George | - Part 3

Running Off the Rails on a Crazy Train

In our society, it is normal to conform to the expectations of others. Most of us learn early in life to act on what others say, value and expect, especially from parents, teachers, family, experts.

In some ways it easier to do what others tell us: “In order to get ahead in life, I need good grades in school, so I will tell my teacher what s/he wants to hear, jump through the hoops, get it over and done with, so I can do the same thing in a job—and get paid for it.”

Subtle Messages

We listen to subtle messages that steer us into a particular career: “my mother said I was good with people and belong in a caring profession”; “my father always said I was no good at finishing things”; “you can’t make any money doing what I love!” So, we follow others into the family business, or the military, or a profession, or try to guess where the jobs will be in 20 years.

We get on a career track and stick with it. In other words, what our parents tell us, what society expects of us, what skills are required by the economy—is rational—and if we don’t conform to those messages, then we, as individuals, are irrational!

And, for most of us, that works for much of the time…until it doesn’t. Like train travel, a safe and efficient mode of transportation, we ride our career track until we reach a destination—the expected one of retirement of the unexpected one of a layoff.

Career goes off the rails

We usually aim at becoming something without ever taking the time to shape our own identity…then, we suddenly realize that we had no desire to get on that train at all.

It’s enough to drive any sane person a little crazy!

Internal conflicts (often represented by toxic stress or mental health issues) and external circumstances (change in life circumstances, such as job loss, illness, divorce) may require big changes in our lives…changes that can only be achieved by finding personal power and meaning in life.

Science to the Rescue

During the past 25 years, over 200 scientific studies have been published pointing to the power of narrative therapy to positively affect biological processes (including immune function) associated with health and illness. In addition, the power of expressive exercises, involving both emotional and cognitive topics, has benefited many individuals dealing with a range of physical, emotional, mental, and spiritual issues, such as cancer, heart disease, depression, cystic fibrosis, asthma, arthritis, alienation, isolation, and more.

Narrative counselling or therapy is designed:

– to help you resolve certain work/life issues;
– to give you a better understanding of your personal life story in its many dimensions and how it shapes or influences your work, career, relationships, and life;
– to repair your story;
– to create a better life.

In short, your current personal narrative is deconstructed so that a more adaptive story can be re-authored, a new or second story that gives you more power to make effective changes in your work and life, including better relationships with yourself and others.

Visit my counselling page to get more info on how narrative therapy can clear space in your life to generate a new beginning, a new work identity, a new role in society, or new opportunities.

If jobs are created around scarce resources, what is lacking in our new economy?

When we had a scarcity of food, we had an Agrarian Economy. When we had a scarcity of tools, equipment, machinery, clothes, houses, we had an Industrial Economy. When we had a scarcity of data, facts, and methods to make decisions, we had an Information Economy.

Some people say we are now in a Knowledge Economy because we have a scarcity of principles and logic to understand, explain, predict certain phenomena in the world. But, if economics is about scarce things, then we don’t actually have a Knowledge Economy because these days knowledge is freely available on the Internet.

In addition, billions of people in Asia are learning math, science, and English and our ‘knowledge’ jobs here in North America are being outsourced to cheaper labor markets, which dampens employer demand for knowledge workers on this side of the pond. For several decades, economists have been encouraging workers to get more education in knowledge industries to ensure job security. And they were right…until now!

The job market is subject to supply and demand economics. Twenty years ago, the economy was hot and growing due to the hi-tech boom. There was so much demand from employers for skilled labor–especially IT, telecom, and other hi-tech skills—and such a shortage of IT talent, that employers had to look beyond their local areas, across the country, even across the world to find enough skilled people to fill those jobs.

Job boards were developed as brokers to put these buyers & sellers of labor together, and they were very effective. As more and more people were sucked into the hi-tech sector, lots of openings were created in other sectors, including financial services, education, health, manufacturing, retail, food & beverages and so on. If you had any kind of skills, education, or experience, you could throw your resume online and you were sure to get calls from internal & external recruiters. Those were the days!

But, when the recession of 2008 hit, employers in America laid off 10M+ workers. Suddenly, and since then, employers have had very little demand for new employees. Except in certain places, like the oil&gas sector of northern Alberta, and other pockets where certain skills are in demand.

Some people say jobs are scarce, but they aren’t. There is never a shortage of jobs, although often there is a shortage of money or will to bribe people to do some of it. Generally speaking, we are in a ‘jobless’ recovery as corporations hoard money due to lack of confidence in economic prospects.

Besides, most people who want paying jobs have paying jobs. That’s why governments have foreign worker programs to bring in people to do jobs at a pay that most other people won’t accept. For many people in developing countries, who have next to nothing in terms of material things, they are quite happy to work just for money.

This only proves there is no job scarcity. Jobs go begging because most people do not have a burning desire to do certain work for its own sake–e.g. clean hotel rooms, flip burgers, pick crops, butcher beef, and so on—because they cannot see a point to it all. In short, their work lacks purpose.

Our higher levels of education increase our expectations. Once our physiological needs are met, we pursue love and belonging, which will give us self-esteem, confidence, and the respect of others. Our expectation is to become all we are capable of. Flipping burgers doesn’t cut it any more.

When something is in high demand and short supply then people become obsessed with getting it, whatever “it” is…but the “it” is no longer knowledge. Job security be damned, it’s gone in many knowledge industries. So, what’s the next scarcity? What do we call the new Economy?

The Purpose Economy, according to some economists. What is scarce now is meaning and purpose. Jobs are being redesigned to give people more of both. Boring, mundane, predictable jobs will continue to be outsourced. Many jobs organized around math and science will be done in cheaper labor markets.

Professionals and other educated workers here in North America may need to push from the inside out, to pressure employers, especially large institutional employers of big government and big business, to invest in a Purpose Economy. Social entrepreneurs, like Sal Khan—a former hedge fund manager who founded Khan Academy to provide a free world-class education to anyone anywhere–are at the leading edge of this new economy.

As individuals, they are carrying much of the burden to re-engineer their work accordingly. In order to understand how to re-craft your job for more purpose, you need to understand what motivates you intrinsically, where you learned and acquired skills intersect with your natural strengths, deeper values, higher aspirations—and how to leverage these key success factors into work that benefits not only you but your employer and the wider Purpose Economy.

A new economy is rising, and it will offer security to workers who can leverage meaning and purpose into their work.

Focus on Interests not Positions to Resolve Workplace Conflicts

We are social beings with an inherent, natural desire for connection and attachment to other humans. One of the core functions of work is to provide us with a broad social connection to our world, as well as more intimate connections with our colleagues, clients, and others. When we lose a job, we often lose key relationships that can add to a sense of isolation, even loneliness.

At work, we experience a range of relationships–positive and negative, simple and complex, routine and unusual. These experiences can energize or drain us. We go through periods of harmony and conflict. Learning to manage our workplace relationships is a key skill for career survival and advancement.

We might strive for harmony, but work is often a theatre of conflict because there are competing interests at every level. Conflicts arise between colleagues seeking to advance their careers in a hierarchy with limited opportunities; between employer priorities and employee needs; between employer policies and union rules; between company deadlines and technological failures…and so on.

Learning to resolve conflict is part of managing our workplace relationships. In our recent free webinar 3 Secrets of Conflict Competency,* we learned about the difference between Positions and Interests, as the single most important part of preparing for any negotiation or effort at Conflict Resolution.

Clarifying your own interests is often one of the few things in your control.

You may not be able to discover what the real underlying interests of the other side are but at least you can clarify your own interests. For example, as a front-line supervisor, we might seriously object to a subordinate’s performance and characterize him or her as incompetent, unreliable, undependable…so we take the position that they must be terminated. However, we may not have the authority to fire or layoff that individual, so our position hardens, poisoning our milieu at work, increasing tension and conflict.

We can reduce these negative effects on ourselves and others by focusing on our interests as they relate to the employee’s performance. Our interests might include the following notions:

He breaks all the rules about hours of work and personal calls which undermines my leadership;
I am worried about losing my job because of declining sales;
He could be making more money for the company than he is and I can’t seem to motivate him.

These interests reveal a range of needs and values—e.g. authority, job security, leadership ability. Understanding the needs and values represented by an individual’s interests now uncovers a range of solutions that will meet all or some of the interests of both parties. Interests are what a person really wants!

In summary, positions are responses or actions a person will take to meet their needs. Taking a position closes off communication and reduces the opportunity to find a mutually satisfying solution. If you are caught in a conflict, your task is to clarify your own interests first, and then uncover those hidden interests of the other party.

Interests are needs, concerns, and values that motivate each person. By understanding and communicating the interests of both parties, you have a very good chance of resolving the conflict.

* Note: For Webinar Link. Select ‘Click Here to Listen In’ then select ‘View presentation with audio’ to see slides with audio. If clicking on the link doesn’t work, try copy-and-paste link into your browser.

From Doormat to Driver’s Seat—Career Change in the New Economy

Entering the world of work is like walking through a door. Previously, we could follow a simple formula—go to school, get good grades, go to college or university, get good grades, which gets you a good job, then live a good life. We all knew which door to walk through. This was the “grand narrative” or post-WWII social contract that characterized the working lives of people lucky enough to be born and raised in the Western world.

Not anymore. The new millennium ushered in a new social arrangement of work, a post-industrial order, fuelled by information technologies, global economics, cultural diversity, and postmodern ideas.

Uncertainty. That’s the new buzzword for the workplace of 2014 and beyond. How we respond to these profound changes is crucial to our physical, mental, and social well-being. In the words of William Arthur Ward “The pessimist complains about the wind; the optimist expects it to change; the realist adjusts the sails.”

We can be doormats and let these new social realities walk all over us (or hope, unrealistically, they never show up at our door).

Instead of being passive, we can be pro-active and cross the threshold of despair or denial by putting ourselves into the driver’s seat to navigate successfully through obstacles.

The cradle-to-grave job security of the Industrial Age still exists but, paradoxically, only in the most non-industrialized sector—the public service at all levels of government, and that security will be challenged by demands for harmonization with less stable private sector working conditions.

For an increasing number of individuals, then, this new reality of work in the Information Age involves job prospects that are far less definable, predictable, or stable…especially for young adults who are finding it increasingly difficult to break into good jobs.

Unfortunately, this is increasingly true for mid-lifers too! Midlife is a normal developmental life stage that occurs usually between 35-55 years of age. I’m seeing a growing number of layoffs in this age group. Take the newspaper industry as one example. The chances of finding a similar job in the same sector for a senior journalist, editor, manager is very difficult–almost impossible– as online news sources replace the traditional business model of print ads supporting news. The same goes for many other sectors of the economy that are facing significant changes due to de-industrialization, organizational mergers, downsizing, economic restructuring, and other factors.

While the wider world of work is changing as we speak, what has not changed is the importance of work in the lives of individuals, as a means for survival, power, self-worth, social connection, or self-determination. The meaning and purpose of work for many of us as will be severely challenged in the next decade.

Since we can’t count on that simple formula or grand narrative anymore for guiding our career decisions, we need to focus on our individual narratives or stories to help us navigate through this grave new world of work. For the past 20 years, I have helped young adults find a career job and helped mid-lifers make effective career changes. I do it by constructing a new story for my clients, one that empowers them to see the road ahead and make decisions that put them in charge of their career. How I do so is explained in this short video and at this link.

Understanding who and what you are in terms of work—not a narrowly-defined job description but the kind of work you are suited for and needs doing in the world—is needed to survive and thrive in today ’s uncertain labor market. Current labor-market realities are changing. For example, there is a big shift in North America from a manufacturing to a service economy, whether we like it or not. Having clarity about your career identity—who and what you are in terms of a work-based value proposition—gives you more ability and flexibility to adapt to the changing labor market. Your story holds the key to your adaptability, your prospects of making a successful change when the time comes…and it will come!

Career transitions are now and will continue to be more frequent and, perhaps, more difficult here in North America. Are you ready?

Hope Springs Eternal for Career Change

Hope springs eternal in the human breast;
Man never is, but always to be blessed:
The soul, uneasy and confined from home,
Rests and expatiates in a life to come.
– Alexander Pope, An Essay on Man

What do you hope for in 2014?

Empirical studies indicate that most episodes of hope involve achievement-related goals, e.g. success in some academic, artistic, athletic, career, relationship, and so on. “Hope is the passion for the possible.”

When it is allied with our highest aspirations and deepest values, it can give us a general orientation to life that motivates us to take actions…and propel us towards our desires.

Hope is grounded in desire

In the quote above, Pope refers to the desire to be blessed. Do you know someone with the first name, Hope? Ask them why their parents gave them that name.

One friend told me she was born prematurely at 1.5 lbs in a place and time where there were no medical facilities to treat her. Her mother and father put her in an incubator—where she stayed for 4 months—and prayed, then hoped for the best. They were elderly parents and Hope turned out to be their only child—a true blessing in their lives! She felt truly loved by her parents, deeply cared for, and relishes the time she had with them. She feels blessed as their child.

Caring about our future

Hope belongs to a constellation of feelings and attitudes related to caring about our future. On the positive side it is related to optimism, confidence, courage, faith, gratitude, and contrasts with fear, pessimism, resignation, despair. Usually, it is felt less intensely than fear, more like a sentiment that has a positive moral value.

One function of hope is to give goals far away from us their due importance. For example, making a career change usually takes time. Hope rouses feelings necessary to influence our conduct, to motivate us to take actions towards future goals. It helps us to overcome everyday difficulties by looking beyond them to a better future.

Hope motivates us to plan

Having made several career transitions myself, and helped hundreds of individuals make significant career changes during the past 20 years, I have learned that hope—as a general orientation towards achieving future goals—increases the effectiveness of career change tools and techniques, such as visioning, goal setting, planning, implementing, adapting actions, prospecting opportunities.

In the quote above, Pope uses the word expatiates, which means to speak or write at length or in detail. I guide my clients through a process of speaking and writing to uncover their hopes and desires.

I strive to help my clients develop clarity about their strengths, particularly their talents and motivations, in order to foster realistic hope. Clarity feeds confidence and increases self-understanding, both necessary for taking effective actions to realize goals. But hope provides the framework for action.

Hope is the well spring of desire and we deserve to be in a state of desire!

After all, if we have no hope for a better future, why take any actions?

I will leave you with some words of hope from the wise…may they nurture and sustain and help you persevere through the difficult times of the year ahead.

Most of the important things in the world have been accomplished by people who have kept on trying when there seemed to be no hope at all. (Dale Carnegie)

Hope is the companion of power, and mother of success; for who so hopes strongly has within him the gift of miracles. (Samuel Smiles)

Consult not your fears but your hopes and your dreams. Think not about your frustrations, but about your unfulfilled potential. Concern yourself not with what you tried and failed in, but with what it is still possible for you to do.” (Pope John XXIII)

Job Change and the Hourglass of Eternal Recurrence

This is the time of year when we are regaled with year end reviews—news, movies, musical hits, championships, scandals, and so on. Let’s step away from the usual sort of reviews for a thought experiment.

Imagine some demon sitting on your shoulder and whispering in your ear: “This life—as you lived it this past year—you will have to live once more, and innumerable times more; and there will be nothing new in it, but every pain and every joy and everything unutterably small or great in your life will return to you, all in the same succession and sequence.”

Is this past year, one that you would want repeated again, forever, like an eternal hourglass of existence turned upside down again and again and again? Imagine going through life with chronic stress from work, or dis-ease, anxiety, dissatisfaction, hopelessness, depression. Let’s face it, that’s what most of us put up with in order to make a living to get to a pension and out of this life with some level of comfort.

This idea is sometimes called Nietzsche’s wager, so named for Friedrich Nietzsche, the 19 C. philosopher, who first popularized it. Think of the psychological consequences of eternal recurrence: Each time you choose an action or avoid one, you are making a bet or wager on its consequence for eternity.

How can you not hate this thought experiment?

Imagine being stuck in a job you hate, or don’t like, or feel indifferent to…imagine having to perform the same job duties over and over again…forever…it almost takes your breath away. Imagine that all the choices you make to satisfy others for the sake of duty, obligation, responsibility, or social convention–is your eternal life!

But that was Nietzsche’s objective, to make you hate it. You always have a choice, he said, to live based on hating this idea of eternal recurrence (hoping his theory is wrong), or live in such a way that you love the idea of living forever with the consequences of your choices!

Bronnie Ware is an Australian nurse who spent several years working in palliative care, caring for patients in the last 12 weeks of their lives. She recorded their dying epiphanies, and put her observations into a book. The number one regret as recorded by Ware was expressed as:

“I wish I’d had the courage to live a life true to myself, not the life others expected of me.”

How to find a better career? It’s never too late to start living the life you want to live, doing the work you want to do, creating the results you really want in life. As a job change expert, my job is to help you find that positive eternal groove. You can have a better jobfit, one that matches your natural strengths and motivations to work that will energize you, not drain you. You can have more joy in what you do day in and day out, everyday, always.

Best wishes for a Holiday season and New Year full of eternal recurrences that make your heart sing!

3 Tips For Overcoming Job Loss

In recent weeks, I’ve spoken with several people who lost their jobs after 20+ years with the same employer. One person is angry and bitter and takes every opportunity to vent about the unfairness of it all; another turned to drinking through the day; another is fighting the desire to hunker down in their “cave” and nurse their wound.

Some of these coping mechanisms might even be necessary in the short term as temporary relief. After all, this kind of job loss is often experienced like the death of a loved one. It’s serious stuff. In a previous post, I gave some examples of job losses and what your thoughts might be about it.

But life moves on. Learning to adapt to changing circumstances in life is a necessary skill. Lots of advice has been written about how to cope with job loss, and how to move on. Based on my 20 years experience, here’s what I’ve learned that works for most people most of the time:

1. Take care of yourself. Grieve your loss. Too many people don’t take enough time to let go of this major experience in their life. Think of all the time and energy invested in a job for 20+ years. It takes much longer than most people realize…to dis-engage from their work.

You have every right to be upset, so accept your feelings—anger, hurt, rejection, panic, relief, whatever you feel, go easy on yourself. When you get up in the morning, take a pad of paper and write down everything you feel—for 10-20 minutes, all the things you wished you’d said (or hadn’t said) to your former manager. Do this for as many mornings as it takes to dump your feelings. This is especially cathartic if your termination was handled in an insensitive way.

Then, if possible, take a vacation, get out of town, put some distance between you and the experience. It’s easier to process the emotions, the memories, when sitting on a beach, or in some other safe haven. Eat well, make time for regular exercise, practice stress relief exercises, stay positive.

If basic habits, such as eating or sleeping, are disturbed by the job loss, get professional help from a doctor, a psychologist, a counselor. Ask for the support you need. Don’t try to shoulder the stress of job loss and unemployment alone. Your natural reaction may be to withdraw, to resist asking for help out of pride, shame or embarrassment. Don’t isolate yourself and brood. You will only feel worse. Whatever it takes to accept the situation, get there. The sooner you do, the sooner you can get on with the next phase in your life.

2. Reaching out to others. Over the years, you’ve built up a goodwill network of family, friends, colleagues, acquaintances in your personal and professional life—now is the time to draw on that goodwill! Share what you’re going through with the people you trust, not necessarily the people closest to you, such as your immediate family, who also may be hurting from your termination.

Join a job club or form one with former colleagues who may have been laid off at the same time. Commiserating, talking through your feelings, focusing on shared issues can be energizing and motivating. Personal and professional support will help keep you on track during your job search.

Networking is not rocket science but it is a skill and, like any skill, it can be learned and applied in the real world. It is a simple fact that most job openings are not posted as job vacancies but exist as job opportunities off the radar screen, and filled by word of mouth. That’s why networking is the best way to find a job. Basically, networking isn’t about using other people or aggressively promoting yourself—it’s about building relationships, and getting yourself in the right place so that when opportunities arise…you are in the pipeline ready, willing and able to take on a task! Learn to network—if you persist, it will pay off!

3. Rethink your career goals, or rediscover what truly makes you happy. Not everybody needs to create a job search plan, or keep a regular routine, or list their positives. We all have talents and motivations that will kick in…but now is the time to leverage your natural strengths into understanding how they correlate with specific jobs in specific work settings. This is the central message of JobJoy, so visit our site to find resources that can launch you into a new career or help you build on your existing one.

If you know anyone who has suffered a recent job loss, please pass this post along to them…and remind them that you have an encouraging work, a listening ear, a helping hand, a shoulder to lean on whenever they need it!

3 Steps to a Grand Ol’Time at Work

1. Find out what specific jobs are a good fit for you, and which specific work settings offer such jobs.

You probably have some ideas already about what you want to be doing, what you’re good at, what you liked and didn’t like about previous jobs, and what you like or don’t like in the cultures of those organizations.

But these ideas need to be supported with evidence. That is the purpose of a career assessment—to provide you with proof and clarity about what really works for you. Proof builds the confidence that you need to take actions that will move you from where you are now into that better fit through efficient and effective job change.

2. The faster and cheaper you validate this career hypothesis, the sooner you will find the right fit and start earning more with it. You can validate through first-hand experience by trying something (including bite-sized projects), or second-hand by visiting people already working in similar jobs and asking them specific questions that will help you evaluate a fit for yourself:

• How did you get into your field? Is that still a good way?
• What are the major responsibilities of your position?
• What is a typical workday or week like for you?
• What do you like and dislike about your position?
• What are the critical skills and personal characteristics needed in this kind of work?
• What are some of the major problems or issues that someone in your position faces?
• What are the prospects for someone entering your field today?
• What are the career paths of this profession? With experience in this field where can a person move?

If you get into a discussion about your background, you can ask:-

• Given my background, what do you think I need to do to become competitive for a job in this field?
• Can you suggest anyone else I might talk to?

3. Focus on a target or goal and use proven, effective actions to reach it. Your work is a sizeable chunk of your human experience—you are likely to spend 80,000+ hours in jobs, so finding and securing work should be a “grand” adventure.

I use the word “grand” in every sense of the word. Your work should tap into your highest aspirations and deepest values with a rank and appearance that announces who you are to the world and what you will do for it.

But we shouldn’t take it so seriously that we lose sight of living…when we say we had a grand day, we are using the world informally to indicate we had an enjoyable day…so we should also have a grand ol’time with the work we do.

And, like a grand piano, or a couple grand in your pocket, our work should have weight, or gravitas, something that adds value to us personally and to those around us…our work should enrich the world!

Job Change Advice: Your Values and your Job don’t have to Conflict

Christine Ouellette came to me because she wasn’t too clear on what she wanted to do and sought objective insight from someone else.

She was a vice-president of an international development consulting firm and really didn’t want to continue in that position because her responsibilities were changing and leaning towards business development, whereas her interest was more on the technical side.

Her passion was transferring skills, particularly around making transparent decisions grounded in democratic and participatory processes, to government and non-governmental organizations in developing countries. She specialized in good governance, poverty reduction and social responsibility. Christine was particularly concerned with the links between violence against women, human rights, and development and had carved a niche for herself as a specialist in gender equality and ending violence against women.

The first thing we did was an exercise identifying the most fulfilling experiences that she considered successful but wouldn’t necessarily be considered successful by other people.

By identifying her professional passions and innate strengths, she was able to refocus. She was in the right field, but by the time she met me, she had outgrown the organization where she was employed. She felt her employer was doing fabulous work in social development, but too much of her time was spent managing instead of doing. She was de-motivated by having to focus on the bottom line and managing priorities defined by others.

Christine needed work where she could set her own priorities in line with her values.

She had owned her own firm in the past, but it was freelancing, “an in-between thing” that she did between jobs.

She decided to restart her business and make it very focused. This time she was serious. She developed a mission statement, corporate image and concept for a web site and a brochure for the organization.

Now Christine works with associations that she chooses to work with – private sector, not-for- profit, and government organizations. She works exclusively on issues that she cares about. “It’s not about billing. It’s about values.”

Nowadays there is coherence between her values, her principles and the work she does. She’s making as much money as she did working in a formal setting and it’s much more gratifying and stimulating because she doesn’t have to reach financial goals set by someone else.

Since she’s been working for herself, Christine has been doing the types of projects she’s most interested in, both in Canada and overseas. For example, she developed a proposal with CARE Canada giving voice to marginalized people in South East Asia.

Christine made a heavy-duty commitment to her values. She understands the value of having a vision and sticking to it. She checks in with me once a month to help clarify that vision and come closer to the manifestation and obtainment of that vision.

She said she finds it valuable to have a third party objective point of view of her decisions. I’m not her husband, I’m not a coworker, I’m a third-party objective observer.

Christine needed to have a clearly defined vision to enable her to take actions that moved her closer to that obtainment. Ironically, this clarity made her more attractive to employers. Her vision and values harmonize so well with CARE Canada that they recently offered her a position as a specialist in Governance and Capacity Building.

After 2.5 years as country director in Cameroon for CARE, last summer she took on a new challenge as senor advisor gender equality, seconded by CIDA to the Pakistan Earthquake Reconstruction and Rehabilitation Authority. Now, she’s recently returned to Canada to take on the role of VP-Porgrams at the Canadian Hunger Foundation to foster food security for the world’s poorest communities.

Her vision manifests love – something that she wanted to see in the world so much that she was willing to take action to see it happen. It was easy to take action after she confronted her fears.

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