The Two-Word Check-In Technique
Our teams and organizations deserve the best we can be as leaders, and sometimes we have to face challenges in order to do our best.
So, with that said, I want to share a technique that I use as a facilitator that helps me start meetings, either with my team, my clients, or with my client's team (the content below is transcribed from the original video of the Two-Word Check in Technique here: https://youtu.be/y3uGE4YpO0E )
The Two-Word Check-In
It’s called the Two-Word Check-In, and I have respectfully stolen or borrowed this from Dr. Brené Brown and I want to share the purpose of the two-word check-in, I want to model it briefly, and then also share some of the outcomes as a result of engaging in this practice.
The Purpose of the Two-Word Check-In
First, the purpose of the two-word check-in is normalizing emotion. So normalizing talking about how we feel and what we are bringing into the meeting or into the workplace for the day. And what’s interesting about that is we have this idea that checking emotions at the door are required for us to be effective at work, when the reality is our emotions are in our work and they do impact how we show up. So, we need to do that a little bit differently and having emotions isn’t bad, it’s information, and it’s part of the human experience.
Next, one of the purposes of the two-word check-in is really kind of increasing what I would call awareness, self-awareness about what I might be bringing into the room, and also developing some awareness of others and what they’re bringing into the meeting or into the room.
Example of a Two-Word Check-In
I want to model what the two-word check-in looks like and then we’ll talk about outcomes if you start to practice this. So, let’s say I’ve got three other people in the room and let’s say I’ve got Damian, I've got Erica, and I’ve got Elliot. So the two-word check-in is literally two words, and ideally emotion words; which means, unfortunately, when I ask somebody:
“Hey, how are you doing? Let’s do a two-word check-in.”
And they answer:
“Good” “Ok” “Fine” “Great”
Those don’t tell me a whole lot about what you’re bringing in, so if we can maybe take those off the agenda for usage, let’s please do that. I want to hear things like nervous, anticipatory, curious, exhausted. I want to hear emotion words on a two-word check-in. So, let’s say I check in with Damian first and I say:
“Hey, two words.”
And Damian checks in with:
“Apprehensive and Excited.”
And my job at that point is just to say, “Thank you for sharing.”
Next up is Erica and she checks in with:
“Exhausted and Overwhelmed.”
Then I say, “Thank you for sharing and letting me know.”
Next up is Elliott and he checks in as:
“Frustrated, Overwhelmed”
And then adds one more,
“I’ve also got some Anxiety.”
At that point, I’ve got some options. Typically, when I hear some tougher emotions, I might pause and say, “Hey, what does support look like from me or the group today?” Emotions like: Anxiety, Anxious, Overwhelmed, Angry, Fearful. I would want to know as a leader, how I can support or how the team can support. It is not up to me to fix it though.
I want the team or individual to be able to name what support looks like. And if they say they don’t know, it’s an answer. But at that point, knowing that for each one of those people in the room, it’s okay for them to be apprehensive, exhausted, overwhelmed, etc. Those emotions are okay, but it tells me that each one of my team is coming into this meeting in a different place, and it’s also making me aware of where their head is at, and really where their heart is at. That way, if any of them have to step out because they’re overwhelmed and need to take a phone call, I can extend a little bit of grace.
Expected Outcomes As a Result of a Two-Word Check-In
Let me share some quick expected outcomes as a result of this daily practice and I’ll let you go.
So, first and foremost, I believe psychological safety is the big one. In order to do this and do this well, we have to be intentional about it and be able to hold space for whatever anybody brings into the room. And the number one quality of a high-performing team is psychological safety. Even if you’re trying to increase it, this is a way; but even if you’re building it for the first time, this is a way.
Another expected outcome, I would say, is increased capacity for understanding compassion and empathy, and the ability to practice those skills, and as we know, those are super powers. And last but not least the ability to start building connection with our teams and our teammates, which also helps us build trust, so we can’t go wrong there, can we?
Thank you for your time, good luck with the two-word check-in, and if you enjoyed this content, please join our mailing list at the bottom of our website so you won’t miss out on future content!
Feel free to use this video with your teams or share to your network!
