Author: royinzunza

Designing Your Life Workshop

Designing Your Life Workshop


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Description (from the publisher)

“Whether we’re 20, 40, 60 or older, many of us are still looking for an answer to that perennial question, ‘What do you want to be when you grow up?’ In Designing Your Life, Silicon Valley design innovators Bill Burnett and Dave Evans use their expertise to help you work out what you want – and how to get it.

Their phenomenally successful Life Design course has been tried and tested by thousands of people, from students to mid-career professionals to retirees contemplating a whole new future. 

Using real-life stories and proven techniques like reframing, prototyping and mind-mapping, you will learn how to build your way forwards, step-by-positive-step, to a life that’s better by a design of your own making.

Because a well-designed life means a life well-lived.”


Book Club: This book club is designed to read one chapter a week in order to reflect and do the workbook, which will help to facilitate a space for you to understand how to design your life.  

Workshop Sessions:  Tuesdays 2/11, 3/3, 4/7, 4/21.  
All meetings will begin at 12pm – 12:50pm.

Additional Details:  Lunch will be provided.  Click here to register for the book club and to receive links to purchase the book and workbook.  There is also financial sponsorship for the material.

Email royinzunza@hoehnmotors.com for more information about it.

Homilia

Homilia


Description:  Homilia is a short discourse intended to offer spiritual encouragement and reflection.  While it’s spiritual in nature, all are welcomed. Homilia is intended to be about 15-20 minutes in length with some space to reflect.  We will begin with the book of John.

Launch Date and Time :  Wednesday, 1/15 at 12:00pm and will continue all year long.

Location:  Chaplain Roy’s office now located at the Hoehn Honda Used Car building.  It’s a 5 minute walk from most Hoehn Motors Stores.

Podcast:  Homilia podcasts are now available on Apple Podcasts, Spotify, and Google player. Here are the links (make sure to subscribe):

Grief Workshop

Grief Workshop


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Description:  When we experience a loss in life (i.e. death, divorce, purpose, home, etc) it can cause an array of thoughts and feelings.  While there isn’t a “wrong” way to grieve, having a safe space to explore and process these experiences can be beneficial to those working through various losses in life.  

This workshop is designed to provide a space for a person to explore their own grief.  The workshop will include:

  • Week 1:  Understanding grief
  • Week 2:  Understanding your story of grief
  • Week 3:  Ways to cope with a loss and the gift of processing with safe people
  • And additional information

Dates:  The Grief workshop is three sessions and will be Tuesday, 1/14, 1/21, 1/28

Time:  12pm – 12:50pm

Registration

  • Registration is now open.  Click here to register.
  • Class is limited to 10 registrants.  Additional options will be added if there is a higher demand.
  • Registration will close Friday, January 10th at 5pm.

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Additional Information

  • Lunch will be provided
  • There may be some suggested assignments in between sessions
  • Chaplain Roy is a trained short term pastoral counselor

Recommended Resources
Helpful books on grief include

  1. Journeying through Grief, by Larry Warner
  2. Experiencing Grief, by H.Norman Wright
  3. Transforming Grief and Loss Workbook, by Ligia Houben

character development, Leadership Development

The Four C’s


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There are four words starting with the letter C that remind me of what’s important in the workplace:

  • character
  • competency
  • chemistry
  • culture

Most employees focus on competency. This important because we need mechanics to know how to fix different issues on a car and go through rigorous training to keep learning. I want a highly competent technician working on my car. A CFO or controller need to make sure they understand accounting principles to guide and measure their budget, expenses, and revenue.

I think most employees are aware that it requires certain skills to do their job well. But competency isn’t the only trait to keep developing. Character development matters immensely, if not more. It’s character that causes an employee to deepen their competencies, resulting in good work.

Character traits needed in the workplace can be:

  • self-responsibility (no blaming)
  • self-leadership (lead myself first)
  • vulnerability based trust (taking ownership of my strengths and areas of growth)
  • communication with clarity (don’t assume anything…communicate with others)
  • resiliency
  • adaptability
  • integrity (doing the right thing)
  • forgiveness
  • joy

These are some traits I see in successful employees. To be intentional about character development starts with a desire to be this type of person. It’s a commitment to become who we long to be.

Competency may get you hired. But character will keep you hired.

Employee Care, Leadership Development, work culture

Blaming Won’t Get You Results


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I read a great story the other day about Tony Dungy, former coach of the Indianapolis Colts. He stepped into an organizational that was fraught with losing seasons. He was discouraged from the taking the job because there were too many bad things happening in the organization. He recalls being told that there was even a story of a witch doctor putting a curse on the team! The story goes that:

As Dungy reviewed this list of obstacles, he realized something important: the entire list was outside of his or his players’ control. He did not have the budget to recruit a bunch of superstars, and he didn’t have the ability to build a snazzy new stadium. They couldn’t control the weather across the country, and there was no way to get rid of the voodoo woman, whoever she was. Dungy was, in the language of the last chapter, facing things that he was “helpless to do anything about.” Nevertheless, Dungy didn’t succumb to the hopelessness that inevitably accompanies helplessness, and he didn’t tolerate an attitude of helplessness in others either. He immediately did something that all great leaders do, and there is no way to minimize the power of this one move. Essentially he asked one penetrating question: What factors do we control that will contribute to success?

He immediately went to work analyzing the statistics of the winning teams. He discovered that they shared three characteristics. They had lower turnovers (fumbles and interceptions), fewer penalties, and high-performing special teams (kickoffs, punts, punt returns). The first two characteristics have to do with what Dungy calls “self-inflicted wounds.” Giving the ball to the other team, or having mental lapses or emotional eruptions that get penalized—these are mistakes you cause yourself. The final category, special teams, is one that is often neglected, but when functioning well, they create the big plays that contribute to wins. Dungy’s strategy for winning boiled down to focusing on these three factors, all three of them totally within his and his players’ control. He led them to a turnaround, and then he carried that thinking on to the Indianapolis Colts, whom he led to the championship in Super Bowl XLI.

Cloud, Henry. Boundaries for Leaders (pp. 125-126). HarperBusiness. Kindle Edition.

It’s worth sharing the whole story, right!?

I hear too many people blame things out of their control. I don’t know why they do this. But there is always an excuse. And so they walk around depressed, frustrated, angry, and anxious! And honestly, it’s draining.

By training, I do short term pastoral counseling which is goal oriented. I ask a set of questions to help the person focus on what they can do, what their options are, and how they’ll choose to address it. But sometimes, people don’t want solutions. Their reaction is to blame, to make someone else responsible for their pain and frustration. The essence of blaming is to literally make someone else responsible for their problems.

Why does someone choose to blame instead of taking personal inventory of what they can do to improve their situation? Here are some ideas:

  • it’s easier to make others responsible for our issues
  • we avoid looking at ourselves because it’s hard
  • it’s a defense mechanism and go on attack mode
  • self-reflection and awareness is hard work
  • we lie to ourselves and others
  • we avoid personal growth

Blaming is not holding ourselves responsible and believing that we are helpless, thus hopeless.

How do we address our cycle of blaming others? Do like Dungy: look to see what things you can control for results. Some of that may include being willing to learn from others, accept responsibility, practice self-awareness, build stronger relationships.

Employee Care, Leadership Development

The Business of Becoming


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Most companies don’t have a corporate chaplaincy program. I wish they did. I could employ some great leaders to help care for employees. Much of our work is to ask people, “How are you?” Our aim is (our real aim…those secret longings and goals we have) is that people reflect on who they are becoming.

Our service is not reduced to spiritual or crisis care because of our title. The work is about a partnership with employees to help them think critically about who they long to be and become. Isn’t that what we’re consciously or subconsciously thinking about?

Take my friend Art for example. The other day, he told:

Art: I’ve been thinking a lot about money lately. I can’t sleep at night thinking about it.

Me: What do you think the thoughts are trying to tell you?

Art: I want more for my life. It’s not about the money. It’s what I can do with it to help my family. I don’t want to see them struggling.

Art is thinking about the kind of person he wants to be and become. I’m simply creating space to listen so that he can shape and form, understand and discern. We’re making intentional space to examine our lives.

How often are you given space to examine your own life? How often is someone deliberately asking you to discern and reflect on the life you’re making?

As chaplains in the marketplace, our work is to help set the table for discernment and examination. We are curating questions and letting people go to work on their inner selves. What is done outwardly is first worked inwardly.

How can we serve your employees? We’d love the chance to create safe space for your team members.

work culture

Gracias. Perdón.


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If I can only practice gratitude and forgiveness for the rest of my life, it may be just be a life well lived.

Entitlement and control keep me from recognizing gifts of grace that I don’t make happen, but receive.

Protecting myself out of fear keeps me from forgiving others, myself, or even God.

Gracias. Thank you for the gift you offered.

Perdón. Please pardon me for the way I have mistreated you.

There is a need in the workplace to practice gratitude and forgiveness. Forgive your workplace for not being perfect. Forgive your coworkers for not turning things in on time.

Forgive yourself for not meeting deadlines and for thinking that work was going to fulfill all of your sense of meaning and purpose.

Express your thankfulness to a team member today. Say thank you to those who work alongside you. Be thankful for what you have instead of resenting what you don’t have.

Gracias.