Conversations with the Inspiring Barbara Barnard Randell

Today we’d like to introduce you to Barbara Barnard Randell.

So, before we jump into specific questions about what you do, why don’t you give us some details about you and your story.
Most everyone calls me “Randell” (except my Mother!). I worked as a legal headhunter in the Denver market for 15 years ending that phase of my career with my own shop, great reputation and solid book of business.

Then, 2015 happened: I got divorced, we ended up, sadly, in trial, and then my back broke resulting in spinal fusion and a LONG recovery. While these events were all awful in so many ways, I view 2015 as my Universe giving me a very clear signal to sit down, be still, and truly think about what I wanted to be when I grew up – I was 50 at the time. I was at a clear crossroads and I took this opportunity as a gift.

As my recovery progressed, and after weaning myself from pain meds (which were not helpful for clear thinking!), I began a reflection process: what did I like about headhunting? What were my strengths? Weaknesses? What was I passionate about? What did I care about? How could I serve?

I enjoyed headhunting, loved the relationships I developed over the years, both with clients and candidates, many of which continue today. Sometimes, it was challenging – managing personalities who are in transition, in between jobs, unhappy in their current situation, and let’s face it – job hunting can be one of the biggest stressors in life – could be difficult. I was good at it: I have a strong psychological and sociological background, a strong marketing background and am generally good with people. But I didn’t love that part.

I started thinking about common threads and trends I experienced in my travels and kept coming back to one thing: senior leadership complaining about those G.D. Millennials.

Now, I’m of the belief that you don’t get to complain about something unless you’re willing to do something about it, so I hired a marketing group to see if anyone was actually addressing the issue of the intergenerational workforce and the troubles each generation was experiencing therein. We found nothing. In the whole United States, it seemed people were complaining and no one was doing anything about the issue.

I had a thread.

Turns out, this group of young professionals (I will refrain from calling them ‘millennials’ because that word has become so offensive to this group – understandably – and they feel so picked on – rightly so – that I will refer to them as Gen Y) is indeed losing the ability to develop authentic, genuine face to face relationships. Technology has created the ability to shield us, create a barrier and otherwise interfere with a legitimate person to person interactions which are critical to developing relationships in the true sense of the word. Institutions such as Harvard, MIT, University of Michigan, among others, have done stacks or research proving, quantifiable, that the Gen Y’s are losing empathy (at a rate of 40% over 20 years), becoming isolated, fear not being ‘perfect’ thanks to social media and the inevitable comparisons that arise because of it. The communication skills that used to be modeled and taught are slowly being replaced by 120 characters.

Now, I love technology, it’s miraculous, but it’s not a substitute for actual human interaction. We’re HUMAN BEINGS – we require relationships and ‘in person’ interaction. If infants are not held and can’t connect visually, they die. Full stop. As grown-ups, we probably won’t die without genuine relationships (although suicide rates have risen alarmingly in the last 20 years), but we will certainly fail to thrive.

OK, so we have a generation 80 million strong – our next leaders in all things – wired in brilliant ways that my generation will never be wired, who bring innovative ideas, are socially conscious, care about work-life balance, and care about who they are and what they can contribute to the world, who really haven’t been exposed to the joys, the fulfillment, the richness of authentic relationships that happened before technology.

So, I wrote a curriculum, teasing apart the actual mechanics of starting, developing, nurturing and maintaining actual in-person relationships for young professionals: what are some of the obstacles? What are the reasons for deferring to the screen instead of actually interacting in person? How do we become ‘known’? How do we develop trust and respect? How do we slow down in this world of immediate gratification? How do we carve out the time and set an intention to create these enriching, life fulfilling alliances?

My company, Future Image Group, believes in the richness and texture of human interaction, the marvels of technology and the marriage of both. We see that there are necessary skills that are being lost and my goal is to make sure they don’t become forgotten.

This is a passion project. This is not a career, it’s a calling, a vocation for me. This is the confluence of every single step in my professional and personal journey and, I believe, very very necessary.

Has it been a smooth road?
The challenge has been that I’m creating a business that has never been done before – addressing an important societal issue that really hasn’t been tackled before (although I’m happy to say people are slowly starting to talk about it). The research, field studies, interviews have all been fascinating and I’ve loved all of it, but it has truly been a lesson in patience as these things never happen fast enough.

My advice to other young women: find a mentor(s). I had a difficult start in life but I was born with grit, with a fight to always be growing, evolving and finding my authentic ‘self’, but I couldn’t have done it without the guidance, wisdom, strength, and knowledge of those who came before me. I am blessed and beyond grateful to a handful of miraculous women who helped shape the woman I am today.

Find someone(s) with experience, someone who you admire, someone who looks like someone that you might like to be, someone who can guide and not judge, someone smart who can help you navigate this confusing, challenging thing called life. Someone who sees you and sees all of your potentials – and then hold on to them for dear life – never let them go.

What do you feel are the biggest barriers today to female leadership, in your industry or generally?
Generally, being underestimated.

I am just wrapping up as the first female, non-attorney Chair of the Colorado Judicial Institute in 29 years, which is a Board of judges, justices, lawyers, and other C-level professionals, who act as watchdogs for any threat to Colorado’s merit-based selection of our judiciary and educating the public on this least understood branch of government.

As you might imagine, there was a high level of skepticism among this Board of 40 (from both men AND women) that, given my non-attorney status and being the first woman to hold the Chair in a long time, that I was the person for the job. I got a fair amount of push back (which I actually appreciated because at least I knew where I stood).

I brought my business, operational and marketing skills to the position, and quietly went about the process of completely overhauling the structure of the organization, streamlining processes, diversifying the make-up of the Board, putting the right people in the right jobs and creating a solid foundation for CJI to move forward with our goals.

I’m proud to say that, in my two years as Chair, we’ve accomplished more in these areas that have been done in 20 years.

I was underestimated, but I got a lot done, I think women, sadly, need to work harder to be recognized and valued.

Contact Info:

• Website: www.futureimagegroup.com
• Phone: 303.284.8473
• Email: randell@futureimagegroup.com
• Other: FIG – Future Image Group (linkedIn)

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