Tag Archives: Crucial Conversations

Monday Morning Moment – Whenever Possible, Affirmation and Encouragement Over Criticism

Photo Credit: Strategy-Business

Let’s say you need to have a difficult conversation with someone…a crucial conversation. How do we make it happen and still preserve the relationship, the trust between us? We’ve all heard of (and probably experienced the “feedback sandwich” – start with the positive, then interject the negative, and finish off with a last positive (see here for the many takes on this approach). This approach doesn’t wash anymore, right? It’s just not honest.

I’d like to point to a great piece written by a pastor. Well, he was a pastor until last Fall when he resigned from his position because of what was labeled as “harsh leadership”. Scott Sauls, this pastor, until last year, was a gifted Bible teacher and celebrated author (I’ve read many of his books). He was mentored for years by the late Timothy Keller who was himself a man of great integrity. Keller walked the talk…always.

Scott Sauls was this sort of man also…and in the months after he resigned from the pastorate, he has done the work of restoration…reconciling with those he led (not always well) and returning to a work where he is using what he’s learned to help others not make his same mistakes.

His blog “Speaking Words that Make Souls Stronger” has the clarity of one who hasn’t always spoken the truth in love and yet understands the cost of ill-spoken words. He has corrected course. His counsel is weighty and life-giving:

“In a sincere effort to “speak the truth,” we can lose our way and miss the fact that truth — in order to be true in the truest sense — must be packaged in a love that is patient, kind, does not envy or boast, is not proud or dishonoring, is not self-seeking or easily angered, that keeps no record of wrongs, that does not delight in evil but rejoices in the truth, that always protects, always trusts, always hopes, always perseveres, and that never fails (1 Corinthians 13:4-7).

“Rather than rushing to find fault, we have every reason proactively seek opportunities to, as Tim Keller called it, ‘catch others doing good’ and to encourage (put courage into) others.”

“Does that mean we just “live and let live” when we see friends and family exhibiting destructive behaviors? Of course not. When someone in our lives is caught in addiction or destructive behavior, the loving thing to do is to help them out of it through intervention.

But intervention is not damning criticism; it’s redemptive critique that is motivated by restoring and building up. Criticism aims to harm and shame. Critique, on the other hand, seeks to leave a person feeling cared for and called to become a better version of themselves. Criticism will leave a person feeling belittled and beaten down. Paul says, ‘If anyone is caught in any transgression, you who are spiritual should restore him in a spirit of gentleness‘ (Galatians 6:1-2).”

“Sometimes love calls us to be courageous because it takes courage to offer the gift of redemptive critique. It also takes courage to receive the same…So, critique redemptively when you must. And at all times, for God’s sake, affirm and encourage. Put courage into a soul — wherever and whenever you can.”

I appreciate Scott Sauls. He may still have days when he is tempted to be critical of others…probably does have those days. Yet, it sounds like he has gained wisdom from those days. And we all benefit from it.

Photo Credit: Martin Luther King Jr., Heartlight
Photo Credit: Crucial Conversations, Reading Graphics

We all have situations that require hard conversations. They can be less hard as we incorporate a gentler, but no less honest approach. “Speaking the truth in love”. Not backing away from conflict, but “using our words” to affirm and encourage when possible. Then when necessary, practicing a redemptive critique rather than a harsh criticism. Genuinely caring for the welfare of the other person communicates more than we may think. The conversation still happens (don’t shy away from it), but it can be restorative.

Bottom line: To have an effective, impactful hard conversation, you have to love the person in front of you. If your care only extends to the mission of your organization, the health of your family, or your own personal interests/concerns, the outcome you want will evade you. You can care about those things, of course. You probably wouldn’t push to have the conversation if you didn’t. The first step to that conversation has to be a heart check on yourself. The key motivation has to be that you genuinely care about the person in front of you. That changes everything, including the tone of your words and your approach. If you love someone, you communicate it (in the workplace, organization, family, friendship). If you don’t love that person, the conversation won’t turn out redemptively for you, the other person, or the situation. Loving that person matters.

Photo Credit: Crucial Conversations, Reading Graphics

Monday Morning Moment – Use Your Words – Deb Mills

5 Friday Faves – Beyond the Guitar’s “Spirit”, Reducing Brain Fog, Crucial Conversations, the Precious Nature of Life, and What We Have in Common – Deb Mills (esp. the Faves of “Crucial Conversations” and also “What We Have in Common”

Monday Morning Moment – Strengthening Decision-making with Collaborative Conversations – Deb Mills

Two of Scott Sauls’ blogs below – wisdom

Weeping in Nashville – Where Is God When Unspeakable Acts Beget Unspeakable Sorrow? – Scott Sauls

Once Upon a Time, Tolkien Felt Like a Failure – Give Your Failure Some Time, and It May Become Your Truest Success – Scott Sauls

Photo Credit: Heartlight

5 Friday Faves – Beyond the Guitar’s “Spirit”, Reducing Brain Fog, Crucial Conversations, the Precious Nature of Life, and What We Have in Common

1) Beyond the Guitar’s “Spirit” – Below you will find the latest Beyond the Guitar video from the 2002 movie Spirit: the Stallion of the Cimarron. Nathan’s treatment of “Homeland” theme by masterful composer Hans Zimmer 2002 movie theme is beautiful. One of the commenters on his YouTube video stated that it was as if Zimmer composed it for guitar. Nathan’s arrangement definitely does justice to this incredibly triumphant orchestral piece. Enjoy!

2) Reducing Brain Fog – Brain fog is an inability to concentrate. It is essentially a feeling of “being in a fog” – you feel slowed-down, tired, draggy, unable to think clearly or even find the right words at times.

Photo Credit: Marcus Aurelius, Pexels

Writer and business consultant Thomas Oppong wrote this brilliant article on what we can do to reduce brain fog. He goes into great detail so be sure, if you struggle with this issue, to read his piece. He doesn’t quote from the science literature but his takes on the six points below make enormous sense. All worth a try.

  • Give up the clutter. – Decluttering bit by bit will lower stress and sharpen focus.
  • Stop the multi-tasking. – “Narrow down your most important tasks to 3, and then give one task your undivided attention for a period of time. Allow yourself to rotate between the three, giving yourself a good balance of singular focus and variety.”
  • Give up the urgent distraction. – We have our lists and our goals, but the easier and lesser things around us draw away our attention. Resisting the distractions help us stay on track.
  • Stop feeding your comfort. – Beware of the well-worn ruts in work and life. “Seeking new experiences, learning new skills, and opening the door to new ideas inspire us and educate us in a way improves mental clarity.”
  • Don’t sit still. – Plan physical activity into the day.  It helps us stay mentally fresh and focused.
  • Stop consuming media and start creating it. – Social media can rob us of our hours and energy. “Let creation determine consumption. Allow curiosity to lead you to discover and pursue something you deepy care about. Make time to create something unique. The point is to get lost in awe and wonder like you did when you were a child. When you achieve that feeling from a certain activity, keep doing it!” – Thomas Oppong

How to Overcome Brain Fog From a Long-time Sufferer – Tim Denning

3) Crucial Conversations – So many conversations don’t happen because they are just too risky. They make us feel too vulnerable. Yet we long for deep conversations. For conversations that enlarge us and bring understanding, even between people who don’t share opinions or worldviews.

Crucial Conversations: Tools for Talking When Stakes Are High – Kerry Patterson, Joseph Grenny, Ron McMillan, Al Switzler, & Laura Roppe

Top 10 Takeways From Crucial Conversations – Tabitha Bower

Last week, I listened to a Jennie Allen podcast on “life-giving conversations”.

Between the current political division and the physical distancing necessitated by COVID, we are having fewer crucial conversations. That’s not to say we aren’t on video meetings or phone calls for much of the day, but we have to work harder to have satisfying conversations.

March 2020 (BC – Before COVID mediation)

April 2020 – AC (After COVID mediation)

Certainly conversations between people who disagree are happening less. They are just too hard. Especially via screens. Especially when opportunities to talk deeply are just not there.

What got me thinking about this is a couple of podcasts (see below) and also watching (and feeling) the strain of months long requirements of video meetings with work (and church) groups…instead of in-person opportunities.

How to Have Life-Giving Conversations – Podcast – Jennie Allen

How Shame Affects All of Us – Podcast – Jennie Allen with Dr. Curt Thompson

Crucial conversations, whether one-on-one or in a group structure, are harder these days. How can we get past the superficial or the daily grind kinds of talk? I’m thinking there’s a discipline we can develop – to really dig in and want to know the person(s) in front of us and to ask questions and pose topics others can really engage with…especially if we can communicate that we are safe with each other.

“We want to be seen and known in the place we live… we want to ask questions that invite people to be curious and creative. Tell me about something this past week that was really hard for you. Caused you joy.  That caused you to be creative. Regularly take time to validate that in each other. We want to invite people to be curious and creative.” – Jennie Allen, Dr. Curt Thompson

Anything with psychiatrist and writer Dr. Curt Thompson involved is great quality content. Whether it is on belonging, vulnerability, shame, or dealing with physical/social distancing, he has a wealth of practical and neurologically sound counsel. Just watch the YouTube videos with him talking.

Thoughts?

4) The Precious Nature of Life – What we think on this has divided our nation – those more for life from conception and those more for the rights of the conceiving adults.

As a mother and grandmother who has lost all but one of her cherished older relatives, I want to celebrate the precious nature of life. I want to invite you to celebrate as well.

We never know when we will be gone from here or when those we love will be either. We just never know. Thus, the imperative to not let anything stand in our way of loving…or at least honoring the lives of those in our own.

Why this for a Friday Fave?

The 21 y/o son of friends of ours died this week. The whole wrong gone of this dear young man has stopped us all in our tracks. God’s grace holds people up…as does His grace with clothes on, friends and other family, leaning in to love. His passing has been very much on my mind, and his parents on my heart.

Canadian author Tim Challies also lost his son, Nick, recently…also suddenly. 20 years old. We are thankful that the Challies family has a huge circle of support, too. He has been writing about their loss of Nick in a series of blogs. Here is one: The Cruelty of Quarantine: A Lament.

If you could use some help with your own grief, walk with Tim through his.

Cherish these loved ones we’re privileged to have in our lives. In all their scruffiness, various differences, political activism or not…they are gifts to us. We don’t throw them back. We figure out how to love them and be there for them…and hopefully, they do the same for us.

Right?

COVID (and its mediation) is putting incredible stress on our lives and relationships. Important to keep our eyes and minds clear on the precious nature of life…not just ours, but each others, of course.

5) What We Have in Common – When there are rifts (political or familial) or a growing discontent (in a relationship or at work) or a vain sense that life could be better with someone else, it’s good to give pause to that thinking, and consider: What do we have in common with each other? What might we be giving up that we may not see in the every day but that, once out the door, we may miss and regret the decision?

Photo Credit: Wikipedia

Think of the person(s) you may be having difficulty with. Now, come up with what you have in common, make as long a list as possible. Be creative.

I’m thinking…ok, here goes:

  • We share the same core values.
  • We care about the world we’re leaving to our children.
  • We both want to be successful, but also to be effective.
  • We’ve both lost a parent (or two).
  • We are both American (fill in your country) and we care about our country.
  • We’ve both been to the doctor way too many times this year.
  • We both struggle with insecurity, although it surfaces differently.
  • We both have trouble talking with each other about these things.
  • Yet, we both know we are a part of a greater story.

Can we take the things we have in common and move toward each other instead of more apart?

_________________________________________________________________________

Just a few thoughts that didn’t get laid down until after a busy, lovely weekend. Hope the rest of your week is peaceful and full of good.

Bonuses:

How to Overcome the 5 D’s of Leadership and Life: Doubt, Distortion, Discouragement, Distraction, and Division – Carey Nieuwhof Leadership Podcast – with Guest Jon Gordon (Podcast & Transcript)

The Curse of the Honeycrisp Apple – Deena Shanker and Lydia Mulvany

Fall Leaves in All Their Glory (Before the Rains Came)

Monday Morning Moment – Friends, Family, and Fellows at Work in the Digital Age

Photo Credit: The Art of Social Media” (CC BY 2.0) by  mkhmarketing 

My mom was an excellent communicator. She wrote emails like they were letters. Long and newsy, full of the details of her day, and her specific encouragements on the trials of life. Of course, this came out of her only daughter and family taking off to live overseas. With three of Mom’s grandchildren! I will never forget how she bought her first and only computer to be able to communicate regularly with us. She died before the advent of smart phones and social media. Believe me: she would have figured those out as well – to communicate with those she loved.

Dave works in a setting which requires much of his communication to be electronic. He talks about how it has been world-changing in terms of being able to have real-time communication with colleagues. Even time zones away. Email, conference calls, and a myriad of smart phone applications make work practices easier. Especially that of inclusion and having the right people at the decision-making table.

The challenge is when electronic communication is almost but not quite communication. A quick texting conversation or series of emails do not substitute for a face-to-face meeting where nuance and clarification are more easily secured.

I have a friend and one-time colleague who calls me regularly on her way to or from work. Those conversations are so rich. We haven’t lived in the same city for 25 years, but I know her…her take on things, her challenges, and the wealth of her wisdom for my own stuff. We text occasionally, but she has excellent command of the phone-conversation-catch-up-with-friends skill.

The article linked below came to my attention this week. It got me thinking on this topic more. We want to be good at friendship, “family-ing”, working well with our colleagues, right? At least we don’t want to do harm with relationships as we focus on others at the moment. This article is so packed with good stuff, I’m leaving it right here for you to read yourself:

How to Be a Better Friend in the Digital Age by Amy Maclin and Molly Simms

In thinking about our relationships and communication in the digital age, here are my notes to self:

1) Stay in the present. – When in the company of friends or family, or in a work meeting, put electronic devices away if at all possible. In your purse or pocket or another room. Cell phones always with us (at meeting or dinner tables) smack of self-importance, really. I struggle here, so preaching to self. Remember the days when we wrote the things we wanted to remember on pads of paper or a napkin? Maybe you’re not distractible but once I pull out my phone to make a note or take a picture of the food, say, it becomes an uninvited guest at the table…drawing my attention away.Photo Credit: Pexels

You may not have this problem of distractability. We can always make an electronic record later of what we wrote down. We cannot reconstruct conversation we missed while fiddling with our phones. Nor can we recoup that sense of full attention for those in front of us, lost while we were on our phones or tablets.

2) Be proactive in communication. – This may be a challenge for most of us. I am grateful for updates from bosses who want their employees in the loop. Also, how wonderful to get birthday and anniversary cards in the mail (?!)…from proactive loved ones.

Letting friends and family know news, plans, and other details (of special interest between you) sooner than later sends a message. They matter to you, and their time matters as well. If these same people don’t hear from you, in time, they will come after you…better to be proactive, loving in this way.

3) Be quick and appropriate in responding. – [Outside of situation #1] Take the call when possible instead of letting it go to voicemail. Text back even a quick response, with a more complete communication to follow. [Because of their disruptive nature, some texts seem now to be treated as emails to be answered later and in a clump. I get that. Unless the texts become emails that also go unanswered. Just saying.]

Consider the best way to respond. A text may require an email response to be effective. An email may require a phone call in followup. If positive communication is the goal, we go after the medium that best suits.

4) Our social media presence communicates different things to different people. We all know this intuitively. Something to think about if we’re using it for work or to maintain contact with friends/family. Social media, in general, is not a personal vehicle for communication. Definitely broadcasting. Unless you engineer it to be personal. I get how some have elected to go more private, more narrowcasting (see link below). We must remember with this medium: we think because we’ve communicated to some, we have communicated to all. A caution if we care.

Networking: Broadcast or Narrowcast?Genna Rodriguez

5) Avoid the fallout of negative or neglectful communication. – It always seems to have a greater impact than we intended. Or, should I say, a worse outcome. The “unfollow” or “blocking” or social media rant can be not only hurtful but relationship-altering. Not answering phone calls, texts, or emails will eventually stop those from happening…at a cost. Whenever a crucial or hard conversation needs to happen, a face-to-face meetup is best. Even if, because of geographic distance, it has to be via an electronic device (Facetime, etc).

We Have to Talk: A Step-by-Step Checklist for Difficult Conversations – Judy Ringer

Also related to social media:  we often fall to being more consumers rather than creators. Our communication gets more passive, even lazy (it happens to me, for sure)…if we don’t take steps to practice being proactive in communication.

Having electronic communication – even at its impersonal worst – is better than no communication…but maybe not forever.

___________________________________________________________________________

Did I miss something? Please comment below.

In closing, I just want to give a salute to those in our lives who get all this. My friend who calls, a boss who doesn’t forget to followup, a family member who regularly checks in, that one who uses texts in a fun and familiar ways to touch base, and the people in our lives who practice kind and intelligent reason on social media posts.

I have a younger brother who has a non-stop work day. Long hours, leaving for work before I even wake up, and therefore getting to bed much earlier in the evening than most. We haven’t always been super close, but in these years of getting older and losing loved ones, we are now the next two oldest in our family. We are also much closer friends now than before…part of that is his initiation of calling on his long drive home from work. With hands-free technology to keep driving safe, it has become a sweet occasion between us.

Lastly, social media itself has been more a blessing to me than a curse. I have learned much from folks I follow on Twitter and Facebook. Through Facebook of all things, some once-close college friends and I were able to reconnect. What a gift!

So with all its challenges, the digital age has brought us more good than bad. If we are willing, we can hopefully keep it that way.

P.S. Communication at any level is colored by culture. My husband and I had the privilege of chauffeuring some Egyptian friends to their wedding reception. Our car was decked out in fresh flowers and streamers. Driving through the crazy Cairo night, Dave’s job was to get our friends safely to their destination, but that wasn’t all. Leading a small and festive parade, we were to let it be known to all those on the streets and in apartments above the streets, that a bride and groom were coming through. Traditionally, the driver periodically is to toot his horn in a rhythmic manner signaling those around us of an oncoming wedding party. DA-DA-dadada, DA-DA-dadada. That was the signal. Photo Credit: The Cairo Scene

Everyone knew it and what it meant. Dave was an excellent Cairo driver, BUT he was timid in doing this small duty of horn-blowing. He would only do the first “phrase” of the announcement and not the obligatory second one. It was so not right. After a couple of times of my failed cajoling, he did it one more time with just the first horn toot phrase. A huge packed Cairo city bus passed by us, and its driver finished the phrase! I LOVED IT! We all did. Dave got the idea finally and we joyfully trumpeted to all those around us from that point on with just the right and understood alert!

Ah, true communication!

Monday Morning Moment – Strengthening Decision-making with Collaborative Conversations

Blog - Collaborative ConversationsPhoto Credit: AJCarlisle.files.wordpress.com

[Adapted from the Archives]

Change is normal, and resisting change is normal as well. You may be part of an organization or company where sweeping changes are being implemented, even this week. Or maybe you are not on the inside loop of these decisions, so you are not privy to the change coming. Whether you are part of that process or not, consider how you might have a role in making change work, in your sphere of influence, among your colleagues.

You may already have read and profited from the book Crucial Conversations. Now consider collaborative conversations. Collaboration, simply defined, is “working together towards shared goals”. Collaborative conversations bring a collective intelligence to bear on the problem to be solved, vision to be defined, or direction to be changed.Blog - Collaborative ConversationsPhoto Credit: ThoughtFarmer.com

David Perkins, a Harvard professor, wrote about collaborative conversations in the workplace, using the metaphor of King Arthur’s round table. He described the beneficial nature of bringing several principal players (or stakeholders) to the table and treating each one with an equal or autonomous voice.

Perkins’ book King Arthur’s Round Table: How Collaborative Conversations Create Smart Organizations is a tremendous resource in developing this kind of decision-making work environment. An Executive Book Summary* can help you get started.

“A round table makes it a little easier to pool mental effort. A round table makes a group a little more intelligent…For a group to display intelligence in a sustained way, the members have to value their exchanges and stick together to keep making them. This depends on positive symbolic conduct [side messages sent by our words and behavior]…and collaboration… It’s not ideas, but people with ideas that make things happen.”David Perkins

“One of the simplest ways to immunize a culture against broken trust, corruption, and animosity is to build a common vision.”David Perkins

I personally thrive in such a setting and intuitively understand the value-adding nature of collaborative conversations. In researching this workplace topic, and choosing the links below, I came across a fascinating paper** by Heather Davis, a professor of RMIT University Australia.

Davis presented her paper at the 14th International Conference on Thinking (2009, Malaysia). She discussed how workplace leaders often choose “languages of war” in making and communicating decisions and creating change. Her paper is heady stuff but if you read her thoughts below you will want to read the whole paper. It gives huge support to the role of collaborative conversations.

“In [leadership’s] ‘language of zealous allegiance’, there are expectations of allegiance [in the workplace] that lay a path for uncritical acceptance and passivity. This manifests in an expectation that followers be conscripted wholly to the cause. There is little room for questioning. ‘Conscription means one important thing: there is no questioning of orders, one only executes them; “either you’re with us or you’re against us”.’ “

“Rhetoric plays out in the workplace too and can be tested by how well leaders:

  • hear and acknowledge the ‘other’ point of view,
  • see the ‘other’ as people rather than pawns or simply abstractions,
  • manage the distance, materially and metaphorically, between themselves and the people and sites affected by their decisions.”

“In the corporate world there are many examples of executives living and working in gated communities or otherwise removed by dint of corporate hierarchy or geography from the people and conditions affected by their decisions. Often, these leaders are also surrounded by people who can only agree, leading to little opportunity for double loop learning or deeply reasoned decision making processes. Whether our leaders live in gated communities is their business, but if they think, work and take refuge within a ‘gated’ mindset then we all need to be concerned. These conditions lead to hubris and have been the undoing of many leaders and corporations.”

The role of the organisation is ‘to know its purpose and not be diverted from it’ (Drucker, 1993). This is a timely reminder here – easier said than done in times of flux, complexity and discontinuous change.”

“The main difference between Perkins’ languages of war and peace are that the war metaphor is founded on exclusivity and a preference for limiting discourse to its [leadership’s] own narrowly defined boundaries. Perkins’s peace metaphor is founded on inclusivity and opening up the space for conversations and conflicting views [i.e., collaborative conversations].”

“Oppositional language and the pitting of one deeply held worldview against another will not lead to resolving the underlying problems of the workplace. Rather, space for conversations to surface underlying assumptions is required. Perkins’ language of peace metaphor confirms that that there are always other lenses to view the world through, not just the one that [leadership] prefers.”Heather Davis

Provocative reading from this Australian educator.

Bottom line: Those of us in leadership carry a great burden of responsibility. We at times must make difficult and sometimes painful decisions. Adding voices to that decision-making can generate even more challenging processes to negotiate. However, we will make more sustainable decisions for “better futures” if we bring those most affected (or most experienced or insightful) to the table. Whenever possible. That’s the gain of collaborative conversations – working together toward shared vision and shared ownership.

Stay engaged in your workplace. Don’t entertain indifference. Stay in the conversation. You can make a difference.

*King Arthur’s Round TableHow Collaborative Conversations Create Smart Organizations by David Perkins – an Executive Book Summary

**Troubling Invisible Barriers to Better Futures: Surfacing the “Five Languages of War” in the Workplace – a scholarly paper by Heather Davis, presented at the 14th International Conference on Thinking

Leadership Lessons from King Arthur – a Review of Harvard Professor David Perkins’ book King Arthur’s Round Table

The Five Literacies of Global Leadership – What Authentic Leaders Know and You Need to Find Out – by David Hames – Business Book Summary

The Perils of Indifference – a Speech by Elie Wiesel

How to Lead When Change is the New Normal – Emer Coleman

The Art of Collaboration (Collaborative Behaviors) – by Steve Dale (includes a SlideShare)

Collaboration: What Does It Really Mean? – Carlos Dominguez

What Is a Coaching Conversation? from Opening the Door to Coaching Conversations by Linda Gross Cheliotes and Marceta Fleming Reilly 

Cutting Through the Hype – What “Collaboration” Really Means – ThoughtFarmer.com

5 Choices You’ll Regret Forever – Travis Bradberry

Collaborative Conversations – Quotes to Stir Your Thinking on Leadership and Language in Workplace Decision-making

Blog - Collaborative ConversationsPhoto Credit: AJCarlisle.files.wordpress.com

Change is normal, and resisting change is normal as well. You may be part of an organization or company where sweeping changes are being implemented, even this week. Or maybe you are not on the inside loop of these decisions, so you are not privy to the change coming. Whether you are part of that process or not, consider how you might have a role in making change work, in your sphere of influence, among your colleagues.

You may already have read and profited from the book Crucial Conversations. Now consider collaborative conversations. Collaboration, simply defined, is “working together towards shared goals”. Collaborative conversations bring a collective intelligence to bear on the problem to be solved, vision to be defined, or direction to be changed.Blog - Collaborative ConversationsPhoto Credit: ThoughtFarmer.com

David Perkins, a Harvard professor, wrote about collaborative conversations in the workplace, using the metaphor of King Arthur’s round table. He described the beneficial nature of bringing several principal players (or stakeholders) to the table and treating each one with an equal or autonomous voice.

“A round table makes it a little easier to pool mental effort. A round table makes a group a little more intelligent…For a group to display intelligence in a sustained way, the members have to value their exchanges and stick together to keep making them. This depends on positive symbolic conduct [side messages sent by our words and behavior]…and collaboration… It’s not ideas, but people with ideas that make things happen.” – David Perkins

“One of the simplest ways to immunize a culture against broken trust, corruption, and animosity is to build a common vision.” – David Perkins

Perkins’ book King Arthur’s Round Table: How Collaborative Conversations Create Smart Organizations is a tremendous resource in developing this kind of decision-making work environment. An Executive Book Summary* can help you get started.

I personally thrive in such a setting and intuitively understand the value-adding nature of collaborative conversations. In researching this workplace topic, and choosing the links below, I came across a fascinating paper** by Heather Davis, a professor of RMIT University Australia.

Davis presented her paper at the 14th International Conference on Thinking (2009, Malaysia). She discussed how workplace leaders often choose “languages of war” in making and communicating decisions and creating change. Her paper is heady stuff but if you read her thoughts below you will want to read the whole paper. It gives huge support to the role of collaborative conversations.

“In [leadership’s] ‘language of zealous allegiance’, there are expectations of allegiance [in the workplace] that lay a path for uncritical acceptance and passivity. This manifests in an expectation that followers be conscripted wholly to the cause. There is little room for questioning. [Davis quotes Hage]: “Conscription means one important thing: there is no questioning of orders, one only executes them; ‘either you’re with us or you’re against us’. “ (Hage, 2004, p. 3).””

“Rhetoric plays out in the workplace too and can be tested by how well leaders:

  • hear and acknowledge the ‘other’ point of view,
  • see the ‘other’ as people rather than pawns or simply abstractions,
  • manage the distance, materially and metaphorically, between themselves and the people and sites affected by their decisions.”

“In the corporate world there are many examples of executives living and working in gated communities or otherwise removed by dint of corporate hierarchy or geography from the people and conditions affected by their decisions. Often, these leaders are also surrounded by people who can only agree, leading to little opportunity for double loop learning or deeply reasoned decision making processes. Whether our leaders live in gated communities is their business, but if they think, work and take refuge within a ‘gated’ mindset then we all need to be concerned. These conditions lead to hubris and have been the undoing of many leaders and corporations.”

“[Leadership’s] language of regrettable necessity translates directly to the “There Is No Alternative”. [This strategy] is used to always move the focus of discussion away from any big picture ‘why’ questions. This is done by shifting the focus to discussions only about the budget pie or, more particularly, the piece of the budget pie that is contestable. People find themselves fighting for a slice of the budget pie and energies focus only on the ‘pie’ and getting the biggest piece of it. This shifts the focus from larger issues such as whether the budget is set correctly, what has been included and what has been excluded. Thinking about alternatives is never an option.”

The role of the organisation is ‘to know its purpose and not be diverted from it’ (Drucker, 1993). This is a timely reminder here – easier said than done in times of flux, complexity and discontinuous change.”

“Language is the visible tip of the cultural iceberg that largely remains hidden.”

“Perkins (2007) used two metaphors in his presentation and so far I have only privileged the five languages of war metaphor in this discussion. The other metaphor used was the “five languages of peace”. The main difference between Perkins’ languages of war and peace are that the war metaphor is founded on exclusivity and a preference for limiting discourse to its [leadership’s] own narrowly defined boundaries. Perkins’s peace metaphor is founded on inclusivity and opening up the space for conversations and conflicting views [i.e., collaborative conversations].”

“Oppositional language and the pitting of one deeply held worldview against another will not lead to resolving the underlying problems of the workplace. Rather, space for conversations to surface underlying assumptions is required. Perkins’ language of peace metaphor confirms that that there are always other lenses to view the world through, not just the one that [leadership] prefers.”

Provocative reading from this Australian educator. Bottom line: Those of us in leadership carry a great burden of responsibility. We at times must make difficult and sometimes painful decisions. Adding voices to that decision-making can generate even more challenging processes to negotiate. Still, we will make more sustainable decisions for “better futures” if we bring those most affected (or most experienced or insightful) to the table. Whenever possible. That’s the gain of collaborative conversations – working together toward shared vision and shared ownership.

Stay engaged in your workplace. You can make a difference.

*King Arthur’s Round TableHow Collaborative Conversations Create Smart Organizations by David Perkins – an Executive Book Summary

Leadership Lessons from King Arthur – a Review of Harvard Professor David Perkins’ book King Arthur’s Round Table

How to Lead When Change is the New Normal

The Art of Collaboration (Collaborative Behaviors) – by Steve Dale (includes a SlideShare)

Collaboration: What Does It Really Mean?

**Troubling Invisible Barriers to Better Futures: Surfacing the “Five Languages of War” in the Workplace – a scholarly paper by Heather Davis, presented at the 14th International Conference on Thinking

The Five Literacies of Global Leadership – What Authentic Leaders Know and You Need to Find Out – by David Hames – Business Book Summary

What Is a Coaching Conversation? from Opening the Door to Coaching Conversations by Linda Gross Cheliotes and Marceta Fleming Reilly 

The Perils of Indifference – a Speech by Elie Wiesel

Cutting Through the Hype – What “Collaboration” Really Means – ThoughtFarmer.com

Making the Workforce Work! The Collaborative Workforce Initiative