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Unlocking the Potential of Diversity in Organisations#LivingDialogue1: The Imperative Condition of a Living Conversation—Sowing the Seeds

Unlocking the Potential of Diversity in Organisations: #LivingDialogue1: The Imperative Condition... [We are an ungrateful species. We are quick to presume that advantages gained are natural and deserved. Unfortunately, the arrogance born of blind privilege can lead to an unmerited disdain for those without it. People treated with contempt will react with suspicion and hostility. If we are to succeed in our ambition, these opposing parties must be brought together in a trust relationship. Building this rapport requires the organisation of safe meeting places and a mutual respect for the history and experiences of the other. Starting a conversation is easy; engaging in one less so. Sustaining a constructive dialogue is a skill. Participants must be prepared to mingle pre-existing ideas with opposing facts and opinions. Such a form of listening demands humility of the parties, to leave behind any notions of supremacy or malice. The benefits of inclusion are significant and tangible. To achieve them requires curation and facilitation by leaders who have the skills to manage dialogue. Furthermore, this conversation must include all stakeholders, some of whom may not be entirely obvious. Stakeholder management, therefore, becomes an essential element in the governance of inclusion.] http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png

Unlocking the Potential of Diversity in Organisations#LivingDialogue1: The Imperative Condition of a Living Conversation—Sowing the Seeds

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Publisher
Springer International Publishing
Copyright
© The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022
ISBN
978-3-031-10401-5
Pages
159 –176
DOI
10.1007/978-3-031-10402-2_12
Publisher site
See Chapter on Publisher Site

Abstract

[We are an ungrateful species. We are quick to presume that advantages gained are natural and deserved. Unfortunately, the arrogance born of blind privilege can lead to an unmerited disdain for those without it. People treated with contempt will react with suspicion and hostility. If we are to succeed in our ambition, these opposing parties must be brought together in a trust relationship. Building this rapport requires the organisation of safe meeting places and a mutual respect for the history and experiences of the other. Starting a conversation is easy; engaging in one less so. Sustaining a constructive dialogue is a skill. Participants must be prepared to mingle pre-existing ideas with opposing facts and opinions. Such a form of listening demands humility of the parties, to leave behind any notions of supremacy or malice. The benefits of inclusion are significant and tangible. To achieve them requires curation and facilitation by leaders who have the skills to manage dialogue. Furthermore, this conversation must include all stakeholders, some of whom may not be entirely obvious. Stakeholder management, therefore, becomes an essential element in the governance of inclusion.]

Published: Sep 29, 2022

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