There’s been a lot of talk lately about the Enabling Behaviours Conversation Guide that UNE is developing in partnership with consultants Acumen Global Partners.

So, what is it?

In simple terms, it’s a way for all of us to think differently about how we engage with each other and what we contribute to our workplace culture. It recognises that friction is inevitable, but there are ways we can respond that are appropriate and respectful.

While still in draft form, the guide and its supplementary materials are available here (https://www.une.edu.au/staff-current/culture-at-une/acumen) and we invite input from UNE staff as you road-test its application. Acumen recommends exploring the guide in discussions facilitated by UNE convenors or chatting with those who have participated in the small-group discussions held this month. This is a great way to learn more.

Hopefully, the guide will help to foster honest conversations and provide practical advice on how we can respond when our expectations are not met at work. This contributes to a more positive and supportive environment.

Respect. Trust. Responsibility.

One of the primary aims of the Enabling Behaviours Conversation Guide is to promote self-awareness and self-regulation.

It sets out the following key principles:

• Take responsibility for your thoughts, words and actions;
• Be an attentive listener;
• Be genuinely curious, to understand other perspectives;
• Be courageous to share your point of view, and willing to have others influence you with theirs;
• Appreciate and encourage others for what they do;
• Be gracious when people make mistakes; and
• Agree and commit to what is needed to follow-up and create resolution.

When we respect our differences and focus on shared goals, the possibilities for inclusion, innovation and creativity are endless.

Stop. Connect. Respond.

As positive as we try to be, sometimes we react with thoughts, words and behaviours that aren’t helpful. When an upset happens, we need a circuit breaker. To avoid escalating a situation or even retreating unhelpfully, it’s useful to:

• Stop – to notice how you feel and calm your thoughts;
• Connect – to yourself and trusted others to determine a reasonable outcome; and
• Choose a respectful response that focuses on purpose, possibilities and inclusion. Be honest, kind and clear.

It may help to consider the Enabling Behaviours Conversation Guide as an agreed way of working. Applying it can help us navigate day-to-day challenges and to leverage our strengths, for the benefit of ourselves, our colleagues and our university.

“The guide is a resource for creating a culture shift across the UNE Community. It can only be useful when leaders engage and demonstrate the change they wish to see, and when staff do the same,” said Acumen consultant Joan Johnson. “In our experience, change is best stewarded through well-facilitated small-group conversations. They create a level of safety for all voices to be heard, and to practice deeper listening and dialogue around the issues and ideas that matter to UNE.” 

Acumen has provided development for co-convenors to facilitate small-group conversations and future rounds will invite wider participation to extend the benefits. Acumen is also working with ExT, SLT and P&C to explore how to integrate the Enabling Behaviours Conversation Guide with organisational ways of working.

If you wish to discuss the draft guide and materials within a small group or team, please contact Acumen for guidance on how to ensure this is a safe and inclusive experience for all participants.

Send your feedback or questions to Acumen at baylee@acumenglobalpartners.com.