The CODE Compass

Four Orienting Directions for Revolutionary Workshop Hosts and Facilitators

Our work is radical. World-changing.

Why then, are we still presenting it in the same stale, tired formats that uphold the systems we’re fighting against?

(If you’re someone who hosts workshops, facilitates gatherings, or organizes transformational retreats, this is for you.)

Let’s get real: countercultural, revolutionary work doesn’t fit into conventional boxes. And yet…

We’ve let the very systems we’re challenging creep into our workshops.

We know what it feels like to attend workshops that seem more like corporate presentations than spaces for radical change.

But if we’re being honest…

We often get swept up in the buttoned-up vibe, too.

It can be hard not to play within these broken frameworks—ones built on hierarchy, competition, and control.

We’ve been indoctrinated for years on:

Perfectionism.
Proving our expertise.
Rushing through content.
Hoarding power.
Being “rational” and ignoring feelings.

(Social conditioning is stickier than maple syrup, isn’t it?)

Deep down, we know this way of doing things doesn’t feel like the freedom we’re fighting for.

Our workshops are as much part of the system as anything else. And if we’re not careful, they’ll lead us into the heart of a world we’re trying to leave behind.

We need to chart a new course.

A course toward a place where every gathering, every session, every retreat becomes a space for new possibilities. Every time we gather people in a workshop, we’re not just teaching, we’re mapping the world we want to live in.

We’re not mere participants in the old systems—we’re the navigators of a new world.

So let’s steer. Let’s build. Let’s break free.
The revolution can start here. It can start with us.

And to help you stay the course, I bring you these Compass Points.

Finding your Bearings: The CODE Compass

These “directions” aren’t new, and they’re not entirely mine — they’re rooted in the wisdom of anarchists*, abolitionists, and anticapitalists who’ve spent generations organizing, resisting, imagining, and rebuilding.

(BTW, I feel the need to clarify that anarchy doesn’t mean ‘chaos’ like I used to think. It’s actually about order without rulers. )

I’ve spent years marinating in these ideas, translating them specifically for the context of workshops, where I don’t see them applied nearly enough.

That’s where The CODE Compass comes in—the ‘code’ part of The Hello Code. The Hello Code is about dreaming up and designing workshops that introduce new ideas. Think of the CODE Compass as a tool for those of us guiding others through the terrain of new worlds.

It’s your compass for facilitation—helping you stay on course, avoid detours that don’t serve your goals, and reorient you if you ever feel off track.

Cardinal vs. Ordinal Directions:

Every compass has cardinal directions—the four main points that define the map. (i.e. North, East, South, West)

For facilitation, our Cardinal Directions are:

Logic (factual, structured)
Emotion (feeling-based, intuitive)
Exploration (discovery, inquiry)
Expression (sharing, outputs)

When a workshop feels too heavy in one direction, the compass helps you rebalance.

Too logic-driven and rigid? Orient toward Emotion to invite more connection.
Feeling abstract and ungrounded? Turn toward Logic for structure.
People stuck in introspection? Guide them toward Expression and help them act.
Too performative or output-focused? Move toward Exploration to spark some new ideas.

Logic!
Emotion!💦
Exploration!
Expression!

By those powers combined , we create workshops that balance heart and mind, input and output—revolutionary in both form and content.

But sometimes, a simple North/South or East/West shift isn’t enough.
You need more precision.

That’s where Ordinal Directions come in.

Ordinal Directions:
Navigating The CODE Compass

Ordinal Directions sit between the Cardinal points.
(Northeast. Southwest. You get it.)

They give you a bit more nuance in how you navigate toward your vision.

These four Ordinal Directions are your CODE Compass markers:

🔍 Curious (between Logic & Exploration)
→ Seek new perspectives. Question assumptions.

💛 Open (between Exploration & Emotion)
→ Listen deeply and compassionately. Make space for complexity.

⚖️ Decisive (between Logic & Expression)
→ Share influence & power. Take action. Pivot when needed.

✨ Evocative (between Emotion & Expression)
→ Bring ideas to life. Engage the senses. Make it compelling.

Each of these keeps you on course and helps you adjust your facilitation so it aligns with your vision. If your workshop feels stuck or unbalanced, you can fine-tune your approach:

Want to add emotion but keep things exploratory? Move toward Openness.
Need to dial down sharing stats and arguing your case? Move away from Decisiveness.
Trying to make space for people to share what they’re feeling? Evocative is your best direction.

The CODE Compass is about staying true to the path you’ve already chosen.

And when you feel lost… It’s here to guide you back.

Ready to chart your course? We’ll explore the Compass Points one by one.

(are you sick of the navigational puns? I’m so sorry… somebody stop me! 😬)

Ordinal direction 1:

Be curious

Explore unknowns. Search for truth.
(logic + exploration)

No one person has all the answers.

Experiment. Ask questions. Challenge assumptions. Question everything—even yourself.
Oppressive systems teach us to believe the world as it exists now is the only way it can be. Spoiler alert: that’s a big ol’ lie.

“We live in capitalism, its power seems inescapable—but then, so did the divine right of kings.
Any human power can be resisted and changed by human beings.” — Ursula K. Le Guin

Curiosity disrupts the status quo. It keeps us from falling into cult-like thinking. When we make space to explore from multiple angles, we start to see the cracks in what we’ve been told is “just how it is.”

I’m sure you can think of something you used to believe but no longer do. Now, what happens when you project that truth into the future?

How does it feel to realize that some of our current beliefs will also be things we’ll change our minds about later?

For me, it’s an instant ‘on’ switch to curiosity. Which beliefs will change? We don’t know yet.

The more open we are to potentially being wrong, the more easily we can update our thinking and grow into new ways of seeing the world. And, it helps us avoid using a “top-down” delivery.

One key: center marginalized voices and get curious about what they’ve experienced and learned. Curiosity is a bridge between different experiences and perspectives.

The people facing the harshest challenges often hold the most valuable insights. The same forces that limit their opportunities have also buried their knowledge. Answers they hold have been overlooked, and are crucial for moving forward.

These folks face the most extreme version of challenges, so it makes sense to address those problems first. Added benefit? Focusing on their wisdom and their needs, helps everyone.

“Okay, but how do I apply curiosity in workshops?”

Approach the workshop as an experiment rather than a performance.

See what happens when you loosen the reins a lil and invite participants to shape the direction. Be curious about their ideas, rather than relying solely on what you’ve planned.

Ever been in a workshop where one voice dominates, and everyone else just nods along? Curiosity shifts that. Instead of reinforcing authority, you create a space where multiple truths can emerge. Here’s how:

Invite others to lead.
– Introduce a topic or concept, and then ask: “What are your thoughts on this?”
– Let the group choose the direction by asking: “What do you want to explore?”
– Make space for sharing stories and resources, highlighting collective wisdom
Share where you’re agnostic, and where you need support.
– Own what you don’t know. “I’m not sure about xyz—what do you think?”
– Share what you’re learning, and questions you’re genuinely curious to hear the answers to.
– Tell them what/who is inspiring you lately, and ask for related recommendations.
Avoid “groupthink”.
– Start with a minute to journal thoughts before sharing.
– Use individual Post-its for brainstorming.
– Run an anonymous poll to gather diverse perspectives.
– Host a debate (or fishbowl) to highlight conflicting views
Mix up your methods.
– Not everyone thrives in the same environment – get curious about how you can be more supportive by varying group size and dynamics,
– Instead of defaulting to “unmute and speak,” try:
✏️ Written responses.
🥳Polls or emoji reactions.
🎨 Drawings or sketches.

Creating space for curiosity encourages participation—and shows your group how to be open-minded, inclusive, and non-hierarchical. It’s also a chance to model critical thinking. Win-win-win.

What we’ve been doing hasn’t gotten us to where we want to go. It’s worthwhile to explore new ideas, and new ways of being.

Which bridges us nicely into…

Ordinal direction 2:

Be open

Navigate inner worlds with fluidity & gentleness.
(exploration + emotion)

Focus on being human.

At the centre of all this is treating people like, well… people. We ain’t robots.

We make mistakes. We have feelings.

We need time and space to process what we think and feel. Clear communication and consent-based practices go a long way here.

Mistakes are inevitable. Repair is essential.

You will get things wrong. It’s inevitable. We want to minimize harm, and should do our best. However, perfectionism can prevent us from doing ANYTHING. Fear of making a mistake can freeze us. Instead of chasing the impossible dream of never getting things wrong, let’s also focus on repair. Restorative practices teach us to lean into accountability, rather than perfectionism. That’s a better way to keep moving forward, with care.

When we seek to know — and acknowledge — our own shortcomings, we create safer spaces and better workshops.

I once misgendered my first transgender student. I felt horrible. And I apologized, corrected myself, checked in privately afterward, and worked to not repeat my mistake. This moment taught me that despite our best efforts, mistakes happen. So, what comes next?

Wishing you could go back in time, or beating yourself up about it changes nothing. Mistakes can be tiny or huge, tragic or hilarious: acknowledge, apologize, and make a change. I think most of us realize this in our personal life, but can struggle to extend this to our workshops.

Skip the anxious perfectionism.
Accept the inevitability of your shortcomings.
Then handle them.

Once we embrace imperfection ourselves, we can create a culture that doesn’t villainize mistakes. This shift allows workshops to be spaces for growth, not judgment. In a world that often equates mistakes with failure, modeling repair in your workshop is radical.

How else can we explore emotion and embrace our humanity? Treat people in our workshops how we hope they’ll be treated by society in the future:

Slow down. Spend time dreaming. Never skip breaks.

Use tactical silence. Give people time to sit with ideas.

Make participation an invitation, not a requirement.
A ‘no’ is something to be celebrated – it’s honest. (And people will notice whether or not you handle it with grace. )

Be flexible. Offer options that meet people where they’re at, and stay open to their suggestions.

Above all, treat each moment together as sacred and unrepeatable. Honour that they’re there with you, live. What magic will come from y’all being together in the same space?

And don’t forget to check in. Not just on what people are thinking, but how they’re feeling about it all. Our workshops aren’t experience factories, and relationship building isn’t an assembly line.

Ordinal direction 3:

Be Decisive

Share power. Act boldly. Pivot as needed.
(logic + expression)

So much of our society is built around broadcasting—talking at people instead of with them. And it’s not just annoying; it’s overwhelming. We’re drowning in information, leaving people either unsure of what to do or so overloaded they can’t act.

Our minds are numbed by it.

For those in power who benefit from maintaining the status quo… that’s kind of the point. If people are overwhelmed and frozen — or endlessly debating minutiae — revolutions don’t happen.

Is that what you want?

When we spend more time making people listen to us than anything else, we’re contributing to the problem. If we don’t give them adequate opportunities to process what’s been shared and think about how it applies to their lives, we’re just adding to the overwhelm.

Cramming in “just one more thing” doesn’t add value to the experience- it subtracts it.

Power to the… Participants?

Workshops don’t have to revolve around you as the host. What if you gave participants more power—not just to decide what to do with the information, but also what happens in the session itself?

You could ask them directly:

“What do you want to focus on next?”
“Would you rather talk about X or Y?”
“Is a ten-minute break long enough?”
“Do you want to stay in small groups or chat together as a whole?”
“What should we do with the last 15 minutes?”

This isn’t just a time-saver or a neat engagement trick. It’s a way of modeling shared power. When participants make decisions about the workshop, they’re practicing the kind of collaboration and autonomy we want to see in the world.

These seemingly tiny questions are worldbuilding!

(But yes, also give them chances to make decisions about their lives outside the workshop.)

Focus on Small Steps

Big leaps can feel exciting to commit to. Small, iterative steps are more likely to actually happen.

Once hype and neurotransmitters are out of the picture, what will actually be sustainable?

Small steps are how progress happens (at least in my experience!).

But for some folks, even small steps can be a big commitment.

I like to frame every decision as an experiment. “Let’s try, and see what happens!” Maybe that’s my science background. Remind participants that it’s okay if things aren’t perfect—you’re just collecting data you can learn from.

Focus on relieving the pressure:

Scale down what you’re asking people to do. Instead of XYZ, then 123… maybe just X. Break big goals into bite-sized actions. Even better if they yield quick wins that make progress feel more possible.
Go step by step. Some people might be doing a thing for the first time, or for the first time in a long time, or for the first time *this* way. Create clear pathways so no one feels lost, overwhelmed, or frustrated. Check in often.
Cultivate an atmosphere of mutual support. I’ve got a personal rule that if I feel a positive thing, I’ve gotta share it. Too much negativity in the world not to. “Too cool” to cheer anyone on is not the vibe of the world I want.

Here’s why it matters: When you go too fast, it’s easy to lose people—especially since participants may not feel comfortable speaking up when they’re confused. Backtracking to figure out where the disconnect happened takes longer than going slower and steady from the start.

The key? Reinforce without feeling repetitive. Add variety and interest to what you’re doing so participants stay engaged, even as you validate and layer on what they’re learning.

And cheering folks on helps to support that process. We’re not going to fake excitement and be all condescending. Tap into your inner excitement for them to be making change. And allow space for others to share their celebrations. Progress is worth celebrating, no?

Small steps are more sustainable. They help fight the indecision and overwhelm we talked about earlier. They keep things manageable and give people the confidence to keep going—building momentum as they go.

The Usefulness of Hearing Each Other’s Decisions

When participants share what they’ve decided to focus on, something powerful happens.

Hearing each other’s plans can:

Spark ideas they wouldn’t have thought of on their own.
Remind them of something they forgot or overlooked.
Help them see different ways to apply the same concepts.

It’s not just about mental connections—it’s also about social ones, too. Sharing decisions builds community. People find others to hold them accountable, support them, or even collaborate on their next steps.

This kind of connection helps the work live beyond the session. It becomes more than just what you bring to the workshop. It’s what participants leave with—new ideas, partnerships, and a sense of shared purpose.

Space for Co-Creation

When you let participants shape what happens, encourage them to share their decisions, and celebrate small steps, you’re creating a non-hierarchical, co-creative space.

Things like:

Sharing power.
Building connections—mental and social.
Taking small, iterative steps together.

Workshops stop being places of passive consumption and become places of collaboration and transformation. That’s where revolutions start—not in broadcasting, but in the collective decisions and connections your participants leave with.

Ordinal direction 4:

Be Evocative

Bring imagination to life. Make it real.
(expression + emotion)

Create an irresistible, tangible experience of what the revolution offers.

We are fighting the old world and building the new. You might be encouraged to know: Building the new also weakens the old.

Here’s an example: When we build community-based safety networks or expand the capacity of mental health outreach teams, it results in the police having fewer calls to respond to. That’s one less metric they can justify their overblown budgets with.

Howeverrrr… Revolutions are hard. There’s unglamorous, un-fun work involved—work that can wear us down. Don’t let that be all.

Play is Liberation Embodied

For many of our ancestors, play wasn’t an option. Survival left no time, no energy. And even if they found a moment to breathe, oppressive systems crushed the space for joy, insisting on seriousness and conformity.

Play is “undignified”.

Play is “uncivilized”.

Play is rebellion.

When we invite playfulness into our work, we also do the work of abolishing the Professional Police. The expectations placed on us to keep our lives small.
Tight. Quiet. Grey.

Play helps us twirl into a freedom that wasn’t always afforded to those who came before us.

It’s not just joy for joy’s sake, either. There’s science behind it, too: Positive psychology tells us that we learn better when we’re having fun.

When we’re in a positive mental state, our capacity to process, adapt, and absorb skyrockets. If we can infuse fun and play into our sessions, it makes the time more enjoyable, and also supports the learning process, making it more potent and effective.

Games as Revolutionary Tools

We don’t have to approach “serious” work head-on, either. Games can be transformative tools for revolution.

Thi Nguyen, in Games: Agency as Art, captures this beautifully:

“Games are an artistic cousin to cities and governments. They are systems of rules and constraints for active agents. But game designers have a trick up their sleeves that the designers of cities and governments do not. They can substantially design the nature of agents who will act within them.”

In a game, we stretch ourselves within its rules and constraints. We explore new ways of acting, feeling, and deciding. Games expand our agency—they let us test-drive a version of the world (and ourselves!) that doesn’t exist yet.

And that playful stretching of our minds? It translates into real life. When we play, we practice imagining and building a new world in microcosm. We spark ideas we never would’ve considered otherwise.

So, shall we play?

Play doesn’t have to be complicated. It can look like:

Collaboratively solving a small puzzle or short riddle as people are arriving.
Dancing to an upbeat song as a way to celebrate small wins.
Playing a game that matches your theme, then discussing it.

And let’s go beyond these more obvious types of play.

We can be more playful with our approach:

Ask people to design an imaginary tool, object, or invention that would help solve a problem in your field.

Before the session, give a few people a small, silly, side quest (e.g., “Find a way to bring up a cat-related fact”). Reveal their missions at the end!

We can play with the sensory details of the environment.

Make the new world feel real in the room. Bring in textures, colors, sounds, and even objects that reflect your vision of liberation (maybe even smells and tastes if that makes sense in your context).

When you’re building a new world, don’t just talk about it. Let people feel it.

How to begin?

Start by identifying which area of your workshop feels most out of balance to you.

Does it need more curiosity? More openness? A stronger sense of decisiveness? A little more evocativeness? Pick the concept that speaks to you and take one small action to start.

Here are a few ideas to get you going:

Curious: Share one thing you don’t know and ask participants for their insights.
Open: Add just 60 seconds of silent reflection between sections.
Decisive: Let participants make one more decision about the session than you usually would.
Evocative: Give everyone 3 minutes to sketch a visual representation of what they just learned.

You don’t need to overhaul your entire approach all at once—small, intentional shifts can create big ripples.

Tying it all together...

This isn’t just about better workshops or creating spaces people actually want to show up to (though, let’s be real, that’s worth it on its own).

It goes way beyond that.
This is about something bigger:

This is about building footholds for the new world, wherever we can. As many as we can.

Because the ways we’ve been taught to teach—perfectionism, proving, control, urgency—don’t just make workshops harder to learn in. They replicate the very systems we’re trying to dismantle.

But who said those are the only ways to run a workshop? What if we let go of the assumption that we have to play by their rules? What if we let go of the assumption that structure has to mean rigidity, or that guidance has to mean control?

What if we trusted that we can build something entirely different?

Every time we gather people together, we have the chance to model something new. Something collaborative. Empowering. Deeply human.

Will it feel natural at first? Probably not.

Will it always be easy? Ha. Absolutely not.

You’ll likely get some resistance—from participants, from colleagues, and from yourself. But every time you choose to slow down, let go of control, and make space for shared wisdom, you’re taking a step toward something revolutionary.

Because the way we teach is the work.

You’re not just running a workshop—you’re rehearsing the world you want to live in.

If this vision resonates, I’d love to help you bring it to life. My 1:1 work with folks starts with a Dream Day. It’s a spacious but focused session to clarify your vision, brainstorm strategies, and design a starting point for your transformational workshop.

P.S. If you’re not ready to dive all in, check out the ‘Illuminations’ page . It’s a collection of my writings on ideas like this.

I’ll leave you with this:

Your work is world-changing.
And the way you share it can be, too…

Let’s become pathfinders – navigating toward the world we’re building, one workshop at a time.

Start with a
Dream Day

Before you design your workshop, it helps to have a map to the world you’re building. The Dreamworld Codex serves as your personal map.

During your Dream Day, we’ll spend a full day voice-noting back and forth, filling in that map with the 8 Elements of Worldbuilding. I’ll be right there as your co-navigator, helping you bring your vision into focus, uncover hidden pathways, and chart new terrain.

Super casual, super daydream-y, and full of clarity. By the end, you’ll have a world ready to bring to life.

Currently a $500 CAD investment.