Week 3 (Bushe & Marshak, 2016)

What hails for the Dialogic mindset over the Performance mindset & “Leadership narrative”

The emergence of Volatility, Uncertainty, Complexity, Ambiguity (VUCA) in the business world, require less traditional organisational methods and a more comprehensive one.

What does the Dialogic Mindset oppose?

The Dialogic mindset opposes a traditional (top-down) leadership narrative of “lead the way”, as well as performance mindset defined by goal setting.

How does AI and the Dialogic Mindset relate?

Both methodological approaches which engage change, agree to a fundamentally altering how we approach change, essentially “changing the conversation”.

(VUCA)

Refers to the prevalent Volatility, Uncertainty, Complexity and Ambiguity which has created adaptive issues as apposed to technical issues.

What are the 7 Assumptions of Dialogic OD

• Realities and Relationships are socially constructed aspects of the organisation

• Organisational social-networks are “meaning-makers”

• Transformational leadership shapes how meaning is made, especially the narrative which guides people’s experiences

• Organisations are continually changing in intended and unintended ways (PESTLE factors)

• Groups and organisations are inherently self-organising and governing

• Adaptive challenges are too complex to analyse

• Leading emergent change requires stakeholders to self-initiate action, and leaders to catalyse the results

What are the 3 qualities of A Dialogic Mindset Leader

• Anxiety management of both self and followership (capacity to oppose the conventional)

• Self-differentiation (externally and rationally assess, evaluate and consider)

• Ego Development (ability to acknowledge a need for change, removing identity from place of work)

Dialogic Vs Diagnostic OD approach

The Dialogic approach embraces inquiry as a driver of change and adopts a bottom-up frame of activity, considering social networks to be a meaning-maker which enables generative ideas, processes, and adaptability.

As opposed to diagnostic OD which assumes a visionary leadership style which centralizes decision making and strategy to a singular point of the organisation neglecting generative capabilities.

What core belief differentiates Dialogic OD from traditional Diagnostic OD?

Reality is socially constructed through conversations, not an objective truth to diagnose

Which covered method is an aspect of Dialogic OD

Appreciative Inquiry

How does the Dialogic Mindset view organizational stability?

As an illusion; organizations are continuously changing at varying speeds

What triggers transformational change in Dialogic OD?

Disruption of repetitive patterns, enabling self-organization into new, adaptive states

Why are narratives critical in Dialogic OD?

They shape how people interpret events and act, enabling new behaviors by altering storylines

What is a "generative image" in Dialogic OD?

A metaphor or concept that sparks new ideas/actions previously unimaginable

How does Dialogic OD address complex, ambiguous challenges?

Encourages small experiments (probes) rather than pre-planned solutions, sensing reactions & results, then Response

What role do leaders play in Dialogic OD?

Facilitators who host conversations, not visionaries dictating direction

What is "self-differentiation," and why does it matter?

Ability to stay calm/curious amid chaos; prevents leaders from imposing rigid solutions.

What are the three enablers of Dialogic OD change?

Emergence, narrative shifts, generativity

How does Dialogic OD define "success" in change initiatives?

Emergence of adaptive behaviors, not adherence to a predefined plan

How does Dialogic OD approach organizational culture?

As a network of meaning-making, changed by altering daily interactions

What developmental stage do Dialogic OD leaders need?

Post-conventional ego development

Why does Dialogic OD reject the "unfreeze-change-refreeze" model?

Assumes organizations changes are fluid, not static; change is constant, not episodic

How does Dialogic OD measure progress?

Through shifts in conversational patterns, new narratives, and self-initiated stakeholder actions