What we do

We focus on improving three types of conversation that take place in all organisations:

  • Conversations within teams
  • Conversations between line managers and their direct reports
  • Conversations between leaders and the wider organisation

Conversations within teams

The fundamental idea behind a team is that several brains are better and safer than relying on one person’s point of view – but that model relies entirely on the team having effective conversations. However, most leadership teams struggle to find a sensible way to ‘talk about how they talk’ because what happens behind closed doors amongst management teams is notoriously difficult to analyse.

Our proprietary tool, the Team Dialogue Indicator™ has been developed to address this issue.

Conversations between line managers and their direct reports

The modern workplace is full of processes designed to stimulate dialogue between employees and managers – the annual appraisal, team meetings and coaching sessions to name but a few. Yet all too often managers are trained to approach these interactions with a tick-box mentality where, rather than openly exploring issues and strengthening the relationship, both parties go into the meeting knowing both the routine and the outcome.

The 5 Super Skills of Effective Conversations™ help managers at all levels to improve their performance in this crucial aspect of their role.

Conversations between leaders and the wider organisation

Successful organisations increasingly rely on authentic dialogue between leaders and the rest of the organisation. This requires leaders to modify the way they have traditionally communicated – away from a reliance on set-piece events and careful message control, and towards an approach that is more fluid and conversational in style. We help leaders achieve this in four ways.

  1. By understanding the current leadership conversation – our unique Leadership ‘White Space’ Conversation process is designed to do just that.
  2. Audit the current opportunities for employees to engage in authentic dialogue with the organisation’s leaders.
  3. Run large group conversations – we design and facilitate large-group meetings, management off-sites and away-days that are truly engaging and ‘conversational’ in style.
  4. Virtual Dialogue – using the latest technology we engage large numbers of employees in a real-time conversation about issues that are important to the organisation.