inclusiveness Step 1. Ask “What matters to you?” — Build on Assets and “Bright Spots” Do Don’t Steps to Try Ask members to share: Assume all team members will Choose one question to get understand what you’re talking started, then listen and invite Why I decided to work in health about immediately; they are others to comment care often not used to being asked Ask follow-up questions to what matters What makes me proud to work clarify statements here Assume all will feel safe talking Point out when bright spots initially What matters to me in my work are similar; identify the themes is… Assume all have the same view you hear What is the most meaningful or Mandate participation – instead, Capture what you are hearing best part of my work welcome and invite so it is visible (e.g., on a whiteboard) and post the I know I make a difference Speak for others feedback in a location that’s when… visible to all staff When we are at our best, it looks and feels like… What makes a good day is… Step 2. Identify Unique Impediments to Joy in Work — The “Pebbles in Their Shoes” Do Don’t Steps to Try Ask members to share: Stay with general or broad Choose one question to get comments (we never, always, started, then listen and invite What gets in the way of “What etc.) others to comment matters?” (the “pebbles in their shoes”) is… Allow a single person to do all To move from broad the talking comments (“always,” “never”), What gets in the way of a good ask team members to be more day is… Assume people know you have specific, to identify some ideas heard them you might test as a starting What frustrates me in my day is… point: Feel you need to immediately “Help me understand what solve every issue identified that looks like?” “What happened yesterday Think you need to do this all that would be an example yourself of that?” Link to assets/bright spots: “What from our bright spots list would help us?” When one person is primarily talking, thank them for their comments and suggest, “Let’s hear from the others on the team…” Acknowledge what you’re hearing (e.g., “The thing that frustrates you is… did I get that right?”)
inclusiveness Step 1. Ask “What matters to you?” — Build on Assets and “Bright Spots” Do Don’t Steps to Try Ask members to share: Why I decided to work in health care What makes me proud to work here What matters to me in my work is… What is the most meaningful or best part of my work I know I make a difference when… When we are at our best, it looks and feels like… What makes a good day is… Assume all team members will understand what you’re talking about immediately; they are often not used to being asked what matters Assume all will feel safe talking initially Assume all have the same view Mandate participation – instead, welcome and invite Speak for others Choose one question to get started, then listen and invite others to comment Ask follow-up questions to clarify statements Point out when bright spots are similar; identify the themes you hear Capture what you are hearing so it is visible (e.g., on a whiteboard) and post the feedback in a location that’s visible to all staff Step 2. Identify Unique Impediments to Joy in Work — The “Pebbles in Their Shoes” Do Don’t Steps to Try Ask members to share: What gets in the way of “What matters?” (the “pebbles in their shoes”) is… What gets in the way of a good day is… What frustrates me in my day is… Stay with general or broad comments (we never, always, etc.) Allow a single person to do all the talking Assume people know you have heard them Feel you need to immediately solve every issue identified Think you need to do this all yourself Choose one question to get started, then listen and invite others to comment To move from broad comments (“always,” “never”), ask team members to be more specific, to identify some ideas you might test as a starting point: “Help me understand what that looks like?” “What happened yesterday that would be an example of that?” Link to assets/bright spots: “What from our bright spots list would help us?” When one person is primarily talking, thank them for their comments and suggest, “Let’s hear from the others on the team…” Acknowledge what you’re hearing (e.g., “The thing that frustrates you is… did I get that right?”)