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Dialogue and Organizational Development

The importance of dialogue for collaborative  organizations ?

Why has DIALOGUE become so important for modern organizations ? 

TheVUCA environment organizations operate in, challenges organizations to :

develop their capacity for change & learning, link professionals & expertise, tap into the energy and passion of everyone...
develop the organization as a flexible network, with professionals contributing in different teams, roles, capacities...
pursue active and real involvement of all stakeholders, welcoming diversity and embracing social responsibility
incite autonomy, initiative, distributed leadership, transversal collaboration
stop looking at things as 'cause-effect' chains and use the 'strenght' of the 'complex system' to chaise moving targets 

It is simply no longer possible for a management board to take decisions and then 'pass it on' to others for execution.

The issues are extremely difficult to understand, the solutions not evident, the implementation too complex, the need for stakeholder involvement unrivalled and the intermittent challenges too volatile to even think you can still create a clear vision, translate it into objectives and roll it out as a project plan.

 

generativemindset"Rather than identifying what the change will be, leaders need to identify and lead processes for engaging the necessary stakeholders in emergent change processes.  To do that successfully requires a Generative Leader Mindset that acknowledges and works with the social construction of organizations."
(Source : Gervase Bushe & Bob Marshak., Transforming Leadership. Practising Social Change. The practitioner’s journal of The NTL Institute for Applied Behavioural Science. March 2017)

 

cynefinCarefully planned and orderly executed and controlled processes will simply no longer do the trick. The complexity of the challenge is the reason why an organization is becoming a network of professionals and teams, all taking initiatives (not executing orders) based on their sound judgement within a common generative image. People will construct from there, flexible and changing coalitions with other professionals to make things happen.

That can only be done when 'dialogue' is the basic fabric of the organization. Evolving from a 'communicative framework' where decisions are at best explained to all others in the organization, over a 'consultative framework' where stakeholder are consulted and listened to before decisions are made towards a truly co-creative, dialogic framework that is 'making meaning' and enables people to contribute their energy, passion, expertise and experience to further their common ambition. In such a context every member and stakeholder is a partner in that dialogue.

People should not be 'working for an organization' but should build the organization with others sharing that same ambition.

That is fundamentally different from the 'industrial, mechanistic' type of organization we have known so far, where an 'employer' bought the time and expertise of professionals in order to persue his 'objectives'.  That model is no longer viable. Instead of the conventional "create a vision - get buy in (or buy it ?) - execute" approach to  planned change, we need new conversations that : disrupt habits and embedded meanings; bring increased diversity into conversations so that creativity and innovation are heightened; energize networks of motivated people to propose and try small experiments that, probe emergent practices that eventually could become transformational changes.

Organizations can no longer be 'All-Inclusive Travel' but needs to be an 'Adventurous Trekking' where the trip is made by the bunch travelling as they move on.

In these video's David Snowden explains why a top down leadership is not working in a complex environment and Gervase Bushe explains that the idea of a 'vision' as a clear target to get to in project steps is not working anymore and how it could be replaced by 'generative images'.

 

Dialogue as generative fabric of your organization

Actively promoting dialogue in your organization?


Lever1c

Conducting a future search process that includes all internal and external stakeholders. This search starts with an outlook on the external environment the organization operates and the technical, societal and environmental challenges ahead. Through conversations among stakeholders, they will build a common purpose for their 'organizational trekking' and create the 'generative image' that makes their jouney worthwhile.  The result is ownership and the individual and collective competencies to see the journey through.
 
Our Contribution :
Scanning tools and processes
Process design and facilitation
Coaching of Leadership Team
Large Group Activities


lever2f Build an organization that sets the scene for dialogue. Avoid 'walls' between individuals, teams, expertise areas, roles, positions, etc... Diversity and Inclusion are the key 'pointers' for organizational design. Leadership : Is it about rules, controle, difference in status, power... or is it actually triggering initiative, experiment, contribution and collaboration. Set up the dialogue about culture, values, leadership and more so about what we actually do and if it creates sustainable value for all.

 
Our Contribution :
Organizational Design Advice
Coaching Leaders & Teams
Cultural & Behavioral Analysis
Facilitation Design Teams


lever3b

Learning is not so much about training. It's about shaping your collaboration in such a way that experiential and relational learning occurs. Learning from experience means you need to create meaningful and diverse experience for all, with space for experiment, room for mistakes and experienced practitioners in support as coaches. For relational learning you need to have people collaborate over team and content bounderies, create feedback mechanisms, create conversations among people as 'after action review', etc...
 
Our Contribution :
Facilitate Communities of Practice
Coach Intervision groups
Coach & Consult L&D teams
Design Learning Strategies & Tools


Lever4b

Every single HR policy or practice facilitates or hinders dialogue, autonomous initiative, distributed leadership and organizational learning. So we need to redesign every practice, process and policy that could possibly have unintended behavioral impact. Are we triggering maximal mobility, is Performance Management driving collaboration or internal competition, do we incite people to think 'what can I do' or do they think 'what am I payed for' ?...
 
Our Contribution :
Design Strategic HR policies
Analyse impact of current HR practices
Performance Management processes
Coaching HR leadership team


Lever5b

Teams are 'minilabs' for organizational dialogue : team members share purpose & values; work together; develop an open feedback culture and support each other's development. Team doesn't equal a group people reporting to the same manager.  Teams thrive when leadership is truly distributed, when everybody is involved in the team's business and people truly collaborate and learn. Then people can contribute to their full potential and feel fulfilled and engaged at work.
 
Our Contribution :
Team Crafting Exercises
Team & Team leader Coaching
Teamwork & -planning Tools
Experiential Games
Project Management Support


lever6b

Meaningful Work is key not only for individual fulfillment and avoiding burn out.  It's also key for effective teams and organizations.  Meaningful Work is a combination of being challenged on your talents, expertise and passions; experiencing autonomy and volition in your job and a strong sense of belonging and support from your work environment. Involving jobholders in the design of their own activity (as opposed to jobdescriptions a jobclassification systems) increase engagement, results and welbeing of professionals.
 
Our Contribution :
Team Crafting
Workplace and Job Design
Career Coaching (Partnership OrientaEuro)
Consulting on Employee Welbeing

Our Action Principles

How can we make this work in your organization?

 

iconstakeholdersWORK WITH ALL STAKEHOLDERS

 

 

 

iconsymplicityDON'T MAKE IT SIMPLE WHEN IT ISN'T

 

 

 

iconstrenghtsDESIGN THE PATH TOGETHER AS WE GO

 

 

 

iconjourney2The Journey IS the Destination

 

 

 

iconownershipDEVELOP INTERNAL OWNERSHIP

 

 

 

iconstrenghts2BUILD ON YOUR STRENGHTS

 

 

Our On-line Resources

Knowledge only Grows when Shared!

 

The Move! website provides info on our projects, our approach and a lot of extra resources and information on Organizational Development.
Click here to go There.


distributedarticle

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This site is fully dedicated to the 'Learning Organization' and you find info on distributed leadership, co-creation, intervision, communities of practice, experiential games, jobcrafting etc...
Click here to go There

jobcraftingarticle

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Switch it on is a handy toolkit with 25 activities to trigger organizational learning. You find all info and a handy webshop to purchase the tool as hardcopy or pdf-link.
Click here to go There

About Move!

Move4logoMove! is a small OD practice, creating customized services for organizational challenges in customer organizations.  We work out of our Belgian office throughout Europe and occasionally beyond. We work in Dutch, French, English and Spanish for all types of organizations, big and small, profit and social profit.

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Company Address : Move! Organizational Learning, Bankstraat 27, B-3000 Leuven. Belgium

 

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Welcome to Start to Move! Have a peek at our vision on organizations and their sustainable development in an extremely volatile business context.

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Clement Leemans

Move! Organizational Learning

 

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