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Leadership: Evolving Dialogue

Last week I was working in Washington D.C. with a group of masterful coaches. This group was amazing! Most had never met each other before but the level of trust, engagement and respect for each other was off the charts. I watched them evolve through dialogue.

Last week I was working in Washington D.C. with a group of masterful coaches. This group was amazing! Most had never met each other before but the level of trust, engagement and respect for each other was off the charts. I watched them evolve through dialogue.

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One of the topics I cover in my training is assumptions in dialogue. When we assume someone is coming from a certain place and work with them based on that context, everything that unfolds after that assumption is based on air, not fact. We have to ask the fundamental relevant questions in order to build something strong and of substance.

How often does that happen in organizations? When we engage in conversation with someone it’s for many reasons such as fact finding, validation, direction, and perspective. When we speak to someone only to validate our current knowledge and perspective, it’s not a two way conversation; it’s a dialogue of the deaf.

As Coaches, we are usually called in to work with people to help them evolve to their level of excellence. If all we did was validate what they already knew without exploring the rest, they’d pretty much stay exactly where they were. Our roles are to help people move forward. Isn’t that the role of leadership? If the ‘powers that be’ don’t engage in generative dialogue, they are eliminating the fact finding, direction and perspective they might need to move the entire organization forward.

Nic Askew recently shared “ ‘Inner-vision’ comes from within the organization, from deep inside an individual or group of individuals. ‘Purpose’ is often a construct of the words & ideas of others, disguised as an original idea.” In order to do that we not only have to hear, we have to listen to all the players not just the upper echelon. It’s a way to capture the intangibles, the soul of an organization and let it emerge in a powerful way. It’s not taking words that sound good and try to force an organization to fit them.

Life happens through every experience, interaction and conversation. We have to pay attention to what that means and to what the ramifications might be when we don’t. Awareness is curative….and generative. Generative dialogue creates newfound awareness. Then we can build careers, people, and organizations.

Donna Karlin • Executive and Political Shadow Coach™ • Ottawa, Canada • •www.abetterperspective.com

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About the author

Donna Karlin CEC, Diplomate IABMCP and founder and principal of A Better Perspective® & The School of Shadow Coaching, has pioneered the specialized practice of Shadow Coaching® with global political, government, business and senior organizational leaders in the public and private sectors. Donna capitalizes on almost 30 years of experience in coaching, consulting and training to help clients and their organizations evolve into their level of excellence

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