling many things in life and work, it sometimes feel impossible to not struggle here every so often.