Make sure you are properly equipped
Dialogue Tools
Introduction
On this page we have compiled some methods, which you can use to structure or initiate a wellbeing dialogue within the department.
First off, here are four pieces of advice on how to create an open and honest dialogue on wellbeing and similar topics.
- Set the stage – Call a meeting.
- Show courage – Be the first to open the dialogue, be a positive example.
- Encourage engagement – Ask curiously.
- Acknowledge and respond productively – Listen and elaborate on questions and answers.
Exercises in open and curious questions
Introduction
Open and curious questions engage people and encourage more than just an exchange of information. They open the door to dialogue and the possibility of insight into the wellbeing of the employee, as well as the possibility to understand the reasons behind the Howdy data of the department. Remember to be patient. It takes time to open up.
Advantages
- Creates ownership and participation in a dialogue.
- Puts multiple perspectives into play.
- We provide space, room and safety for what we normally do not get to hear.
How to?
When you begin a dialogue, group dialogue or speeches, be mindful to ask curious and open questions. Think about when you do it—what is the reaction from the recipient(s)?
Exercise
Sit down and reflect on your own Howdy score. How would you ask curiously about it? How would you phrase 5 open and curious questions on your own wellbeing?
Examples
Open and curious questions:
- What do you have for the agenda?
- What is important to you?
- Why is that important?
- Why is that a good idea?
- What motivated you?
Closed questions:
- This is what I think… do you agree?
- Do you have anything to add?
Magical question chain for a one-on-one dialogue
Introduction
The magical question chain is a systematic method for dialogue, which helps you ask curious questions as a manager, or colleague, that assist you and the other party in focusing on what they want and which resources will be helpful to achieve it.
Advantages
The question chain maintains a positive perspective, which motivates action by creating positive and optimistic thoughts about the future.
How to?
- What is the topic you want to talk about today?
- How come you are focused on this right now?
- Imagine A MIRACLE HAS OCCURRED OVERNIGHT, and you wake up to discover your problem has disappeared. Which signs would be concrete evidence that a miracle has occurred?
- What do you do differently?
- Which of your skills and resources are you better at utilising?
- How can other people tell the problem, which bothers you, has disappeared?
- What can others do to help you deal with the problem? How does it make a difference that there are more of you to deal with it?
- When are parts of the miracle already present today? In what way?
- Can you already do something, which would help make the miracle happen?
- Which of the resources, which would be required, do you already have?
- What would be the smallest action, which would make a difference?
- What do you want to do first to make the miracle happen? Just a small step you can do today.
Exercise
Try to use the question chain in front of your team or during a one-to-one conversation with an employee.
Classic Post-it-method
Introduction
Post-it is a simple method to facilitate group dialogue. It helps give everyone a chance to speak and creates an overview. It is essential that you, as the facilitator, clarify the topic of the day, the expected outcome and maintain a focus on the positive Post-its.
Advantages
The method increases reflection within the group and the individual and it contributes to a collective insight into the common wellbeing.
How to?
- Draw/print a template.
- Present the topic of the day, the process and the expected outcome.
- Allow every team member to reflect and write down their input on post-its (2-5 minutes). Green post-its: What has increased my wellbeing? Red post-its: What has decreased my wellbeing?
- Every team member hangs up their post-its. Every post-it is gone through.
- Enter a dialogue based on the post-its. Remember to focus on the green ones.
- Conclude: What do we do with this insight? Potentially, make use of the IGLO-model below.
Digital Post-it-method
Introduction
The digital post-it-method is very similar to the classic method, though we have added a digital context, where we draw in elements, which are crucial to creating a healthy digital dialogue. We advise a maximum number of 8 participants.
Advantages
The digital dialogue comes to us less naturally and is more difficult to facilitate, which is why it is advantageous to follow a structured method, which ensures participation, reflection and engagement from the entire team.
How to?
- Ensure all team members are logged in and comfortable with the meeting platform.
- Present the theme of the day, targets and expected outcome.
- Go “around the table” – everyone says hello and checks in.
- Introduce the template of the day and possible questions by sharing your screen (you can use Word, Mentii or PowerPoint depending on what works best for you).
- Example question: What has increased my wellbeing? What has decreased my wellbeing?
- Allow everyone to reflect for 2-5 min, then let them write their input.
- Go “around the table”. Everyone presents their input. You write down keywords in the shared document, which is visible to all participants.
- Allow the group to summarise. What are the similarities we see? Which topics would you like to talk about today?
- Enter a dialogue on which topics are important to focus on and why they are substantial? Why are they not substantial? How can you act on them? Remember to focus on the positive question.
- Summarise: Which topics do we think are important? How do we get more of the good? How do we avoid more of the bad?
- Conclusion: Briefly go around the table. What do we take with us from today? Who does what?
General points of focus for the virtual meeting:
- Test the technology!
- Be clear in your communication.
- Avoid lengthy monologues, interrupt them (and yourself) if necessary.
- Reach a conclusion together. Make it clear what happens from here (even if nothing happens).
The IGLO-model
Introduction
The IGLO-model can be used to facilitate dialogue. It is good at encouraging reflection throughout all levels of the organisation, as well as creating plans of action and suggestions for solutions to concrete challenges and themes. This model serves well as an extension of the post-it method.
Advantages
The model helps all levels of the organisation address taking action and provides insight into multiple options for doing so. For example, each individual is forced to take a stance on what they can do in everyday life to help create better wellbeing or deal with pressure from work.
How to?
You set up a topic, task or a desire, on which you want to facilitate action. You then sit down together and go over how you want and should act on the following levels:
Individual:
What can I do?
Group:
What can WE do?
Leader:
What can I do?
Organisation:
What can the organisation do?
