An overview of The Oxford Group's innovative management development programme - 5 Conversations. 5 Conversations is an inspiring programme that empowers managers to develop more trusting and successful relationships at work. This results in stronger employee engagement and transforms individual and business performance.

1. 5 Conversations
To transform trust & engagement at work

2. 5 Conversations
To transform trust & engagement at work
5 Conversations is an inspiring programme that empowers managers to develop
more trusting and successful relationships at work.
This results in stronger employee engagement and transforms individual and
business performance.
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3. 5 Conversations
To transform trust & engagement at work
What is employee engagement?
Studies define employee engagement
as having 3 key features:
• Organisational citizenship
• Willingness to give discretionary effort
• Intention to stay
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4. 5 Conversations
To transform trust & engagement at work
The business case for employee engagement
Numerous studies prove that high
employee engagement correlates with
superior business performance
“The Corporate Leadership Council reported
that engaged organisations grew profits as
much as three times faster than their
competitors.”
MacLeod Report
But how do we influence engagement?
4
McLeod D and Clarke N ‘Engaging for Success: enhancing performance through
employee engagement’, Office of Public Sector Information (July 2009).

5. 5 Conversations
To transform trust & engagement at work
The main driver of employee engagement
Engagement is built by the quality of
relationships people develop at work; especially
with their manager.
How well these relationships are built is
determined by the quality of conversations held
between a line manager and their employee.
Outstanding business performance
Superior employee engagement
Relationship with line manager
Quality of conversations
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6. 5 Conversations
To transform trust & engagement at work
But what is stopping us?
Managers, team leaders and directors often
don’t feel they have the time, courage or
knowledge to develop truly close, authentic
working relationships.
In a 2009 report to Government, researchers
identified that one of the four broad inhibitors to
effective engagement by and organisation’s
leadership and management was: “managers
may not share the beliefs, or may be illequipped to implement engagement
strategies.”
6
McLeod D and Clarke N ‘Engaging for Success: enhancing performance through
employee engagement’, Office of Public Sector Information (July 2009).

7. 5 Conversations
To transform trust & engagement at work
The power of conversation
In today’s work environment, amongst all the jargon, processes, performance
management, KPIs, email, social media , we have forgotten a simple truth:
the power of authentic, two-way, human conversations
to build relationships, trust, engagement and performance at work.
Throughout history people have talked to each – face to face, using gesture and touch,
smiles and frowns, sharing hopes and fears – to build trust and relationships and
collaboration, and to get things done.
The 5 Conversations programme takes communication back to its roots, with a scientific
and theoretical underpinning, and a practical focus that keeps human emotions at its core.
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8. 5 Conversations
To transform trust & engagement at work
What is 5 Conversations?
5 Conversations is a short programme consisting of:
• Pre-programme: reading, reflection and questions
• Workshop: a face to face workshop of up to 16 people led by two facilitators
• Optional post-workshop follow up support
This goes beyond a ‘learn and do’ skills course by focussing on intention and integrity.
The programme is conducted in a style that provides participants with insights into their own
behaviour by delving into neuroscience and human communication.
It provides a simple but powerful framework for holding 5 critical conversations that build trust,
engagement and performance.
It allows participants to think about, develop and test positive feelings and enabling beliefs about
holding these conversations – inspiring and energising them to create opportunities to put them into
practice.
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9. 5 Conversations
To transform trust & engagement at work
Programme format
•
The 5 Conversations programme is delivered in-company by accredited facilitators as:
–
A 2 day workshop for managers
–
A 1 day masterclass for senior Executives and Directors
–
A 2 day train the trainer accreditation workshop for in-house facilitators
•
Pre-programme work involving reading and reflective exercises is also included to help participants
prepare for the workshop.
•
It is conducted in small groups (14 - 16 participants : 2 trainers) to ensure:
–
–
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There are adequate opportunities for discussions and 1:1 time between participants and trainers.
–
•
The programme is conducted in a safe and intimate setting as participants will be challenged to disclose
about relationships, emotions and feelings.
There are multiple opportunities to try out conversations in pairs and sub-groups.
High quality facilitation from Oxford Group accredited facilitators who have an excellent understanding
of the neuroscience behind engagement.

10. 5 Conversations
To transform trust & engagement at work
Programme outcomes
At the end of the programme, participants will:
• Understand the human and neuroscience background to engagement
• Learn a simple but powerful agenda for holding each of the five conversations
• Develop the insights, enabling beliefs and emotional commitment necessary to make
these conversations happen as a integral part of every working day
• Pro-actively create opportunities to hold the conversations in the days, weeks and
months ahead
As a result, their team’s commitment and engagement will increase, leading to rapid and
measurable improvements in performance.
Trust is both a fuel and an outcome for this programme.
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11. 5 Conversations
To transform trust & engagement at work
Where did 5 Conversations originate?
• For 25 years our workshops about Performance Management and Coaching have
created conditions for trust, self-motivation and engagement, through authentic,
honest dialogue – “the spirit not the process”
• In 2008, Oxford Group was commissioned by AstraZeneca to create a workshop called
“Constructive Conversations” for 1,500 line managers worldwide to build engagement
and performance
• We received exceptional feedback and delivered measurable improvements in
employee engagement and performance
• Since Sept 2012 we have taken our learnings from the AstraZeneca course and
enhanced them with other sources to build the 5 Conversations programme
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12. 5 Conversations
To transform trust & engagement at work
What are the 5 conversations?
• Establishing a trusting relationship
• Agreeing mutual expectations
• Showing genuine appreciation
• Challenging unhelpful behaviour
• Building for the future
Although typically held between a manager and
their team, these conversations and the
accompanying changes in mind set can also
transform relationships with peers, customers
and suppliers.
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13. 5 Conversations
To transform trust & engagement at work
Programme structure
Introductions
The business case
for engagement
The neuroscience case
for engagement
Understanding the
dynamics between
ourselves and others
Conversation 1 –
Establishing a trusting
relationship
Conversation 2 –
Agreeing mutual
expectations
Conversation 3 –
Showing genuine
appreciation
Conversation 4 –
Challenging unhelpful
behaviours
Conversation 5 –
Building for the future
Consolidation
and Review
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Relationships
at work
Action planning and
Commitment
Close
The 5 conversations
overview

14. 5 Conversations
To transform trust & engagement at work
Neuroscience tells us:
• We are social animals; the brain is the
organ of relationship
• We make decisions based upon our
emotions – and it’s other people that
evokes our strongest emotions
• Stress causes our brain to shut down and
revert to primitive responses
• Our basic response is to approach and
maximise rewards and to avoid and
minimise risk
• When there is trust in a relationship we
are open to ideas, possibilities and
collaboration
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MacLean (1990)

15. 5 Conversations
To transform trust & engagement at work
FIVEC Model
The 5 Conversations programme is underpinned by the FIVEC model.
+
Move towards situation/person
Extent to
which these
are present
Familiarity
Influence
Move away from situation/person
-
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Value
Empowerment
Clarity

16. 5 Conversations
To transform trust & engagement at work
Conversation 1:
Establishing a trusting relationship
Conversation 1:
Establishing a
trusting
relationship

17. 5 Conversations
To transform trust & engagement at work
Conversation 1: Establishing a trusting relationship
Participants will:
•
Explore the principles and models of trust
–
–
•
Trust pyramid
Trust equation
Learn how to prepare for the conversation
–
–
Identifying who to speak to
–
•
Establishing the intention
Making an invitation
Use exercises to practice the elements and key questions of the
conversation
–
–
“What would you like to know about me and how I work, to
understand where I’m coming from?”
–
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“I’d like to meet up to talk about how we can build a really effective
working relationship”
What do I need to know about you, your motivations, style,
preferences so I can help you be your best and we can work together
really effectively?”

18. 5 Conversations
To transform trust & engagement at work
Conversation 2:
Agreeing
mutual
expectations

19. 5 Conversations
To transform trust & engagement at work
Conversation 2: Agreeing mutual expectations
Participants will:
•
Explore the importance of identifying what they want to
achieve and why, on a theoretical level
(Simon Sinek TED video – The Power of Why)
•
Understand how to prepare for the conversation
–
–
•
Establishing what they want to achieve
Identifying who is critical to their success
Use exercises to practise the elements and questions of the
conversation
–
–
“So what expectations should we have of each other?”
–
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“Let me tell you what I’m trying to achieve, and why”
–
•
“Tell me about what you are seeking to achieve and why”
“How can we hold each other to account for meeting these
expectations?”
Explore emotions connected to the expectations

20. 5 Conversations
To transform trust & engagement at work
Conversation 3:
Showing
genuine
appreciation

21. 5 Conversations
To transform trust & engagement at work
Conversation 3: Showing genuine appreciation
Participants will:
•
Explore the model of ‘Appreciative Inquiry’ vs. traditional
feedback mechanisms
•
Understand what genuine appreciation is both theoretically
and through an exercise
•
Understand and practise how to hold a conversation with their
colleagues in the workshop
•
Appreciative inquiry:
• “Talk to me about what’s going really well for you at
the moment”
•
•
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“What strengths and talents of yours are contributing
to this?”
•
•
“What are the reasons for this success?
“Where else can you deploy these strengths and
talents?”
Genuine appreciation:
• “Thank you for this contribution – I really appreciate
it!”

22. 5 Conversations
To transform trust & engagement at work
Conversation 4:
Challenging
unhelpful
behaviours

23. 5 Conversations
To transform trust & engagement at work
Conversation 4: Challenging unhelpful behaviours
Participants will:
•
Explore the principles of ‘non-violent communication’
–
–
Emerged from a need for peace-making skills with civil rights
activists
in the early 1960s, then used in hostage negotiation
–
•
Developed by Marshall Rosenberg
Way of honestly expressing needs and feelings whilst
maintaining positive personal relationships
Learn how to prepare for this conversation
–
–
Using the FIVEC model to prepare themselves for the conversation
–
•
Understanding the best way to bring up the subject
Establishing how to close the conversation in a way that ‘re-boots’
the relationship.
Understand and practice how to hold this conversation
–
–
Clarifying the aim of the conversation
–
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Incorporating their preparation
Using non-violent communication to address the issue and resolve
the behaviour

24. 5 Conversations
To transform trust & engagement at work
Conversation 4: Challenging unhelpful behaviours
Non-violent communication
Observations
Feelings
Needs
Requests
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I noticed you…
I bring this up because I’m…
It’s important because my need for…
is not being met
So would you be OK to…?

25. 5 Conversations
To transform trust & engagement at work
Conversation 5:
Building for
the future

26. 5 Conversations
To transform trust & engagement at work
Conversation 5: Building for the future
Question: Do you know the career aspirations of
your people as well as the head-hunter does?
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27. 5 Conversations
To transform trust & engagement at work
Conversation 5: Building for the future
Participants will:
•
Understand how to create the conditions to have an
open and honest conversation about the future
•
Learn how to explore what the present and future
aspirations look like using the future focus wheel
•
Understand what questions to ask during this
conversation
–
When speaking to a colleague
–
When speaking to a direct report
•
•
“What’s driving you to have these ambitions?”
•
“What opportunities can we create right now, for you
to move towards these goals here in this organisation?”
•
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“Where do you want to be 3-5 years from now?”
“What can we both do together to make this happen?”

28. 5 Conversations
To transform trust & engagement at work
Optional post-workshop follow up & support
We offer a range of follow-up support as optional additions to the 5 Conversations
programme. These options provide participants with a way of consolidating their learning
and continuing to develop. We are happy to discuss these options with clients to
determine the most appropriate option to fit with their organisation’s operations and
culture. The options include:
• Establishing a buddy system between participants on the programme
• Setting up action learning sets which can be facilitated either by the group of
participants themselves, or with support from one of our 5C facilitators
• Running a follow-up webinar for participants, for example 3 months after the
programme, to provide a forum for reviewing learning application and sharing best
practice
• Providing a one-to-one telephone coaching session for each participant with one of the
programme facilitators to review learning application and coach further skills building
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29. 5 Conversations
To transform trust & engagement at work
Closing the workshop
• Consolidation and review
• Commitment and action plan
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30. 5 Conversations
To transform trust & engagement at work
Action planning & sustaining the changes
• Identify upcoming critical incidents to hold a conversation – existing or to be created
• Get into pairs / buddies and commit to action and follow up
• Facilitated Action Learning Sets in 4, 8, 12 weeks
• 1 to 1 coaching (telephone)
• Follow up webinar with facilitator
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31. 5 Conversations
To transform trust & engagement at work
Costs
2-day course:
• £8,000 +VAT in UK
• €12,000 + TVA or equivalent in mainland Europe
• $20,000 (USD) + tax where applicable, everywhere else
1-day Masterclass :
• £5,000 +VAT in UK
• €8,000 + TVA or equivalent in mainland Europe
• $13,000 (USD) + tax where applicable, everywhere else
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32. 5 Conversations
To transform trust & engagement at work
Costs
Our prices include:
• Accredited trainers
• All course materials
• Administration pack for use by client’s training administrator, e.g. participant joining
instructions, specification for venue & equipment
• Programme evaluation processing and report
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33. 5 Conversations
To transform trust & engagement at work
Costs
Our prices do not include:
• Trainer travel, accommodation or subsistence (charged at cost)
• Training venue and equipment
• Refreshments during the programme
• Any expenses incurred by participants (e.g. travel, accommodation, subsistence)
• Administration of communications with individual participants (we provide an
administration pack with material that the client’s training coordinator can use)
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34. 5 Conversations
To transform trust & engagement at work
Costs
Optional follow-up activities:
• Learning partner system – included in the course price.
• Action learning sets; if face to face:
– £5,400 / €7,500 / $10,500 + tax + facilitator travel & expenses
• Action learning sets; if by webinar:
– £5,400 / €7,500 / $10,500 + tax + webinar admin & telephony at cost (if client uses OG webinar
system rather than their own)
• Follow-up webinar: £900 / €1,250 / $1,750 + tax + webinar admin & telephony at cost (if client uses
OG webinar system rather than their own)
• One-to-one telephone coaching: £3,600 / €5,000 / $7,000 + tax for one 45-minute telephone
coaching session for each of the 16 participants (assumes we can get through 8 sessions in a day)
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35. 5 Conversations
To transform trust & engagement at work
Contact us
Email us: marketing@oxford-group.com
Visit us: www.5conversations.co.uk
Contact us for:
• Exploratory discussion about how 5Cs could support your business
• Complimentary ‘immersion’ session, so you can experience part of the
programme
Follow us:
The Oxford Group |
@The_OxfordGroup