Between opinions, misunderstandings, suppressed emotions and one's sensitivities: how can we prevent conversations in the workplace from turning into sterile debates where everyone tries to impose their point of view rather than understand and collaborate? 🔄 💬
In an article published by Harvard Business Review France, Valerie Gauthier, associate professor at HEC Paris, gives us the 4️⃣ fundamental steps to follow to establish healthy dialogue in the workplace from her method “Savoir-relier”:
SOLO, or the introspection phase:
For dialogue to be constructive and anchored in a virtuous circle of communication, it is essential that each employee goes through personal reflection on their relationships with themselves, others, groups, and the world around them to strengthen their self-awareness. 💭
DUO, or the conversation phase:
Benefiting from the climate of trust and mutual respect that lies in a duo, participants can share their SOLO reflections and gradually open up the dialogue to bring out new ideas, as well as better identifying their own strengths and weaknesses. 👥
SOCIO, or the resilience phase:
Then comes the time to confront this vision with the group, to build collective intelligence together by working on resilience. By sharing moments of failure and the difficult trials one may have had to overcome, creative solutions emerge: everyone can then draw inspiration from the stories of others. 🤝
MUNDO, or the meaning-making phase:
This is the final stage of the process, and consists of taking advantage of this greater self-awareness and understanding and acceptance of others, by setting fruitful and constructive teamwork, such as developing a raison d'être that is consistent with the values of each member, based on shared trust across the group. 🌱
But one must beware: to be able to follow these steps and bring about a meaningful dialogue, it is essential that the right framework has been established within the group based on three conditions: Authenticity (Genuine), Generosity (Generous), and Creativity (Generative).
Finally, remember that no virtuous dialogue is possible without understanding and managing emotions, which are often masked or polarised. Recognising, understanding, and managing our own emotions as well as those of others enables us to maintain a constructive dialogue. 🌟
Valérie Gauthier is the academic director of several courses at HEC Paris, including our Executive Education trust-based leadership university certificate. Her Savoir-Relier method is one of the key concepts addressed in the course to help executives strengthen their relationship intelligence and create value in them. Discover and learn how to implement this methodology: https://lnkd.in/gWfWxerP
Coursera Evelina Tetu Priveledge Mazonde Savoir-Relier Alexandra Floch Céline Bertrand Christine Castan
