CHECK IN GUIDE

 
 

In the journey toward achieving both personal fulfilment and professional success, self-awareness and self-regulation are vital. Research shows that regularly checking in with oneself is a powerful practice that fosters mindful action and aligns our behaviours with our goals. These check-ins allow us to assess where we are, recognise shifts in our wellbeing, and make timely adjustments to stay on track.

The science behind practices like journaling and self-reflection reinforces their benefits across various domains. High performers and leaders consistently use these methods to stay connected with their strengths, monitor their progress, and navigate challenges effectively. Regular check-ins offer a way to detect deviations from our ideal path, empowering us to course-correct and prevent potential setbacks before they impact our wellbeing and performance.

The Check-In methodology is designed to make these practices accessible and actionable. By guiding you through five essential questions, it helps you tune into your current state, reflect on recent actions, and plan future steps and support required. Whether used individually, in 1:1 settings, or within teams, this method provides a structured approach to understanding and enhancing wellbeing in daily life.

The following Check-In Guide is designed to help individuals, pairs, and groups check in on wellbeing and its connection to performance across the work-life dynamic. Using five key questions, it promotes awareness, accountability, and action planning for wellbeing. Each question is supported by prompts that encourage further exploration, providing a comprehensive framework for meaningful dialogue.

Steps & prompts for Checking In

  • AIM: Explore the current state

    • Invite people to share how they're currently feeling and functioning - in work and in their life more broadly.

    • Allow space for people to share openly. Listen actively, taking note of their experience.

    • Show empathy for any challenges or issues that may be raised at this point.

    Prompts you might use (option to rate from 0-10):

    • Work: How are things going with work? Any specific job, team or leadership experiences we should chat about?

    • Work Wellbeing: Are you finding your work fulfilling?

    • Work Performance: Do you feel you’re contributing at your best or facing challenges?

    • Life: How well are things going outside of work? Any life events or circumstances relevant for us to chat about?

    • Life Wellbeing: How's your sense of wellbeing overall?

    • Life Performance: Are you functioning well in day-to-day life?

    Explore Work-Life Dynamics:

    • Balance vs Imbalance: Are you feeling balance between work and life?

    • Agility vs Conflict: Are you navigating the work-life mix well, or is one interfering or conflicting with the other?

  • AIM: Explore any recent actions that have been taken. Recognise examples of progress and explore any challenges, barriers or setbacks people may be experiencing. Reflecting on recent wellbeing actions can help with recognising patterns of progress or setback and surface any challenges that might require support.

    Use prompts to dig into recent actions taken (or not taken) for wellbeing. Encourage the person or team to reflect on what’s been effective, and explore any setbacks without judgement, fostering a learning and growth mindset.

    Prompts you might use:

    • Prioritising Wellbeing: Has wellbeing been a priority for you recently? Have you been able to focus on your wellbeing lately, or have other things been getting in the way?

    • Progressing: What actions or habits have you been consistently practising? Are there any small wins you can acknowledge and celebrate?

    • Relapse/Setback: Were there any challenges or setbacks? Were there times when wellbeing took a back seat? If so, what contributed to this, and what might you learn from it?

    • What’s going well vs. what’s challenging: What’s been working well for you lately? Are there areas where you’ve faced setbacks or challenges? How have you managed these, and what might you try differently? Have you noticed any patterns in your efforts toward wellbeing that have helped or hindered you?

  • AIM: Getting focused on a relevant wellbeing priority will help someone clarify what actions to take. Encourage people to identify a primary area of wellbeing to prioritise. Helping individuals or the team to identify a single, actionable area of focus encourages targeted effort without feeling overwhelmed by too many goals.

    Prompts you might use:

    • Given what we’ve discussed, which of your wellbeing areas needs the most attention right now, based on recent experiences and your current state?

    • What’s the one area you’d like to prioritise now? What feels most relevant for you to focus on? What will have the most positive impact?

    • Consider the  8 Wellbeing-Performance Factors: 

      • Stress Mastery: Managing stress and building resilience.

      • Mindful Action: Improving focus and aligning with values.

      • Work: Enhancing fulfilment and meeting demands.

      • Rest: Focusing on sleep, relaxation, and recovery.

      • Connect: Building and investing in relationships.

      • Move: Engaging in physical activity and reducing sedentary time.

      • Nourish: Prioritising nutrition and mindful eating.

      • Grow: Pursuing learning and personal growth.

  • AIM: Encourage setting specific, realistic actions that align with readiness and potential impact. Setting concrete and achievable actions for wellbeing, using the behaviour change criteria to address common traps. Clarify the importance of accountability, controlling what you can control, and adjusting plans when needed.

    Prompts you might use:

    • Relevant: How does this action align with what matters most to you right now?

    • Ready: Do you feel prepared to take this action? If not, what would help?

    • Rewarding: Do the actions feel like they’ll be rewarding and motivating for you? What benefits do you expect or hope to achieve from these actions?

    • Realistic: Are these actions realistic, achievable and manageable for you? Are there any small steps you can start with to build momentum? Should we simplify any actions?

    • Responsible: How will you hold yourself accountable? Is there someone who can support you?

    • Resilient: If things don’t go as planned, how will you adjust and stay on track? What specific actions can you take to support your priority focus? Is there anything you’ve learned from past experience or attempts that could inform your approach from here?

  • AIM: Encourage them to think broadly about the support they might need, from skills development to professional guidance or community resources. Identifying and securing resources, support, or assistance to enable wellbeing actions is important. Discuss how they can access resources, tools, or support to enhance their efforts and build accountability.

    Prompts you might use:

    • Skills/Knowledge: Are there any resources or skills you need to support your actions? Is there anything you need to learn or practice to succeed?

    • People: What role could I or others in the team play in supporting your goals? Would guidance from a mentor, coach, or peer be helpful? Is there anyone you could reach out to for support or guidance?

    • Services/Practitioners: Would professional services be helpful?

    • Time/Money: Do you need to allocate time or budget for this focus?

    • Tools: Are there any tools or practices that would make it easier for you to succeed?


    Prompts for Closing the Check In 

    • Thank you for sharing today. I appreciate your openness, and I’m here to support you as you work toward your goals. Let’s plan to check in again soon to review your progress and make any necessary adjustments.

    • Reinforce that this conversation is part of an ongoing process. Encourage regular follow-ups, supporting consistent reflection, and adaptation as needed.

Now that you’ve explored the Check-In methodology, it’s clear how regular reflection and self-assessment can be transformative. Beyond the workshop setting, incorporating these check-ins into your routine can serve as a powerful tool for maintaining balance, resilience, and peak performance over time.

Reflective practices like journaling and mindfulness are backed by science for their role in promoting self-awareness, emotional regulation, and goal alignment. High performers and effective leaders make self-check-ins a regular habit, allowing them to stay grounded, adjust priorities, and harness their strengths for growth. By embracing a similar approach, you too can navigate the complexities of modern work-life dynamics with greater ease.

There are Wellbeing technologies and tools that offer accessible ways to track and understand the interconnectedness of wellbeing and performance. With regular use, you gain insights into how shifts in one area influence the other, helping you to make informed decisions about where to invest your energy and resources.

Remember, check-ins are most impactful when done consistently. By setting aside time for reflection, you create space to realign with your values and objectives, course-correct when needed, and sustain your wellbeing and performance in the long run. The Check-In methodology is not just a tool; it’s a pathway to unlocking and sustaining potential. Embrace it as a regular practice, and experience the benefits it brings to both personal and professional life.