Focused Communication
Presented by Marcela Sanchez
Management Team Meeting
April 10, 2019
At Management Team meetings we have training for managers related to our Strategic Direction as well as our Mission, Vision, and Values.
In April we had a presentation on Focused Conversation by Marcela Sanchez. The Focused Conversation method is a structured process that helps a group journey through a conversation together. it intentionally moves through a topic beginning with things that can be observed (facts/data) and gets all voices in the room to share simple observations. It calls forth information tied to individual experiences to enrich the data to be considered. The group is then asked to contemplate this rich data, to draw forth meaning, consider options, possibilities and questions. A last stage is to decide what action / conclusion to make - whether as individuals or as a group.
The process is intentional in seeking full participation from everyone and making space for the variations in human experience to be included for consideration. Focused Conversation - Facilitating Shared Awareness provides an overview of the process.
Focused conversation facilitators plan their conversation strategy ahead of time, thinking about the goal of the conversation. Are they looking for buy in, excitement, feedback, etc? Also facilitators will decide what their rational aim is (the intent or practical goal of the conversation) and the experiential aim (the inner impact or the overall experience you want participants to have).
Four levels of intentional questions move from objective information to more complex aspects of a topic or an issue. (see page 3 of this article for examples) The type of questions are Objective level questions (ask for objective factual information and inputs from the senses), Reflective level questions (invite spontaneous responses about past experiences with the topic, associations, memories related to the topic), Interpretive level questions (consider the implications of the topic, the values and significance of the choices, build collective awareness), and finally Decisional level questions (draw out deeper meaning, identify individual and group learning and choices). These questions are asked and information is gathered an analyzed between an opening to welcome the group and give context to the conversation and a closing in which the facilitator acknowledges and appreciates the learning that has taken place and helps to determine decisions and next steps. Questions asked should be as open ended as possible with no "yes/no" questions to allow participants to contribute as fully as possible. Questions should also be asked in pairs to get both positive and negative feedback-What went well? What was frustrating?, for example.
I have included links to some handouts on Method Review, Focused Conversation Sample Applications, and a filled template for a Focused Conversation exercise we did at Management Team. To find more resources including a blank conversation template, see this informative website.
Marcela recommended the following book The Art of Focused Conversation: 100 Ways to Access Group Wisdom in the Workplace.
Erin Zolotukhin-Ridgway, GLC
