If the point is that the majority of the posters on this forum would prefer non-confrontational
dialogue to discussions and debates then I would expect it to get pretty dull around here.
The "low attendance" reflects that
If there is no challenge to the posts and little to directly question then you are just typing stuff and trying to get along.
All rainbows & unicorns will be boring for many people who secretly
want drama and conflict: Kajukenbo Reality-TV.
Nothing to see here, therefore they will move along to a more interesting site often just so they can complain about the drama - including "ignorance & stupidity" of people on that site...
All I usually see here on the Kafe, day after day, week after week is the same "dedicated" people logging in for news and updates and little else.
I doubt most of the 3400 were "scared off" by any perceived negativity or other garbage. This is Kajukenbo - we train for conflict.
Most of the 3400+ are not logging in because they have no need or desire to.
There is no compelling reason to sign in; no information that they cannot get by email or a phone call from someone else, & nothing really new or of interest.
I put a few new -often controversial- things on the front page of my web site every day or two.
You know what? People go to my site all the time and talk about it.
The front page of the Kafe is a list of forum threads to drill and search through. Just sayin'
Realize too that even in a
dialogue, there is a possibly that someone is more "right" than the other person.
The difference is that with dialogue you are generally expected to admit to
yourself that you were wrong...
Also don't forget that (generally) dialogues are initially "heard"; dialogue works better "in-person" where you can get direct and immediate feedback via things like verbal / non-verbal responses & cues, body language and para-
language. "Introducing Dialogue into the Workplace -
Joseph AlonzoIs it dialogue, discussion, or is it debate? There is a difference, and each has its own value. Do you know the difference? Would you recognize dialogue if you heard it in your workplace?
To guide you through this question I would first like to distinguish dialogue from the other common forms of communication—debate and discussion. Debate is combative and seeks to be victorious; it wants to express itself and say it is better than you.
Discussion can be described as debate trying to play nice. Much like debate, it is interested in advocating its view points and challenging those of others.Dialogue, on the other hand, seeks to find a shared connection. It is not concerned with winning or losing, rather it aspires to listen more deeply, understand more fully, and build a collective point of view.
When the diversity of personality and opinion present moments of conflict and tension, dialogue steps in and mediates the conversation back to a renewed sense of connection.
A great workplace fosters dialogue and encourages a diverse perspective. After all, these are the very elements that lead to growth and innovation. The issue being raised here today rests in the assumption that dialogue is rather anemic in organizations, and I would contend that if it is practiced so little, it is because it is understood so little. Let’s explore some of the principles that make dialogue so valuable in a workplace. As one engages in dialogue, it is asked that they:
- Suspend Judgment
- Listen
- Inquire
- Explore Assumptions
When we suspend our judgment, we temporarily silence our thoughts and open our capacity to engage as listeners. Greater inquiry into others' viewpoints help us better understand those we work alongside and affords us the opportunity to adopt new ways of thinking. When we explore our assumptions, we encounter unchallenged ideas, unchecked biases, and patterns of thought that influence, and possibly inhibit, our workplace engagement.
Dialogue is also, however, a very challenging undertaking. Becoming aware of personal assumptions is tough work. It places us in a position of measuring the consistency between our words and our actions, and realizing that their alignment may not be as linear as we believe.
Inevitably, the practice of dialogue asks us to consider that our opinions are not always correct, and that, in fact, others may have more effective methods for approaching situations. Doing this is neither natural nor cathartic, but growth is rarely comforting.
So, I will ask again, would you recognize dialogue if you heard it?"
From here:
http://www.greatplacetowork.com/publications-and-events/blogs-and-news/1064