Conversations in depth [dialectic]

How does one approach people to explore and formulate what they really want in order to develop themselves in dynamic and challenging environments? How can one practise leadership in this supportive way? It’s easy to use big words and say –for example – that one’s organisation is a learning organisation where the employees are empowered. But what does that mean? And even more important, how is it done? How does one turn big words into small, practical steps?
We facilitate dialogues. A dialogue is a special kind of conversation, that is, a conversation which is focused upon inquiry, including inquiry of oneself. To conduct a dialogue is an art, a discipline which demands a lot from the participants, both in skills and attitude. Not any conversation is a dialogue. Talking about the weather, however sensible it may be, is not a dialogue. A debate about a political issue, however sharp and illuminating it may be, is not a dialogue. A dialogue is neither just a conversation, nor a discussion nor a meeting. It is an explicit, joint effort to inquire. It is a conversation at its best about who we are and what we have to do.