Drama and excitement often dominate our attention, it’s important to acknowledge the significance of seeking and embracing solutions. While some individuals thrive on the social tension and excitement that problems bring, it is crucial to recognize that solutions are the key to progress and growth. This article explores the value of solutions, the responsibility and commitment they entail, and why they may sometimes be overlooked in favor of the allure of drama.

The Desire for Drama versus the Quest for Solutions

Many people find themselves drawn to drama, as it provides an immediate rush of adrenaline and entertainment. Drama can be addictive, captivating our attention and fueling our need for excitement. However, it is important to remember that drama is often a temporary distraction that offers no lasting benefits. On the other hand, seeking solutions requires a commitment to address the root causes of problems and work toward long-term resolutions.

The Responsibility and Commitment of Solutions

Solutions come with a level of responsibility and commitment. They require individuals to take ownership of the issues at hand and actively engage in problem-solving. This responsibility may involve making tough decisions, taking necessary actions, and dedicating time and effort to achieve the desired outcome. While this commitment may seem daunting to some, it is through embracing solutions that we can truly make a difference and drive positive change.

The Hidden Cost of Social Tension and Excitement

While drama and social tension may provide a sense of excitement, they often come at a cost. The addictive nature of constantly being embroiled in drama can be detrimental to personal well-being and relationships. Moreover, the cycle of drama perpetuates itself, creating a never-ending loop of conflict and unrest. In contrast, solutions pave the way for a more peaceful and harmonious existence, allowing individuals and communities to thrive in a stable environment.

The Boring but Noble Pathway to Resolution

Solutions are often perceived as mundane or uninteresting when compared to the thrill of drama. However, it is essential to recognize the noble nature of solutions. By seeking and implementing solutions, we address the core issues and bring about positive change. Solutions provide a clear pathway toward resolution and the end of storms. They allow for growth, improvement, and the opportunity to create a better future.

The Value of Cleaning Up

Not everyone is eager to see the end of a storm because it signals the beginning of the arduous task of cleaning up. However, cleaning up is an essential part of the solution process. It involves learning from past mistakes, rectifying damages, and laying the foundation for a stronger and more resilient future. The effort invested in cleaning up after a storm is crucial for growth and sets the stage for further progress.

Conclusion – Embracing Solutions

In a world where drama often takes center stage, it is vital to recognize the value of solutions. Solutions bring about responsibility, commitment, and the opportunity for long-term growth and progress. While drama may offer momentary excitement, its addictive nature can hinder personal and collective development. By embracing solutions, we choose the noble pathway of resolution, paving the way for a brighter future and leaving the storms behind. Let us shift our focus from drama to problem-solving and contribute to a world driven by positive change.

In a world where diverse perspectives abound, it is essential to recognize that opposing views should be seen as opportunities to learn and grow, rather than reasons to engage in conflict. Often, we become so focused on defending our own perspectives that we miss the chance to gain a deeper understanding of alternative viewpoints. By actively seeking out different perspectives, we not only broaden our knowledge but also challenge the validity of our own ideas. We can develop more robust plans that are better equipped to withstand the complexities of the real world.

Expanding Horizons through Diverse Perspectives:

When we surround ourselves solely with individuals who share our beliefs and opinions, we inadvertently limit our exposure to new ideas and alternative viewpoints. Embracing opposing views opens doors to a wealth of diverse perspectives that can broaden our horizons. By engaging in constructive conversations with those who hold different opinions, we gain valuable insights, uncover blind spots, and discover alternative solutions to problems we may have never considered.

Fostering a Culture of Intellectual Curiosity:

An environment that encourages the exploration of opposing views fosters intellectual curiosity and critical thinking. Rather than dismissing contradictory perspectives, we should welcome them as opportunities for growth. Approaching such interactions with an open mind allows us to challenge our own assumptions, reevaluate our beliefs, and refine our ideas. This process enables us to evolve intellectually and continuously expand our knowledge base.

Testing the Validity of Ideas Through Opposing Views

When faced with opposing views, we are presented with an invaluable chance to test the validity of our ideas. By subjecting our beliefs to scrutiny and considering counterarguments, we can strengthen our arguments or identify areas that require further development. Constructive debates and discussions help refine our thought processes and equip us with a more nuanced understanding of complex issues.

Enhancing Decision-Making and Problem-Solving:

By actively seeking out diverse perspectives, we improve our decision-making and problem-solving abilities. Engaging with individuals who hold opposing views challenges us to consider alternative approaches and weigh different options. This process helps us make more informed decisions and arrive at innovative solutions that are more likely to withstand real-world challenges. Embracing opposing views empowers us to develop robust plans that consider a range of possibilities and potential outcomes.

Cultivating Empathy and Understanding:

Engaging with opposing views also cultivates empathy and understanding. By making a genuine effort to comprehend different perspectives, we develop the ability to empathize with others’ experiences, values, and beliefs. This empathy allows us to build bridges of understanding, facilitate constructive dialogues, and find common ground. Embracing opposing views not only enhances our personal growth but also contributes to a more inclusive and tolerant society.

Conclusion – Embracing Opposing Views

In a world that thrives on diversity, embracing opposing views is crucial for personal and professional growth. By seeking out different perspectives, we expand our horizons, foster intellectual curiosity, and test the validity of our ideas. Engaging in constructive conversations challenges us to think critically, enhance decision-making abilities, and develop innovative solutions. Additionally, embracing alternative views cultivates empathy and understanding, fostering a more inclusive society. So, let us embrace the opportunity to learn from differing viewpoints, for it is through this process that we can truly evolve and thrive in an ever-changing world.

We must recognize that true success lies in leading people with inspiration rather than managing and manipulating them.

Lead and inspire people. Don’t try to manage and manipulate people. Inventories can be managed, but people must be led. – Ross Perot

These profound words encapsulate the essence of impactful leadership, emphasizing the significance of empowerment, trust, and genuine motivation.

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Empowerment Through Trust

Successful leaders understand that trust is the foundation of any thriving team. Instead of attempting to control and manipulate individuals, they focus on fostering an environment of trust and autonomy. By empowering team members with responsibility and ownership, leaders demonstrate confidence in their abilities. This trust cultivates a sense of accountability and encourages individuals to take initiative, contributing their unique perspectives and talents to achieve shared goals.

Inspiration through Visionary Leadership

Visionary leadership is about painting a compelling picture of the future and inspiring others to embrace it. Effective leaders provide a clear direction and purpose, aligning the team’s efforts toward a common objective. By communicating the vision with passion and conviction, leaders ignite enthusiasm and foster a shared sense of purpose. When individuals are inspired by a greater cause, they become motivated to overcome challenges and push boundaries, propelling the team to new heights.

Nurturing a Culture of Collaboration

Leadership is not a solo endeavor but a collaborative journey. Exceptional leaders understand the power of fostering a culture of collaboration, where diverse perspectives are valued and teamwork is encouraged. Instead of managing people as mere resources, they leverage the strengths and talents of each team member, promoting synergy and innovation. By creating an environment that encourages open communication, trust, and mutual respect, leaders unlock the collective potential of the team.

Cultivating Authentic Relationships

Successful leaders recognize that genuine relationships form the backbone of a thriving team. They take the time to listen actively, understand individual needs, and provide support and guidance. By cultivating authentic connections, leaders build rapport and foster a sense of belonging. Through empathy and understanding, leaders can address individual challenges, nurture personal growth, and create a cohesive and motivated team.

Conclusion – Leading with Inspiration

Ross Perot’s timeless quote serves as a powerful reminder that effective leadership is about leading and inspiring people, not managing and manipulating them. True leaders understand the value of empowerment, trust, and authentic motivation. By fostering an environment of collaboration, purpose, and genuine connections, leaders unlock the full potential of individuals and teams, propelling them toward success. As we aspire to become exceptional leaders, let us remember that leading with inspiration is the key to nurturing growth, fostering collaboration, and achieving remarkable results.

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In the realm of effective leadership, it is crucial to understand that true guidance and influence come not from forceful measures, but from inspiring others.

“You don’t lead people by hitting them over the head. That’s assault, not leadership.” – Dwight Eisenhower

This profound quote encapsulates the essence of effective leadership, emphasizing the importance of respect, empathy, and positive motivation.

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Leading Effectively

  1. The Power of Respectful Guidance: In today’s fast-paced and interconnected world, leaders need to adopt a people-centric approach. Effective leadership involves understanding that individuals thrive when they are treated with respect. Instead of resorting to aggression or forceful tactics, true leaders prioritize building relationships, nurturing trust, and valuing the opinions of their team members. By respecting and acknowledging the contributions of others, leaders create an environment that encourages collaboration and innovation.
  2. Inspiring Through Vision and Purpose: Leadership is about setting a clear vision and purpose that resonates with the team. By painting a compelling picture of the future, leaders inspire their followers to align their efforts toward a common goal. Effective leaders communicate their vision with enthusiasm and conviction, igniting a sense of purpose and passion within their team members. When people feel connected to a greater cause, they become motivated and empowered to go above and beyond their usual capabilities.
  3. Cultivating Empathy and Emotional Intelligence: Great leaders understand that empathy is a powerful tool that drives meaningful connections. They actively listen to their team members, seeking to understand their needs, concerns, and aspirations. By demonstrating empathy, leaders can address individual challenges and foster a supportive work environment. Additionally, leaders with high emotional intelligence can effectively manage their own emotions and those of others, promoting harmony and enhancing team dynamics.
  4. Nurturing Growth and Development: Leadership goes beyond delegating tasks and managing performance; it involves nurturing the growth and development of individuals within the team. Effective leaders invest in their team members’ professional and personal growth by providing mentorship, training opportunities, and constructive feedback. By fostering a learning culture, we empower our team to continually improve their skills and unleash their full potential.

Conclusion – Effective Leadership

Dwight Eisenhower’s insightful quote reminds us that leadership is not about imposing authority through force. It is about inspiring others to reach their full potential. Effective leaders understand the importance of respect, empathy, and positive motivation. By cultivating a culture of collaboration and purpose, we create an environment where individuals can thrive and achieve remarkable results. As we strive to become better leaders, let us remember that true leadership lies in inspiring others, not assaulting them.

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In the fast-paced world of business, being exceptional at your job often comes with a downside: more work. This phenomenon, commonly known as “performance punishment,” can have detrimental effects on both employees and organizations.

By understanding the pitfalls, leaders can create a healthier work environment that fosters employee retention and development.

  1. The Perils of Overworking High-Performers: It may seem counterintuitive, but overloading high-performers with excessive work can lead to a fast track to disaster. While their stellar performance may make them reliable go-to individuals, it is crucial to recognize that they are not invincible. Overburdening them can result in burnout, diminished productivity, and a decline in the quality of their work. Furthermore, it creates a breeding ground for resentment, as these individuals feel undervalued and taken for granted.
  2. The Negative Ripple Effect: Performance punishment doesn’t just affect the high-performers; it impacts the entire organization. When talented individuals start feeling overwhelmed, they may begin to question their loyalty and commitment. Ultimately, this can result in their departure from the company, taking their expertise and institutional knowledge with them. Losing top talent not only disrupts team dynamics but also hampers innovation and growth. Additionally, by solely focusing on high-performers, leaders inadvertently neglect the development of other team members who may require support and guidance to reach their full potential.
  3. Encouraging a Culture of Mediocrity: A misguided emphasis on overworking high-performers creates a skewed sense of priorities within the organization. If the sole focus is on quantity rather than quality, poor performers may fly under the radar, escaping the necessary scrutiny and accountability. By neglecting to address subpar performance, leaders miss valuable opportunities for growth and improvement. Ultimately, this perpetuates a culture of mediocrity, stifling innovation and hindering the overall progress of the company.
  4. Striking a Balance: Rewarding the Right Behaviors and Standards: To avoid falling into the performance punishment trap, leaders must take a proactive approach in finding the right balance. It is vital to establish a culture that values work-life balance, promotes open communication, and encourages collaboration. By recognizing and rewarding not just the end results but also the process, leaders can foster a positive work environment where employees feel appreciated and supported. Furthermore, implementing performance evaluation systems that provide constructive feedback and development opportunities can help all employees thrive and grow.

Conclusion – Performance Punishment

While the concept of performance punishment may initially seem counterintuitive, its detrimental effects are all too real. Leaders must be mindful of the potential pitfalls of overworking high-performers. As well as the subsequent negative consequences for both individuals and the organization as a whole. By prioritizing employee well-being, nurturing a culture of balance, and rewarding the right behaviors, leaders can create an environment that encourages growth, retains top talent, and sets the stage for long-term success.

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Remote teams can offer a range of benefits, such as accessing top talent, reducing overhead costs, and improving work-life balance for employees. However, managing remote teams requires a different set of skills and approaches than managing in-person teams.

Establishing Clear Communication Channels

Effective communication is the foundation of any successful remote team. As leaders, we should establish clear communication channels and guidelines to ensure that everyone is on the same page. Here are some best practices for effective communication:

  • Establish clear expectations around communication frequency and response times. It’s crucial to ensure that all team members understand how to communicate effectively, whether through email, video conferencing, or instant messaging.
  • Utilize collaboration tools such as Slack, Trello, or Asana to keep everyone on the same page. These tools can help streamline communication and collaboration, allowing for more efficient teamwork.
  • Schedule regular team meetings to ensure that everyone is up to date on projects and goals. Additionally, schedule one-on-one meetings with each team member to discuss individual progress and any concerns they may have.

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Encouraging Transparency and Trust Within Remote Teams

Remote teams require a high level of trust and transparency. As leaders, it’s essential to foster an environment where team members feel comfortable sharing their thoughts and ideas.

  • Establish clear expectations around goals, deadlines, and deliverables. Ensure that everyone understands their role in the team and how their work contributes to the overall success of the project.
  • Encourage team members to share their thoughts and ideas openly. Create an environment where feedback is welcome and encouraged.
  • As leaders, we should make ourselves available to our team members. Be responsive to their questions and concerns and provide feedback in a timely manner.

Focusing on Results, Not Hours Worked

One of the benefits of remote work is the ability to work flexible hours. It’s essential to focus on results rather than hours worked.

  • Set clear goals for the team and individual team members. Ensure that everyone understands what success looks like and how it will be measured.
  • Monitor progress towards goals regularly. Use project management tools to track progress and identify areas where additional support may be needed.
  • Provide regular feedback on performance, focusing on results achieved rather than hours worked. Celebrate successes and identify areas for improvement.

Prioritizing Remote Team Building

Remote teams can feel isolated, making it essential to prioritize team-building activities.

  • Create opportunities for team bonding. Schedule regular virtual team-building activities such as online games, virtual happy hours, or team lunches.
  • Foster a sense of belonging. Encourage team members to share their interests and hobbies with the team. Create a virtual water cooler or chat channel where team members can share non-work-related content.
  • Celebrate team successes, big and small. This can help create a sense of shared accomplishment and motivate team members to continue working hard.

Providing the Right Tools and Resources for Remote Teams

To be successful, remote teams require the right tools and resources.

  • Ensure that our team has access to the technology they need to work effectively. This may include project management software, video conferencing tools, or collaboration platforms.
  • Ensure that our team members are trained in the technology they will be using. Provide ongoing support and troubleshooting resources to help them overcome any technical issues they may encounter.
  • Invest in cybersecurity and training to ensure that our team is aware of cybersecurity best practices. Provide the tools and resources they need to protect sensitive information.

Manage work-life balance

Working from home can blur the lines between work and personal life, making it important for leaders to help their team members manage their work-life balance.

  • Set clear expectations around working hours and availability. Ensure that team members understand when they are expected to be available and when they are not. Encourage them to take breaks and disconnect from work when they are not working.
  • Be mindful of time zones. If our team is distributed across different time zones, be mindful of scheduling meetings and deadlines that may fall outside of typical work hours for some team members.
  • Encourage team members to take time off when needed. Remote work can be isolating, and team members may feel guilty about taking time off. Encourage them to take breaks and recharge, just as they would in a traditional office setting.

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Lead by example

Leaders must lead by example when managing remote teams.

  • Be responsive to team members. Respond to emails and messages in a timely manner, and be available for one-on-one meetings.
  • Communicate effectively. Use clear and concise language, and avoid jargon or technical terms that team members may not understand.
  • Follow through on commitments. If we promise to provide feedback or support, ensure that we follow through on that commitment.
  • Embrace a culture of continuous improvement. Encourage team members to provide feedback and suggestions for improvement. Be open to feedback and demonstrate a willingness to make changes as needed.

Provide opportunities for growth

Remote work can sometimes feel isolating, making it essential for leaders to provide opportunities for growth and development. Here are some best practices for providing opportunities for growth:

  • Provide ongoing training and development opportunities. Offer courses, webinars, or coaching sessions to help team members improve their skills and knowledge.
  • Encourage team members to take on new challenges. Provide opportunities for them to take on new projects or responsibilities that align with their career goals.
  • Provide regular feedback on performance and career development. Discuss career goals and provide guidance on how team members can achieve those goals.

Conclusion – Leading Remote Teams

Managing remote teams requires a unique set of skills and approaches, but with the right strategies, we can help our team members thrive and achieve their goals. By establishing clear communication channels, fostering transparency and trust, focusing on results, prioritizing team building, providing the right tools and resources, managing work-life balance, leading by example, and providing opportunities for growth, we can help our remote teams succeed. As leaders, it’s essential to embrace a culture of continuous improvement and be willing to adapt and change as needed to support our teams in the remote work environment.

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https://www.usc.edu.au/about/usc-news/news-archive/2022/april/veterans-offer-untapped-resource-for-economy-research-shows

“New business research led by the University of the Sunshine Coast has investigated how military veterans transition to self-employment, recommending it as a career option for other veterans.

USC researcher Dr Saskia de Klerk said that with 5,500 Australian Defence Force veterans moving into civilian life each year, the results indicated that veterans as entrepreneurs could be an untapped resource for the Australian economy.

“About 10 percent of America’s small businesses are owned by former US military and, while we don’t yet have an Australian statistic, our local sample showed the potential for individual success and positive flow-on effects,” said the International Business academic who headed the USC team collaborating with UNSW Canberra.

The research reports on the findings from interviews with 20 former ADF personnel and support organisations. These former ADF personnel started their own businesses in professions, manufacturing, training, and education services.

“While few veterans considered this an obvious career path, those who did used a combination of skills learned in the military and skills acquired through further education and experience,” Dr de Klerk said.

“Some of the difficulties faced include a lack of information or emotional support, financial adjustments, settling into civilian routines and structures, communicating skillsets, isolation or stigma.

“However, they overcame these by combining their existing technical, teamwork, personal, and management skills with new learning in marketing, sales and accounting.

“The benefits of self-employment extended to mental health, such as having the autonomy and flexibility to manage their own wellbeing and achieve that sense of satisfaction.”

Caloundra-based David Neal, who co-founded The Eighth Mile Consulting three years ago with his former Australian Army captain mate Jonathan Clark, participated in the USC study.

They provide leadership and personal development programs, keynote speaking, short courses, and services in executive coaching, leadership training, strategy development, project and change management.

Canberra-raised Mr Neal, who left the Army in 2017 after 13 years including a long tour of Afghanistan, said he also wanted to empower fellow veterans in their chosen fields through networking and showcasing their skills to the wider community.

“It was a leap of faith after leaving the Army but I’m now standing in our new office at Caloundra, with its recording facilities for training and broadcasting live, and I live down the road with my wife and three kids, and I couldn’t be happier,” he said.

“We have international and national clients in the food sector, mining, aviation and dentistry, and the Sunshine Coast’s booming economy has plenty of opportunities too.”

He said strategic use of social media was key to expanding the business, which made LinkedIn’s Top 20 Voices and won its category of the 2021 Sunshine Coast Business Awards.

Mr Neal, who completed two degrees in the military including management, said discipline and determination were important traits when founding a business with few resources.

With a staff of four and a network of specialist contractors, many also military veterans, the consultancy supports other businesses in changing their operations while minimising risks.

“Now, we employ veterans because of their strengths. They think outside the box and have a team mentality. They’ve led huge groups doing dangerous, complex work but sometimes don’t know how to communicate the potential of this in a civilian context. We help.”

The research team comprised USC’s Dr de Klerk, Professor Karen Becker, Dr Margarietha de Villiers Scheepers and UNSW Canberra’s Dr Matthew McCormack, a former Royal Australian Navy logistician of 31 years.

In their report to industry, they offered tips for future veteran entrepreneurs:

  • Do something you’re passionate about;
  • Collaborate, get a mentor, link with veteran support organisations;
  • Be realistic in planning and flexibility;
  • Outsource or use existing experience;
  • Go part-time first to test your idea, keep learning.”

 

You think I would have learned all there was to know about resilience by being in the Army for 17 years and deploying on combat operations. At least that was something I was trained for. As it turns out, I still had some things to learn that were not in the standard issued manuals.

Our IVF journey was the longest and most enduring operation I have been on.

Liv says: “This very private journey was hard, but it was amazing. It was full of the biggest highs (a few embryos sticking for a few days) and the lowest lows….but it made us love each other more.”

Let me tell you a hard truth right from the outset. The ONLY reason we have a beautiful baby boy today is because of my wife’s resilience and tenacity. The ONLY reason. I gave up at our 10th and said, “It has been 4 years of this. We should look at enjoying our time together and maybe later, try again.” It is hard to watch the toll it takes on the body of your wife. It is an excruciating emotional rollercoaster of success and failure.

It was Liv who said, “No, we have one embryo frozen. Let’s see how it goes.” 

Happy wife, happy life. The egg went in. (We booked a trip to South America anyway)

This is a tough one for me to write because we did not initially tell anyone we were trying, had been unsuccessful, and were doing IVF. Throughout the journey, the losses, and the trials, I learned a few things from my wife about resilience that I keep with me to this very day.

Liv says: “round 11 Hunny, it won’t work, it’s a poor-quality embryo, we have the BEST plans for South America craziness, we are training for a triathlon…what’s to lose, we have already accepted our fate?! The very private journey was hard, but it was amazing. It was full of the biggest highs (a few embryos sticking for a few days) and the lowest lows….but it made us love each other more.”

The pain now is small compared to the outcome – Knowing the balance.

Start with the end in mind and understand what it is worth to you. We both admit that we probably wouldn’t be writing this if we weren’t lucky enough to have a two-year-old Harry coming into our room each morning happy to see his mum and dad (and an unnaturally accurate ability to land a knee square in my nuts).

Liv and I will obviously admit that it was all worth it. There were some hard times in those four years where there was not much hope. However, Liv had this way of committing to each cycle, being crushed when it did not work then getting back on with it. I have never seen this before. That is the definition of resilience in my eyes. It is like she had this vision of holding our son and was so driven and committed to it that no needle, test, loss, sadness or invasive procedure was going to get in the way.

It was knowing that you are going to be hurt but committing to it

anyway. Then doing it over and over 11 more times. It’s like knowing you are going to be punched in the face 10 times but understanding that on the 11th, they are going to overextend, and you are going to get inside their guard, take them down, put them to sleep and get the win (sorry, only reference I can think of). It takes some serious guts to commit to getting hit that many times.

People may not understand, that is ok.

People understand pain and emotions based on their experience. They might not understand it in the way that you are feeling it now.

It was Liv who articulated this at the very start. She said, “people wouldn’t understand this if they haven’t done it or been exposed to it before, and that is ok. What we don’t want is pity or sympathy because that will make any unsuccessful cycles so much worse.” It is challenging to empathise with people and this process unless you have been there before. I suppose that is another reason why we did not tell many people. We did not want sympathy or pity.

We just want to get through it. We were so lucky that the people we did tell generally didn’t try to give us advice or tell us a reason or explain what they had read from google. They never asked about it but were there for us when we did want to talk. They were just there to stand by us however we needed them. That is one of the most powerful things people can do. Not understand what you are going through, be powerless to do anything about it, but still stand next to you anyway.

Liv says: “YES YES YES! Each trauma, sadness, unfair situation is different, and no one can truly understand people’s particular difficulty, but they can BE there. I was so adamant people didn’t know, particularly in my workplace (I’m a Registered Nurse in a hospital) and the last thing I wanted was a colleague/acquaintance to try and discuss my/our infertility right when I had a moment of distraction/enjoyment… perhaps the day after a failed IVF, or even an early miscarriage. I learnt that it can be more damaging to get involved in a situation, but not be able to help, especially when occasionally they may be doing it for their own information, gossip or to make conversation. Sadly, whilst these people almost always mean so well…it sucks. Too often, I would hear ‘do you know why she can’t have babies?”, ‘do you know how long they have been trying?'” 

Make decisions as a team and stick together.

You are a team, and you make decisions together. Never go rogue as an individual without input from the other. Once the decision is made, you are both aligned.

We had a few arguments throughout the process, not about the process itself but just normal things. That is to be expected. Emotions are high, and it is a very intense process; however, we worked through them, and when we made decisions, we stuck to them. We had each other’s backs.

Your team’s strength is in those decisions and your ability to stick with them and each other. I’ll admit from the start that Liv made most of the suggestions and had a lot more information. She is an emergency nurse, and her brain is geared that way. I researched and learned as much as I could, but it was very instinctive to her. We were both comfortable in the roles we had to play and knew each other’s strengths and weaknesses.

We covered each other’s gaps and made sure that we stuck it out together.

Liv says: “Hot damn YES WE DID”

 

Celebrate the wins and the losses.

Any progress is amazing, and find happiness wherever you can, then celebrate the hell out of it.

After our third cycle, I put my walls up and did not emotionally connect to the embryos. I focused completely on the process and being supportive of Liv’s health. Say it is callous, typical and a cop-out if you like. Doing that kept me strong enough to support our family when things were bad.

Liv says: “100% this was the most incredible support right when we needed it, your resilience in the difficult failures.”

Liv connected each time and took any opportunity to celebrate success. When a pregnancy test was positive, she would surprise me with little gifts and rattles over dinner.

Then, two days later, we would find out that it had not worked, and she would be crushed. I would pick us up, dust us off and then she would commit to the next one. Two cycles later, we would get another positive reading, and she would do it again. It hurt her more when the cycles failed because she was connecting to each embryo. That was her way of getting through it. These were our roles. I protected her and she emotionally invested in the cycle.

When they failed, we would plan a weekend away and celebrate our lives together. We always had something to celebrate. Life has to go on and pain is temporary.

Liv says: “I’m sure our friends and family thought…damn that couple of 12+ years still has a lot of romantic weekends away! Haha. Little did they know, they were about celebrating us, and that we will be ok with love and strength, with or without a tiny human…..it was THE BEST. Until the day I die I would encourage anyone who suffers loss or infertility (or hardship), to take this time to be with someone they love, make a list of everything you like to do, experience, eat/drink (sushi, blue cheese and wine), and DO IT!!!! Literally saved us.”

Then, on the last one, she surprised me again. I was excited and still slightly reserved but, as usual, we enjoyed the moment together. Fast forward to when I saw the little man’s heartbeat…I had a moment then.

Liv says: “HAHA, no Jono…I do believe I snuck in a 5-week ultrasound with a colleague after a night shift….we saw a heartbeat….I called you as this WAS IT!!! We did it!!!! Your response was ‘WHAT??? You did an ultrasound, and I wasn’t there?” I replied, ‘YES SILLY…. BUT THERE’S A FKN HEARTBEAT!!!!!”

 

The team first, blame never

You are one team, for better or for worse, so never blame the individuals.

Over 10 unsuccessful cycles, there is a myriad of reasons why they do not work. We never blamed each other, regardless of the reason. One example resonates with me. I had been away with the Army and in a highly fatiguing role for protracted periods.

The fatigue, constant stress, long hours, and time away had broken my body down a lot. This resulted in a poorer quality sample from me. During this cycle, Liv suffered hyperstimulation, and about 28 eggs were produced. She had an internal bleed that caused a massive amount of pain and post-operative complications. Due to the poor-quality sample from me, not one of the eggs fertilised. Not once did Liv ever blame me. We were a team, and that is the way it stayed. Any blame on either end would have led to resentment and conflict. We needed both of us to get through this thing.

Liv says: This is such a key point and on reflection, I am proud of both of us. I will try to incorporate this into life’s challenges.”

 

Never lose hope but always be realistic.

It is one thing to have hope and be realistic but never ignore facts and reason.

As I stated before, Liv was committed to each cycle as if it would be a success. I wanted to make sure we could get through it and deal with a failure. In that way, we had our purposes and our way of dealing with what was to come. I still had hope, was committed to each cycle and Liv. However, Liv treated each one like the first. In my brain, I was playing the long game and trying to keep endurance.  I would pick us up and keep us moving after a failed cycle, and Liv would recommit. I knew that we would get through the cycles, and Liv knew that we would eventually be successful in having a child. One way or another.

Liv is an emergency nurse and knows the body, the chemicals, and the reactions to everything in close clinical detail. I understand people, environments, and strategies, so I would always look to control those things I could.

Have a redundancy.

Being pragmatic and realistic meant that we might have to look at other options if this process didn’t work. One way or another meant that we would potentially look at adoption. Liv suggested we investigate it as another option. I could not think of anything better than that. Having friends who were adopted into good lives and good families, I have seen how it can change lives. If we could not conceive a child, then we would adopt one that never had a chance. At the time, it would have taken us around two years to get through the process, but we were committed either way. That redundancy was another bit of light that kept us going in some of the darker parts of the process. We always knew that we would be parents.

 

Draw strength from your people.

We eventually told some of our closest friends because it was becoming too hard to hide. The friends we told were so supportive and amazing, so we drew some strength from that.

I would say here that for a long time, we drew strength from only each other, and we liked it like that. That is how we wanted it, and it worked for us. Others might have done it differently. When asked about when we were having kids, we would say, “we are seeing what happens,” or, “we are not, not trying.” The people that knew never asked. They were just there to support. That took many shapes and forms, and I will talk about it later.

As a side note here, and one of my personal irritants is that series of questions that nobody has any business asking. They might seem harmless at the time, and people might not know the context, but you never know what other people are going through. So, when you ask any of the following questions, you may cause some pain that you never even thought about:

  • When are you proposing or getting engaged?
  • When are you getting married?
  • When are you having a child/why haven’t you had children?
  • When are you having another one?
  • Why haven’t you been able to have kids? (i.e. whose fault is it?)

It is nobody else’s business if you do not want it to be – Tell who you want.

We didn’t tell anyone. Initially, we did not tell our friends or families. People found out, of course, some by accident and some that we definitely did not want to know about it. However, we just did not want the added pressure of “how is it all going?” “You’re emotional because of the hormones” “who’s fault was the failure this time?” “Is it working?”  To tell you the truth, we ran our own game, and we did not want other people’s opinions.

Liv says: My favourite was “How’s the IVF going?” and my thought was ‘obviously shit…I’m not pregnant, you idiot’. I never actually responded like that…it was just my internal dialogue…because of the hormones of course 😊.”

We decided not to tell many people because to tell you the truth, most people do not understand it or the pain it causes when you ask about it. I know this was much harder for Liv than me. She is a very open, engaging, and entertaining person. Keeping this kind of thing from family and friends was so hard. It was a bit of a survival mechanism, I suppose. We did not tell many people until after Harry was born. Even then, some of our friends and family will only find out upon reading this.

If people want to tell you, they will. Do not take it personally if they do not. If you are in that circle of trust, and someone chooses to tell you about it, then only talk about it on their terms. As an example, after the hyperstimulation, seeing my wife in that much pain, not having the child to go with AND knowing it was because of my issue, having someone close to us ask, “so, when are you having kids?” nearly sent me into a frenzy. However, there is no way they could have known, so that was on me.

If you are going through the same thing, you are under no obligation to tell anyone you do not want to… ever. It is not their business if you don’t want it to be. I do not care if it’s family, friends, colleagues, or anyone. This is your process. Tell who you want. Make sure it is understanding and supportive people, not those who just want to know for gossip or who provide advice from someone who heard it from someone who knew someone who had troubles once. It is not the same and it does not help.

Start with the end in mind.

Keep the focus on why you are doing what you are doing and the reasons for it. Make sure they are the right ones from the start.

Liv steered the ship here. We knew what we wanted but, day in and day out, Liv called the shots. She was the one injecting hormone replacements into her stomach daily, making sure little packets of everything were hidden in the house and anywhere we might need them. I was there for her but make no mistake, she was the driver.

Liv says:Keeping refrigerator medications cold whilst staying at friends/family home was tough, we even forgot them once (you can imagine) and that medication (like many) needed to be given within an hour’s timeframe. Or having someone walk in on you injecting yourself with a syringe and thinking you are taking illicit drugs…it had its challenging moments.”

We both wanted a child but, Liv had this burning excitement about the process and saw it as our way of getting it done as we hadn’t been able to without it. If I am completely honest, my walls were up until I saw Harry’s little heartbeat on the ultrasound. Then, I was like, “we are on here. Let’s do this.” It was like she had visualised holding the little man in her arms from day one, had that fixed in her mind and was not going to let anything get in her way.

Prioritise the things you can control.

There are things you can control and things you cannot. Focus on those things that you can control and do your absolute best to make the most of them.

There were some things in this process that we could not control and some that we could. I saw the writing on the wall for my military career simultaneously as this was all happening. My body was starting to break down. I was doing more and more rehab than training, so we had to prepare for that. I started studying for my masters. Liv kept up what she does best and that was looking at our next place to call home and being an amazing emergency nurse.

I think back to the last two years of the process and I cannot believe how we managed it. The IVF process and appointments, long works hours and weeks away, university study, house renovations, emergency nursing (which is so intense), medical discharge from the military and then all the normal life things that happen along the way. We did it by controlling the things we could and minimising the emotional investment into the things we could not.

 

Be open and honest in communicating with your squad.

Those people that you bring into your circle be open and honest with them so that they know how they can best support you. Be clear about what you need from them, especially if you don’t want to talk about it.  Then test and adjust and keep the circle small. At least, this is what worked for us. They knew that we would tell them and when we would go off the grid for a few days, they knew what had happened.

They were amazing. We would come back to champagne and chocolates at home etc. You know what, it took away some of the stings. Knowing that they cared enough to let you be but would also be there to hug you if you needed it.

Then you tell them you are pregnant while taking selfies.

 

Keep your sense of humour.

Your sense of humour and being able to laugh is just as important as a supportive team around you. Find the funny side in as much as you can because there will be times when there is absolutely nothing funny and you will want those memories.

Liv says: “I love humour in the sad moments! A laugh almost cures everything. My bestie with stage 3+ bowel CA taught me this. Thanks to Jono and Gen I now believe that laughter is quality medicine.”

Be happy for other peoples’ success.

You don’t know anybody else’s journey, so be happy for them when they succeed in whatever they are doing. Celebrate the wins and happiness that other people have. It is like survivors’ guilt. People will feel bad for you when they get pregnant, and you can’t. They must know you are happy for them.

Liv says: “You are so happy for the friend, as you would not wish your situation on anyone, so tell them! The toughest thing to see was ungrateful parents, that hurt (and will forever).”

Today

Harry was born 6 weeks premature with a burst lung. We heard him cry once and then he was taken away for the doctors and nurses to work on him. I was allowed back into the room where they were working on him. I was completely powerless to help. So, I put my finger in his open hand.

He grabbed it, opened his eyes, stopped crying for a second, then peed all over me. It was one of the happiest moments of my life and you know what, as a parent, you get used to getting peed on.

Liv says: “The ‘burst lung’ is a Pneumothorax sweetie. I had a c-section, was as high as a kite and really had no idea what all the ‘commotion’ was about. To quote myself ‘Jack I’m flying’, and ‘omg Mum, I had a baby… WTF?’

We could not hold him for about a week as he was in the special crib with tubes and wires everywhere.

Liv says: “He was in ICU, with a BIPAP ventilator on.”

The nurses and staff in the Mater Children’s NICU were amazing.

Finally, he was well enough for us to hold and when I saw him in Liv’s arms, I cried.

This is what Liv had visualised the whole time. Now I got it. We have our days like most parents do. However, when you are staring down the barrel of not having a child, the sleepless nights, crying, and tantrums seem a lot less of an issue.

 

Liv is an amazing mother to our son, and you can see that whenever she walks into the room.

 

He is absolutely besotted with her and so he should be. She is, after all, the reason he is here.

From Harry, Liv and Jono

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