Abstract
In this final chapter of Part I, I review the three other pillars of the authentic conversations framework. These pillars include Establish a trusting relationship, Show genuine appreciation, and Challenge unhelpful behavior. These are the people-focused dimensions of the framework.
The prosperity of all enterprises is dependent upon the growth of the people working in it.
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Notes
- 1.
McManus, J. & Mosca, J. (2015). “Strategies to build trust and improve employee engagement.” International Journal of Management and Information Systems, 19, 1, 37–42.
- 2.
Baker, T.B. (2016). Performance management for agile organizations: Overthrowing the eight management myths that hold businesses back. London: Palgrave Macmillan.
- 3.
CIPD (2012). Where has all the trust gone? London, Chartered Institute of Personnel and Development retrieved from http://www.trustinorganizations.com/Resources/Documents/WhereHasAllTheTrustGone.pdf.pdf.
- 4.
- 5.
Russell, J.E.A (2010). “Career coach: Recognition not only boosts employees, but can also give a lift to the bottom line.” The Washington Post. Retrieved at http://www.washingtonpost.com/wp-dyn/content/article/2010/10/22/AR2010102205919.html.
- 6.
Lipman, V. (2012). “Study explores drivers of employee engagement.” Forbes. Retrieved from http://www.forbes.com/sites/victorlipman/2012/12/14/study-explores-drivers-of-employee-engagement/#670a238977bc.
- 7.
White, P. (2015). Appreciation at work: Two major misconceptions leaders hold. Retrieved at https://www.entrepreneur.com/article/244657.
- 8.
Ibid.
- 9.
Ibid.
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Baker, T. (2019). Three People-focused Pillars of Authentic Conversations. In: Bringing the Human Being Back to Work. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-93172-2_6
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DOI: https://doi.org/10.1007/978-3-319-93172-2_6
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