Description: Enabling people to speak up at work is now an imperative to reduce the risk of wrong-doing as well as access vital knowledge and ideas from employees. Simply asking people to ‘speak up’ and encouraging leaders to ‘engage in conversation’ without thoroughly appreciating the impact that power differences – and prevailing social and cultural norms – have on what can be spoken, and what is heard, is naïve at best. This is the work of Megan Reitz and the main topic of her latest book, Speak Up – Say what needs to be said and hear what needs to be heard (along with co-author, John Higgins). Working at the intersection of leadership, change, dialogue and mindfulness, Megan has presented research to audiences throughout the world and is ranked as one of the top 50 management thinkers in the world by Thinkers50 and on the 2021 HR Most Influential list of Thinkers. She is also the author of Dialogue in Organizations – Developing Relational Leadership and Mind Time – How 10 mindful minutes can enhance your work, health and happiness. Megan is a Professor of Leadership and Dialogue at Ashridge Executive Education – part of Hult International Business School. Before joining Ashridge, Megan was a consultant with Deloitte, surfed the dot-com wave with boo.com, and worked in strategy consulting. Enjoy the conversation…
Source: SixPixels.com – podcast
Date: Oct 07, 2022
Questions for discussion:
- What does Morgan Reitz say about how and why management should facilitate employee communications at work?
- Do you agree with this approach?
- What would you add to the discussion?
Leave a Reply
You must be logged in to post a comment.