Communication is like the blood that flows through the veins of an institution. Most problems, whether in interpersonal relations, system or strategy implementation, have communication problems at their root. Today, institutions that need to develop common sense, creativity and efficiency need to learn to communicate more comprehensively and meaningfully. Dialogue is a special form of communication at a higher level. In dialogue, the focus is not on who is right or who is convincing, complex and difficult issues are investigated from a different perspective. Thanks to dialogue, people have the opportunity to develop their understanding and opinions, gain new insights and methods. Especially in today’s world where teamwork and institutional learning have gained great importance, dialogue is the basic method of learning through interaction. It allows team members to think collectively by sharing their thoughts with other members without hesitation and to create an environment of trust. Buchholz and Roth (1987) identified eight characteristics in high-performance teams: Participative leadership, shared responsibility, unity of purpose, high communication, future focus, work focus, creativity, and rapid response. The common denominator of all these characteristics is effective communication.
Communication is like the blood that flows through the veins of an institution. Most problems, whether in interpersonal relations, systems or strategy implementations, are rooted in communication problems. Today, institutions that need to develop common sense, creativity and efficiency need to learn to communicate more comprehensively and meaningfully.
Dialogue is a special form of communication at a higher level. In dialogue, the focus is not on who is right or who is convincing, complex and difficult issues are investigated from a different perspective. Thanks to dialogue, people have the opportunity to develop their understanding and opinions, gain new insights and methods. Especially in today’s world where teamwork and institutional learning have gained great importance, dialogue is the basic method of learning through interaction. It allows team members to think collectively by sharing their thoughts with other members without hesitation and to create an environment of trust. Buchholz and Roth (1987) identified eight characteristics in high-performance teams: Participative leadership, shared responsibility, unity of purpose, high communication, future focus, work focus, creativity, and rapid response. The common denominator of all these characteristics is effective communication.
What is dialogue?
The application of dialogue to the business environment dates back to the 1960s. The famous philosopher Martin Buber says that dialogue involves “approaching the other person with a completely original, open and approving attitude, and accepting him/her completely.” Psychologist DeMare points out that dialogue strengthens the sense of community and helps overcome social conflicts. D. Bohm, a quantum physicist, emphasized the importance of dialogue as a tool for collective thinking and collective learning.
Isaacs from MIT Sloan School defined dialogue as “the collective questioning of the processes, assumptions and norms that constitute people’s daily lives.” The aim of dialogue is to enable people to learn to think together. This process also includes revealing basic assumptions and getting to the source of these assumptions. As a result, an environment is created that allows people to consciously contribute to the creation of common meaning. The Baltaş-Axis Reflection Kit, which was prepared and used to achieve this purpose, has been seen to be effective in finalizing the organisational culture in contemporary institutions that have to learn continuously.
The process that develops through dialogue leads to the formation of a culture, the experience of a sense of belonging and the creation of new common acceptances. Isaacs says that a special climate is needed in the institution for dialogue to develop.
Four stages of dialogue
- Listening without judgment. When a group comes together, everyone brings their assumptions, acceptances, and beliefs with them. First, it is necessary to notice the differences and agree that the purpose of the dialogue is not to deny or defend them, but to investigate them. In this phase, an indecision left over from old habits is experienced. Group members will either defend their own perspectives or begin to listen to the views put forward without qualifying them as “right/wrong.” Choosing the second path paves the way for dialogue.
- Tension and continuing to listen. After the first phase, people realize that they are doing something different. They go back and forth between keeping their comments secret and engaging in discussion. Tensions may occur at this stage and a second decision must be made: to stick to old habits or to continue questioning and listening.
- Sensitivity and accepting differences. If the second phase is overcome, people all begin to question the issue together and become sensitive to the conversations. They see the differences in their ways of thinking and speaking, and begin to question their beliefs and acceptances. They realize the limitations they have placed on their own thoughts and behaviors. This awareness creates significant changes in interaction.
- Creating a common consciousness. After the third stage, the level of consciousness among group members increases. Thinking gains a new rhythm and speed. The meanings and content attributed to concepts are enriched. A new level of mental activity and creativity is reached and different horizons are set sail. Thus, the view that “None of us can think as well as all of us” is confirmed and synergy is created and common consciousness is developed.
Thanks to dialogue, the quality of communication, thinking and interpersonal relationships in teams and institutions increases. This increases performance and cooperation, improves the learning ability and future-preparation capacity of institutions. Individuals, teams and institutions that give up old habits and dare to learn new things in the dialogue process gain brand new creativity and transformation opportunities.
Prof. Dr. Zuhal Baltaş
Ref: https://kaynakbaltas.com/iletisim-yonetimi/kurumsal-ortak-bilinc-icin-diyalog/
