ORGANIZATIONAL DEVELOPMENT
Make a structured and purposeful investment
Step up the effectiveness of your organization as a whole and at every level
Why Dialogic Skills?
Professional Dialogue engenders a different working mindset through the practice of easily-learnt dialogic skills. The dialogic way of working encourages and enables communicative relationships, improved teamwork and better outcomes. The skills have been developed by the originators and others from first-hand experience. They have been tried-and-tested in multiple situations over several decades and prove to be effective in organizations of every kind - as diverse as commercial businesses, government departments, armed forces, migration NGOs, universities and primary school classrooms.
Why Teams?
Many teams are unaware of other departments and of the organization as a whole, resulting in poor strategic alignment. Yet teams have a key function in organizational life. They are where people meet regularly, form relationships, share views about the progress of the organization and speculate on what they can anticipate in the future. This is where the culture of the organization is engrained. Clearly then, teams are also the ideal forums for organizational development. How well are your teams working for your organization? Typically, some teams enrich both the team members and the workings of the organization, whilst others are limited in what they provide for the team members, perpetuate unwanted behaviors and have little understanding of their impact on other parts of the organization. Dialogic Teamwork™ addresses this by taking the perspectives of the individual, the team and the organization.
Why Self-Managed?
Self-managed team development is a new concept originated by the authors of this program. This is not training - it is developmental learning. The team as a whole works through a structured sequence of steps, at its own speed. Rather than learning from case studies, the team considers its own business. Rather than being led by a facilitator or coach, the team plays and pauses short videos in which the originators of the program introduce exercises and activities for the team to try. The learning comes from reflection, followed up with additional learning points. Because the team have discovered the learning for themselves, they retain what they have learnt. This is very different from trying to remember what someone taught them.
How to go to scale?
The Dialogic Teamwork™ program is designed to be taken to scale. It is a practical low-cost investment. We are deliberately economic, reducing organizational costs to a minimum. No additional staff are needed because the teams are self-managing their own development. No additional training sessions need to be scheduled because the teams already meet regularly. Everyone in an organization is in a team, so you can reach every individual. No expensive hiring of external trainers, facilitators or coaches. No rolling out of a corporate program with town halls, deadlines and attempts to get buy-in. Simply place the program in each team.
How long does it take?
The Dialogic Teamwork™ program can run concurrently in all teams - or be cascaded from executive teams down through leadership, management and supervisory teams. However large your organization (from 50 to 50,000), every employee could complete the Dialogic Teamwork™ program in a single calendar year. Can you imagine the impact that such an intervention would have on the culture of your organization? Is that possible? Well, the program has four Parts, each Part has four or five one-hour Steps. That step is best placed at the outset of the regular team meeting, or every second meeting. Project teams can go off-site to take one Part at a time, or the whole program over a few days.
Put extra resources where they are needed
In the past, fixing a few key teams may have been a practical but time-consuming necessity, leaving little time and attention for the rest. Instead, we are now inviting you to enhance every team in your organization. The teams provide regular feedback on their progress thereby flagging up those teams that might need additional support. That way you can apply your extra resources where they are most needed. We provide assurance by offering support from Accredited Professional Dialogue Practitioners for unexpected challenges or problem teams. Better still, we offer training for your own staff to manage the program in its entirety.
Why Teamwork?
Poor teamwork handicaps teams. Employees who may be competent and capable on their own, can become disengaged or frustrated in teams with poor dynamics. They may find themselves reluctant to listen to each other’s points of view in a constructive manner, or even unable to make sensible collective decisions. It is not possible to learn good teamwork on your own. With Dialogic Teamwork™, the whole team learns together.
ORGANIZATIONAL DEVELOPMENT
Make a structured and purposeful investment
Step up the effectiveness of your organization as a whole and at every level
Why Dialogic Skills?
Professional Dialogue engenders a different working mindset through the practice of easily-learnt dialogic skills. The dialogic way of working encourages and enables communicative relationships, improved teamwork and better outcomes. The skills have been developed by the authors and others from first-hand experience. They have been tried-and-tested in multiple situations over several decades and prove to be effective in organizations of every kind - as diverse as commercial businesses, government departments, armed forces, migration NGOs, universities and primary school classrooms.
Why Dialogic Skills?
Professional Dialogue engenders a different working mindset through the practice of easily-learnt dialogic skills. The dialogic way of working encourages and enables communicative relationships, improved teamwork and better outcomes. The skills have been developed by the authors and others from first-hand experience. They have been tried-and-tested in multiple situations over several decades and prove to be effective in organizations of every kind - as diverse as commercial businesses, government departments, armed forces, migration NGOs, universities and primary school classrooms.
Why Teamwork?
Poor teamwork handicaps teams. Employees who may be competent and capable on their own, can become disengaged or frustrated in teams with poor dynamics. They may find themselves reluctant to listen to each other’s points of view in a constructive manner, or even unable to make sensible collective decisions. It is not possible to learn good teamwork on your own. With Dialogic Teamwork, the whole team learns together.
Why Teamwork?
Poor teamwork handicaps teams. Employees who may be competent and capable on their own, can become disengaged or frustrated in teams with poor dynamics. They may find themselves reluctant to listen to each other’s points of view in a constructive manner, or even unable to make sensible collective decisions. It is not possible to learn good teamwork on your own. With Dialogic Teamwork™, the whole team learns together.
Why Teams?
Many teams are unaware of other departments and of the organization as a whole, resulting in poor strategic alignment. Yet teams have a key function in organizational life. They are where people meet regularly, form relationships, share views about the progress of the organization and speculate on what they can anticipate in the future. This is where the culture of the organization is engrained. Clearly then, teams are also the ideal forums for organizational development. How well are your teams working for your organization? Typically, some teams enrich both the team members and the workings of the organization, whilst others are limited in what they provide for the team members, perpetuate unwanted behaviors and have little understanding of their impact on other parts of the organization. Dialogic Teamwork™ addresses this by taking the perspectives of the individual, the team and the organization.
Why Self-Managed?
Self-managed team development is new concept originated by the authors of this program. This is not training - it is developmental learning. The team as a whole works through a structured sequence of steps, at its own speed. Rather than learning from case studies, the team considers its own business. Rather than being led by a facilitator or coach, the team plays and pauses short videos in which the originators of the program introduce exercises and activities for the team to try. The learning comes from reflection, followed up with additional learning points. Because the team have discovered the learning for themselves, they retain what they have learnt. This is very different from trying to remember what someone taught them.
How to go to scale?
The Dialogic Teamwork program is designed to be taken to scale. It is a practical low-cost investment. We are deliberately economic, reducing organizational costs to a minimum. No additional staff are needed because the teams are self-managing their own development. No additional training sessions need to be scheduled because the teams already meet regularly. Everyone in an organization is in a team, so you can reach every individual. No expensive hiring of external trainers, facilitators or coaches. No rolling out of a corporate program with town halls, deadlines and attempts to get buy-in. Simply place the program in each team.
How long does it take?
The Dialogic Teamwork program can run concurrently in all teams - or be cascaded from executive teams down through leadership, management and supervisory teams. However large your organization (from 50 to 50,000), every employee could complete the Dialogic Teamwork program in a single calendar year. Can you imagine the impact that such an intervention would have on the culture of your organization? Is that possible? Well, the program has four Parts, each Part has four or five one-hour Steps. That step is best placed at the outset of the regular team meeting, or every second meeting. Project teams can go off-site to take one Part at a time, or the whole program over a few days.
Put extra resources where they are needed
In the past, fixing a few key teams may have been a practical but time-consuming necessity, leaving little time and attention for the rest. Instead, we are now inviting you to enhance every team in your organization. The teams provide regular feedback on their progress thereby flagging up those teams that might need additional support. That way you can apply your extra resources where they are most needed. We provide assurance by offering support from Accredited Professional Dialogue Practitioners for unexpected challenges or problem teams. Better still, we offer training for your own staff to manage the program in its entirety.
Why Teams?
Many teams are unaware of other departments and of the organization as a whole, resulting in poor strategic alignment. Yet teams have a key function in organizational life. They are where people meet regularly, form relationships, share views about the progress of the organization and speculate on what they can anticipate in the future. This is where the culture of the organization is engrained. Clearly then, teams are also the ideal forums for organizational development. How well are your teams working for your organization? Typically, some teams enrich both the team members and the workings of the organization, whilst others are limited in what they provide for the team members, perpetuate unwanted behaviors and have little understanding of their impact on other parts of the organization. Dialogic Teamwork addresses this by taking the perspectives of the individual, the team and the organization.
Why Self-Managed?
Self-managed team development is new concept originated by the authors of this program. This is not training - it is developmental learning. The team as a whole works through a structured sequence of steps, at its own speed. Rather than learning from case studies, the team considers its own business. Rather than being led by a facilitator or coach, the team plays and pauses short videos in which the originators of the program introduce exercises and activities for the team to try. The learning comes from reflection, followed up with additional learning points. Because the team have discovered the learning for themselves, they retain what they have learnt. This is very different from trying to remember what someone taught them.
How to go to scale?
The Dialogic Teamwork program is designed to be taken to scale. It is a practical low-cost investment. We are deliberately economic, reducing organizational costs to a minimum. No additional staff are needed because the teams are self-managing their own development. No additional training sessions need to be scheduled because the teams already meet regularly. Everyone in an organization is in a team, so you can reach every individual. No expensive hiring of external trainers, facilitators or coaches. No rolling out of a corporate program with town halls, deadlines and attempts to get buy-in. Simply place the program in each team.
How long does it take?
The Dialogic Teamwork program can run concurrently in all teams - or be cascaded from executive teams down through leadership, management and supervisory teams. However large your organization (from 50 to 50,000), every employee could complete the Dialogic Teamwork program in a single calendar year. Can you imagine the impact that such an intervention would have on the culture of your organization? Is that possible? Well, the program has four Parts, each Part has four or five one-hour Steps. That step is best placed at the outset of the regular team meeting, or every second meeting. Project teams can go off-site to take one Part at a time, or the whole program over a few days.
Put extra resources where they are needed
In the past, fixing a few key teams may have been a practical but time-consuming necessity, leaving little time and attention for the rest. Instead, we are now inviting you to enhance every team in your organization. The teams provide regular feedback on their progress thereby flagging up those teams that might need additional support. That way you can apply your extra resources where they are most needed. We provide assurance by offering support from Accredited Professional Dialogue Practitioners for unexpected challenges or problem teams. Better still, we offer training for your own staff to manage the program in its entirety.
Why Teams?
Many teams are unaware of other departments and of the organization as a whole, resulting in poor strategic alignment. Yet teams have a key function in organizational life. They are where people meet regularly, form relationships, share views about the progress of the organization and speculate on what they can anticipate in the future. This is where the culture of the organization is engrained. Clearly then, teams are also the ideal forums for organizational development. How well are your teams working for your organization? Typically, some teams enrich both the team members and the workings of the organization, whilst others are limited in what they provide for the team members, perpetuate unwanted behaviors and have little understanding of their impact on other parts of the organization. Dialogic Teamwork addresses this by taking the perspectives of the individual, the team and the organization.
Why Self-Managed?
Self-managed team development is new concept originated by the authors of this program. This is not training - it is developmental learning. The team as a whole works through a structured sequence of steps, at its own speed. Rather than learning from case studies, the team considers its own business. Rather than being led by a facilitator or coach, the team plays and pauses short videos in which the originators of the program introduce exercises and activities for the team to try. The learning comes from reflection, followed up with additional learning points. Because the team have discovered the learning for themselves, they retain what they have learnt. This is very different from trying to remember what someone taught them.
How to go to scale?
The Dialogic Teamwork™ program is designed to be taken to scale. It is a practical low-cost investment. We are deliberately economic, reducing organizational costs to a minimum. No additional staff are needed because the teams are self-managing their own development. No additional training sessions need to be scheduled because the teams already meet regularly. Everyone in an organization is in a team, so you can reach every individual. No expensive hiring of external trainers, facilitators or coaches. No rolling out of a corporate program with town halls, deadlines and attempts to get buy-in. Simply place the program in each team.
How long does it take?
The Dialogic Teamwork program can run concurrently in all teams - or be cascaded from executive teams down through leadership, management and supervisory teams. However large your organization (from 50 to 50,000), every employee could complete the Dialogic Teamwork program in a single calendar year. Can you imagine the impact that such an intervention would have on the culture of your organization? Is that possible? Well, the program has four Parts, each Part has four or five one-hour Steps. That step is best placed at the outset of the regular team meeting, or every second meeting. Project teams can go off-site to take one Part at a time, or the whole program over a few days.
Put extra resources where they are needed
In the past, fixing a few key teams may have been a practical but time-consuming necessity, leaving little time and attention for the rest. Instead, we are now inviting you to enhance every team in your organization. The teams provide regular feedback on their progress thereby flagging up those teams that might need additional support. That way you can apply your extra resources where they are most needed. We provide assurance by offering support from Accredited Professional Dialogue Practitioners for unexpected challenges or problem teams. Better still, we offer training for your own staff to manage the program in its entirety.
Why Teams?
Many teams are unaware of other departments and of the organization as a whole, resulting in poor strategic alignment. Yet teams have a key function in organizational life. They are where people meet regularly, form relationships, share views about the progress of the organization and speculate on what they can anticipate in the future. This is where the culture of the organization is engrained. Clearly then, teams are also the ideal forums for organizational development. How well are your teams working for your organization? Typically, some teams enrich both the team members and the workings of the organization, whilst others are limited in what they provide for the team members, perpetuate unwanted behaviors and have little understanding of their impact on other parts of the organization. Dialogic Teamwork addresses this by taking the perspectives of the individual, the team and the organization.
Why Self-Managed?
Self-managed team development is new concept originated by the authors of this program. This is not training - it is developmental learning. The team as a whole works through a structured sequence of steps, at its own speed. Rather than learning from case studies, the team considers its own business. Rather than being led by a facilitator or coach, the team plays and pauses short videos in which the originators of the program introduce exercises and activities for the team to try. The learning comes from reflection, followed up with additional learning points. Because the team have discovered the learning for themselves, they retain what they have learnt. This is very different from trying to remember what someone taught them.
How to go to scale?
The Dialogic Teamwork program is designed to be taken to scale. It is a practical low-cost investment. We are deliberately economic, reducing organizational costs to a minimum. No additional staff are needed because the teams are self-managing their own development. No additional training sessions need to be scheduled because the teams already meet regularly. Everyone in an organization is in a team, so you can reach every individual. No expensive hiring of external trainers, facilitators or coaches. No rolling out of a corporate program with town halls, deadlines and attempts to get buy-in. Simply place the program in each team.
How long does it take?
The Dialogic Teamwork™ program can run concurrently in all teams - or be cascaded from executive teams down through leadership, management and supervisory teams. However large your organization (from 50 to 50,000), every employee could complete the Dialogic Teamwork™ program in a single calendar year. Can you imagine the impact that such an intervention would have on the culture of your organization? Is that possible? Well, the program has four Parts, each Part has four or five one-hour Steps. That step is best placed at the outset of the regular team meeting, or every second meeting. Project teams can go off-site to take one Part at a time, or the whole program over a few days.
Put extra resources where they are needed
In the past, fixing a few key teams may have been a practical but time-consuming necessity, leaving little time and attention for the rest. Instead, we are now inviting you to enhance every team in your organization. The teams provide regular feedback on their progress thereby flagging up those teams that might need additional support. That way you can apply your extra resources where they are most needed. We provide assurance by offering support from Accredited Professional Dialogue Practitioners for unexpected challenges or problem teams. Better still, we offer training for your own staff to manage the program in its entirety.
Why Teams?
Many teams are unaware of other departments and of the organization as a whole, resulting in poor strategic alignment. Yet teams have a key function in organizational life. They are where people meet regularly, form relationships, share views about the progress of the organization and speculate on what they can anticipate in the future. This is where the culture of the organization is engrained. Clearly then, teams are also the ideal forums for organizational development. How well are your teams working for your organization? Typically, some teams enrich both the team members and the workings of the organization, whilst others are limited in what they provide for the team members, perpetuate unwanted behaviors and have little understanding of their impact on other parts of the organization. Dialogic Teamwork addresses this by taking the perspectives of the individual, the team and the organization.
Why Self-Managed?
Self-managed team development is new concept originated by the authors of this program. This is not training - it is developmental learning. The team as a whole works through a structured sequence of steps, at its own speed. Rather than learning from case studies, the team considers its own business. Rather than being led by a facilitator or coach, the team plays and pauses short videos in which the originators of the program introduce exercises and activities for the team to try. The learning comes from reflection, followed up with additional learning points. Because the team have discovered the learning for themselves, they retain what they have learnt. This is very different from trying to remember what someone taught them.
How to go to scale?
The Dialogic Teamwork program is designed to be taken to scale. It is a practical low-cost investment. We are deliberately economic, reducing organizational costs to a minimum. No additional staff are needed because the teams are self-managing their own development. No additional training sessions need to be scheduled because the teams already meet regularly. Everyone in an organization is in a team, so you can reach every individual. No expensive hiring of external trainers, facilitators or coaches. No rolling out of a corporate program with town halls, deadlines and attempts to get buy-in. Simply place the program in each team.
How long does it take?
The Dialogic Teamwork program can run concurrently in all teams - or be cascaded from executive teams down through leadership, management and supervisory teams. However large your organization (from 50 to 50,000), every employee could complete the Dialogic Teamwork program in a single calendar year. Can you imagine the impact that such an intervention would have on the culture of your organization? Is that possible? Well, the program has four Parts, each Part has four or five one-hour Steps. That step is best placed at the outset of the regular team meeting, or every second meeting. Project teams can go off-site to take one Part at a time, or the whole program over a few days.
Put extra resources where they are needed
In the past, fixing a few key teams may have been a practical but time-consuming necessity, leaving little time and attention for the rest. Instead, we are now inviting you to enhance every team in your organization. The teams provide regular feedback on their progress thereby flagging up those teams that might need additional support. That way you can apply your extra resources where they are most needed. We provide assurance by offering support from Accredited Professional Dialogue Practitioners for unexpected challenges or problem teams. Better still, we offer training for your own staff to manage the program in its entirety.
ORGANIZATIONAL DEVELOPMENT
Make a structured and purposeful investment
Step up the effectiveness of your organization as a whole and at every level
Why Teamwork?
Poor teamwork handicaps teams. Employees who may be competent and capable on their own, can become disengaged or frustrated in teams with poor dynamics. They may find themselves reluctant to listen to each other’s points of view in a constructive manner, or even unable to make sensible collective decisions. It is not possible to learn good teamwork on your own. With Dialogic Teamwork, the whole team learns together.