To facilitate people making a genuine connection with each other, we often introduce the practice of doing Check-ins at the start of meetings. In the Check-ins, people are asked to answer three questions; 1. how do you feel at this moment, 2. Is there anything keeping you from being present in this meeting., 3. What is your intention for this meeting. The practice helps clear the air before the meeting and gives people a place to share anything that might influence how they show up in the meeting, e.g., the recent passing of a friend or family member or any other personal setback. Next, it helps people become present and orient themselves thoughtfully towards the content of the meeting so they can make effective use of the time together.
Coaching on professional and personal development
In working on cultural transformations, we have observed that a company does not rise beyond its leaders' level of consciousness and maturity. That is why we often start our cultural work by coaching the organisation's leaders. These coaching journeys can profoundly impact the leaders, who are often challenged to revaluate how they fulfil their roles and show up at work. Once the work with the leadership team has been started, we make use of the momentum by coaching other employees as well.