部門最近initiate 了一個reading club 的program匪蟀，大家推薦了不少好文章和好書相艇，《Leadership is a conversation》就是其中一篇佳作。這兩天抽空閱讀了一下，趁著腦海中所有的資訊都還fresh女气，趕緊把一些歸納總結(jié)和自己的感悟記錄一下。
Key Words: Leadership / Conversation
一看這文章題目测柠，就立刻能抓住兩個核心詞匯: leadership 和 conversation炼鞠。
Leadership: is both a research area and a practical skill encompassing the ability of an individual or organization to "lead" or guide other individuals, teams, or entire organizations.
領(lǐng)導(dǎo)力，就是個人或組織擁有一種能力轰胁，它可以用來領(lǐng)導(dǎo)或者指導(dǎo)個人谒主、團(tuán)隊或者整個組織群。
Conversation: is interactive communication between two or more people. It can involve discussion or debate.
會談是一種兩人或者多人直接互動的溝通方式赃阀。不一定是一問一答霎肯，可以是討論或者辯論。
Traditional Leadership Vs. Conversational Leadership
Comparision
4 Key Elements
In developing “organizational conversation”
model, the authors identified 4 elements:
Intimacy(親近):
Physical proximity between leaders and employees isn't always feasible.But mental or emotional proximity is essental.
Require leaders to minimize the distances,build trust, cultivate the art of listening to people at all levels of the org and learn to speak with empolyees directly and authentically.A few of suggested behaviors: true attentiveness, curiosity, humility.
簡言之榛斯，就是領(lǐng)導(dǎo)者要走下“神秘”的神壇观游，走進(jìn)各級員工內(nèi)心，和員工之間樹立相互信任肖抱，培養(yǎng)自身傾聽的藝術(shù)备典，也需要學(xué)會坦誠且直接地和員工交談。為達(dá)到這些目標(biāo)意述，領(lǐng)導(dǎo)者需學(xué)會專注投入(如傾聽)提佣，永遠(yuǎn)保持一顆好奇且謙卑的心吮蛹。試想一下，如果不是真誠待人拌屏，不是有了信任潮针，誰愿意和你掏心窩，效犬馬之力呢?
Interactivity (互動):
Involves an exchange of comments and questions between two or more people. The conversation should be open, fluid and two-way communication.The new technology enables to make a conversation with style diversity倚喂，without the limitation of geographic location.
互動是兩人或多人之間交換意見和見解的會話每篷。此類會話需保持開放、流暢且是雙向的溝通端圈，不能只是一方講焦读，另一方聽。新思維新想法的火花往往是在不同想法碰撞中產(chǎn)生的舱权。當(dāng)今的新科技(如視頻會議)可以讓大家以各種各樣的形式展開互動矗晃，不用過多考慮地理位置的局限性。
Inclusion (融合):
Enable participants to share ownership of the substance of their discussion.Count employees among a company's official or quasi-official communicator, turn them into full-fledged convsersation partners. Encourage staff to play in the process and take as the frontline content provider, and become living represwntative of the brand.
其實前面提到的intimacy 和inclusion 是互為補充宴倍，相輔相成的张症。融合包容意味著需要提供一個更加積極開放自由的環(huán)境，培養(yǎng)員工的主人翁意識鸵贬，發(fā)揮她/他們的主觀能動性俗他。邀請員工作為公司正式或非正式溝通者，賦予她/他們參加會話的資格阔逼。鼓勵員工成為生產(chǎn)前線的信息提供者兆衅，以及品牌代言。個人認(rèn)為主要還是需要員工對公司有認(rèn)同感嗜浮，在這基礎(chǔ)上培養(yǎng)出主人翁意識涯保，在日常的工作生活中對公司做時時宣傳。如果做得到位周伦，這個潛在的力量和收益是巨大的!
Intentionality(目標(biāo)性):
Reflect a shared agenda that aligns with the company's strategic objectives and let people at every level gain a big picture of view.Derive strategically relevant action from the push and Pull of discussion and debate. Let employees have a part in creating strategy.
凡事都講究一個目標(biāo)性夕春，談話也不例外，或娛樂专挪，或互換信息及志，或解決問題，或者暢想未來寨腔。會談之前速侈，領(lǐng)導(dǎo)者需要給員工提供一些議事日程。這些議事日程需要與公司策略目標(biāo)相一致迫卢，且讓員工真正地了解并理解公司的遠(yuǎn)景宏圖倚搬。在來回反復(fù)的會談中逐漸抽絲剝繭梳理出需要做的事項。最好的情況是在做公司策略的時候就讓員工參加乾蛤。
Article reference:? https://hbr.org/2012/06/leadership-is-a-conversation;? Written by Boris Groysberg and Michael Slind and published in June 2012 Harvard business Review
