Learning Checklist for
Fostering Meaningful Conversations in Teams
Having meaningful conversation with one another at the
workplace is one of the most important factors that help employees develop necessary
competencies to improve their performance and
to increase the level of their engagement,
which leads to job satisfaction. So if the employees felt safe enough to
give their opinions, discuss issues, and speak their minds in the workplace,
many problems would disappear.
On the subject of fostering meaningful conversation, Ron A. Carucci mentioned in his book some helpful tools for
leaders to engage others in the conversation:
1: “Accept that there is
no greater than a one-on-one cup of coffee.” He explained that, there’s no need
to search out elaborate ways to engage people whom we lead. Sitting down for a
cup of coffee in a sitting where we can just have a meaningful conversation-
free of interruption and hidden agenda will serve to enrich the conversation!
2: “Set up meeting processes
that foster conversation.” Limiting the presentation slides, and having more
time for engaging participants whether in pairs or small group will help to
foster meaningful conversation.
3: Confront your personal
avoidance of rejection and conflict. Leaders must go the to the bottom of their
avoidance to make sure that they can mange it right! They must have the ability
to address and discuss issues with their bosses.
4: Call the question.”
Leaders have to go first here; they have to do it when they know there is an
issue on the table being ignored without allowing the group-think or fear to
sway them into silence!
5: Pay close attention to
the quit ones. Leaders have to encourage the silent employees to make sure that
their voices are being heard and respected.
6: celebrate courageous
conversation.
To explore more about his
tools, take a look at his book pages 72-75 .(1)
References:
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ReplyDeleteAmal,
ReplyDeleteI appreciated your checklist and #5 resonated with me. Being an introvert, I'm not the first to blurt out an idea because I take longer to think/process. Recently I was in a meeting comprised of mostly introverts. The leader knew his audience so created an exercise to ensure everyone's participation. We were trying to streamline an internal HR process and no one was contributing to the discussion. He then asked that everyone take five sticky notes from the center of the table and write down five frustrations of the current process .(one on each of the five sticky notes). No one put their names on their ideas. He then gathered the sticky notes and grouped together the most common themes of frustration. There was a particular issue that no one was comfortable bringing up. However, by allowing team members to submit their concerns anonymously, the leader was able to open up a discussion on a very sensitive topic. Everyone's voice was heard, people felt comfortable, and we redefined our process.
Thank you for sharing this with me. I like the way how you leader handled this awkward situation of silence!
DeleteEven though I love th idea of "one-on-one cup of coffee", I think the strategy that your leader followed was GREAT! It all depends on the leader, I believe. If they are wise enough to understand and to know how to get the best of their employees, they will lead the success in the organization.
#2..woah yes! We have a new CIO who wants to humanize everyone in our department to our clients and to each other! So he sets up meetings where we have to communicate with each other and develop relationships with one another to establish some form of camaraderie where we might more effectively learn and work together. There is an art to managing people to get to know one another...only to create a greater output on the work side of things. It's kind of like those companies that are employee owned and operated; they have vested interest in the company thereby making it a better run company. If you are vested in each other, I would venture to guess a company might be run better as well.
Delete#2..woah yes! We have a new CIO who wants to humanize everyone in our department to our clients and to each other! So he sets up meetings where we have to communicate with each other and develop relationships with one another to establish some form of camaraderie where we might more effectively learn and work together. There is an art to managing people to get to know one another...only to create a greater output on the work side of things. It's kind of like those companies that are employee owned and operated; they have vested interest in the company thereby making it a better run company. If you are vested in each other, I would venture to guess a company might be run better as well.
Delete