Navigating a Leadership Leap: Lessons from my Transition to AFGSC/A4 SEL

Stepping into a higher leadership role, like my recent transition to the AFGSC/A4 SEL position, can be both exhilarating and intimidating. I've learned that success in these transitions isn't about knowing everything upfront, but about actively embracing the learning process and seeking growth.

Radical curiosity is essential for successfully navigating a new leadership role. Don't be afraid to ask questions - lots of them. Admitting what you don't know isn't weakness; it's strength. By showing a genuine desire to learn, you build trust and create opportunities for meaningful mentorship.

Communication is your compass. Reach out to your leadership proactively. Send that email asking about expectations, priorities, and how you can best support the team's mission. Understanding the broader organizational goals helps align your efforts and demonstrates your commitment.

Listening becomes your superpower. Practice deep, intentional listening - not just hearing words, but understanding the nuances behind them. It lets you see what's really going on and connect with people to build stronger, more collaborative teams.

Remember, your previous experience is valuable, but it's not a roadmap for everything. Stay humble, remain adaptable, and be willing to learn from every team member, regardless of their position.

Leadership isn't about knowing everything; it's about creating an environment where continuous learning thrives. Embrace the uncertainty, ask questions, and stay curious.

Your leadership journey starts with a single step - and a willingness to grow. 

Walk a mile

At the beginning of the year, my goal was to walk 3K steps a day. Being in an office with telecons makes it difficult to walk throughtout the day.  Most of my 'steps' were in the evenings.  In May - I set my intention to walk 1 mile every day.  I did not put restrictions on whether it had to be 1 mile straight as I know sometimes my schedule and weather would not allow.  I also made it a point to walk at work in the mornings when possible.  While there are obvious health benefits, the main reason was to build a healthy Habit. 

Though some months were harder than others due to injury, illness, weather and other distractions, I've stayed semi- consistent. January & July were rough because of Covid & Shingles, respectively.  Nevertheless, I've averaged 21 miles per month since January.   

My walking journey has transformed over the last 9 months.  

In the beginning, I would walk and worry - stressing about all the things to do for the day or things I hadn't gotten done.  I worried about "what's next" in my life and career.  I worried that others were judging me for walking so much, so often or around the same route day after day.  I worried that I looked silly walking too fast or too slow.  I worried about my kids, my mom and my mental/physical health. I walked to excape away from the hustle and bustle of work and commotion in the cubicles. I walked - but it wasn't a 'healthy habit'.  

Eventually I started taking pictures during my walk of different things I found interesting or cute.  A bird sitting on the park bench, the squirrel hiding behind the tree or the flowers blooming on the trees.  It was nice to post pictures on my RunKeeper to remind myself of the simple things I encountered.  

However, over the last month, I feel revived by my walks.  Practicing mindfulness and meditation most days, I listen to the birds sing or the scream of the B-52 engines (yes, it is surprisingly a familiar lullaby).  I'm noticing more about myself, my body when I walk- such as if my posture is poised or painful, relaxed or rigid.  Along with pictures I now collect souvenirs from my walks.  Sometimes its a colorful flower or a perfectly shaped leaf.  Othertimes, I've found acorns big and small.  I notice the morning dew on the blades of grass or the moss growing on the side of the old Louisiana tree.  Watching the birds chase each other, and sometimes the squirels, is entertaining as is watching the summer storm clouds swirling in the distance.  I notice the beauty and the destruction.  There are several old building that have been demolished in the last few months.  It's intriguing witnessing the process and wondering about the families that used to live in these homes that are being torn apart.  I think about the cycle of life and how what may be someones fond memory of their first house, is reduced to a pile of dirt and cleared away.  The leaves are starting to fall off the trees and it's fun to think back to when the ground was cold and brown, then turned lush green in the Spring time.  Soon it the ground will be hard and cold again with Fall and Winter around the bend.  The animals don't seem to mind.  They go about there business, collecting leaves and acorns.  I love when I get to hear the chirp of a baby bird, the pecking of a wood-pecker, or the hoot of an owl early in the mornings. 

My walks are not always rainbows and butterflys (figuratively) but I am struck with how my mindset and focus has shifted.  Before, it was somewhat difficult to 'get out of my head'.  Although I still have stray thoughts and worries, they are less often and it seems easier to let the thoughts 'go'. 

I won't credit my mindfulness, solely to my walks... I have done a lot of mindset work this year.  I've listened to audiobooks about Stoicism and Simon Sinek's podcast "A bit of Optimism" and read books about midfulness and meditation.  I've also made a habit of journaling at least 5x a week and meditating (haven't done so well with this habit...yet).  

The books and podcasts have been great for learning about slowing down and why it's important. However, I've known most of the information for years.  It wasn't until I practiced it during my daily walks that it has clicked and become simple.  During that time, I'm able to just 'be' - focus on the here and now rather than thinking about to-do lists or missed opportunites.  Theres still stray thoughts and emotions but I feel more in control.  Most of all, I can experience life and enjoy my time outside alone.     

So I challenge you - go Walk a Mile. 

My Value Statement

 

My top value is making a difference. This means influencing others through leadership, making an impact through small acts of service and connection, and fostering positive change. I believe we all can make a difference through our unique skills, experiences, and opportunities. It is our human responsibility to leave the world and its inhabitants better than we find it. Through service and compassion, we can make a difference. Being of service and helping others through my leadership and coaching is an honor.  

How to Coach a Client Through Creating a Vision Statement

During a recent coaching session, we focused on creating a personal vision statement. The session was positive and supportive.  However, I recognize that I didn't explain the vision statement process clearly upfront, which led to some confusion.  To help, I developed the below "How to".  

As a coach, you need empathy, structure, and inspirations to help clients craft a vision statement that reflects their goals and aspirations.

Step-by-Step Coaching Guide

Step 1: Establish Rapport and Trust

Start by connecting with your client on an empathetic level. Validate their feelings and acknowledge their busy schedule. Building rapport is essential for creating a comfortable environment where the client feels safe sharing their vision.

Step 2: Encourage Visualization

Help your client visualize their ideal future. Encourage them to close their eyes and imagine the details of what it looks like, how it feels, and what specific elements are present. For example, if their goal is to create a relaxing patio space, prompt them to visualize the layout, furniture, and ambiance.

Step 3: Ask Open-Ended Questions

Use open-ended questions to clarify your client's vision and keep the conversation focused. Ask questions such as:

·       What makes this vision meaningful to you?

·       What do you want to achieve with this space or project?

·       How will this vision impact your life and well-being?

These questions will help your client explore their goals more deeply.

Step 4: Define Key Elements

Assist your client in identifying the key elements of their vision. Encourage them to write down the specific aspects that define their ideal future, such as the features of their patio, the activities they will engage in, and the feelings they want to experience.

Step 5: Provide Structure and Clarity

Explain the vision statement process clearly and concisely upfront. Use a structured approach to guide your client through the steps, ensuring they understand each part of the process. This will help avoid any initial confusion and project confidence in your coaching.

Step 6: Offer Examples and Options

Share various examples of vision statements to inspire your client. While sharing your personal vision statement can be helpful, encourage them to explore a wide range of styles. This will empower them to create a vision statement that truly reflects their individual preferences.

Step 7: Empower and Challenge

Empower your client by encouraging them to take ownership of their vision statement. Gently challenge any self-admitted struggles they may have, such as inconsistency, and help them develop strategies to stay committed to their goals.

Step 8: Connect to Core Values

To make the vision statement more inspiring, help your client connect it to their core values. Paint a compelling picture of their future self, highlighting how their vision aligns with what is most important to them. This will keep them motivated and focused on achieving their vision.

Step 9: Incorporate Daily Reinforcement

Suggest that your client writes down their vision statement and reads it daily to reinforce their commitment. Alternatively, they could create a vision recording that they listen to regularly. These practices will help keep their goals at the forefront of their mind, driving them towards success.

Coaching a client through creating a vision statement is an enriching process that requires empathy, structure, and inspiration. Use this guide to empower your clients to craft a vision statement that serves as a powerful guide towards achieving profound transformations. By visualizing their ideal future, asking meaningful questions, connecting to their core values, and incorporating daily reinforcement, you can help your clients create a vision statement that truly reflects their aspirations.

 As I reflect on my coaching journey, I invite fellow coaches to share the experiences, insights, and challenges.  How do you approach guiding clients through this process?  What strategies have you found effective in empowering clients to visualize their ideal future?  

Practice Coaching - Day 10

I just finished week 6 of my training through CTEDU, have started coaching "practice clients" and have already learned so much - I'm turning here to reflect on the experience.  

I've had the amazing opportunity to meet two fellow female Chief Master Sergeants who graciously took the opportunity to take time/space for my coaching practice while furthering their self-exploration and goals.  

Session 1 was introductions and designing an alliance.  I was Super nervous going into the meeting but felt immediately connected with "J".  It was a great session, and I think we both left feeling excited for this new journey.  I left that same day (Friday) to travel to Missouri for the weekend.  It was a much-needed trip with "my girls" and returned Sunday night.  Needless to say, Monday I was exhausted.  Unfortunately, that's when I had my session 1 with "R".  I felt the same bond with her that I did was J although I was off.  I was distracted and tired and didn't feel in tuned with the client.  I also think connecting via telephone for the 1st session really threw me off.  

Through both experiences I realized that preparation is Key.  Getting myself to a good space mentally and emotionally is a Must.  A 5-10 minute "prep" time before sessions could prove invaluable so I can review past notes/sessions, along with powerful questions and agenda setting.  

Session 2 with "J" was exciting.  We explored influence and seeking validation.  My main "focus" was to set the space, use the TIME agenda and get through all 7 elements of coaching.  Success! While some of it felt a little forced / unnatural to ask the questions, I think it was well received and effective.  I practiced active listening, reflection, emotional validation, challenging assumptions and empowering the client to take ownership of their development.  

Not including check-in/setting the space, Account/progress on action steps and summarizing/clarifying questions - I asked 14 questions.  

"J" is a wonderful client with a growth mindset and uncanny ability to truly reflect/respond to the questions I asked.  Overall, it was a productive coaching session with good rapport and insightful exploration. I think "J" gained valuable self-awareness and actionable steps towards positive change.

This past week I started using Calendly which is a helpful tool for scheduling meetings along with OtterAi to transcribe and summarize the sessions.  Additionally, the below excerpt came from GPT when I inquired about my questioning and possible trends.  One possible blind spot is that I didn't explore potential power dynamics and how that might affect the client's influence.  

Overall, the first 10 days of Coaching have been great.  The training program through CTEDU is going well and I'm already learning so much.  I think I'm off to a fantastic start.  I have a passion for coaching, commitment to my clients and a dedication to continuous learning.  I hope to continue to reflect on my experiences and integrate feedback so I can continue to grow as a skilled and impactful coach.  

------------------------------------------------------------------------

Here are some key trends in the questions and the techniques they demonstrate:

1. A Blend of Directive and Non-Directive Coaching:

• Non-Directive: Many questions are open-ended, allowing the coachee to explore their own thoughts and feelings (e.g., "How did that make you feel?", "What would you like to talk about?").

• Directive: The coach also provides summaries, reframes situations, and suggests potential solutions, demonstrating more directive coaching (e.g., "So I'm going to summarize...", "we could get to an acceptance...", "giving them the space...").

  • This blend suggests the coach adapts their approach based on the situation and the coachee's needs.

2. Focus on Emotional Intelligence & Self-Awareness:

• Many questions delve into the coachee's emotions and how they connect to their actions (e.g., "How did it make you feel?", "What are you bringing to the team?", "who do you want to be?").
• This emphasis on feelings suggests the coach values emotional intelligence as a key driver of behavior change and workplace success.

3. Connecting Action to Values and Identity:

• The coach consistently links desired outcomes (influence, validation) to the coachee's core values and desired identity (e.g., "Why is this important?", "validation of your value", "who do you want to be?").
• This technique promotes intrinsic motivation by aligning actions with what truly matters to the coachee.

4. Iterative Process of Reflection and Action:

• The questions guide the coachee through a cycle of reflecting on past experiences, identifying areas for growth, exploring solutions, and planning concrete actions.
• This iterative approach fosters continuous learning and development.

5. Potential Blind Spot: Power Dynamics:

• While the coach encourages giving others "space," there's limited exploration of potential power dynamics in the coachee's workplace relationships.
• Depending on the context, further exploration of these dynamics might be beneficial.

Overall, the questions reveal a skilled coach who employs a thoughtful and adaptable approach. They prioritize emotional intelligence, connect actions to values, and guide the coachee towards sustainable change.

Reflections: 1 Achievement, 2 People, 3 Goals

  

 As we come to the end of 2024, I challenge you to reflect on

1 - What is one achievement you are most proud of this year?

2 – Who are two people that helped you achieve this goal? (Have you told them?)

3 – What are three of your goals for 2025?

 

One achievement I am most proud of this year is being intentional and consistent. 

Bryan and Christina are two people who helped me achieve my goal, and I thank them tremendously

I have three goals for 2025: Be a more consistent writer, Be more social, and make the most of family time.

 

Reflection: 

2024 was a year of habits and goals. I joined the Atomic Habits book club, through “Strong and Resilient Women—Self-Care & Wellness for the Military Community.” which set the stage for a successful year. Though I’ve read the book before, I was determined to be more intentional about my efforts. 

                After reading Atomic Habits, I decided that one habit I wanted to focus on was self-reflection through consistent journaling.  This was the first year I’ve ever finished a journal.  That is a tremendous feat for me as I have notes, journals, notebooks, and writings from my early teenage years yet I have never filled a journal. 

                In 2023, I completed 34 runs for 81.55 miles (11:24 average pace).  In 2024, I strived to be a more consistent runner. With a 10:35 average pace, I’ve completed 81 runs and 172 miles in 2024.  Not only did I more than double my overall distance, but I also greatly increased my pace. 

My third goal for 2024 was to read more.  In 2023, I started 2-3  books (did not finish any) and listened to 2 audiobooks.  By the end of the year, I will have completed 6 hard-copy books and 2 audiobooks. 

Overall, the achievement I am most proud of this year is being intentional and consistent.  Atomic Habits was an excellent approach to aligning my actions and intentions. 

 

Bryan and Christina are two people who helped me achieve my goal.  

 My husband, Bryan, has been my biggest supporter for almost as long as I've known him.   I often turn to him for support, direction, and feedback.  He listens to me and gives open and honest feedback.  

I found and followed Christina Mattison’s Facebook page Strong and Resilient Women –Self-Care & Wellness for the Military Community several years ago.  She provides mindset and mindfulness tools through book clubs, retreats, challenges, and other forums.  Her content and support help me continuously become a better version of myself. 

 

2025 is right around the corner and will be filled with many milestones, “firsts” and “lasts”.  Chevy turns 16 and will become a legal driver and Hayden will officially become a teenager.  Landon will surely transition from days of holding hands, and morning cuddles as he enters 1^st grade in the Fall.  I will celebrate the last year of my 30’s (although I still claim to be 28-32 years old depending on the day).  Additionally, Bryan and I will celebrate our 15th anniversary!  Following my 2024 intentions, in 2025 my goals are

·         Be a more consistent writer whether journaling, blogging, writing letters, or working on a book.  I often find self-reflection, discovery, and direction through writing.  One way I will challenge myself is through Toastmasters. I joined a local club and will begin my Pathways journey which involves writing and delivering presentations.      

·         Be more social – My tendency is to stay in my comfort zone, socially, which is perceived as quiet, shy, and introverted.  However, as I consider a career transition, I’ve targeted specific areas to get out of that comfort zone.  I’ve been following the Red River Runners Club and RWB Shreveport for months but haven’t joined or participated in any of their events.  Additionally, I started Better Up Coaching to receive coaching on all aspects of my life (and gain better insight into whether Coaching is the career I want to pursue). 

·         Make the most of family time – Bryan and I have done better (I think) with creating the family we want.  What I mean by that is we share our values and goals with the boys and incorporate those into our family time hoping that the boys develop skills and experiences while also creating fun childhood memories.  We value physical improvement, so we invite the boys to run or work out with us. We’ve completed two 5Ks as a family (I hope to include Landon this year).  We also value self-improvement and have made monthly challenge charts to improve certain skills or train/develop new skills.  One area I want to focus on this year, as a family, is downtime.  We go camping every year with Bryan’s family and have taken a few family weekend trips with Byron and Caroline while the boys opted to stay at Tyra’s.  But we haven’t taken a family trip since before Landon was born. 

I'm interested to know your 2024 achievements and goals for 2025.  Please feel free to share them here.  

~Shane Lynn 💕

RBLP 1- Create a Positive Climate

Create a Positive Climate

Leaders can create a positive climate by earning trust, treating people with respect, enforcing accountability, encouraging people to have fun, demonstrating character, and managing expectations. High morale is a consequence of a positive climate. People that work in a positive climate are more resilient.

Below are my reflections on Creating a Positive Climate.  

1 - Analyze Team Climate

Would you describe the climate that you currently work in as positive or negative? How would you describe previous climates where you worked?

I would describe my current work climate as mostly positive but fluctuates daily depending on the daily mission and supervision.  

Climate is reflected by attitudes that characterize the team. Climate is a bottom-up concept and the responsibility of front-line leaders.

I have worked in positive and negative work climates but try to encourage positive work environments.  

Why are people who work in a positive climate more able to overcome challenges and then adapt and grow due to the challenges?

I believe that people who work in a positive climate can overcome challenges because they are willing to work harder for their leadership and team.  Teamwork and camaraderie foster positive climates and unity where members adapt and grow through challenges.  

Teamwork offers strength during adversity.  Additionally, people can gain greater maturity through navigating tense situations, stronger understanding and critical thinking skills, better people skills, and an enhanced ability to multitask through managing challenges.  

2 - Earn Trust

In your experience, why is earning the trust of your team so important?

Earning the trust of my team is important because why should they follow me if they don't trust me?  My team must trust that I will work for them, and they can come to me with problems and support.  

How does earning trust help to create a positive climate?

Trust helps create a positive climate 

Have you always trusted your supervisors?

No, I have not always trusted my supervisors.  There was a specific time when my boss tried to upend my career.  I did not trust him and withheld information as I thought he would use anything he could against me.  Morale, communication, and teamwork decreased.  

How do you earn the trust of your team?

You earn the trust of your team by being open, honest, and vulnerable.  You must show them you are willing to "get your hands dirty" and also willing to stick your neck out for them.  You have to support and promote their ideas but also ensure that they get the credit they deserve.  

3 - Treat People with Respect

In your experience, why is treating people with respect so important?

People who are/feel Respected work harder for their team/leaders.  They are willing to put in the extra effort because they know their hard work is seen. 

How does treating people with respect help to create a positive climate?

Treating people with respect absolutely helps create a positive climate. Again, it makes members want to come to work and do their best.  People know they can be themselves (diversity) while also being part of the team (inclusivity).  

Have your supervisors always treated you with respect?

One of my first supervisors did not treat me with respect.  He was rude and often commented how females weren't meant to be in aircraft maintenance and that I would not last long.  

What are some ways that you treat people with respect in the workplace?

I treat people with respect by recognizing hard work as often as possible, publicly and personally.  There are some Airmen with troubled pasts that I check on regularly and encourage along the way.  

4 - Enforce Accountability

In your experience, why is enforcing accountability so important?

Accountability is important otherwise good conduct and discipline go out the window.  If you don't hold people accountable, standards and expectations are lowered (whether intentionally or not).  Non-performers will continue to be sub-par and hard workers will question whether their efforts are worthwhile.  

How does enforcing accountability help to create a positive climate?

Enforcing accountability ensures everyone understands expectations and standards, by also allowing individuals to grow and learn from their mistakes.  Accountability, the right way, encourages a learning environment and promotes growth.  

Have your supervisors always enforced accountability firmly, fairly, and consistently?

I have been lucky to have both fair and terrible supervisors.  I had several that were sexist or part of the "good 'ole boy club".  I've also had a few that were firm, fair, and consistent - correcting behaviors quickly and professionally while also maintaining respect.  

How do you enforce accountability in the workplace?

I enforce accountability in the workplace by setting an example and correcting behaviors.  It took a long time for me to feel comfortable giving feedback and holding others accountable.  One way I subtly correct behaviors are to make a simple statement like "Let's keep it professional" when inappropriate conversations arise.  Not only does this stop the inappropriate discussions, but it doesn't call out anyone specifically and also implies that 'we all' should keep it professional. 

5 - Encourage People to Have Fun

In your experience, why is having fun at work so important?

"Having a sense of humor about shared challenges provides a way to bond with others facing the same challenges."  This is so true in the aircraft maintenance community.  We poke fun at each other and the situations but allows us to bond.  It builds camaraderie and teamwork and allows the team to not be "all work and no play".  

How does having fun at work help to create a positive climate?

People need to enjoy what they are doing.  If they are having fun, they are more likely to be invested, willing to work hard, and more likely to learn.  

Have your supervisors always encouraged people to have fun at work?

Most of my supervisors have encouraged people to have fun at work however there are a few that really stand out.  CMSgt Winegar would dress up on Halloween, drink (and hand out) beers at Commander's calls, and have potlucks, and kimchi days at work. 

How do people in your workplace have fun?

At work, I tell Dad Jokes at roll call.  For Christmas, we had a decorating contest for shop cubicles.  

6 - Demonstrate Character

Why are people more resilient when their leaders demonstrate character?

People fall into followership and leadership. By our nature, we want to follow leaders that are of a certain caliber.  If a leader has the moral courage, to be honest, and give candid feedback, it allows members the opportunity to build resilience by growing through their struggles.  Moreover, if a leader has the character to humbly admit their own flaws and past failures, it shows they understand and is empathetic to challenging situations.  

Have your supervisors always demonstrated the character traits of moral courage, honesty, humility, and empathy?

Once again, I have experienced both types of supervisors.  I had a few who never admitted flaws and acted like they knew everything.  On the other hand, I had many that mentored me through times of struggle.  

How would you rate yourself on demonstrating these character traits? Which one would you like to improve on, and how would you?

I think I am pretty good at adopting and demonstrating these characteristics.  The one I would like to improve on is moral courage.  

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7 - Manage Expectations

Why are people more resilient when leaders manage their expectations?

When leaders manage their expectations, people are more likely to understand the realistic outcomes rather than dwell on worst-case scenarios.  

Have your supervisors always managed expectations in the workplace?

My supervisors have not always managed expectations, but I can't think of a good example of when they haven't.  

How would you rate yourself on managing expectations for your team?

I think I am improving but still need to do better with managing expectations.  For example, when I was the SEL for the BTF I set very clear expectations and we had a very successful trip.  

The surprising ingredient that makes businesses work better | Marco Alverà - YouTube

The power of vulnerability | Brené Brown - Bing video

Everyday leadership - Drew Dudley - Bing video