Tips to consider when applying the S.P.A.R.K. Model

DO create opportunities for team members to share personal experiences, emotions, and challenges. DO lead by example, openly sharing your own experiences and demonstrating vulnerability.

DON'T force team members to share personal information if they are not comfortable doing so. DON'T disclose sensitive information about others without their permission.

DO actively listen during conversations, making eye contact, and providing verbal and non-verbal cues to show engagement. DO avoid multitasking and minimize distractions while engaging with team members.

DON'T interrupt or speak over team members while they are sharing their thoughts or experiences. DON'T make assumptions or jump to conclusions without fully listening to the person speaking.

DO encourage team members to ask open-ended questions to facilitate deeper understanding and connection. DO engage in genuine curiosity, demonstrating a willingness to learn about others' perspectives and experiences.

DON'T ask overly personal or intrusive questions that may make team members feel uncomfortable. DON'T use closed-ended questions that can stifle conversation and limit opportunities for deeper connection.

DO respond empathetically to team members' experiences, validating their emotions and providing support. DO offer constructive feedback and encouragement when appropriate, reinforcing a supportive environment.

DON'T dismiss or minimize team members' emotions or experiences, as this can create feelings of isolation and disconnection. DON'T respond with judgment or criticism, as this can damage trust and inhibit open communication.