I’m OK : You’re OKThe art of authentic and impacting conversations

Lizz JonesTallant Jones Ltd

Engaging with our people

Org Integrity

Strategic Narrative

Engaging Leaders

Emp’eeVoice

Humans versus technology

Organisational performancePe

rfo

rman

ce

Perf

orm

ance

Time Time

What are their symptoms?

Time

X

X

Strategic

Operational

What are their symptoms?

PlayersSpectators

CynicsVictims

Att

itu

de

Energy

High

High

What are their symptoms?

• Celebrate and protect our values & behaviours

• Be comfortable with vulnerability & nurture courage

• Develop individual and collective emotional intelligence

• Support our leaders

Becoming Human Again

Functional Teams

Shared vulnerability without fear of repercussion

Constructive, & possibly challenging, debate

Understanding, clarity and collective buy-in by all team members

Individual & Team accountability; supporting each other

Team results & outcomes driven by individual endeavoursResults

Accountability

Commitment

Healthy Conflict

Trust

Art of Corporate Conversations

• Purpose and value

• Shared and committed belief that the output will be greater than the input

• Acknowledge the “I’m OK : You’re OK” position

• Show up and be authentic

Let the humans rise

Our work in this field

Contact us:lizz@tallantjones.co.uk

+44 (0)7900 494465

Corporate Values Organisational Performance

Internal CommunicationsEmployee Engagement

Positive Approach to Leadership

www.linkedin.com/in/lizzjones

References (1 of 2)

• Claude Lineberry: Energy Investment Model for considering the roles that team players adopt when organisations transition through change

• Brene Brown: American psychoanalyst famous for her work on vulnerability. TED Talk “The Power of Vulnerability” (link here) has over 44m views, and her book “Daring Greatly” has sold over 1m copies worldwide

• Tom Peters and Robert H Waterman: authors of McKinsey 7-S framework model used to consider the internal environment of an organisation, with Shared Values fixed firmly in the centre.

References (2 of 2)

• Patrick Lencioni: The Five Dysfunctions of a Team model taken from his book of the same name

• Mihaly Csikszentmihalyi: Hungarian-American psychologist whose studies on the state of being “in-flow” led to the development of the personality construct: “work orientation”

• Thomas Harris: American psychiatrist and author of the 1968 self-help book “I’m OK, You’re OK”

• Eric Berne: US psychologist famous for his development of the theory of Transactional Analysis, and author of “The Games People Play” which describes some of the characters and behaviours that we play out in our conversations and relationships