The Dynamics Of Great Conversations: Leading Great Organisations

Traditional leadership models demonstrate a top-down management system that is stereotypically characterised by ego-driven leaders with fixed views, who give orders to their subordinates (employees). In transforming our businesses, it is vital to ask ourselves whether this system works, and whether it achieves the very best outcomes for our organisations. I believe that truly transformational work takes place when a leader or team can look objectively at their behaviours and bear witness to the changes that can happen when these are altered. A movement from fixed views to a worldview that is informed by sensing and actualising change can bring a new level of development to a team or an organisation, and can bring the potential of each individual with the group to fruition. Much of this can be explored using the example of great conversations.

What Is A Great Conversation?

  • Are we listening?

    A great conversation involves speaking and listening, on both sides, and this can be tricky to achieve. It is important to:

    • realise that actively listening to another person is not the same as waiting for your turn to speak again,
    • develop an understanding that everyone, at every level of the organisation, has a valid and real contribution to make if only they can be facilitated to speak and be heard.


  • Do we share a common language and framework?

    If your goals and standpoints are not aligned, it can be difficult to facilitate a productive conversation. However, if you are aware that although you may disagree, you are working from the same framework and speaking the same language, you are much more likely to be able to develop a meaningful dialogue. Ask the person you are speaking with for confirmation that he or she understands the framework you are working within, and you will set yourselves up for a more useful exchange.


  • Do you recognise a great conversation?

    If productive and open conversation is not the pro forma in your organisation, it may take a while for you and your team to identify exactly what you are aiming for. Take your time to notice how a direct and honest approach can transform your communications, and you will soon become familiar with the concept.


  • What will it bring to your work life?

    Many business theorists have drawn attention to the ways in which great conversations, based on principles of openness and honesty, can enable real reform within an organisation. Many people have not experienced the idea that every member of an organisation has a valid contribution to make to the business as a whole, but enabling dialogues that make the most of the unique perspective and expertise of all contributors can enable a dynamic and healthy atmosphere that inevitably leads to positive change.

As we find ways to communicate more effectively within our businesses, we step forward and create the potential to craft our offers to one another and to the universe! We are ready to engage at a productive and effective level, and the transformation we can harness is unlimited.

Begin To Grow Your Business Today

Business Growth with Recree8Kieth Deats is a specialist in Equality-Based Practice and has committed his lifetime’s work and doctoral practice study to addressing equality at every level of society as a practitioner. He is driven to enable this with individuals, teams and leaders. Kieth partners with peer practitioners and entrepreneurs, working to develop frameworks that introduce and integrate Equality-Based practices and management actions to update and evolve their enterprises. The goal is to sustain and increase rates of growth, with a determination to see each other’s success and the well-being of leaders and their organisations as a priority for Modern Enterprise. Kieth is available to give talks, and enable the design and implementation of Equality-Based Practices in your own settings, and is contactable via