Following is a simple idea for building wellbeing at work. The idea involves creating a space for a “board” and then rotating the “subject” of the board on a monthly basis in order to keep the board fresh and novel. Everyone is encouraged to participate, but it is certainly not mandatory; input may be as often as desired.
The board subjects might include:
- Success – that is, what are the successes – small or large – that you/we/I have experienced
- Gratitude – what are you/we/I grateful for
- Good Things – what are 3 good things that have happened to you/us/me
- Appreciation – that is, this is what I appreciate about you/this team/what you have done/what I have done
- “Surprise/Gift” - everyone has an envelop with their name on the board and others are encouraged to include “gifts/surprises” for that person… this can be playful and/or serious
- Wellbeing Ideas – that is, everyone is encouraged to share their ideas of what they do to maintain/improve their own wellbeing
- Ideas for more boards – that is, everyone is encouraged to come up with their own ideas for board subjects
The idea of having wellbeing boards comes from a number of people - thank you.
Brené Brown describes a daring culture as one that is honest, constructive, and engages in feedback. She also explains that giving or receiving feedback is likely to result in some discomfort; “feedback thrives in cultures where the goal is not getting comfortable with hard conversations but nomalising discomfort.” By letting people know that this discomfort is normal, is going to happen and why, this actually reduces the anxiety, fear and potential shame. This is consistent with growth and learning being uncomfortable, with individuals stepping outside of their comfort zone in order to learn and grow.
In telling her students that there will be times that they will feel discomfort, discomfort becomes an expectation and the norm, to the point where her students inform her, “I haven’t been uncomfortable yet. I’m concerned.” This in turn leads to key feedback conversations regarding their engagement and also, her teaching, leading to growth and learning for all.
The key for leaders is to foster and support the courage to be uncomfortable; is to be willing to be vulnerable and role-model this daring behaviour; to help the people with whom we work to accept this discomfort as a part, even a sign, of growth and learning.
Brown, B. (2012). Daring greatly: How the courage to be vulnerable transforms the way we live, love, parent and lead. London: Penguin Books.
What language do you use? Habitually? Consciously or unconsciously? “Our words create our worlds” – this simple phrase when spoken by David Cooperrider, had considerable impact on my noticing my vocabulary and intentionally changing it to be more positive and to create the space for possibility and growth.
Following are a few more quotes that I have reflected on and have impacted my words and my world:
- “The seeds of change are implicit in the first question we ask. The more positive the questions, the more positive the potential for transformation.” Diana Whitney
- " The power of questions and questioning is to open the door to new possibilities.” David Cooperrider
- “To change behaviour, change the conversation.” Wim Croonen
- “When I tell you my story, you give me colour. I exist, I am in the moment.” Eric Koenen
Our last blog discussed how organisations often focus on providing tools for idea generation and evaluation, but fail to create the curious environment that is critical to innovation and that enables the ideas to be generated and evaluated. We suggested that curiosity, courage, fearlessness, vulnerability and playfulness are all important attitudes and mindsets for innovation.
Last week we suggested that you look at a commercial for Apple from the late 1990s. This week, we're offering another YouTube video for your consideration.
While you're watching, you might like to consider:
The world is constantly changing at a fast rate;
- What impact does this have for our organisations, our customers, our products?
- For how we do business?
https://www.youtube.com/watch?v=wMB77eJPYs8
Organisations often focus on providing tools for idea generation and evaluation, but fail to create the curious environment that is critical to innovation and that enables the ideas to be generated and evaluated.
Curiosity, courage, fearlessness, vulnerability and playfulness are all important attitudes and mindsets for innovation.
The following link will take you to a commercial for Apple from the late 1990s. As you watch it, you might like to ask yourself:
- How are we crazy? What does crazy look like for us?
- What do we do so that we are not ignored?
- How will we change the world?
https://www.youtube.com/watch?v=SswMzUWOiJg