The development dialogue is particularly useful as:
This page helps you get started on the group/team development dialogues (GDD/TDD). More information is available in the GDD/TDD material which offers a step-by-step description of how to conduct a GDD/TDD including suggestions for questions and catalogue of methods.
As the manager, you are responsible for the dialogue process and for dialogue management. Consider these questions before you start planning the dialogue:
1. What is the purpose of the meeting?
2. What should the outcome be?
If the members of the group are not used to dialogues or reflecting on different topics in groups, it may be a good idea to focus on dialogue management and a clear structure. You should consider the following:
This form provides an overview of the things you need to prepare before the dialogue:
Before you start the dialogue, make sure that the framework of the dialogue is outlined clearly (topics, time allocation etc). Allocate 10 to 15 minutes for you to outline the framework and make sure that you express yourself clearly. Use the form below and the IDOART model (page 9), if relevant, to set the right framework for the dialogue.
As an introduction to the dialogue, specify some clear and simple ground rules. That will help ensure that everyone feels safe and wants to participate in the dialogue. A typical set of rules for a GDD/TDD could be:
In order to ensure a good and constructive group dialogue, it is recommended to use a positive approach to conduct the dialogue. This does not mean that you should only focus on the positive experiences. It is important to talk about errors and deviations in a constructive way, for example by focusing on what it is you want to be different.
At the end of the dialogue, you can discuss how to move forward in a good way. For example, you can discuss:
At the end of the dialogue, it is a very good idea to evaluate the dialogue. For example, you can discuss: