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The Four Conversations: Daily Communication That Gets Results
Talk is powerful. Engaging in the right conversation at the right time is key to both personal and organizational success. And it isn’t just ‘difficult’ conversations that matter. The Four Conversations clearly demonstrates it is the everyday dialogue we have with one another that is critical.Armed with a solid body of research and their own first-hand observations, Jeffrey and Laurie Ford identify four types of conversations that every one of us must use to get things initiative conversations to introduce something new; understanding conversations to help people relate to new ideas or processes; performance conversations to request specific actions and results; and closure conversations to complete work and give people a sense of accomplishment . They identify the specific elements that make each of these conversations successful and show how they can be put together in different ways to achieve different objectives.The Four Conversations demonstrates how to use the right conversation at the right time—planning and starting each one well, and finishing every conversation effectively—to produce the results we want and the improved productivity our organizations need. And through dozens of personal stories and sample dialogues, the authors illustrate how real people in real situations have used the four conversations, either alone or in combination, to more effectively combat common workplace problems and lay the foundations for enduring stronger relationships, better buy-in, and a greater feeling of personal and professional achievement for everyone.
257 pages, Kindle Edition
First published August 10, 2009
14 people are currently reading
131 people want to read
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Displaying 1 - 13 of 13 reviews
July 22, 2012
Overall, the book was much longer than it had to be but the overarching message was clear. This book gives a clear description of ways to get more done in the workplace, on committees, and in group work. All of us tend to rely on some conversation styles more than others but the author makes a compelling argument that we need to analyze our own communication styles to see if we have the power to change that which we frequently blame others for when projects and assignments don't get done satisfactorily or at all.
October 8, 2019
This books was very informative but I agree with other commenters who said it was too repetitive. I get some repetition is good but this was too much. It drew the book out to long and cause some loss of interest as I progressed through the book. It was a worthy read though. I've been able to implement a few tips in my work conversations and notice where this book would come in handy with others in my agency.
June 10, 2021
I had to read this for an upcoming training. The ideas of using different conversations to make advancements at the office aren't bad but the stories are repetitious, the data is a bit outdated and some of the reactions aren't believable.
Everyone approached with an initiative conversation or a performance conversation reacts in a thoughtful and sane manner. No one flies off the handle or starts yelling insults. My long work experience has taught me that some people are mentally ill, some are under a great deal of stress and others have both problems. You can approach them in a rational way but they often react irrationally.
Unfortunately the authors didn't cover what to do when that happens.
Everyone approached with an initiative conversation or a performance conversation reacts in a thoughtful and sane manner. No one flies off the handle or starts yelling insults. My long work experience has taught me that some people are mentally ill, some are under a great deal of stress and others have both problems. You can approach them in a rational way but they often react irrationally.
Unfortunately the authors didn't cover what to do when that happens.
July 7, 2017
interesting book, cliffs notes would suffice.
June 14, 2019
This book contains a lot of great ways to improve your communication at work by using 4 types of conversations. Initiative, Understanding, Performance, and Closure. It's well written and easy to digest... There are points that are repetitive and your common "fluff" for length, but overall worth the read and a solid resource to improving the most critical task of any leader - communication.
June 20, 2010
Here is the review from 800-CEO-READ's Jack Covert Selects that captures perfectly why I think the book is so good and so important:
Communication is the foundation of relationships, whether personal or professional, and rarely are we trained in how to improve those skills. Instead, experience tends to be our guide. We use commands and requests, whatever has worked for us in the past. The Four Conversations shows that we may not be taking full advantage of the tools available to us.
Jeffrey and Laurie Ford believe conversation can be classified into four types. Initiative conversations set the vision and direction, like John F. Kennedy's 1961 speech that committed to putting men on the moon. If initiative conversations are about what, when, and why, understanding discussions answer the who and the how. These conversations ground individuals at the start of a project by laying out the roles they will play, and reinforce the value of the initiative. Understanding conversations do not create action, however. That's the purpose of performance conversations: asking that something be done and obtaining a promise for completion. Closure conversations mark an ending and create the opportunity for new beginnings.
The authors make a clear argument for just why it is so important to become more aware of our own tendencies toward how we use these types of conversations. Using the four conversations with a more balanced and/or intentional approach in the workplace leads to better productivity and results. Reducing tardiness on projects comes from using all four types effectively. Closure conversations heal wounds. Interrogating performance excuses can reveal whether individuals did everything they could. Altering the rate of progress toward a goal is as simple as increasing the frequency and the magnitude of what you ask for.
The Four Conversations is a generalist book that anyone can use to his or her advantage. The authors' holistic view of communication pulls together concepts commonly needed in the areas of leadership, management, and change initiatives. I like books that are applicable and can produce powerful results, and The Four Conversations meets both criteria. It provides an opportunity to improve yourself and your business by improving your communication skills.
Communication is the foundation of relationships, whether personal or professional, and rarely are we trained in how to improve those skills. Instead, experience tends to be our guide. We use commands and requests, whatever has worked for us in the past. The Four Conversations shows that we may not be taking full advantage of the tools available to us.
Jeffrey and Laurie Ford believe conversation can be classified into four types. Initiative conversations set the vision and direction, like John F. Kennedy's 1961 speech that committed to putting men on the moon. If initiative conversations are about what, when, and why, understanding discussions answer the who and the how. These conversations ground individuals at the start of a project by laying out the roles they will play, and reinforce the value of the initiative. Understanding conversations do not create action, however. That's the purpose of performance conversations: asking that something be done and obtaining a promise for completion. Closure conversations mark an ending and create the opportunity for new beginnings.
The authors make a clear argument for just why it is so important to become more aware of our own tendencies toward how we use these types of conversations. Using the four conversations with a more balanced and/or intentional approach in the workplace leads to better productivity and results. Reducing tardiness on projects comes from using all four types effectively. Closure conversations heal wounds. Interrogating performance excuses can reveal whether individuals did everything they could. Altering the rate of progress toward a goal is as simple as increasing the frequency and the magnitude of what you ask for.
The Four Conversations is a generalist book that anyone can use to his or her advantage. The authors' holistic view of communication pulls together concepts commonly needed in the areas of leadership, management, and change initiatives. I like books that are applicable and can produce powerful results, and The Four Conversations meets both criteria. It provides an opportunity to improve yourself and your business by improving your communication skills.
Read
August 1, 2009This book is terrific for anyone that is involved in leading change: at home, at the office, in the emergency room, in a doctor's office...anywhere. Change doesn't happen by accident, and the bigger the change the greater the need to engage others who will 'own' the success of the change. This book is all about successfully involving others so that they own the change.
The authors are experts in leading personal and professional transformation, and leading organizational change. Whether working in government projects or business reorganization and turnaround initiatives, both Laurie and Jeffrey Ford have excellent backgrounds for this subject.
The authors are experts in leading personal and professional transformation, and leading organizational change. Whether working in government projects or business reorganization and turnaround initiatives, both Laurie and Jeffrey Ford have excellent backgrounds for this subject.
March 1, 2013
Wow. Want to be effective at work? Take a look at the techniques covered in this book. I don't want to oversell it, but there's some seriously good stuff in there. The techniques are straightforward in nature, but will take some practice to master. I've already found them to be tremendously useful and they've filled some bad gaps in my communication with co-workers.
While you might find some use for this one in your personal life, it's really aimed at those conversations where you really need to have something happen. So, it's less "getting along", and more "getting it done".
While you might find some use for this one in your personal life, it's really aimed at those conversations where you really need to have something happen. So, it's less "getting along", and more "getting it done".
March 12, 2011
Everything that is achieved in an organization is the result of a conversation. The authors identify four types of conversations that must occur to consistently get the results you desire. They provide examples of how the conversations are applied and tips for developing mastery of each type. The book provided me with a useful framework for thinking about and improving the effectiveness of my own conversations.
November 9, 2015
INteresting book for managers to read. I read this for a leadership seminar I will be running later this summer. The types of conversations are familiar to me as a manager, but may not apply to all workplaces. I think this makes a lot of sense in the business world and non-profit organizational structure.
Valuable information though- keep it in mind if you are training to become a manager of groups of people.
Valuable information though- keep it in mind if you are training to become a manager of groups of people.
December 18, 2009
Good tips, but TOO MUCH repetitive. Even if the author would claim it to be intentional, it was way too much!!!
November 25, 2012
still reading it - so far like the idea and every time author touch the 4concept in different scenario it connects to my daily conversation regardless at work, with family and kids or with others....
Read
March 24, 2014Our department read the book as a group and have begun to implement the four conversation into our conversations. It has been great help to ensure accurate communication.
Displaying 1 - 13 of 13 reviews