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Fields of Feels Powerpoint PDF

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Natasha Al-Rafie

This document provides an agenda and guidance for holding a feelings meeting with a diverse group to develop emotional intelligence and leadership skills. The agenda includes: reviewing the history and purpose of the meeting; discussing different leadership styles using a compass model; having members anonymously tally feelings and share responses; asking open-ended questions to facilitate sharing feelings; and discussing benefits like developing emotional intelligence, leadership styles, affirmation, communication, and appreciation. The goal is to create a safe space for members to express and understand emotions within the diverse team.

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How to hold a feelings meeting with a diverse group of intellectuals By Tash Al-Rafie Fields of Feels
• History behind Fields of Feels • Reeling off the feeling • The Leadership Compass • Tally or two • F is for Feelings • Daily Feels • Benefits Agenda Overview
History behind Fields of Feels
• What is effective emotional intelligence?  The appraisal and expression of emotion, the use of emotion to enhance cognitive processes and decision making, knowledge about emotions, and management of emotions (Jennifer George). • Why does it matter in FEMA Corps?  Diverse groups of people  Leadership development  Appreciation and Affirmation Reeling off the feeling
• North – Seeks results first • South – Builds relationships • East – Visionary • West – Process Oriented The Leadership Compass
The Leadership Compass • How does this relate?  Ask members how they see this effecting personal relationships on the team  Why is this their first instinct?  Fight or flight?
The Leadership Compass • How to use the compass for FEMA Corps  Write down what people should know to be able to work with you better as a (insert direction)  Write down what people should know about your leadership style  Have an open discussion around how members can use this compass to work on team based projects (FEMA, ISP, POC, PT, etc.)
A Tally or Two • Give each member a piece of paper / pen and ask them to find a corner in the room where they are isolated from other members. • Read a list of phrases (examples on next slide) and ask members to mark with a tally each statement they agree with
• Ask everyone to share how many tally’s they wrote down • Discuss how each tally effected them (similar to the diversity training) • Ask everyone to share one word to express how they feel A Tally or Two
• I have felt isolated by a member of the team • I have missed home • I have been able to be myself • I have felt disengaged more than engaged • I have contemplated quitting the program • I have ignored a team members idea • I have felt disrespected by someone on the team • I have felt a part of the team • I love the team A Tally or Two
• Before the meeting  Create a list of questions that apply to your teams needs (examples on next slide / attached to email)  Send an invite to all members and explain why this meeting is happening F is for Feelings
• Create a safe space  Cater to introverts and extroverts  Sit in a circle  Facilitate a pulse check in the beginning  Remind everyone that if one person shares, everyone shares F is for Feelings
• Example questions (also in attachment):  Define the word critical  In the perfect world what would your LAA look like? • 1st year – 2nd year  What troubles you about the team?  What was your highest point in the program? F is for Feelings
 What was your lowest point in the program? Why?  How do you want to receive feedback?  Do you feel like the team is really a team? What’s holding us back from being a team? What needs to be done to become a team?  Define the work support F is for Feelings
• Write a thank you email / letter to someone in the corps (staff included) who made an impact on your round • Create kudos bags for each member and fill the bags by the end of the round • Ask everyone to bring 5 photos to a team meeting that represents their past and future Daily Feels
• Have a feelings block at the team meeting  Fears and shares  Pulse check  High low high • Write daily appreciation post-its • Close the team meeting with something artistic (poem, painting, photo, song, story etc.) Daily Feels
• Weekly share  Each member teaches the team something new • Ask everyone to share something they love about the team / something that frustrates them – discuss how to create change • 52 Lists (attached to email): Each member writes 52 things over the round that circles around positive affiramations Daily Feels
• Emotional intelligence? • Leadership styles develop • Affirmation without force • More time spent thinking about emotions within the team • Unapologetic appreciation • Open and effective communication  Defines personal communication and frustrations Benefits

More Related Content

Fields of Feels Powerpoint PDF

  • 1. How to hold a feelings meeting with a diverse group of intellectuals By Tash Al-Rafie Fields of Feels
  • 2. • History behind Fields of Feels • Reeling off the feeling • The Leadership Compass • Tally or two • F is for Feelings • Daily Feels • Benefits Agenda Overview
  • 4. • What is effective emotional intelligence?  The appraisal and expression of emotion, the use of emotion to enhance cognitive processes and decision making, knowledge about emotions, and management of emotions (Jennifer George). • Why does it matter in FEMA Corps?  Diverse groups of people  Leadership development  Appreciation and Affirmation Reeling off the feeling
  • 5. • North – Seeks results first • South – Builds relationships • East – Visionary • West – Process Oriented The Leadership Compass
  • 6. The Leadership Compass • How does this relate?  Ask members how they see this effecting personal relationships on the team  Why is this their first instinct?  Fight or flight?
  • 7. The Leadership Compass • How to use the compass for FEMA Corps  Write down what people should know to be able to work with you better as a (insert direction)  Write down what people should know about your leadership style  Have an open discussion around how members can use this compass to work on team based projects (FEMA, ISP, POC, PT, etc.)
  • 8. A Tally or Two • Give each member a piece of paper / pen and ask them to find a corner in the room where they are isolated from other members. • Read a list of phrases (examples on next slide) and ask members to mark with a tally each statement they agree with
  • 9. • Ask everyone to share how many tally’s they wrote down • Discuss how each tally effected them (similar to the diversity training) • Ask everyone to share one word to express how they feel A Tally or Two
  • 10. • I have felt isolated by a member of the team • I have missed home • I have been able to be myself • I have felt disengaged more than engaged • I have contemplated quitting the program • I have ignored a team members idea • I have felt disrespected by someone on the team • I have felt a part of the team • I love the team A Tally or Two
  • 11. • Before the meeting  Create a list of questions that apply to your teams needs (examples on next slide / attached to email)  Send an invite to all members and explain why this meeting is happening F is for Feelings
  • 12. • Create a safe space  Cater to introverts and extroverts  Sit in a circle  Facilitate a pulse check in the beginning  Remind everyone that if one person shares, everyone shares F is for Feelings
  • 13. • Example questions (also in attachment):  Define the word critical  In the perfect world what would your LAA look like? • 1st year – 2nd year  What troubles you about the team?  What was your highest point in the program? F is for Feelings
  • 14.  What was your lowest point in the program? Why?  How do you want to receive feedback?  Do you feel like the team is really a team? What’s holding us back from being a team? What needs to be done to become a team?  Define the work support F is for Feelings
  • 15. • Write a thank you email / letter to someone in the corps (staff included) who made an impact on your round • Create kudos bags for each member and fill the bags by the end of the round • Ask everyone to bring 5 photos to a team meeting that represents their past and future Daily Feels
  • 16. • Have a feelings block at the team meeting  Fears and shares  Pulse check  High low high • Write daily appreciation post-its • Close the team meeting with something artistic (poem, painting, photo, song, story etc.) Daily Feels
  • 17. • Weekly share  Each member teaches the team something new • Ask everyone to share something they love about the team / something that frustrates them – discuss how to create change • 52 Lists (attached to email): Each member writes 52 things over the round that circles around positive affiramations Daily Feels
  • 18. • Emotional intelligence? • Leadership styles develop • Affirmation without force • More time spent thinking about emotions within the team • Unapologetic appreciation • Open and effective communication  Defines personal communication and frustrations Benefits