TLB #31🧠 The Core of Human Interaction
A by-weekly inside scoop on all the hottest events, juicy discussions, and oh-so-many other exciting things happening in our dynamic L&D community. 🧡
Hello Shaker,
Here’s all that you’ll experience in today’s issue:
💡Learning Bites: The Core of Human Interaction
🗓️ Community Calendar: Be a part of events like Experience Design Accelerator and many more.
🖌️ Community Creations: Registration closing soon for Ideas in Motion 2024: The first-ever L&D Shakers Nonference and many more news from the community
🔖 Resource Reel: A collection of resources on experience design, ways of working, conflict management and many more.
🎤 Shaker's Stage: This week’s stage is taken by Vanessa Alves Ruiz.
Learning Bites 💡
Have you ever wondered what truly drives human interactions? This week, my focus turned to the FIRO model (Fundamental Interpersonal Relations Orientation) by Dr. Will Schutz, unveiling insights into the intricate dynamics of human interactions. The FIRO model doesn't just scratch the surface—it dives deep into our innate desires for connection, autonomy, and authenticity. It's like peeling back the layers of an onion to reveal the core motivations that shape our relationships, behaviours, and sense of self.
Top Three Takeaways:
Core Human Wants: The FIRO model identifies three core desires common to all individuals: the need to feel significant, competent, and likeable. These desires drive our interactions and relationships, influencing our behaviours, feelings, and self-perception. Understanding these fundamental wants is crucial for fostering healthy interpersonal dynamics.
Hierarchy of Influence: The model outlines a hierarchy wherein self-concept influences feelings, feelings drive behaviour and behaviour, in turn, determines outcomes. Recognizing this hierarchy helps us comprehend the underlying motivations behind our actions and those of others. It emphasizes the significance of addressing individuals' core needs to facilitate constructive interactions and achieve positive outcomes.
Fear and Behavior: The model highlights the impact of fear on behaviour and its detrimental effects on productivity, creativity, and collaboration in the workplace. Fear triggers defensive responses, hindering open communication and inhibiting growth. Creating environments that mitigate fear and promote feelings of significance, competence, and likability fosters honesty, collaboration, and accountability.
Source: The Human Element
What This Means for Practice:
Promoting Psychological Safety: Cultivate environments that prioritize psychological safety, where individuals feel valued, respected, and free from judgment. Encourage open dialogue, constructive feedback, and risk-taking to foster innovation and creativity.
Building Trust: Implement FIRO-based methods such as The Human Element approach and The Elements of Awareness assessments to enhance trust and communication within teams. These tools provide practical frameworks for managing conflicts, developing leaders, and fostering meaningful relationships.
Addressing Fear: Proactively address sources of fear and insecurity within the workplace to mitigate defensive behaviours and promote a culture of transparency and collaboration. Empower individuals to express their concerns and perspectives without fear of reprisal, fostering an environment conducive to growth and development.
Foster Collective Ownership: Promote a sense of collective ownership and accountability by involving team members in decision-making processes and goal-setting initiatives. Encourage autonomy and initiative, empowering individuals to take ownership of their work and contribute proactively to team objectives.
That’s all Shakers! Take a moment this week and reflect on a recent conflict. How might understanding the other person's core desires (significance, competence, likability) have changed your approach?
Coming Up Next
Community Calendar 🗓️
Ready to innovate and elevate?
Discover, share, and learn at events you can’t resist!
Collaborate, create, and make the future great!
Mark your calendar—ideas will shine brighter!
Register for the events below! 👇
Community Creations 🖌️
Say goodbye to passive listening and rigid agendas. Traditional conferences with endless 'sages on stages' are a thing of the past.
Welcome, Ideas in Motion 2024: The first-ever L&D Shakers Nonference!
Defining |
Uncovering |
Exploring |
Shaping |
Reclaiming |
Our value in the AI era.
Ideas in Motion is a unique gathering that breaks the mould, focusing on spontaneous interaction and collaborative creativity. It's designed to maximize engagement in a vibrant and interactive setting.
Join us on October 7th in Amsterdam, where 150 Shakers will come together for an immersive experience where ideas collide and collaboration thrives.
Applications close on June 8th. Hurry Up! Last few days to register for the Nonference! Expect to hear back from us by June 17th.
Get all the details, including conference info, pricing, and the application form below.
Have questions? Email us at hi.lnd.shakers@gmail.com
Cool Stuff You Don’t Wanna Miss Out
Resource Reel 🔖
This week’s hottest resources are:
5 Strategies to Facilitate Connection Online by Play on Purpose, a video series that talks about the mindsets and frameworks for thinking about connection and easy-to-implement tools and tricks to quickly add a connection to any virtual event.
100 Conversational Icebreakers again by Play on Purpose to unlock connection and engagement in groups. The e-book talks about two main types of icebreakers and why they’re needed, three guidelines for how to drive depth and meaning and three levels of engagement to choose from for the most appropriate content and of course 100 icebreakers.
Open Resource Library by OpenOrg has a collection of free tools, templates and resources around onboarding, culture and other HR aspect to take your organisation to the next level of transparency.
25 Free HR Courses curated by Wouter Durville wherein you’ll find what it takes to be a high-performing team, and a checklist for building emotional intelligence among others.
How to Use the Conflict Management Canvas by Fearless Culture to help your teams address conflict by reflecting on past issues and identifying learnings to better prepare to solve current tensions using the Conflict Management Canvas.
New Ways of Working Playbook by WorkPulse explores the patterns found in progressive organisations and experiments with some of the most helpful practices out there.
Community Corner:
Shaker's Stage 🎤
Let’s welcome Vanessa Alves Ruiz, founder of Life Transition® Coaching & Training to take the Stage.
On a good day, what can you legitimately be proud of about yourself?
-On a good day, I can feel a sense of pride when I think about some life choices in which I've followed my own compass. Instead of chasing the "important" topics I was expected to cover as a journalist, in the beginning of my professional path, I took a leap and went into sports reporting. The adrenaline of chasing down a Formula 1 story or the camaraderie in the press box during a football match – those are moments I'll always cherish. Then, there's the complete shift – leaving this fast-paced, glamourous world behind to build a life in an ecovillage for four years, in northeastern Brazil. Contributing to a sustainable community fully dedicated to self-knowledge, courses and retreats plus our projects in new education and new economy – I experienced a new kind of fulfillment. And after that, coming to Barcelona and building a new career around Coaching, Training and Facilitation in Europe – now that's a plot twist the 28-year-old Vanessa never saw coming, but one I'm incredibly grateful for! I'm well aware that this may not have been the 'expected paths', not even by me for a while, but that's the beauty of it! They're the turns that make me feel really proud today. And I like to think... who knows what wonderful adventures are yet to come? :)
Share a tool, method, or framework you find useful.
-As an "Art of Hosting and Harvesting Conversations that Matter" practitioner among other things, I choose to share with our L&D community our Four-Fold Practice, as I believe that to work with others, we need to be able to be present and fully aware of our own selves first. And only then move forward so the magic can happen. Let's take a look at it. The Art of Hosting is all about creating powerful conversations that lead to collective action and positive change. At the heart of this approach lies the Four-Fold Practice, a simple yet powerful framework that empowers everyone to participate and contribute.
1# Being Present. It's about hosting ourselves first by prioritising our presence and commitment to the gathering. Then endure caos, embracing uncertainty and discomfort as opportunities for growth, while maintaining an open mindset to feed creativity and innovation, always checking-in with ourselves first.
2# Engaging Skillfully in Conversations. This is the art of active listening, asking thoughtful questions, and expressing ideas with clarity and respect. Think of a conversation where everyone feels heard, valued, and encouraged to share their unique perspective.
3# Hosting Conversations. Here we need to be courageous, inviting and willing to initiate conversations that matter. We create a welcoming and inclusive environment for dialogue and collaboration by finding and hosting powerful questions with the stakeholders, and then making sure we harvest the insights, the patterns, learning’s and wise actions.
4# Co-creating With Others - Becoming a Community of Practice. "The fourth practice is about showing up in a conversation without be
What is a common myth about your job or field of expertise?
-Now let's jump from facilitation to coaching. A big misconception about coaching is that it's just a life raft for people in stormy seas. Sure, coaches can be there to help you navigate choppy waters. But the beauty of coaching is that it's for everyone, as it's not just about fixing problems, it's about unlocking your inner rockstar – the one with hidden talents and untapped potential. Think of it as a partnership where you and your coach work together to discover your goals, bust through any roadblocks, and watch your potential come alive. It's about self-discovery, setting goals that make you excited, and figuring out how to crush them. Whether you're a CEO ready to conquer the business world or someone simply wanting a more fulfilling life, coaching offers a powerful boost to help you thrive. The idea of coaching being just for emergencies misses the bigger picture: it's about empowering you to become your own best possible self! A coach should never, ever tell you what to do. What we do is ask thought-provoking questions, listen deeply, and accompany you to find your own answers and strategies for rocketing towards your goals.
What does being an L&D Shaker look and feel like for you?
-As a community-driven person, I absolutely love collaborative learning environments. I'm really grateful for meeting you guys and for quickly finding myself happily feeling like a true L&D Shaker :D The cultural mix is amazing, and the safe space for open exchange of knowledge and expertise is priceless because it nurtures a supportive network where we can learn from each other, find valuable experts to hire and even make new friends! "You may say I'm a dreamer..." but yes, I do dream of a world built on strong, interconnected communities, not just large, impersonal cities. On another note, being an L&D Shaker also feels to me like being a scientist in a learning lab! I like to see us L&D Shakers as co-creating a journey of discovery, driven by shared curiosity and a genuine desire for connection. I believe that, on a deeper level, what we're doing together is to boldly challenge the status quo so we can explore fresh, more inclusive and innovative perspectives.
〜See you soon
Till then, keep spicing up your learning! 🧠🧂
Sejaal