Five Conversations Framework
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The document discusses the Five Conversations Framework created by Dr. Tim Baker for employee engagement and talent management. The framework involves having five structured conversations with direct reports over the course of a year to discuss topics such as job satisfaction, strengths, opportunities for growth, learning and development, and innovation. The conversations are meant to replace traditional performance reviews and foster ongoing dialogue, openness, flexibility and timely information exchange between managers and their teams. Regular use of the framework can help equip the workforce to become next-gen leaders and transform companies.
Five Conversations Framework
- 1. Five Conversations Framework Dr Tim Baker tim@winnersatwork.com.au www.winnersatwork.com.au
- 2. Challenges & Opportunities Familiarise yourself with framework Your role in the process
- 3. Challenges & Opportunities … Relationship between the leader & team member are crucial for employee engagement Employee engagement and talent management strategies enable companies to equip the workforce and transform them into next- gen pharma leaders. The answer to shaping the next gen pharma leaders is to drive employee engagement and devise an effective talent management strategy. To counter such challenges, the healthcare industry must ensure that their workforce has the required skill sets, flexibility, and are responsive to the evolving landscape. The global healthcare industry has undergone major transformations over the last few decades owing to factors such as technological advancements and evolving business models.
- 4. Roles people play in organisations are more important than the jobs they do...
- 5. The Work People Do Job Role Non-job Roles Technical skills Team role Skill development role Innovation & Continuous Improvement role SOURCE: Baker, T. B. (2015) The End of the Job Description: Shifting from a Job-focus to a Performance-focus Positive Attitude & Enthusiasm
- 6. The 10 Most-Values Job Attributes 1. Enthusiasm/Positive attitude 2. Good communication skills 3. Self-motivation/Initiative 4. Honesty 5. Liking people 6. Persistence 7. Ability to work in a team 8. Good organisational skills/Ability to work under pressure 9. Willingness to learn 10. Dependability/Dedication Warner, 2014
- 7. The Five Conversations Framework Date Topic Content Key Questions Month 1 Climate review Job satisfaction, morale and communication • How would you rate your current job satisfaction? • How would you rate morale? • How would you rate communication? Month 2 Strengths and talents Efficiently deploying strengths and talents • What are your strengths and talents? • How can these strengths and talents be used in your current and future roles in the organisation? Month 3 Opportunities for growth Improving performance and standards • Where are opportunities for improved performance? • How can I assist you to improve your performance? Month 4 Learning and development Support and growth • What skills would you like to learn? • What learning opportunities would you like to undertake? Month 5 Innovation and continuous improvement Ways and means to improve the efficiency and effectiveness of the business • What is the one way that you could improve your own working efficiency? • What is the one way that we can improve our team’s operations? Baker, T. (2013). The End of the Performance Review: A New Approach to Appraising Employee Performance
- 8. Your role • Make the conversations a priority • See this as an opportunity to develop a new skills-set & engage team • Tune in to the support webinars • Ask questions; don’t talk too much • Actively listen • Remember you are in the people business, despite what you may think
- 9. Benefits of the Five Conversations Framework ongoing dialogue openness and directness flexibility timely information more relaxed approach