10 Good Habits to Generate Dialogue and Save Time

Good dialogue saves time. Make sure you do it well

Good dialogue saves time. Make sure you do it well

Communication is a major task for everyone at work.Therefore, doing it well matters.

 

Communicate in a way that uses time wisely. Here are 10 top tips for doing just that:

 

 

  1. Focus on the person you are talking to
  2. Maintain eye contact, listen to them
  3. React positively, and professionally, if news is bad. Bad news is valuable – don’t behave in a way that will ensure you are the last person it hear it
  4. Contribute to a positive and creative team environment where you are trusted you to listen appreciatively to one another’s ideas
  5. Provide time for people  who speaks slowly, or is perhaps a reflective thinker
  6. Help others stay on topic by gently bringing them back to it
  7. Pay attention to key thoughts, build on them
  8. Jot down important points and facts, especially dates, figures and names
  9. If you need to take action based on a conversation takes notes
  10. Try to listen to the person you are conversing without planning what you will say next.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

A fortress mentality often makes conflict worse

Castle

When troubles comes knocking many people adopt a fortress mentality, but this often makes conflict worse

Mediation saves time and money.

Mediation helps people consider each other’s interests – and make concessions, so workable solutions can be developed. It is a quick, local solution that doesn’t involve recourse to senior management or formal procedures.

A senior manager once said to me after mediation that the process “felt a cathartic experience… We were able to forgive and move on. Forgetting will take a bit longer. Looking back, we panicked about costs and stopped listening. It felt very personal… I realise now that the conflict reduced my personal effectiveness, just when I needed it most.”

As mediators, we see people change their minds all the time. A mediator nudges those in dispute toward understanding; may help them walk around a problem, lift it up, turn it over, and examine it from all sides.

We see people gather new data, test their assumptions against that data, and go on to reach very different conclusions TO those they initially arrived at.

We also see them admit or address mistakes, make apologies and make necessary course corrections. And we watch how these acts open the door to new possibilities and greater gains.

Read about a real case here: Mediation how to avoid conflict

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team memebers – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Mediation, to address workplace conflict
  • Individual and group coaching…Coaching – a powerful way of deveopling people
  • Personal development activities
  • Special projects, secondments and assignments
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations  

 

Coaching: a powerful way to develop people

Image

Coaching helped Emma to take a step back and consider what ‘walking in the shoes of others felt like’

Coaching helped Emma to take a step back and consider what ‘walking in the shoes of others felt like’

Emma, a newly minted graduate, was writing and producing her first professional play for an arts festival. It was proving a challenge – there were an awful lot of ‘firsts’. Coaching helped Emma deal with these

There was a lot for Emma to do. She was not only writing the play but was organising sponsorship, to briefing the media. In addition, she was managing people for the first time. She found this wasn’t always straightforward – and she had no training or experience to fall back on. Emma identified her top three challenges as follows:

  • Getting people with poor time management skills to deliver on time
  • Setting priorities and establishing a plan that was proportional to what needed to happen
  • Keeping relationships in good shape while under pressure

What Emma learnt

As the coaching dialogue developed, Emma realised that under pressure to deliver she was over-using some team members. Coaching helped Emma to take a step back and consider what ‘walking in the shoes of others felt like’.

Her coach then used of predominantly ‘how would you’ questions to prepare her future interactions. For instance, one puzzle was how to adapt to and collaborate with some people. This proved to be about having the confidence to nurture people while under considerable personal pressure to keep relationships intact. However, deepening relationships is one of Emma’s strengths.

POST SCRIPT: Emma’s play made a profit and got great media reviews.

 Emma says…

 “What was really great for me was walking away feeling motivated – and with a plan. Best of all, I was able to undertake the actions discussed, or was able to adapt them to our ever-changing circumstances.”

Read more here:

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team memebers – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Individual and group coaching
  • Mediation, to address workplace conflict, read more here…Mediation how to avoid conflict
  • Personal development activities
  • Special projects, secondments and assignments
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations  Continue reading →

‘Straight Talking’ Make change easy

Create change through conversations

Create change through conversations

Straight Talking

Making change easy

Too often moaning and groaning is the only communication people expect – and get!

What a shame when those first meetings present the best opportunity to introduce change positively. And if this opportunity is missed it can even imperil the change programme.

This is the time to listen, and to understand, what is being said – and not being said.

This is the time to use dialogue, to help people think through the possibilities, and to help them create the necessary workable solutions.

You know this is happening when people say:

“We are ready to go. We don’t need to talk any more. We’ve sorted out what needs to happen for us to work well; we know how to make this work for us. Now we just want it to get on with it.”

 MWR Consulting’s ‘Straight Talking’ approach helps to create just such a ‘right’ environment for change. We are forward- focused – which leads to action.

We use workshops to help develop dialogue skills, so you can properly address the challenges you face. Our workshops allow you to challenge yourselves – and your organisation too – as to how ‘Straight Talking’ you really are.

Call us to today on 07779 345 499

For more information about ‘Straight Talking’ click here: Straight Talking create change through conversations