Objectives and impacts
Introduction
Here is a recent interview in which Jérôme explains what philosophy in business is: The practice of philosophy in business
A common language beyond differences in culture and personality
The DIALOGON method's main result is a heightened awareness by each individual of their own individual and collective functioning. This awareness allows each person to better position themselves within the group based on their strengths and weaknesses identified during the sessions.
Each person can thus align their own way of working with the requirements and conventions of the group so that it is productive and harmonious, especially during intense work meetings during which problems must be solved, decisions made and it must be ensured that everyone has understood what is at stake.
Sharing meaning to create group dynamics
The DIALOGON method makes it possible to defuse a number of potentially conflictual situations due to unresolved relational problems or unspoken issues that generate permanent tensions.
The value of the DIALOGON method lies in the fact that, due to the distancing from one's own words induced by rigorous questioning, everything becomes problematizable, everything becomes thinkable, and problems can be put to constructive debate to be explored, analyzed, and resolved.
Furthermore, a significant aspect is the conviviality and group cohesion induced by the method because everyone sees themselves reflected in others and commonalities are quickly found to reconstitute a common humanity within the group, a humanity that company objectives and procedures to be applied could have set aside.
The method is based on the notion of commitment, a notion which relates to the being of each individual and the way in which they involve themselves towards other individuals and situations, while maintaining the posture of detachment necessary for calm reflection.
In the DIALOGON method, we experience what is at work and we get involved concretely, which makes it a concrete, practical and immediately applicable tool.
Personal development through the group
This original method allows the development of "thinking together" to give meaning back to work by enabling individuals to: problematize, build a common reflection, develop an attitude of active listening, operate a critical questioning to generate creative solutions, distance themselves from their speech to liberate it, take into account their own representation of the world and their presuppositions at work in their style of relating to others.
What we propose is a method of relational development, of self-development through others, so that groups become teams and that group speech is a speech of the group and not the expression of the one who speaks the loudest or of the one who is in a position of hierarchical authority.
Meaning at work for management
The manager is the one who must get things done, therefore inspire people to do them. But for people to want to do something, they need meaning, to understand how what they are doing has meaning for them, for their company, or even for their community.
Managers need to find meaning in their work, to take a step back from their management practices and probably to discuss their problems with other managers: how to motivate employees who have lost their sense of purpose, how to take initiatives and achieve financial objectives that are increasingly out of step with daily reality, how to make strategic decisions at the middle management level coherent and relevant, how to conduct constructive joint discussions and get the right messages across?
The DIALOGON method responds, through workshops and seminars, to this type of questioning by providing managers with: tools to clarify their thinking, techniques to produce productive meetings where thinking together is not just wishful thinking, attitudes to reclaim, within the company itself, a space of freedom necessary to develop their creativity and regain control over their work, giving new meaning to their commitment to the company.