How can you use dialogue to drive Culture Change?

I really like the approach to dialogue of Intellectual Empathy. Seeking to understand who the other people are and why they believe what they believe. Numerous studies have shown that beliefs are consequents of identities, so get to know who you are in dialogue with, and be willing to share who you are.

Dialogue involves active listening. It involves refraining from forming what you wish to say in your mind while the other individual is speaking. Dialogue involves pauses in communication to absorb what each party has expressed.

Culture is about community practices, standards, and norms. It has a lot of inertia. In order to change culture in any way takes boldness and trust. Being in dialogue to really know who is in your community can build the trust that allows for problematic behavior to not perpetuate by becoming normalized within the community.

Dialogue allows for authentic discussion. In order for this to occur, ground rules should be set prior to engaging in dialogue. Example rules include, no name calling, respect each person’s time to speak, and laying out a roadmap for discussion. I believe the best dialogue occurs with a mediator present.

It fosters a sense of inclusivity and respect, allowing every voice to be heard. This approach not only encourages diverse perspectives but also builds a collaborative environment. In my experience in project management and system implementation, I've found that open dialogue leads to more innovative solutions and smoother transitions, as it bridges gaps between different departments and stakeholders. By prioritizing dialogue, organizations can more effectively align their goals with their desired cultural shifts, leading to more sustainable change.

Dialogue is key for Culture change, because it will help you develop a more clear understanding of the desired culture and what it will require of your organization and it's members. When the dialogue is done well it will help to generate a forum where it is a safe space to address challenges which are experienced during the culture change. Alignment is done by understanding why another person thinks the way he/she/they think and where that line of thought comes from and explore if this is still systemically in serving of the group and goal or what the gap is. This will generate input for interventions to improve the process of culture change.

O diálogo é importante para a mudan?a de cultura porque permite que as pessoas compartilhem seus pensamentos, ideias e sentimentos. Isso pode ajudar a criar um ambiente de compreens?o mútua e confian?a, que é essencial para a mudan?a.

Honestly, this is tough. I don’t think everyone is mature enough for honest healthy dialogue. I think playing together can be a good first step. Take time to do Wordle or play Yahtzee. Test and see if there is humility and a collaborative spirit before jumping in and being vulnerable by having true dialogue. Those who aren’t mature enough to join the dialogue can be supported to get there, but they shouldn’t be included because it is dangerous to expose people to that.

This is where a third party mediator is essential. I see the comment on those who are not mature enough to engage in dialogue. Please do not discredit a potential participant before the discussion has even begun. You will surprised what you will learn from representative sampling across EVERY line of your business at EVERY level. Your hourly custodial team may have more authentic insight into your company culture than your executive leadership. Engage them!

A simple mission, vision, value exercise is not sufficient. This too needs to be reevaluated regularly to make sure it aligns with your current environment. Is your company acting on the mission, vision, and values? Or has it just become a faded banner that everyone walks by. Do you make EVERY decision supported by your mission, vision, and values or is it merely a paperweight holding you back.

Crie um processo claro: é importante ter um processo claro para o diálogo. Isso ajudará a garantir que o diálogo seja produtivo e eficiente. Forne?a treinamento: As pessoas envolvidas no diálogo devem ter treinamento sobre como participar de um diálogo eficaz. Isso ajudará a garantir que todos estejam no mesmo nível e que o diálogo seja produtivo. Monitore o progresso: é importante monitorar o progresso do diálogo. Isso ajudará a garantir que o diálogo esteja no caminho certo e que o progresso esteja sendo feito.

Add every scholarly article on emotional intelligence here. Be aware of your biases and what drives you. Be aware of your emotional state before, during, and after.