Get to know 5 Conversations – Conversation 5 – Building for the future
Building for the future is an essential aspect of every organisation, and it requires a concerted effort from both line managers and their direct reports. The process of building for the future requires that both parties work together in a collaborative and constructive manner to identify key areas of focus and to develop plans that will help to achieve the desired outcomes.
One of the key aspects of building for the future is the need to establish clear goals and objectives. Line managers and their direct reports should work together to identify the goals that need to be achieved and to establish a timeline for their attainment. This process requires both parties to be clear and transparent about their expectations and to ensure that they are aligned with the broader organisational objectives.
To ensure that building for the future is successful, it is also important to establish clear communication channels. Line managers and direct reports should work together to establish open and transparent communication channels that allow for ongoing feedback and dialogue. This process may involve regular meetings, such as one-to-ones, team meetings, or town hall sessions, to ensure that everyone is on the same page and that progress is being made towards the desired outcomes.
Building for the future also requires a focus on developing a strong team culture. Line managers and their direct reports should work together to establish a strong team culture that is focused on collaboration, respect, and support. This may involve a range of activities, including team-building exercises, recognition and reward programs, and the development of clear values and principles that guide the team’s behaviour.
In addition to these key activities, building for the future also requires a focus on creating a positive working environment. Line managers and their direct reports should work together to ensure that the working environment is conducive to productivity, creativity, and innovation. This may involve a range of activities, such as creating a comfortable and well-equipped workspace, providing access to necessary tools and resources, and establishing clear policies and procedures that support a positive working culture.
In conclusion, building for the future requires a concerted effort from both line managers and their direct reports. By establishing clear goals and objectives, identifying the key skills and competencies required, creating a culture of continuous improvement, establishing clear communication channels, developing a strong team culture, and creating a positive working environment, line managers and their direct reports can work together to build a successful and sustainable future for their organisation. By working collaboratively and constructively, both parties can ensure that they are aligned with the broader organisational objectives and are focused on achieving the desired outcomes.
Get to know 5 Conversations – Conversation 5 – Building for the future. This conversation matters because it takes you beyond the immediate pay rise and promotion desires of your people. It helps you to gain insights into the nature of the role, responsibilities and future desires to enable them to move towards their goal. This conversation regularly opens up insight and discussion that as a leader you may not have expected and creates opportunities for you to harness the motivation and desires of your people in their current role that may serve them well in the future.
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Our popular 5 Conversations programme draws on over 35 years of insight and experience to look at how authentic two-way human conversations build relationships, trust and engagement at work.
Engaged employees are more productive, drive innovation forwards and are more loyal to your organisation making 5 Conversations a key tool to drive business performance.
We have recently updated the 5 Conversations programme and book to include:
- Customer success stories
- Impact of psychological safety
- Link to emotional intelligence
- Latest neuroscience research and engagement data
- How to use 5 Conversations with customers
The book can be used, whether or not you have attended a 5 Conversations workshop, to try out 5 Conversations for yourself. It looks at why each conversation is important, how to invite people to have a conversation, examples of what to say and a structure for the interaction. Have an exclusive read of the first two chapters of the book on us for a taster of what you can look forward to.