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.
 

 
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
 

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

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

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

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

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

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

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

     

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