Many of the problems in workplaces, from lack of creativity to failure to use the spectrum of talent within an organisation, are at base communication failures. Prejudice and unconscious bias thrive wherever people do not feel able to have open and authentic conversations about difference. But these can be rapidly overcome when people are able to share and explore together their assumptions about each other—hence diversity dialogue.
Diversity dialogue: learning conversations across the barriers of difference
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It never fails to amaze me in my conversations with HR and L&D Professionals how many of them absolutely agree with me, that coaching is a desired leadership behaviour, but under examination, it is not one particularly evident or valued in their own organisation. Of course, there is always one ‘good person’ on the senior management team who is a champion, but can’t seem to get traction. Or some middle managers, who are pushing the cause. However, it is so rare to find a ‘real’ energised coaching culture in any organisation. The best you can hope for are pockets of evangelists, who fly the flag for coaching and have partial success until their ‘ring leader’ leaves, or is deposed or fired!