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Leading with Your Heart:Fostering a Business Culture of
Appreciation & Belonging
Kristen Rulison SEL Manager for the School District of Palm Beach County
@kristenrulison
Welcoming RitualIntroduce yourself, your organization, and type the number below to show when you feel most appreciated.
I feel most appreciated when...
1 I am praised publicly. (Ex: at a Meeting in front of others, in a newsletter, etc.)
2 I am praised discreetly. (Ex: 1:1, a hand written note, etc.)
3 I am provided with quality time. (Ex: 1:1 meeting, conversations about things that are important to me, check-ins, etc.)
4 I am provided with help when needed. (Ex: acts of service, volunteer to help with a project, reach out when they see I need help, etc.)
5 I am provided with a small token or gift. (Ex: food, gifts, Comp Time, etc.)
Did You Know?◻ According to the US Department of Labor, 64% of Americans
who leave their jobs say they do so because they don’t feel appreciated.
◻ The number one factor in job satisfaction is not the amount of pay we receive but whether or not we feel appreciated and valued for the work we do.
Chapman & White, The 5 Languages of Appreciation in the Workplace
Recognition vs. Appreciation
❖ Largely about behavior & performance
❖ About what is good for the organization
❖ Requires that you only implement certain behaviors
❖ Often top-down
❖ Focuses not only on performance but also affirms the value of a person
❖ About what is good for the organization and individual person
❖ Is genuine and comes from the heart
❖ Communicated in any direction
Recognition Appreciation
Chapman & White, The 5 Languages of Appreciation in the Workplace
Languages of Appreciation
❖ Words of Affirmation❖ Quality Time❖ Acts of Service❖ Tangible Gifts❖ Physical Touch
Words of Affirmation
❖ Language that uses words to communicate a positive message about that person. ➢ Praise for accomplishments➢ Affirmation of character (inner nature of a person)➢ Praise for personality
❖ Delivery Preference➢ 1 to 1, Public, Written, etc.
Showing the person they are valued by giving them your personal attention➢ Focused attention and active listening➢ Quality conversation➢ Shared experience➢ Collaborating on a task➢ Small group dialogue (PLCs, grade level,
subject area, etc.)
Quality Time
Acts of Service
❖ Demonstrating that you are willing to help a colleague in a way that is most beneficial to them (rather than convenient to us)➢ What would be helpful to you?➢ How would you like the task(s) done?➢ When would be the best time to help?
❖
Tangible Gifts
❖ Small items that show you are getting to know your coworkers personally and what they enjoy
“Understanding what makes you and your coworkers feel appreciated can significantly improve your relationships, increase colleagues’ sense of engagement and create a more positive work environment.”
Chapman & White, The 5 Languages of Appreciation in the Workplace
Intentionally Strengthening
Relationships to Foster a Culture of
Belonging & Create a More Positive Work Environment
Building strong connections with co-workers takes focused
effort and practice.
SEL Signature PracticesUse SEL Signature Practices during Staff Meetings
○ Welcoming Rituals○ Engaging Practices○ Optimistic Closure
Welcoming Ritual
Purpose Creating a climate of inclusion, belonging, and connection
(1-9 minutes)
Goals Examples for Adults- Everyone’s voice is heard by at least one other person. -There is an element of personal choice.-The activity matches the purpose and needs of participants. -Whenever possible, each person is welcomed by name.
- Community Building: Use an open-ended question to build community in a quick and lively way. Each participant shares their response with a partner.
- Check-in Sentence Starters: One thing that is new... , A success I recently had…, One norm I will hold today...
Engaging Practices
PurposeBuilding a relationship to one another and the content
(1-15 minutes)
Goals Examples for Adults-Create the opportunity for sense-making for self or with others. -Help the group stay focused -Include a variety of strategies and activities that honor the array of cultural norms and personal learning/working styles that exist in your group.
-Think Time: 30-90 seconds of silent time before sharing- Opportunities for Interaction: partnerships, triads, small groups and as a whole group.- Brain Breaks: Stand and Stretch, Mindfulness Exercise- Opportunities to Reflect
Optimistic Closure
PurposeLeaving the group on an optimistic note, feeling connected, productive
and inclined to return(3-5 minutes)
Goals Examples for Adults
- Give participants time to reflect- Be forward/future focused- Respect the diversity and varied experiences of the group- Everyone’s voice is heard by at least one other person or in writing
- Share a big takeaway or a next step based upon the meeting- Share appreciations- Reflect on a brief inspirational video or quote
Build Trust & Rapport with Staff
❖ Have an Open Door Policy ❖ Be Visible Out of Your Office❖ Create a Check-in Calendar❖ Leave Happy Notes❖ Acknowledge Birthdays❖ 5 Minute Chat
5 Minute Chat The primary purpose of this chat is to hear about your staff’s experience and perspective so that you can know them as an individual, be responsive to their needs, learn from them for the benefit of the organization, and build relational trust.
Steps Description Possible Example(s):
1. Initiate If you already have a personalized relationship with the staff member, open the conversation as you would start any informal discussion with that person. If this is a relationship you are working to build, say/text/email something like:
“Do you have a few minutes to chat? I’m working on connecting with everyone on staff to get a better sense of what everyone is feeling and thinking about, and how I can be supportive.”
2. Open Start with a question that invites your conversation partner to share as much or as little as they are comfortable sharing. Be more specific than “how are you?” –often we are socialized to answer that question with little thought or detail
• What are your biggest priorities right now, not just in work but in life outside work? • Who or what has been on your mind most recently?
3. Personalize Let them know that knowing about them as a person is your first priority by bringing it up on the front end of your conversation.
• How are you taking care of yourself? • What’s your biggest source of stress right now?
4. Invite Feedback Show your conversation partner that you value their perspective and are open to making changes based on their input.
• What do you and your colleagues need most right now? • What do you think we’re getting right so far, that we can build on? • What do you think we should be doing differently?
5. Close Wrap the conversation up on an optimistic, forward thinking note.
• What’s the best thing you’ve seen today? • What or who inspires you lately? • What’s keeping you going/giving you energy/putting a smile on your face?
Stop & Reflect
❖ What are other things you could do to encourage all staff members to continue strengthen their relationships throughout the year?
Cultivate & Model Social & Emotional Competence
https://casel.org/what-is-SEL/
Strengthening Adult SEL in the Workplace
Learning
CollaboratingModeling
AdultSEL
● Learning about and Reflecting on Personal SEL Skills
● Examining Biases for Cultural Competence
● Growth Mindset for Staff● Self-Care
Popular SEL Workplace Areas of Focus:
● Work Life Balance● Stress Management● Self Care● Emotional Intelligence● Growth Mindset● Examining Biases for Cultural
Competence● Demonstrating Empathy &
Compassion● Understanding & Expressing
Gratitude● Communicating Effectively
Strengthening Adult SEL in the Workplace
Learning
CollaboratingModeling
AdultSEL
● Learning about and Reflecting on Personal SEL Skills
● Examining Biases for Cultural Competence
● Growth Mindset for Staff● Self-Care
● Staff Shared Agreements● Peer Mentoring and Partnership● Integrating SEL into Staff Meetings● Collective Goal Setting
● Model SEL as a Staff● Create a Culture of Empathy and
Appreciation● Apply Self-Care Strategies
Adult SEL Reflection Questions
Breakout Rooms❖ Number off 1 to 3❖ Each person will read the prompts from their
section and share their reflection.1. Learning2. Collaborating3. Modeling
https://docs.google.com/document/d/1brYRgCwy-0R7TDJkyzj5Spun1W3Ih1M--gut2y0V3Zs/edit?usp=sharing
Remember Modeling Starts with You
❖ On a scale of 1-10…➢ How are you with self-care? ➢ How are you currently doing with maintaining
a work-life balance?
❖ What is going well and where could you improve?
Promote Collaborative Decision Making & Problem Solving
Involving all stakeholders in the process can transform an organization by
❖ Providing varying perspectives and showing that everyone’s perspective is valued
❖ Making the process more inclusive and transparent so you have more buy-in and less resistance
❖ Creates a sense of community (“Our” workplace)❖ Leads to better decisions and shared responsibility
Key Considerations
❖ Create space and time to collaborate around key issues❖ Use protocols that engage all stakeholders ❖ Be selective with problems or decisions to take through this process
In a Nutshell...
Actions to Create a Culture of Appreciation & Belonging in the Workplace:
● Create time to communicate appreciation in ways that are meaningful to the individuals you work with.
● Identify and prioritize opportunities for staff to learn, plan, and reflect on SEL.● Create protected time for staff to regularly collaborate with each other.● Embed into existing staff meetings intentional opportunities for adults to connect
personally, interact in meaningful ways, and share appreciations and reflections.● Identify ways to explicitly model your own social and emotional competencies and
development.● Ensure those who will be affected by decisions are included in decision-making
processes, and that all decision-making teams are representative of the school community.
Questions
“Next to survival, the greatest need of a human being is psychological survival, to be understood, to be affirmed, to be validated, and to be appreciated.”
Steven Covey, The 7 Habits of Highly Effective People
Optimistic Closure
Tomorrow Takeaway: What is one takeaway from this session that you can bring back to your organization to begin implementing right away?
