The audience for this blook is a broad one.
I hope that anyone who is interested in how conversation can help improve their lives – both their work lives and their personal lives will find this blook not only of interest but an invaluable resource.
In an organizational context, it is for people in both the private and public sectors: workers at all levels of the organization from the new graduate to the CEO.
It is for people facing the complexities of the modern world who realize that old methods are no longer working or that they never worked well in the first place.
It is intended for those who recognize that a more human, more respectful, more participatory approach to life is needed.
The people who will hopefully find this blook of most value are those working in the fields of Knowledge Management, Organizational Learning, Organisational Development, Corporate Communications, Human Resources, and Education.
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I look forward to delving into the blook. I find that the art of conversation is largely lost – with so many people, instead, opting for the use of social media to exchange ideas/thoughts. A ride in an elevator nowadays is different to what it used to be: everyone is face down, clicking away on their smartphones sometimes to the point where they miss their intended floor. The simple smile and “hello” is missing.
So true Stuart. There are so many situations where we miss out on the opportunity for conversation.
We are sitting in a meeting room waiting for a meeting to start. But we are not present as we are checking our smartphones and we miss the opportunity to chat with the others in the room and to build relationships and deepen trust.
We also. miss out on the possibility of “serendipitous conversations” where we unexpectedly learn about something or someone we did not know, connect ideas or form new relationships.
It is this interpersonal, face-to-face, chit-chat that is so important that we miss out on if we have our noses buried in our phones.
I went to a talk by the US journalist Daniel Coyle earlier this week – he’s been in the UK promoting his new book “The Culture Code”. I asked him how he envisaged organisational culture could be maintained when we are being told by multiple think tanks that the future of work is most likely to consist far more of freelancers than permanent staff. One of the things he said, which I thought was interesting, was that his research had shown time and time again that innovation and the creative thinking required for true innovation cannot take place remotely; successful creative thinking can only occur face-to-face where contributors feel “safe” enough to air their thinking as it emerges.
We know that continuous innovation (both personal and organisational) is vital to maintain relevance in the future of work, so I feel the concept of Conversational Leadership has the potential to differentiate the winners from the losers in the future of work.
I LOVE the concept David and look forward to being involved in the ongoing conversation.
Thanks for the comments Cat. It is why Marissa Mayer stopped Yahoo employees working from home
https://www.druckerforum.org/blog/?p=881
Googles’ Aristotle project also demonstrated the need for psychological safety
https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html
So much for us all to learn :-)
Pleased to hear you love the Conversational Leadership concept!
best wishes David