Using micro-affirmations - A raised eyebrow, a smirk, an eye roll. Repeat affirmations. "I have the skills and knowledge to make the best decisions for my career.". Micro-affirmations create an environment where students feel comfortable sharing ideas, know that they are valued, and are excited to contribute. These small acts focus on teaching to the whole child—not just providing what is needed academically but also meeting their social and emotional needs. Rowe (2008) defined micro-affirmations as small acts in the workplace fostering inclusion, listening, comfort, and support for people who may feel unwelcome or invisible in an environment. When teachers use micro-affirmations, they are . A cumulative pattern of subtle, affirmation messages can encourage and improve performance (Rowe, 2008). Reply. Microaffirmation #1: Get to know people, and pay close attention to their words and ideas. Business needs more diversity. where the authors list "call returning during off-hours, spending extra . They are the things that create the . Trust. Microaggressions are everyday actions and behaviors that have harmful effects on marginalized groups. (Who do you micro -manage?) They can work to create a sense of connection between teacher and student—and they serve as a counter to micro-aggressions (snubs, insults, or slights directed at members of marginalized groups, whether intentional or unintentional). Micro-Inequities are subtle messages that undermine the value of others in the workplace. Microaffirmations are the exact opposite. Photo Credit: Hoodr [CC-BY-SA-3.0], via Wikimedia Commons. Microaggressions can also impact a . Micro-affirmations are not the same as compliments. Micro-Affirmations—small acts or gestures of caring and inclusion that consciously affirm others— minimize the negative effects of Micro-Inequities This was a perfect example of what MIT's Mary Rowe might have called a "micro affirmation"—subtle or seemingly small acknowledgements of a person's value and accomplishments, displayed either publically or privately. Micro-affirmations (examples below) positively recognize, validate and ultimately empower individuals within a work environment. Micro-affirmations take the notion of affirming one step further by acknowledging, affirming, and addressing the larger system of power, privilege, and oppression. Micro-affirmations are small acknowledgments of a person's value. "I am confident in my self-worth.". "I am the best at what I do. Build relationships with them so you can better collaborate together and advocate for each other. 1. Micro-affirmations lie in the practice of generosity, in consistently giving credit to others—in providing comfort and support when others are in distress, when there has been a failure at the bench, or an idea that did not work out, or a public attack. Thank you, Rachel! I create exceptional results for my organization.". Affirmations can influence neuroplasticity as well. Micro-affirmations are small positive messages that explicitly recognize and validate an individual and their identity. Every single person is capable of being an agent of micro-affirmations - and as a woman leader, you're more likely to be ahead of the curve. Biases affects us and our decision-making processes in a number of different ways: Our Perception - how we see people and perceive reality. Research has demonstrated that motivational interviewing can be synergistic with Cognitive Behavioral Therapy ( CBT) and lead to improved treatment outcomes (e.g., Arkowitz & Burke, 2008; Flynn, 2011). Micro-affirmations include the myriad details of fair, specific, timely, consistent and . Learn to respond effectively to negative messages (microinequities) that can undermine our success. (Shift from micro-inequities to micro-affirmations.) 5 Tiny but Impactful 'Microaffirmations' to Make Everyone on Your Team Feel Valued and Included When it comes to creating a truly inclusive workplace, small actions matter -- both for good and for . Examples of Micro-inequities . Blocking unconscious bias: I reasoned that we could try to practice—all the time—affirming the achievements of others. "Oh, my husband and I live in Columbus," or "My husband is meeting me for lunch today," — with that one little word, people are immediately caught up to speed on who I am. There has, admittedly, been a wide range of efforts to call attention to micro-inequities through seminars and workshops . Examples include: Consistent feedback that builds on strengths and corrects weaknesses; Support when others are in distress (for example, where a project falls through, a major deadline is missed or a project bid is lost) Here are some examples: Ask others for their opinions Recognize the achievements of others Use friendly facial expressions and gestures Take a genuine, professional interest in someone's personal life Pay attention Make eye contact (yes, this means putting down your phone) Give credit to another's ideas Nod and smile Ameliorate damage: Can micro-affirmations (for example in affinity groups and mentoring programs) make up for some of the damage caused by unconscious bias? Some types of micro-behaviours are inherently positive, promoting a sense of inclusivity, acceptance, and positivity. Take the time to truly listen. (However, staring is creepy.) MI can be used during CBT to enhance motivation, resolve ambivalence, and reduce resistance (Arkowitz & Burke, 2008). Fear drives many of these behaviors with some common reasons behind it, such as: Loss of control over projects. She defines micro-affirmations as "apparently small acts, which are often ephemeral and hard-to-see, events that are public and private, often unconscious but very effective, which occur wherever people wish to help others succeed."23 Micro-affirmations may lead to: * Improved self-esteem and a sense of value in the organistion. . No bystanding. 2021 We Work . It is important that every single one of us plays our role in creating this new, better world of work. While microaggressions and micro-inequities contribute to experiences of exclusion for many at work, frequent experiences of micro-affirmations could help to cultivate a culture of inclusion. Contextual knowledge or knowledge of values and beliefs etc. When teachers use micro-affirmations, they are . If you are embarrassed and give up trying, you risk unintentionally implying that your own discomfort about making a mistake is more important than students' discomfort about hearing their names pronounced incorrectly. MIT professor Mary Rowe advocates the use of micro-affirmations to counter micro-inequities. Why Micro-affirmations Matter as a Leader. The British Journal of Social Work . Listed below are examples of small acts of inclusion for your personal transformation . Responding with anger will only work against you. Here are some examples of affirmations that you can use on a daily basis. Ingram Micro Witnessed an 8% Increase in Employee Engagement with Vantage Rewards in 2020 . Within the context of higher education, micro-affirmations can communicate to students that they are welcome, visible, and capable of performing well in the college environment. Pick a few that resonate with you or simply write your own! * Less absenteeism * Proactive and reliable employees * Productiveness * A sense of belonging in the organisation. Microaggressions in the workplace can have severe consequences. They are the everyday, subtle, and often unintentional interactions or behaviors that communicate bias toward historically marginalized groups. 2. Yes, you can do that in five minutes daily. 5 Examples of Microaggressions in the Workplace. 'Micro-affirmations' (such as holding eye contact, using open gestures, and asking for the opinions of others), for instance, help to create an atmosphere in which all feel secure, valued, and engaged. The tips below helped Jennifer manage microaggressions in an empowering way. . Here is why I think affirming behavior may help. Chances are, your colleagues react similarly to the same types of words and actions. These affirmations are excellent for everyday motivation: "I am courageous enough to face and conquer my fears.". Then let me present you with some helpful tips and ready-to-use examples of words of appreciation for employees to help you with your rewards and recognition . Find a way to pause from assuming or reacting right away. The Workplace Is Changing for Good. Our Behaviours - how receptive/friendly we are towards certain people. You may stumble with pronunciation, but a genuine effort to get it right is an example of a micro-affirmation. Remain calm and take a deep breath. • Equip you with simple tools and strategies you can use to We literally make thousands of micro-expressions and send micro-messages every time we communicate. In the same way as micro-inequities, micro-affirmations can be subtle, covert and unconscious. group • Confront unequal, biased, and hostile behaviors • Understand macroaggressions and combat those with micro -affirmations Sources: Micro Affirmations: Tell . Our Attention - which aspects of a person we pay most attention to. Learn a new language. Examples of Verbal and NonVerbal Microaggressions Microaggression Theme Implicit Bias/Context Impact/Message "Where are you from?" "Where were you born?" "You speak good English." Alien in own land When Asian Americans and Latino Americans are assumed to be foreign-born You are not American. For example, when a coworker's unconscious bias (or conscious bias!) An example is Green et al. There are two types of small actions - micro-affirmations and micro-aggressions - that can either enhance or destroy your team's resilience. Researcher Mary Rowe, who studies micro-messages, described micro-affirmations as, "tiny acts of opening doors to opportunity, gestures of . A great example is if you greet one employee cordially, but more formally, saying "Good morning, Suzi. Belief that work deemed superior to their own may make them look inadequate. Meeting a core emotional concern: Since research suggests that appreciation and affirmation are core concerns for all of us, may this plan help in making the work place more . Get 360-degree diversity feedback from diverse members of your 7. Experiencing higher levels of microaggressions is linked to lower mental health. So, when someone refers to my husband — not "partner" or "boyfriend" — I feel seen. Do you have the report ready for this morning's meeting?" with barely a smile; quickly ready to walk away. In the workplace, the impact of the micro-incivilities is long-term, and can affect psychological well-being, resilience and self-confidence. FACTS Grit works hand in hand with resilience. Microaggressions are common in the workplace. People micromanage at work for a variety of reasons. I sailed on that great feeling for at least two weeks! Macro practice methods to address racial injustice include advocacy, social media activism (e.g., #BlackLivesMatter), political activism, and organizational analysis of potentially racist policies and practices. Micro-affirmations have the . These . Examples of Micro-affirmations (adapted from Molina, et al) Appreciative inquiry conversely, dr. rowe tells us about micro-affirmations, which she defines as "apparently small acts, which are often ephemeral and hard-to-see, events that are public and private, often unconscious but very effective, which occur wherever people wish to help others to succeed." micro-affirmations, according to dr. rowe, are the foundation of … They may take the shape of public recognition of the person, referring positively to the work of a person, or commending someone on the spot. Neuroplasticity allows us to mold and shape our brain according to what sort of information we feed it. micro-affirmations in healthcare interactions: examples y being welcoming ("i'm happy to see you.") y listening intently as the other person is explaining something y making small talk to connect and prevent uncomfortable silences y a bit of relevant self-disclosure, sharing an experience from your own life y maintaining eye contact unless the … While microaggressions and micro-inequities contribute to experiences of exclusion for many at work, frequent experiences of micro-affirmations could help to cultivate a culture of inclusion.