Techniques for Real Dialogue in Organisations

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Six Thinking Hats > Best Practices > Techniques for Real Dialogue in Organisations

Techniques for Real Dialogue in Organisations
Gerard Leigh, Business Consultant, United Kingdom, Premium Member

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. (...) Read more? Sign up for free
 

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Tools to Appreciate Dialogue
Jaap de Jonge, Management Consultant, Netherlands

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.
 

 
True Dialogue for Change to Happen
srinivas, Lecturer, India, Member

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

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Tools for Crucial Dialogues
Johan Roels, Consultant, Belgium, Member

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

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Conflict Between Roles and Goals
Johan Roels, Consultant, Belgium, Member

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

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Techniques for Dialogue in Organizations
melchiorre calabrese, Manager, Italy, Member

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Value Perspective
Justine Bradney, Consultant, Papua New Guinea, Member

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Special Interest Group Leader
Gary Wong
Consultant

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