Developmental Conversations Create a Learning Culture
By Angelina Mukhi
Today’s world is constantly evolving at a rapid pace, so much so that people may seek to retreat from the constant barrage of new information. In the face of accelerated changes in the workplace, it is normal to feel confused and take comfort in the routine. However, routines will inevitably get disrupted. When that happens people need clarity of intent to guide their action. We can remain steady and purposeful with clarity of vision and direction.
In communicating changes to our people, it is important to follow through with conversations that coach them towards understanding the change, dealing with their emotions and aligning intent. This is an opportunity to create a culture of learning.
Developmental conversations can happen on the go, as a leader chats with his people. Through powerful questions and responses that inspire a positive mindset, the leader helps his team to think things through and gain clarity.
An opening question which takes “How are you?” to a higher level is “On a scale of 1-10, what’s your <insert appropriate word> score today?” The word to insert might be mood, energy, motivation, performance, clarity, or whatever fits the situation. This can open up the conversation for the leader to make a more meaningful impact.
After opening the conversation, a follow through question might be “What do you need to do or be to up your score?” Note, the responsibility to up the score remains with the person being coached. It stimulates a positive outlook when the leader brings to the forefront of awareness the good things of the day. With the good stuff dancing in the forefront of the mind, our moods lift and we shift to being more responsive, open, productive and inspired.
What can we learn from a short conversation like this? We get insights about the needs of our people. We help them take responsibility for uplifting their mood for the day. We encourage them to declare a positive intent for their action. By declaring intent, we make things happen. By focusing thoughts on the results we want, we create a new reality. Most importantly, we develop their mindset.
When developmental conversations become the norm in the workplace, we generate a culture where behaviors, priorities and choices are directed to a positive outlook. People get focused on the steps to take to achieve goals.
I have learned that becoming a leader who generously holds developmental conversations is a day-to-day, month-to-month, year-to-year commitment. When carried out with clear intent, my energy is channeled to making a positive impact. It guides me in conversations, and tells me how to steer the discussion to what matters most in the moment. It informs me regarding the tasks to prioritize. It helps me to be happy with small wins and my spirit is refreshed. Developmental conversations benefit both the leader and the person being led. With regular practice, we embed a learning culture in our workplace.
