The Why & How of WOL: SC
My intention was to create a new practice that people could join after their WOL Circle ended. It would be comprised of five different kinds of mindfulness practices spread over six months. You would still be part of a peer support group, but with some important differences.
You will do daily exercises on your own each month, and your meetings will be for you to share what happened and to prepare for a different practice the next month.
Also, unlike a WOL Circle, there is no goal or relationship list. The practices are largely focused on yourself. The only goals are to develop greater self-awareness and mindfulness. These are the keys to realizing more of your potential as well as a greater sense of fulfillment and happiness.
Whereas Working Out Loud improves how you relate to others, WOL-SC helps you improve how you relate to yourself.
The survey results
Whether or not the experiment was a success depends on your perspective. Fewer than half of the WOL:SC groups finished, which is disappointing. And yet there were clear themes about how to improve the practice, so I learned a lot:
Change the timing of the meetings to be closer together
Include more interaction between members
Make the material more engaging, perhaps with videos and/or a journal
Regarding the exercises, most liked them and a few even called them “life-changing.” But a significant percentage felt they were too personal, too similar to things they’ve already done, or not suitable for WOL or the workplace.
The last question I asked in the survey was, “If you were me, would you keep working on WOL: Self-Care?”
The responses were (mostly) positive and encouraging, and yet even if they weren’t I would keep working on WOL: SC. As I wrote about a year ago, the needs for putting these ideas into practice are greater than ever, and we have a tremendous opportunity because of how WOL has spread.
Hundreds of companies are spreading Working Out Loud Circles, proving that they are willing to create a safe, confidential space for employees to develop themselves. What if we could build on that, and use Circles to enhance employees' focus, self-control, and stress management while helping them be kinder and happier? How many people would benefit if all those wellness programs had a new method that was easy to implement and spread?
As a next step, I will redesign WOL: Self-Care, employing a different structure, different media, and different exercises. I will also create alternative practices so those who finish WOL Circles have multiple options for continuing their development.
Thank you to everyone who participated in the pilot as well as those who offered ideas and opinions along the way. I greatly appreciate your support and contributions.