Leadership Dialogues / Führungsgespräche




Leadership Dialogues

Leaders and teams who enjoy functioning dialogue and communication are productive and successful. Employees are able to contribute their thoughts and ideas and leaders have access to fresh impulses for optimal cooperation and leadership.

Through a neutrally moderated leadership dialogue cooperation is improved and a culture of mutual feedback is fostered. Effectivity, cooperation and collaboration increase in a context of open dialogue. Combining the viewpoint of the team with that of the leader allows for a holistic and comprehensive perspective geared for growth and development.

A typical leadership dialogue lasts approximately 4 hours and ends with mutual goal setting.

Führungsgespräche / Führungsdialoge

Wenn der Dialog zwischen Führungskraft und Mitarbeitern stimmt, können alle Aufgaben erfolgreich gemeistert werden. Mitarbeiter bringen ihre Ideen und Gedanken zum Ausdruck und Führungskräfte bekommen frische Impulse für optimierte Zusammenarbeit und Führung.

Durch ein neutral moderiertes Führungsgespräch (Führungsdialog) wird die Zusammenarbeit verfeinert und die Feedbackkultur gefördert. Effektivität, Kooperation und Kollaboration steigen im Kontext eines offenen Gesprächsklimas. Das Abgleichen von Selbst- und Fremdbild ermöglicht eine ganzheitliche Sichtweise.

Das Führungsgespräch dauert ca. 4 Stunden und schließt mit gemeinsam formulierten Zielen ab.


What are the benefits?

The foremost and most obvious purpose of such a discussion is to give managers feedback concerning their behavior and leadership skills, and how they influence their teams. This gives leaders the opportunity to see themselves through the eyes of their team and thus increased ability and motivation to change and grow. 

It also improves the communication and cooperation within the team itself, and leads to improved relationships, greater cohesiveness, stability, enlistment and sustainability. The leadership dialogue is an instrument that supports both leader and team development on multiple levels.

How is the dialogue structured?

The three to four-hour leadership dialogue is held in three phases; the introduction, where the moderator explains the agenda, the goals and the rules; the group work, where the team and the manager separately work on formulating their feedback; and the group discussion, where the manager and team come back together to compare and discuss their findings and agree on goals for themselves as a team.

What about confidentiality?

The degree of confidentiality is one of the most important issues that must be decided by human resources before any dialogues can be scheduled. Experience has shown that the lower the degree of HR disclosure, the higher the degree of openness in the discussions. In other words, the higher the degree of ensured confidentiality, the greater the success of the dialogue. The chances of participants discussing real issues – that is, going beyond the superficial purely operative level – are greatly increased if complete confidentiality is ensured.

Should a feedback questionnaire be used?

Keep in mind that questionnaires are structured and defined by the author and not by the individual filling them out. This means that the feedback is structured and filtered even before the dialogue can take place. This minimizes the ability of each individual to say what he/she really thinks, because the issues are determined by the confines of the questionnaire. Additionally, free flowing feedback better empowers individuals to expand their perhaps newly gained feedback skills to other situations. Giving and receiving feedback is always a learning process for both sides.    

What about conflict?

Within the context of a leadership dialogue we are able to openly name and discuss conflicts to then move towards resolution and growth. Conflicts become opportunities to connect in a meaningful way, and finally redefine processes and relationships, opening up to new chances. And although obviously not all conflicts can be solved during the dialogue, they can (and should) be brought out into the open and a commitment made by all involved to work towards their resolution.

What is the role of the moderator?

One of the major roles of the moderator is to ensure and sustain trust, respect, appreciation (and humor) throughout the dialogue for both sides. This can engender surprising empathetic feelings, which, by the way, form the basis of the strong relationships needed to create sustainable and crisis-proof teams.