MANAGING OUR WELL-BEING: PART 2, INTRODUCING OUR ARRRC

The acronym ARRRC

…serves as a rich metaphor of an ARC.

QUESTION: Do any of these metaphors work for you?

• a building block, supporting and being a launch pad for our Well-Being and Happiness
• a rainbow, an energy source, rich in diverse colours
• a story arc, a continuing story of growth, informed by our and others’ stories
• Noah’s Ark an impetus for survival in Relationships

KISS and less is more

The ARC metaphor restricts me to words beginning with A, R or C. I could have added others such as

• Empowerment
• Empathy
• Generosity
• Gratitude
• Trust

Also, two other Rs and three other Cs,

• Resilience
• Rituals, eg., Margi and I would ensure we have a conversation each evening with red wine or tea
• Celebration, eg., celebrating ours and others special occasions and successes
• Communication, how we speak and listen
• Courage, eg., having the courage to take Responsibility for our Well-Being and reach out

But I am a great proponent of KISS(1) and less is more, so 5 factors it is, with the others to be referred to when I see links.

Before delving into how I see each ARRRC, let’s return to the simple example of the good morning effect that I introduced in Part 1.

Back to The Good Morning Effect

I often ask Leaders if they say good morning, how are you? (see Part 1) to their life partners and get the answer yes. When I ask if they say good morning to their work teams, all too often the answer is no, usually with an OMG realisation. I have seen this realisation influence Leaders in how they change their engagement with their teams.

• The power of the simple
• The power of the obvious…yet all too often out of our Awareness in the moment of Relationship.

What is going on in the background here?

• In their OMG moment, the Leaders become Aware they are not saying good morning, how are you?, potentially generating a feeling in their team members of not being acknowledged and valued as people.
• In actioning this Awareness, they indicate Respect for their team as individuals.
• As Leaders, they take Responsibility for the Well-Being of their teams.
• Being Curious, how are you? creates the opportunity for team members to feel safe in opening themselves up to their Leaders, that is, Requesting or reaching out for help.

Let’s have some fun, Reverse Mentoring

We can all be Leaders in the moment. It is about getting into that headspace.  Let’s take me, at age 25, reporting to a grumpy boss. He rarely says hello or acknowledges my work. While he seems to act the same to all members of our team, I take it personally, assuming he has it in for me.

Margi encourages me to step up and be his Mentor, what we now call Reverse Mentoring(2). I start to make more of an effort to say good morning; I thank him for his guidance; after a meeting with clients, I acknowledge what a great job he did and ask if can he give me a few tips.