Guest blog written Jorida Zeneli
When I came to IPP my motivation level was at the lowest it had been in a decade. After two years of struggle to revamp the policies that underpin resource allocation, operating on the edge of the established processes, knocking on many doors, speaking to many people, pouring a lot of sweat and long hours, agitating, engaging, consulting, and facing much resistance for the sake of resistance rather than for sake of progressing the work, I had managed to get something over the line that I believe was a much improved product. There had been several attempts to do so from predecessors, but these had failed. By the looks of it I had succeeded, but I did not feel that way. So I had a bunch of questions and I was hungry for good answers, not non existing silver bullets, just credible insights: What went wrong and what went right? What insights can I gain into working better and smarter next time? What are the organisational processes that supported me and what hindered my work? How can I manage these more effectively? How can I make meaningful change count? How can I prevent myself but also other people around me from burning out? How can I empower people to drive change? How can I sustain their motivation? How can I support their curiosity?
So the IPP started and it must have been on day 2 when Matt Andrews was talking about the roles that define project success that I had one of these enlightening and so scary realisations at the same time – I had taken over most of the key project roles for pretty much all projects I had been involved in: Ideator, problem identifier, organiser, convenor, empower, authoriser etc. not just for a bit of time, but for the entire duration of these projects, as a complete outsider in a team of accountants. In the same classroom, I was surrounded by incredibly passionate, capable and bright people from all over the world with similar experiences. I learned three lessons in those first two days:
- Lesson number 1 – I was not alone and shared pain is half the pain and shared joy is double the joy. Loneliness in the workplace is real – so surrounding yourself with a community and sharing the risks/ benefits is the only healthy and sustainable way to approach complex problems that need creativity, perseverance, motivation, skill and a diver’s breath.
- Lesson number 2: Operate and team like a snowflake molecule that has a strong centre and is linked, however not two of them are the same, so make it unique and tailor it to the context and problem at hand – yes to chemistry!
- Lesson number 3: Leadership is about risk and restraint (thank you Monica Higgins) – we all have our Everests to climb!