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Our community agreements represent our collective way of being. These are the behaviors we commit to that support our ability to achieve our goals, accomplish our mission and create a culture where everyone can thrive. 

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The PAUSE Model is a tool for reflecting on our feelings and assumptions when making a decision.

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We all see the world through the lens of our own experience. The identities you hold impact what you can see, feel, and experience, but also what does not register for you. It’s crucial we understand and interrogate these lenses to be able to recognize the limited perspectives or biases we all hold.

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It is not enough to think about identity… we must also consider our proximity to power.

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The acronym BRAVING breaks down trust into seven elements: BOUNDARIES, RELIABILITY, ACCOUNTABILITY, VAULT, INTEGRITY, NONJUDGMENT, AND GENEROSITY.

SuperSoul Sessions: The Anatomy of Trust - Brené Brown

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Performance Enablement Model for Feedback

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Performance Enablement Model for Feedback

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Strong feedback and appreciation practices support a culture of trust. Work to build the capacity for giving and receiving feedback and communicating your appreciation.

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Design Sprint: Building Systems & Practices that Cultivate Trust

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Design Sprint: Building Systems & Practices that Cultivate Trust

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Instructions

1. Consider the BRAVING model and Culture & Trust Survey Results to identify the biggest areas of opportunity for building trust as a team.

2. Engage in design sprint to identify a new policy, practice or system that could support the team with building a culture of trust.

Empathize (10 minutes): Create an Empathy Map that also brings in your collective experiences on the team. Your Empathy Map will focus on three areas: What We’ve Heard; What We’ve Seen; What We Feel related to trust at WNADA.

Define (10 minutes): Use the insights from the empathy map to identify key areas where the team wants to improve trust. For example, “Improve transparency in communication” or “Create clear, structured processes for conflict resolution.”

Imagine (8 minutes): Brainstorm and ideate different systems and processes that can foster trust and address the identified challenges.

NOTE: Use Crazy 8s (a rapid brainstorming exercise where participants sketch 8 ideas in 8 minutes) to encourage creativity.

Prototype (30 minutes): Based on the prioritized ideas, create a prototype for how these processes or systems would work in practice.

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Team Responses: I know I can trust someone when they...

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Team Responses: I know I can trust someone when they...

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I know I can trust someone when they...

Keep their word

Are dependable

Are vulnerable, truthful, and honest

Are consistent

Show an attention to detail

Demonstrate reliability

Look out for me and others

Demonstrate actionable integrity

Have an authentic character

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These were established during the WNADA Culture Retreat in partnership with Be Equitable in December 2024. They can be adjusted, modified, and built on as necessary to support the team's ongoing culture and community.

As a community, we commit to…

Honor our humanity, lived experiences, knowledge, and strengths.

Be open and curious before we judge (e.g., by asking myself “What else might be true/going on?”).

Do what we say we are going to do.

Communicate our needs and expectations and confirm alignment (e.g., provide detailed requests, “What I heard you say is…”).

Consider different working styles, learning styles, and communication (e.g., embracing silence as a response, provide processing time).

Be flexible in the ways we contribute to collective impact (e.g., moving from “Is this my job?” to “How can I support?”).

Name when we are out of alignment with our values, mission, intentions, or community agreements… and work towards repair.

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Trust is the currency of culture and community building. Depending on our lived experiences and culture, we may define and have different experiences with building trust.

Prompts:

I know I can trust someone when…

I feel trusted by others when…

I am less likely to trust when...

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Team Responses: I feel trusted by others when they...

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Team Responses: I feel trusted by others when they...

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I feel trusted by others when they...

Count on me

Are honest

Share

Show up for me

Are open and expressive with me

Give me important tasks

Give me critical feedback

Actively listen to me

Respect my time and boundaries

"Do what Shaunte says" / listen to the requests and expertise of the team

Follow through with plans and uphold expectations

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Team Responses: I am less likely to trust others when they...

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Team Responses: I am less likely to trust others when they...

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I am less likely to trust others when they...

Lie, cheat, or steal

Gossip

Throw shade and disrespect

Are condescending towards me or others

Place blame, avoid responsibility, and lack accountability and ownership

Seem resistant

Lack eye contact

Their actions do not align with their words

Lack confidence or others lack confidence in them

Have broken trust

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These are responses from the WNADA team during the December Culture Retreat.

The joys and challenges of the work at WNADA and working with the WNADA team include,

Joys

Appreciation for community

People young and old who feel seen and heard

Having a direct impact on small businesses

Being part of a team

Building new connections and bonds

Human-centered approach

Opportunity to be creative

Exposure to a variety of experiences

Flexibility and harmony

Challenges

Navigating difference among people in the community

Stigmas across society

Limited time

Laws and politics

Having to navigate the bureaucracy

Internal and external structures

Internal and external egos

The community has trauma, and some have lived hard lives

Disenfranchised communities