Almost Any How Almost Any How
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GOWM_Testim_1 How are you facilitating and creating more quality micro-moments? How are you facilitating more quality micro-moments? Culture is the shadow and light of all of our behaviours and micro-moments - How do you deal with conflict? How are decisions made? How is reflection held?

Slide ENGAGEMENT Our offer strengthens team culture and performance by modelling and facilitating quality interactions and micro-moments. We offer: remove what we do - MAYA ANGELOU Connecting with staff and/ or end-users in a meaningful way to support insight and empathy and understanding - illuminating what is important to those we’re working with and those we’re serving so that we can work and do better; whether a programme of team diagnostics and wellbeing measurements, or a culture programme. TEAM & INDIVIDUAL COACHING We do our best thinking and problem solving when we are truly heard, when our realities are understood and affirmed and when we have someone mirror what we’re thinking and saying. We support you to reflect on the nature of yourself and the interactions in your team and life and how you plan to move forward with intention and clarity. “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel”. Quality facilitation begins by establishing safety and belonging. It’s modelling and scaffolding basic communication tools, it’s relying on methods that promote collaboration and consensus, and it’s putting people with a range of learning styles in the right place to successfully move through a process. facilitation

Slide ENGAGEMENT - Brené Brown Connecting with staff and/ or end-users in a meaningful way to support insight and empathy and understanding - illuminating what is important to those we’re working with and those we’re serving so that we can work and do better; whether a programme of team diagnostics and wellbeing measurements, or a culture programme. “Vulnerability is the birthplace of innovation, creativity and change”.

Slide resilience The capacity to respond dynamically to change, to be more comfortable with ambiguity and uncertainty and to not be decapacitated by stress and discomfort. How we respond to and perform under internal and external turmoil/conflict. Micro-moments in relationships (often unconsciously) determine the quality of our interactions. Our experience and the literature tell us those interactions shape wellbeing, autonomy and resilience. autonomy remove our impact The capacity to be accountable for decision-making, for our actions, for our feelings, for our needs and for the values and vision of the group. The maturity to be responsible for and balance yourself and those around you at the same time. “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel”. A state of harmony, balance and connection - connection to what is meaningful in one’s life and one’s work, connection to those around you and connection to your end-user. The state of mind and body to live and work authentically and with power. wellbeing

Slide resilience - martin luther king jr The capacity to respond dynamically to change, to be more comfortable with ambiguity and uncertainty and to not be decapacitated by stress and discomfort. How we respond to and perform under internal and external turmoil/conflict. “Power without love is reckless and abusive, and love without power is sentimental and anemic”.

Slide among others... increasing compassionate, or non-violent forms of communication promoting the space and time for reflection, introspection and feedback defining and practicing improved listening being responsible for our emotions, our needs and our actions being dedicated to defining truth collectively interpersonal risk taking and safety among the team Quality micro-moments are grounded in shared values and a collective vision and they are guided by systemic principles. They require: challenging assumptions and mental models 08 02 remove how we do it 04 - Jiddu Krishnamurti reducing/ eliminating blame - intention and language 05 01 03 06 07 “Society is you. If you change, you change society”.

Slide Almost Any How was founded by Nathan M. Ardaiz under the assumption that there is a need and desire for more compassionate, human and dynamic organisations, services and governments. Guided by the works of people like the facilitator Adam Kahane, his mentor Bonnie Jameson, Maya Angelou, Marshall Rosenberg, Peter Senge, among others, he’s sought to create an organisation that is a balance of love and power and one that is using systems thinking and principles to facilitate sustainable change. Almost Any How is founded on this truth that change in ourselves is change in society, and it is no different with our teams, our organisations and what we are offering to the world. remove why we exist “If you do not tell the truth about yourself you cannot tell it about other people”. - Virginia woolf

Footer_Landing Thank you for reading - we appreciate you taking the time. If you know you can better support wellbeing, autonomy and resilience in your team, please email or call us. Let us know when we can connect face-to-face to start to clarify what higher quality interactions and micro-moments might look like. London 5 Steeple Court Coventry Road E1 5QZ connect@almostanyhow.com
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