# data[].attributes.headline
attachment to how things have worked before

# data[].attributes.subject
attachment to how things have worked before

# data[].attributes.headline
Ideas of how people have done things before

# data[].attributes.subject
Ideas of how people have done things before

# data[].attributes.body
Either with the new ED or the new research and policy director

# data[].attributes.body
would like to leave behind the feeling that we need to hire for a role because it is open - a lesson learned from the two hiring processes happening is that timelines will inevitably clash in ways that make it more and more difficult. it's okay to give things the space they need

# data[].attributes.body
Our new leaders will bring their own priorities and ways of doing things and we need to be open-minded and not expect them to have the same energy or ways of doing things as past leaders

# data[].attributes.headline
acceptance of/lack of a good culture around questioning a sense of urgency 

# data[].attributes.subject
acceptance of/lack of a good culture around questioning a sense of urgency 

# data[].attributes.headline
Frustrations with the Theory of Change process

# data[].attributes.subject
Frustrations with the Theory of Change process

# data[].attributes.body
Not sure if people are now feeling better about this or if we need to have more conversations about it, but there were some frustrations with the TOC process...and it seems important to figure out how to address them or just work on being all in - in support of Eli's role (which is largely focused on the TOC).

# data[].attributes.headline
triangulation & not communicating directly about needs

# data[].attributes.subject
triangulation & not communicating directly about needs

# data[].attributes.body
Just be open to anything - things might not actually change for a year, things might change gradually; Eli and new leadership might be ready to change it up (i.e. ditto on other thoughts re: open to change).

# data[].attributes.body
Lots of curiosity

# data[].attributes.headline
center 'continual learning' value during this transition and beyond

# data[].attributes.subject
center 'continual learning' value during this transition and beyond

# data[].attributes.headline
Patience with my own "neutral zone" stuff

# data[].attributes.subject
Patience with my own "neutral zone" stuff

# data[].attributes.body
Admittedly, I'm feeling like their start date is sooner than I was mentally prepared for...and I want to be OK with that and take care of myself through that - and not force myself to show up differently (while of course, not putting that on Eli)

# data[].attributes.headline
spirit of creativity and experimentation

# data[].attributes.subject
spirit of creativity and experimentation

# data[].attributes.headline
good care for myself, so i can show up as 'best self' as much as possible

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good care for myself, so i can show up as 'best self' as much as possible

# data[].attributes.body
and curiosity about what changing needs around this co-workers might have!

# data[].attributes.body
We might need to say no to things and re-think some of our workloads as onboarding a new director is a big undertaking. And we don't want to bombard them with all the stuff we think we have to do.

# data[].attributes.body
making peace with/embracing the fact things tend to be messy before things become more stable

# data[].attributes.body
mentally preparing for this process to be long - not expecting change to be quick in any way

# data[].attributes.body
Do our 1:1s, include Eli in the chat and the fun! Start problem-solving from a relational place - what might Eli need to know about me to understand where I'm coming from? What curiosity do I have about them to understand their perspective?

# data[].attributes.body
being open to getting to know ourselves in a new way - it's a time for us as individuals to change as well

# data[].attributes.headline
Taking time to separate any feelings of overwhelm from ongoing coverage for other positions and prioritize openness to connecting in Eli's first few weeks

# data[].attributes.subject
Taking time to separate any feelings of overwhelm from ongoing coverage for other positions and prioritize openness to connecting in Eli's first few weeks

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While 1:1's are built into our onboarding plan everytime, I value them so much; I want to make sure I'm showing up authentically to any time we connect as I do with everyone else on the team. Whether that's in our chats for a casual hello or making sure we have some sort of check-in time.

# data[].attributes.body
holding that Eli coming on board is not going to "fix" things at our org - right sizing our own expectations of what a new leader can do for us

# data[].attributes.body
we've been really used to sharing context and background of why we do something at our org (whether that's a process or action) - really shifting into a balance of sharing important context but not setting the expectation that that's how it will continue to be done

# data[].attributes.headline
be thoughtful about our priorities and what things we need to dig into and not delay/lose sight of

# data[].attributes.subject
be thoughtful about our priorities and what things we need to dig into and not delay/lose sight of