Skills for Inclusive Conversations

Richard Morgan

I am using the LinkedIn Learning course: “Skills for inclusive conversations”.

One section that particularly appeals to me is the “six steps to inclusive communication” and they are as follows (not linear).

  1. Foster self and other understanding. Why do you believe what you believe?
  2. Assess individual, team, and organizational readiness. Discussions about potentially polarizing conversations.
  3. Prepare for the conversation. This involves considering who, what, when, where, how and why you’re having the conversation. Much like a journalist would do. This seems difficult and isn’t clear to me right now how this would be employed.
  4. Your goal at this first meeting should be to create shared meaning and find common ground. What do you agree on? What are your shared perspectives?
  5. Begin to explore where your perspectives diverge.
  6. Engage in deeper conversation to interpret and bridge across those differences which is step six of the model.
The model is not intended to be linear nor is it expected to be a prescriptive tool for engaging in one conversation. The model for bold, inclusive conversations is intended to be a framework for ongoing learning and reflection. I am not certain how I would employ this in a classroom setting but I like the comfort of having this list available.

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