The Notebook

What Ideas Did People Want to Take Home?

Several participants focused on the importance of creating a welcoming and inclusive environment. For example, one participant highlighted "the difference between being friendly and being welcoming," while another emphasized that "belonging isn't a program, it's a posture." This reflects a shared concern about the quality of interpersonal interactions and the role they play in building a supportive organizational culture.

Other participants concentrated on the concept of noticing and acknowledgment. For instance, one participant noted the significance of "small moments of acknowledgment" and another pondered "who am I not noticing right now?" These ideas suggest a shared interest in recognizing and valuing the contributions and presence of others.

Why Did Those Ideas Matter?

The ideas about creating a welcoming and inclusive environment resonated because participants recognized gaps between organizational intentions and actual experiences. For instance, one participant pointed out that "our culture depends on the small things we stop paying attention to," indicating a need to focus on the subtle aspects of interaction that contribute to retention and belonging.

The emphasis on noticing and acknowledgment mattered to participants because they saw it as a fundamental leadership skill that affects team dynamics. One participant explained the need to "slow down and pay attention to who's quiet in the room," suggesting a desire to foster deeper connections and a more inclusive atmosphere.

What Changed, Got Clearer, or Raised a New Question?

Reconsidered Something: 50 of 150 participants

Example: One participant reconsidered the assumption that "more meetings mean more connection."

Saw Something More Clearly or Differently: 67 of 150 participants

Example: A participant clarified that "noticing is a leadership skill, not a personality trait."

Reaffirmed or Expanded Something: 17 of 150 participants

Example: A participant reaffirmed that "culture is built in moments, not in offsites."

Saw a New Possibility or Question: 16 of 150 participants

Example: A participant began to see "retention less as a communications cadence and more as an experience people have with other members."

What Did Participants Decide to Do Next?

Several participants chose actions focused on enhancing awareness and engagement:

These participants all chose to increase awareness and engagement through intentional actions:

• "I will schedule one 'noticing walk' per week with someone I don't know well."
• "I will ask 'who haven't I heard from?' before ending every team huddle."
• "I will start each Monday meeting by asking one person what they noticed this week."
• "I will keep a notebook of moments I almost missed, and review it monthly."

Another group focused on refining onboarding and engagement strategies:

These participants all chose to refine onboarding and engagement strategies:

• "I will Map the first three human interactions a new member is likely to have with us."
• "I will Evaluate all of our events and look for low member engagement and elicit feedback on ways to can simply increase participation."

What This Tells Acme

Participants are actively considering how to create a more inclusive and engaging environment both for new and existing members. There is a clear recognition of the importance of small, intentional actions in fostering a sense of belonging and connection. Participants are not only reconsidering existing assumptions but are also seeking practical ways to incorporate these insights into their everyday interactions and organizational processes. This suggests a potential shift towards more nuanced and human-centric strategies within the organization.