Jim Cardwell’s Connect With Leaders Recap – February 25, 2010
The term “Individual Dialogs” sounds a bit ordinary on the surface. But after attending the most recent “Connect with Leaders” webinar (Feb. 25) entitled, “Individual Dialogs,” it’s anything but ordinary. It’s actually extraordinary and quite in-depth – and can dramatically boost your organization’s level of engagement, motivation and productivity.
The creator of this process, Jim Cardwell, explains how Individual Dialogs can enhance organization-wide communication and align the company for success.
According to Cardwell, the general intent of an Individual Dialog is threefold:
- Performance – Individual Dialogs are monthly, holistic discussions that reinforce accountability, recognize successes and foster problem-solving through performance coaching
- Collaboration – It is a focused, private session that fosters two-way dialog — a collaborative environment where Players and Coaches work together to win
- Development – Individual dialogs provide a mutual focus on personal development. The monthly dialogs are used to continuously revisit expectations, lessons learned and the personal growth achieved
Cardwell explains that these three dialog elements create a paradigm shift within your organization. A “paradigm shift” reframes the way we look at something. This is much like when folks thought the world was flat and they were proven wrong by 15th century explorers or (using a more recent example) the transformational redesign of today’s light bulb compared with what it looked like just a few decades ago. These events caused a dramatic change in our point of view. Consistently-held Individual Dialogs create the same kind of shift in thinking – especially in today’s workplace.
For example, the old corporate paradigm promotes a hierarchical boss/employee relationship, where the Boss decides what needs to get done and the Employee carries it out. Cardwell pointed out that this archaic parent-child association doesn’t work as well in today’s workplace because it takes away the real contribution of the employee. He suggests creating a more collaborative and empowering relationship where the boss transitions to a Coach and the employee to a Player. The Coach is on the sideline; the Player is on the field of play. It takes both to win the game. The resulting symbiotic, adult-to-adult relationship brings out the best in both parties.
The Coach/Player paradigm shift empowers the Player to take action and be personally accountable. The Coach provides the latitude and general guidance for the Player. It’s the “we’re in this together” philosophy that sets up people to win. As a result, these new Individual Dialogs create a better working relationship within the organization’s departments, giving everyone a part to play, and the recognition for doing it well.
Defining the work of the organization starts at the top. The CEO is responsible for the success of the overall organization. To achieve this, CEOs need to effectively align the work of those who report to them. This structure trickles down the corporate ladder from there: vice presidents aligning with managers, managers aligning with directors, directors aligning with coordinators, coordinators aligning with representatives, and so on. Ultimately, the entire company is aligned with the same strategy, goals and expectations. Everyone plays a specific part. It is the consolidated work that leads to organizational success.
There is a lot more to this. The information we have presented is just the tip of the iceberg. Click here for the rest of the story. You will be directed to the Connect with Leaders webinar on Individual Dialogs. You will see all of the slides and listen to Jim Cardwell explain the philosophy behind these highly productive, paradigm-shifting dialogs.
For more information on building effective, high-impact Individual Dialogs, contact Jim Cardwell or Karla Norwood at Cardwell – 1-800-395-1410 or firstname.lastname@example.org.
Go to this link for a recording of the webinar: http://www.connectionsonline.net/docs/2010-02-25-JC-Ed-Web-D ialogs.wmv