Over the last few weeks, I have been trying to get caught up on my business book reading - I was SOOO behind. I will be out of the country for the next three weeks, so I have cued up several posts about great books. These posts will be about books I recommend, because I don't have time to write about a book I would not recommend you buy.

Sixty percent of all management problems result from faulty communication. ~Peter Drucker

This post is about a unique book called, The Four Conversations: Communication That Gets Results by Jeffrey Ford and Laurie Ford. I first met the Fords about 15 years ago. Jeffrey teaches at Ohio State University in the business school, and both he and Laurie help individuals and teams communicate more effectively. There is something about the way they explain things - something about how they talk about conversations that is highly unique, interesting, and helpful.

Management is a social act and occurs in conversations. Therefore, managers ought to be great conversationalists. This means knowing the type of conversation that will best get the desired result. The Four Conversations helps readers determine when and how to use each type of conversation. Here are the four conversation the book covers:

  • Initiative Conversations: Create a Future
  • Understanding Conversations: Include and Engage
  • Performance Conversations: Ask and Promise
  • Closure Conversations: Create Endings

These are all critical for managers to learn and practice. From the introduction:

When our students and clients began to practice improving their skills with all four conversations in their work situations, they were amazed to discover how very small changes in the way they talked could produce unexpectedly positive outcomes. Practicing managers were impressed with how easy it was to get results, and quickly applied the lessons to get similar benefits outside of work, with spouses, families, and friends.

We have since learned many of the persistent issues people tolerate in organizations can be resolved by using these four conversations. True, some people do not want to change the way they communicate, or do not want to make changes in their work practices. However, we have found most people are willing to make minor adjustments in their speaking and listening to gain major improvements in results and relationships.

Good stuff - pick up your copy today!


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