Dynamic Collaboration Inspiration Sessions
Discover how the new collaborative intelligence paradigm works when applied in five crucial organizational practices seen as dialogue practices
In their book ‘Practices of Dynamic Collaboration: A Dialogical Approach to Strengthening Collaborative Intelligence in Teams’, Jan De Visch and Otto Laske introduce the Deep-Thinking Framework (DTF) paradigm for enhancing organizational collaboration in teams. The paradigm requires managers and employees to pay attention not only to the content (the ‘Why’ – ‘What’ – ‘When’ – ‘Who’ – ‘Where’ ) of issues and the approach taken to them (the ‘How’ ), but also consider how they think about the content and process choices they have made. We discuss how our new paradigm works when applied in five crucial organizational practices seen as dialogue practices.
In this series of inspiration sessions, we illuminate the book chapter by chapter in six 1 ½ hr. virtual meetings over the next six months. Sessions start from examples and clarify how the DTF paradigm strengthens the quality of team dialogue, leading to more integrative decision-making. In addition, in each inspiration session we provide a breakthrough tool for unlocking the collaborative intelligence potential of a team and realizing it in real-time team functioning.
The sequence of sessions is as follows:
(1) June 24th – Foundation Session (took place, you can get access to the recording – see below): Understanding developmentally sourced diversity as a key to high-quality dialogue and collaborative intelligence.
In this session, we shed light on the developmental patterns in terms of which managers and employees naturally mature in interpreting the real world they are interacting with over their entire lifespan. Viewing ‘human resources’ from a developmental perspective, we discuss the Deep Thinking Framework (DTF) and show how it promotes individuals’ open-mindedness regarding the diversity of perspectives in which ‘reality’ is viewed by colleagues in their full richness and connectedness.
(2) August 19th: The Meeting Dialogue: How to Improve the Balance of Asking and Telling.
In this session we focus on the following meeting patterns: daily ‘stand-up’ project meetings, no-objection decision-making processes, and innovation meetings. We provide managers with critical facilitation tools of great power and good learnability.
(3) September 16th: The ‘Common Ground’ Dialogue: Working with Upwardly and Downwardly Divided Teams.
Dialogues around mission, vision, strategy, and culture take place differently at all levels of an organization. We explore how these dialogues develop in the three different team dialogue spaces of continuous improvement, value stream management, and business modeling. Using the cognitive and social-emotional team cohesion triangle, we model the use of two tools with which to reflect on the quality of thought brought to bear on organizational issues, namely, the Re-Thinking Game and the Landscape of Identity Questions.
(4) October 14th: The Commitment Dialogue: How we agree on what needs to be done.
In this session, we provide a fundamentally new perspective on creating engagement and role ownership by introducing the storyline approach to role making (rather than role-taking). We take role ambiguity as a starting point for reaching realistic work agreements, resolving tensions, and following up on role functioning over time.
(5) November 18th: Coherent action: Linking role and work contributions to each other through real-time dialogue.
In this session, we start from the need for role stratification in coherent action. Using examples, we show in what way coherent action is the outcome of oppositional tendencies of team functioning, namely, dynamics that are in turn stabilizing and de-stabilizing. We highlight limits of relying on fixed work procedures, roadmaps, and business models in contrast to spontaneous reflective action.
(6) December 16th: The Development Dialogue: How to strengthen employees’ capability to take on real-world complexity.
In this concluding session, we explore the power of double listening, a way of being reflective of the communications one receives and puts out in the workplace. We demonstrate in what way the practice of double listening contributes to managers’, employees’, and teams’ mental growth and resilience in face of the increasing complexity of the world of organizational work.
We budget plenty of time for exchanging experiences in each of these sessions.
Register for the six inspiration sessions via the link below. Registered participants receive a Zoom link. When missing a session, they receive the presentation materials employed.
Meeting Times & Participation Fee
June 24th, August 19th, September 16th, October 14th, November 18th, and December 16th. Each session starts at 18:00 and terminates at 19:30 CET (12pm – 1:30 EST)
The participation fee for the cycle is 264 Euro (VAT incl.). In case you have missed the first session, you will receive the recording if you register for the cycle.
You can register for individual sessions. The participation fee per individual session is 50 Euro (VAT incl.)
You can register for the upcoming five sessions. The participation fee is 230 Euro (VAT incl.)
Book your participation to the Dynamic Collaboration Inspirations Sessions: