Creating Circles for Dialogue

Dec 9, 2017 | Education and Training Trends

Creating Circles for Dialogue
Happy and high-performing workplaces are finding there are Three D’s for success – Dialogue, Dialogue, and more Dialogue.

The opportunity for dialogue is a key aspect of understanding and acceptance of quality improvement and practice throughout an organisation. This includes opportunities for critical thinking and decision-making and opportunities for deep rather than shallow learning.

Peter Senge, author of The Fifth Discipline: The Art and Practice of the Learning Organization (1990), focused on group problem solving using a systems-thinking method to develop companies as learning organisations with dialogue as a key enabler of team learning. The focus is as relevant now as it was then. Everyone in the organisation is to have opportunities for dialogue about quality improvement – that is, they will be able to air their views as if placing them in the middle of a circle, be in a position to consider the views of others, and be able to exit a dialogue with a positive frame of mind and with a likelihood of enhanced or changed views.

Dialogue is meaning-making. In other words it is always important to sit together and unpack meaning and come to some agreement, and to unpack the purpose of them within the institution. There are waves of dialogue; the sharing of ideas is not a one-off event. The ongoing dialogue, discussion and debate among all parties resulted in having a shared understanding. Dialogue can be considered as a time-saving clarification tool, building trusting relationships and creating an environment in which risk taking and innovation are encouraged.

Smart leaders and managers work on fostering dialogue with and among the separate groups with which they’re associated, and encourage and maintain trustful feelings and relationships. Dialogue, they find, encourages flexibility, innovation and creativity; it promotes the shaping and reshaping of ideas.