Techniques for Real Dialogue in Organisations

      
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		            		Gerard Leigh, United Kingdom
			            
Techniques for Real Dialogue in Organisations

	          		How does one get people to see the difference between advocacy and dialogue? Many conversations that take place in organisations are designed to have (or at least result in having) a winner i.e. "My argument or idea is better than yours…", or "I am more senior, therefore we'll do it my way".

I am interested in techniques that people have used to help people see the benefits of real dialogue.
				      
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						            	Jaap de Jonge
Editor, Netherlands
												
				                Tools to Appreciate Dialogue

													Hi Gerard, when I read your question in my mind immediately the 6 Thinking Hats method came up so that is why this discussion was moved to this knowledge center.

A particular strong point of 6TH for your purpose is that in a typical workshop all participants are invited to switch perspective (orientation, point of view) collectively and simultaneously.

As a result, various perspectives can be explored in-depth, while advocacy too early on in the process is avoided.
				                
										              1

						            	Paramathmuni srinivas Kumar
India
												
				                True Dialogue for Change to Happen

													We all have backgrounds and we speak based on our earlier experiences. Maybe the tendency to lean to... Sign up
				              
										              2

						            	Roland Alech
Consultant, France
												
				                Keep Focused on the Purpose of the Dialogue?

													My way is to keep everybody focused on "what do we try to achieve?", i.e. the desired result.
Dialo... Sign up
				              
										              3

						            	Johan Roels
Consultant, Belgium
												
				                Tools for Crucial Dialogues

													Hi Gerard, I've written a book (in Dutch language) that encompasses all the techniques I have used i... Sign up
				              
										              3

						            	Bernhard Keim
Business Consultant, Germany
												
				                Conflict Between One's Role and Objective of Discourse

													Modern philosophy might help on the topic. The German philosopher Jürgen Habermas emphasizes that tr... Sign up
				              
										              1

						            	Johan Roels
Consultant, Belgium
												
				                Conflict Between Roles and Goals

													@Bernhard Keim: That's exactly one of the characteristics: in true dialogue there should be no hiera... Sign up
				              
										              1

						            	Katie Pawley MBA
Consultant, United States
												
				                Many Interesting Perspectives on Real Dialogue in Organisations

													This is an interesting and necessary discussion, very relevant. I have read and am considering this ... Sign up
				              
										              3

						            	melchiorre calabrese
Manager, Italy
												
				                Techniques for Dialogue in Organizations

													I think that you have all done good reflections about the topic proposed by Gerard Leigh. We can sum... Sign up
				              
										              0

						            	Justine Bradney
Consultant, Papua New Guinea
												
				                Value Perspective

													Hi Gerard,
If you are after dialogue, then valuing the perspective of others is a way to go.
This ... Sign up
				              
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