often? That they weren't paid enough? No. They weren't listened to? Nope. The most common reason is that they stopped learning. Stopped growing. The job became repetitive and their manager was in the way of them progressing and evolving. People need to move forward. And that process of moving forward requires discovering new ideas and discarding old ones.
Hanging in the balance between the two opposing forces of voice and learning is the essence of a conversation. Too much time sharing your own voice and not listening and learning from others leaves you feeling, paradoxically, unheard. Too much time spent listening and learning without responding and sharing your perspective leaves you feeling unvalued. The right mix of sharing and learning, however, creates conversation. And not just any conversation. A mutually beneficial and productive conversation. One that surfaces insight and builds belonging as a foundation for unified action.
To satisfy both the need to share new ideas and discard old ones in equal measure requires four simple criteria: openness, voice, listening and empathy, and shared understanding. These are the building blocks of the basic unit of a successful conversation. And while those criteria at first glance may seem simple, there is much that goes into each. After we understand all the components of the unit, we can dig into how to scale.
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