Throughout my career, I’ve spent considerable time navigating choices that would foster personal and professional growth. Finding a corporate culture that promotes being your authentic self while empowering you to define your own career journey is like shopping at Walmart – it has everything! I can get an oil change, groceries, and a TV! Southwest is a lot like a “one stop shop” for development. My first observation when I joined Southwest (now 20+ years ago!) was how often Leaders engaged their Employees, working together to solve problems and celebrating even the smallest win. This approach was new and less transactional from what I had experienced. “People first” is often used in human resource manuals, but at Southwest it’s cultural because of the influence and Leadership of Colleen Barrett (namesake of the CCB Institute). It’s a mindset Employees and Leaders embrace. I remember having golf balls fall out of my cubicle bin while everyone burst into laughter as they welcomed me on my first day. It felt like joining a family without having to say it. In that moment, I was hooked on our Southwest Culture!
During that year, I engaged everywhere I could. I joined Fellow Employees at Southwest events, such as deck parties, Rallies, and our infamous HalloWN celebration, which strengthened my sense of belonging. But what I remember most are my 1:1s with Leaders. Leaders who asked great questions getting to know me; took notes as I talked about my family and career aspirations; and were truly interested in my development. Again, I was hooked.
Becoming a Servant Leader became my north star. I realized this would be a journey that has no final destination. I reserved time to have real conversations with my Team, build relationships, stay connected with those I serve and be willing to be vulnerable. I listened intently and provided encouragement with feedback. I learned how to be the “hook.”
I also learned to protect Culture while adapting to change. The rise of virtual engagements has impacted the traditional hallway conversation. There are fewer in-person interactions over a longer workday. To remain engaged, my Team suggested forming an onboarding buddy program and Culture Committee to plan and host virtual events. Feedback has been very positive and serves as a reminder that each of us owns the Southwest Culture!
Every day is an opportunity to learn something new, reinforce the art of listening, and be in service to others. Imagine the impact if we all took time each day to ask one person, “How are you, and is there something I can do for you?” I know firsthand the good that grows within and around you the moment you decide to be the “hook!”
