Judd Spitzer

Category: Friendship

  • Running to Race

    Running to Race

    I consider myself an average runner. I’m not fast, but I’m not slow either. I just get the job done. My average pace for a 10K is usually around a 10-minute mile, depending on where I’m at in my training. Sure, I’ve had faster races and slower ones too, but the most important thing isn’t the race—it’s the training that gets you there.

    I’ve trained in a variety of ways, from running daily to limiting myself to just three runs a week. Here are some thoughts on training and conditioning for races. Of course, your mileage may vary, and I’m not a certified trainer—this is just my personal experience.

    Prioritize Your Health

    First and foremost, your health comes first. Starting a training program recklessly and getting injured won’t do you any good—physically or mentally. Listen to your body and ease into your routine to prevent setbacks.

    Walking is a Great Start

    If you’re new to running, start by simply getting off the couch and walking. Apps like Couch to 5K can help you build up gradually without overwhelming you. There’s no need to sprint out of the gate—progress at your own pace.

    Don’t Underestimate Cross-Training

    Running is an excellent cardio workout, but it’s not the only form of exercise that benefits runners. Strength training, toning, and other forms of cross-training can help you build muscle and improve overall fitness. At 55, I’ve discovered that cross-training has helped me in ways I never expected. It not only strengthens your body but also provides a much-needed break from the repetitive impact of running, helping you recover better.

    Stretch More

    Stretching is critical, even if it’s something many runners (including myself) tend to skip. Programs like Apple Fitness+ offer guided cool-downs that I’ve found invaluable, especially after other workouts like rowing, spin, or strength training.

    Stretching helps loosen tight muscles, improves flexibility, and reduces the risk of injury. After long runs, your muscles need to recover and be re-nourished, so don’t neglect this step. Refueling after a workout is also essential to prepare your body for your next session.

    Find Motivation and Accountability

    Sticking to a routine is hard, especially if you’re not part of a running group or community. A running buddy or even a non-runner accountability partner can make a big difference. Sometimes, all it takes is someone checking in to keep you motivated.

    Racing as a Celebration

    This week, I’m running two back-to-back races: the Disneyland 10K and half marathon, part of the Dumbo Double Dare series. I’m super excited to run through Disneyland and California Adventure Park—it’s a great way to celebrate all the effort that goes into training.

    As Coach Bennett from the Nike Run Club app says: “We don’t race to prove we are runners. We race to celebrate we are runners.” That mindset perfectly captures why I run races like RunDisney.

    If you haven’t had the chance to participate in a Disney race, consider adding it to your bucket list. Yes, it’s pricey, but the experience is magical. Living in the Orlando area makes it easier for me, but even if you’re far away, it’s worth the trip.

    The Joy of the Running Community

    Beyond Disney races, I’ve done countless others, from short sprints to marathons. Each race presents its own challenges and rewards, from speed workouts to beach runs. The camaraderie among runners is one of the best parts of the sport.

    Runners don’t see each other as competition. We’re a community, supporting one another to do our best. Whether you’re racing against the clock or just enjoying the journey, your fellow runners will cheer you on every step of the way.

    So, lace up your shoes, find your routine, and celebrate what it means to be a runner. Every step you take is a victory—enjoy the journey!

  • Letting Go

    Letting Go

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  • New Employees – Setting Expectations

    New Employees – Setting Expectations

    So, you’ve gone through the interview process, found the right candidate, and hired a new employee. Now it’s their first day—what steps do you take to ensure they understand your expectations?

    Over the past year, I’ve had the privilege of hiring three employees. I’ve found that setting expectations can vary significantly depending on whether the new hire is an internal candidate or coming from outside the organization.

    Understanding the Role of a Manager

    Let’s address something I hear all too often: “These are my employees.” While I understand the sentiment, I dislike this phrasing. We don’t own people. Instead, as managers, we have the privilege of working with and supporting them for a period of time. Eventually, someone else will have the same privilege.

    Being a manager is an important responsibility, but it’s about providing guidance and oversight—not control. Unfortunately, I’ve seen a tendency, especially in the Navy and private industry, for leaders to reduce people to “resources.” This mindset dehumanizes employees and undermines the importance of creating a positive workplace culture.

    A key part of setting expectations is defining how you envision your workplace and understanding how your actions shape that vision.

    The First Step: Communicating Core Values

    When onboarding a new employee, the first conversation should focus on your organization’s core values. For example, in the Navy, our values are Honor, Courage, and Commitment:

    • Honor: Do the right thing, even when it’s difficult.

    • Courage: Speak up and take accountability.

    • Commitment: Stay dedicated to the mission every day.

    Core values provide a framework for behavior and decision-making. Encourage your employees to embrace these principles and assure them that your role is to help them succeed.

    Upside-Down Leadership

    I firmly believe in the concept of upside-down leadership. As a manager, your role is to work hard for your employees so they can, in turn, excel in their roles. Once employees understand that you are there to support them, they are far more likely to work hard for you.

    Remember, you aren’t some distant figure in an office thousands of miles away. Your team sees you, interacts with you, and evaluates your actions daily. Setting the right tone and leading by example are critical to building trust.

    Practical Steps for Setting Expectations

    Setting expectations involves more than just words. Here are some actionable steps to ensure your new hire starts on the right foot:

    1. Provide Policies and Procedures: Share the key documents and guidelines they’ll need to succeed on their first day.

    2. Offer Thorough Training: Equip them with the knowledge and tools they need to navigate their new role.

    3. Demonstrate Consistency: Be fair and consistent in how you treat all employees. A new hire will quickly pick up on any inconsistencies or tension within the team, which can make onboarding more challenging.

    The Impact of Gossip

    It’s natural for employees to discuss their managers—it’s part of workplace dynamics. As a manager, you must accept that not everyone will agree with your decisions, and sometimes you’ll take the blame for unpopular policies handed down from senior leadership.

    However, consistency and transparency go a long way in mitigating the impact of gossip. If your existing team respects you and trusts your leadership, a new hire will be more likely to follow suit.

    Building a Support System

    A great way to ease a new employee’s transition is to assign them a buddy—someone who understands company policies, culture, and processes. This person can provide guidance, answer questions, and ensure nothing important slips through the cracks.

    Checking in regularly with your new hire also helps. Daily touchpoints, especially during their first few weeks, show that you care about their success and are invested in their growth.

    Helping New Hires Navigate the Workplace

    Starting a new job, particularly in an unfamiliar industry, can be overwhelming. The company culture, expectations, and processes may feel like a whole new world. Take the time to reassure your new hire that you’re there to support them. By fostering an environment where they feel valued and empowered, you set them up for success—and help your team thrive.

  • The Value of Friendship

    The Value of Friendship

    Anyone who knows me knows that I value friendship. There are a lot of things in this world that one could talk about being important, but the bonds between people mean so much to me.

    Friendship is about giving one thing of yourself to someone else that you can never get back, and that is your time.

    We choose who and how we spend our time. Having shared experiences and recalling them with old friends over the years is more than nostalgia, it unlocks parts of our brains that make us feel alive and remember how full of life we are.

    We have acquaintances and we have friends. It is important to know the difference. If you look at a place like Facebook or LinkedIn and see your “Friends” or “Connections” you might ask yourself, are these really my friends? I think some are friends, and some are just casual online connections. Even if you’ve met them in real life.

    What is a friend?

    A friend is someone who actually wants to be part of your life. They are more than an online Facebook birthday wish (And believe me, I am all about the birthday wishes). A friend sees and hears, then picks up the phone and calls you, or drives over, or engages you. A friends checks up on you. A friend wants you in their life.

    But what about that friend that you don’t talk to for a year, then you re-connect and it’s like you bridge the gap of time and it’s like the quiet time didn’t matter? We all get busy. As we get older we do find ourselves getting busy. People have primary romantic relationships, kids, jobs, and there is only so much time to have connections; so it can be easy to think we’ll get back to that friend and forget.

    Forgiveness

    Friendship is about knowing you have an amazing history of shared experiences, and a breadth of life that at one point you intersected with and sometimes that intersection will diverge. That’s ok. But forgive yourself for not being as engaged. Forgive your friend for not being as engaged. When the opportunity comes, and there is time, make it happen. Forget the past, and let bygones be bygones. Holding on to hurt feelings will never let you move forward, and you’ll only have bitter memories.

    Don’t have disposable friends

    I do not have disposable friends. I would like to believe that I would go out of my way for my friends. Sometimes I have not be able to be where I wanted to be to help a friend, but life hasn’t always workout in the ways that I think they would. Be consistent. Show up as much as possible. I saw a meme that said, tell your friends you love them and make it weird. I agree. Why spend time with people you just tolerate, that’s work.

    I have been very fortunate to have people in my life that have shared the path on my journey, and stick with me. These are the people I value, they are in no way disposable. Sometimes they are distant, and sometimes they engage me in ways that make all the difference in the world. There is nothing more appreciated than someone who takes the time and reminds you that you are important to them. Take the time and be a friend.