of 1st Choice
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Conversations that Count
CultureScan is well suited to remote applications:
1. The anecdote circle stage of our process is easily conducted on-line using the client’s Zoom or other suitable platform, and by incorporating carefully crafted open-ended questions at the earlier survey stage
2. The process facilitators and administrators have operated on-line and in remote-work mode for several years
3. The process is an effective way of ‘remotely’ maintaining employee engagement, and building trust, respect in a psychologically safe space, while arriving at solutions and shifting culture
"Conversation doesn’t just reshuffle the cards: it creates new cards" - Theodore Zeldin
"Iron sharpens iron, and one person sharpens the wits of another" - Proverbs 27:17
"A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candour, if unchecked, ultimately leads to dysfunctional environments" — Ed Catmull, President of Pixar
According to LinkedIn the 3 most in-demand soft skills for 2019 are creativity, persuasion and collaboration (https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/the-most-in-demand-hard-and-soft-skills-of-2018).
This potent mix is what contributes greatly to ‘conversational intelligence’ and drives the Culturescan ‘conversations that count’ process, with its elements of capturing knowledge, using anecdote/ story circle facilitation, appreciating difference, and sharing and ownership of imaginative ways of shifting culture together. Read and get excited about a powerful way of using conversations to ignite change ....
WHEN CONVERSATIONS DO TAKE PLACE THEY MAY HAVE NEGATIVE, HARMFUL RESULTS
In offices many topics count and deserve conversations. (These may include taboo conversations, suppressed for the wrong reasons).
In an age where digital monologues, selfies and superficial chats are the norm, the power of conversation is waning. Disconnected in our connected world, text, email and social media exchanges are hardly interactive, let alone conversational. With regard to the enormity and primacy of our digital world, human relationships may well suffer: “……….we should be concerned that, alongside the exciting possibilities offered by these media, a deep and melancholic dissatisfaction with interpersonal relations, or a harmful sense of isolation, can also arise” (Laudato Si Encyclical (47) issued by Pope Francis). No matter how good an organisation's social media policy and practices are, the very way in which social media is used tends to keep our interest areas limited to what we already know, and also to reinforce our own opinions. Difference and diversity (in the widest sense) is often curtailed.
TV, live-streamed and public-event ‘conversations’, from political debates to discussion groups, tend to be immature, combative and divisive because there is something to ‘win’, the audience are passive listeners, and there is an ‘entertainment value’ to be optimised. In the lonely, digital world we inhabit, meaningful one on one interactions and relating is reduced. They are also in danger of being distorted. The opinions, beliefs, worldviews and values that we adopt and form may be algorithmically influenced. Algorithmic bias and slanted news help determine what we are exposed to and thus our ‘take’ on different topics and events. Honest, thoughtful conversation becomes a necessary antidote to these insidious pressures.
CONVERSATIONS FOR INCLUSION, BELONGING, HARNESSING DIVERSITY, ENGAGEMENT, LEARNING, POSITIVE CHANGE AND GROWTH ARE A BUSINESS IMPERATIVE
Good communication that addresses both task-accomplishment and relationship-building (and the rational weighing up of different options) in the workplace is essential to team work, customer service, problem solving, harnessing diversity, building social relationships, networking, collaboration agility and resilience .......... yet .........Scientist and philosopher David Bohm (On Dialogue) points out “… Communication is breaking down everywhere, on an unparalleled scale … Different groups … are not actually able to listen to each other … the consequent sense of frustration inclines people ever further toward aggression and violence, rather than toward mutual understanding and trust”. Clearly this hampers task achievement. (An essential principle driving servant leadership is a focus on relationship to facilitate better task performance). Professor Charles Derber's major study on group conversation underlines the need for cooperative conversation but highlights the disruptive nature and increasing presence of individual socially competitive, aggressive "conversational narcissism". (The Pursuit of Attention: power and ego in everyday life. Oxford University Press, 2nd Edition 2000)
New trends in organisational life, leadership and good governance are emerging at a more rapid rate, as are changes in stakeholder experiences, perceptions and expectations. (Think adaptability, spirituality, susatainability, diversity). In the office, conversations avoided, like elephants, don’t go away. They form disturbing undercurrents that detract from relationships and performance. The more elephants there are to edge around, whisper about, insinuate, hide and deny, the more grouchiness, sniping, resentment and enmity there is. Some even speak of 'culture chasms' between leaders and their followers - far bigger than mere gaps. in this situation co-operation is stunted. Creativity suffers. Everybody is unhappy. Remaining silent on issues worsens the situation. Far better to have conversations that matter.
When employees learn to "suck it up" rather than to "speak up" (that is, not use what researchers term "employee voice"), then this situation will continue to apply for as long as they feel psychologically unsafe, excluded, insufficiently valued and respected, and not empowered, equipped and enabled to speak out. Savvy leaders use the conversations-that-count process to 'lead with questioning'. The more sensitive the challenge, the more likely that even those well able to dialogue effectively on a one-to-one basis will have difficulty addressing and making progress on the issue at hand. Thus we advocate a small group approach that may well be followed by one-on-one conversations. We move from couch to circle, and only then from circle to coach. The people who do the work partake together for the purpose of joint sense- making; shared moments that enlighten, bond and are cathartic (emotionally, socially and spiritually). Carefully facilitated small-group conversations foster a prosocial culture. Fosters engagement, a positive feelings of belonging - as participants address issues and surface resolutions that markedly inform decision-making. David Rock's criteria (domains) for meeting human social needs, are met: status, certainty, autonomy, relatedness and fairness. Participants are recognised, valued, inspired, loved into belonging and engagement. A robust and psychologically safe process that works to the benefit of the organisation, its cultural evolution and its members:
Culturescan is a learning transfer process that is future-fit and self-determined. It is REAL (Relevant – Engaging – Accessible – Lasting)
It is a superb way of bridging any strategy: culture gaps that may exist, and that hold back strategy-implementation and performance
CULTURESCAN ENABLES A DRILLING DOWN TO A FOCUS ON WHAT MATTERS
THERE IS A PROVEN CONVERSATIONS - THAT - COUNT PROCESS THAT WORKS:
The process provides (1) a quick, deft way of addressing issues (2) a sure way of nudging culture in the right direction and (3) much needed social glue in divisive times and (4) a positive experience for participants.
1. SURVEY. A confidential and easy- to-participate array of (short) on-line surveys (conversation - starters) to address key topics. The questionnaires are diagnostics, but at another level respondents are exposed to statements that may well embed new words, metaphors and thinking that promote their seeing complex situations and systems from new perspectives."It is not the answer that enlightens, but the question" - Eugène Ionesco. People are given time to reach a silence inside of themselves. Open-ended questions are often included. Carefully crafted (as are anecdote-circle-facilitation questions later in the process) the beginnings of emotional engagement may be expected. These open-ended questions stimulate the accessing of the non-conscious.
2. IMMERSION. Selected from a menu of optional opinion pieces, reflections and exercises - participants are able to take a deep (but unpressured) dive into the topic/s. (An immersion process). Exposure to survey questions, followed by this immersion process, is a path to raising awareness, perhaps even 'confronting' unconscious bias or limiting beliefs. Our immersion library (menu) boasts a collection of over 1, 100 important books, papers, videos to facilitate exercises and reflections, enable clients to access information according to what they require for their specific learning and applications.
3. ANECDOTE CIRCLES. With this knowledge and preparation, constructive, open and confidential 'group conversations' are now conducted using anecdote circle technology as a safe and positive container for sharing stories, feelings and perspectives, listening, surfacing valuable information and insights, sharing perspectives and feelings (beyond the 'edges' of what they would previously have explored) and collective wisdom. Precision-crafted questions trigger the anecdote circle conversations. This is a space for being open and authentic. To harness diversity. We become present to each other (in a psychologically-safe space, ready to be vulnerable, share, show compassion, risk getting involved together). We not only explore each other's world views as a precursor to raising awareness, perhaps uncovering unconscious biases, but experience each other's 'identity essence'. Change and healing is already occurring: in viewpoints, attitudes, connections, motivation. Unconscious bias is obviated to a significant extent, allowing for open consideration of all viewpoints and suggestions. Added to written and multiple-choice survey responses, understanding of the feelings that emerge at this phase of the process is critical to well-rounded, accurate, comprehensive outcomes. And neuroscience findings support this approach to conversations within organisations, and social learning. When people feel included and realise that their voice is being heard, that they belong - engagement and motivation are likely to follow. During an anecdote circle event every person is valued equally, every voice is heard equally. Some neuroscientists call this 'optimal inclusion'. Thus the anecdote/ story ingredient quietly begins to shape culture.
(This phase resonates with appreciative inquiry (and also touches on the 'not-so-positive') as well as with aspects of humble inquiry. Eminent educational and cognitive psychologist Jerome Bruner believed that “the richest learning comes from narrative …. It deals in human or human-like intention and action and the vicissitudes and consequences that mark their course”. This is where a "right brain" aspect is added to the process. Minds grow. Horizons broaden. Trust is strengthened ( in effect, what Parker J. Palmer refers to as "circles of trust"). Insights are experienced, captured, democratized and mobilised. People begin to bond in new ways. Sometimes appropriate background music can be used to usher in calm social engagement - when topics are particularly challenging. Another critical insight is that this step in the process is also a form of participative inquiry so that collective sense-making occurs. Multiple anecdotes or stories come together to bring alive prior diagnostics and to reduce complex challenges to relatively simple ways forward. ) In psychologically safe work spaces, belonging, engagement, innovation, performance are the beneficiaries.
4. BUY-IN & IMPLEMENTATION. Specific norms and behaviours can now be addressed, and a focused culture change towards a new way of being has started ....The process allows for depth probing and thus deals with root causes and not merely symptoms. Participants, due to the process thus far, ease into an adaptive mode and own the execution process. Communication turns into communion. As Thomas Merton has pointed out, “The deepest level of communication is not communication but communion”.
THE POWER OF THE PROCESS:
(Behavioural science is demonstrating the power of mindfulness, attentive listening, using the power of ‘AND’ rather than ‘EITHER/ OR’ to dissipate resistance, bring people to a shared perspective, guide decisions, apply new ways of nurturing change, and enter an emerging future together in a (psychologically) safe place and an atmosphere of trust and cooperation. The Conversations that Count process rests on these principles. It is a means of nudging people into making the cultural changes that count. The process is also compatible with David Rock's principles of fairness, safety, equal-status, autonomy and certainty. And it draws on ancient wisdom - for example the sacred Native American Talking Circle focused on harmony and balance. Beneath the surface of these conversations good things happen with relationships. Meaningful conversations and the sharing of truths help to mend what is distorted and eroded in an overwhelmingly digital, social-media world. Participants learn things about themselves and their colleagues, begin to dream of a shared future and new possibilities, and become ready to work on that together. Knowledge Management in action. The process is about both being and doing).
In conversation circles where consciousness is raised, sometimes a deep to deep interpersonal connection and a warm recognition of another’s presence occurs. The need to belong is satisfied. This mirrors what happens when a Christian group lectio share their contemplations and intuitions following an immersive sacred scripture contemplation. The Sufi spiritual practice of story sharing in a sacred circle where there is absolute trust, respect, transparency and a meeting of the minds and hearts, is called Sohbet. Sohbet may be translated literally as “conversation”!
We find that the process trumps training. Take diversity training for example, where “ … many participants actually report more animosity toward other groups afterward”(David Rock and Heidi Grant). A classical 'backfire bias' effect! The Conversations That Count process allows autonomy and self- discovery, and leads to positive intent, co-operation, group ownership. Where there is trust, respect, transparency and understanding of other's perspectives and feelings, and self-determination; then a natural willingness to work together and collaborate towards something new and better, comes about. Amy Edmondson's work shows that when people experience and learn together, bonding and “teaming” happens. The process cuts through uncivil and disrespectful behaviours where these are present, allowing participants to find each other as they find answers. Exposure to the process has beneficial impact on participant's emotional and social intelligence. (On occasion, a need for individual coaching may be unearthed). Neuroscience supports the Culturescan process, which fosters a blended, interactive, active-learning experience for participants. Learning while doing and building human connections. From a new white paper by 360LEARNING: “Activities that involve collaboration and sharing of ideas among students promote a deeper level of thought and create meaning for the learner… Implementing human interactions within learning fosters better motivation, stronger retention and comprehension, and above all, it creates a human connection - a key cognitive function which is vital in learning…The memories from interacting with one another are more strong than the memories formed by simply reading the material. By learning actively and socially, the learning process becomes emotional. And the part of the brain that handles emotion, the amygdala, also handles memory, which is why strong emotional events are more easily remembered”. 360 Learning Institute (June 2019) Hijack Your Learning KPIs with Science: 5 brainhacks you can use to drive learner engagement www.360learning.com
In essence, our conversation process allows for bottom-up implementations quickly and easily (without any time or complexity problems). This principle may be termed the democratization of of knowledge and insights. So it's an agile process that also fosters aspects of personal resilience. It works on the (serving leadership) principle that better relationships mean better results. And better quality relationship quality does result for participants - what Erica Dhawan would see as a boost to 'connectional intelligence'. The process, founded on the power of small groups where the big things happen, is used by savvy leaders to boost engagement, shift culture, and to OPERATIONALISE the organisation in the right way.
Business in the West has a somewhat inhibiting obsession with overly formal, and structured approaches to information-sharing, problem-solving, decision-making, and developing actions – often carried out during meetings. During such gatherings, neuroscience informs us, our capacity to think creatively and relate effectively are often dampened when stress hormones are released in response to criticism, threat, judgment and undermining (real and perceived). Conversely, in psychologically safe environments, the release of relaxation hormones fosters and boosts bonding, critical thinking and creativity. Caringly facilitated anecdote circles tap into this relaxation-power. (They align with the appreciative inquiry model which is down-to-earth in terms of what works, is fuelled by relationships, uses the process of discovering strengths that may be applied to opportunities, and is based on collective agreement, shared aspiration, and the reaching of desired future results - all shaped by story).
"Graham spent many hours working with our organization on an initiative around conversation circles. Every experience, from the administration of three powerful surveys to the facilitation of conversation circles, was thoughtfully and professionally handled. We found that the process enabled our team members to open up, allowing authentic and heart felt sharing of experiences. This sharing of stories resulted in a newly discovered bond among our team members. Graham truly demonstrates attentive listening while humbly bringing his expertise to the table. Graham is the ideal consultant… subtly challenging the status quo while encouraging movement toward a workplace that emanates the spirit of love. We are forever grateful for his friendship and guidance" - Eva Cooper, Chief Community Education Officer, The Pastoral Institute, Columbus, GA.
COVERAGE. It's about content plus process. The depth of content in each assessment is impressive - due to the quality of the survey questions
Some of our conversation topics:
These are crucial topics. The Conversation that Counts processes addresses and nudges change in foundational beliefs and entrenched mental models.
MAINLY FOR CEOs, Board Members, HR Directors: a new, short complimentary do-it-yourself assessment has been designed to give you an overview of what is typically below the radar in your organization. The assessment provides feedback showing your strengths and growing & learning edges for improvement. (See https://culturescan.biz/culturescan-diy-assessment/ )
The results may lead you to contemplate priority conversation topics for your organisation
In addition, a survey is available for those who wish to explore within their organisation which conversation topics should be selected. And in support of our Corporate Governance Assessments we offer an assessment to raise the awareness of individual board members (existing or prospective)
This range of conversations:
These conversations lead to purposeful, owned action results, and inter alia, support efforts to unearth and develop core, supporting and threshold values. As a result of adopting our process one client is moving purposefully away from a militaristic culture to a service culture. Another has overcome enormous diversity conflict and accompanying low morale and performance. Yet another client facing ongoing, major change is vigorously building resilience.
More detailed descriptions of the surveys are available from email@example.com (or visit https://culturescan.biz)
A few conversations that are appropriate to the challenge being faced by an organisation may be combined. For example in the case of a:
A Developing Flourishing Leadership programme that majors on trusting, caring relationships in order to produce admirable results, is gaining traction. Our cutting edge programme addresses essential existential questions all successful leaders and aspiring leaders need to answer. It combines Leadership, Mastery and Purpose conversations, and aligns with the Avolio multi-level, lifespan model via bridging techniques that uncover unconscious biases, limiting narrative content, and strong motivational fingerprints …. This programme is about both being and doing.
Sometimes a new conversation topic is made up of a combination of specific parts of other conversation topics. So for example, avoiding the drag-down effect on productivity and performance of members who are experiencing mid-life crises (exacerbated by a technologically evolving world and perceived ‘youth culture’) and instead forging collaboration, belonging and the retention of wisdom, is a conversation process that taps into and is constructed out of selective modules (or questions) from other topics:
• Leading to Flourish (self-examination and purpose)
• Resilience to Change (story reframing and mindful reflection)
• Communication, Harnessing Diversity (sharing learning and collaborating), and
• Knowledge Power, Quality Coaching (moving forward)
AND WHAT ABOUT A YEAR-END OR YEAR-START CAMPFIRE CHAT OR CAFE TABLE CONVERSATION?:
A unique event for your staff... introduce them to an exciting new way of communicating, sharing, passing on information, knowledge and wisdom. This will improve team dynamics and assertiveness as well as being a lot of fun.
Entertaining, Enlivening, Educational, Motivational.
Geared to your needs.