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?
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
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”.
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
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”.
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”.
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
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
