DTU Leadership Dialogue
DTU follows a dialogue-based approach to leadership evaluation
DTU Leadership Dialogues replace the questions about leadership evaluation which were previously an integrated part of the satisfaction survey.DTU Leadership Dialogue
Getting started!
As an employee, manager, union representative or occupational health and safety representative, you can find additional material below.
If you cannot find answers to your questions, you are welcome to contact your HR Partner.
From survey to dialogue
The value of dialogue over a survey is first and foremost that we need to listen and connect to each other’s thoughts and ideas. Both parties in a relationship have good reasons behind what they think and say. It is only when we listen to each other that it becomes possible to understand what position the other person is speaking from. This is a good first step to finding common ground.
In relation to the continued leadership development at DTU, dialogue is also a good starting point for strengthening the collaboration on employee input with regard to what the manager can do more of/less of.
Anonymity
The anonymous survey provides a snapshot of an organization’s attitude to past experiences. Moreover, the anonymous survey makes the result difficult to access, since we can only act on what we have the courage to say out loud.
Therefore, the purpose of the DTU Leadership Dialogue is to establish a culture and structure that encourages dialogue about collaboration and management. Experience shows that greater focus on reflection and dialogue contributes to an ongoing qualification of leadership efforts. Therefore, everyone at DTU is being invited to participate in the current dialogue about leadership, which focuses on the manager’s and the employee’s own experiences as well as their wishes for leadership development.
That said, there may be situations where you feel uncomfortable discussing your own manager. In such cases, you are encouraged to contact a colleague you trust, your local collaboration and/or occupational health and safety representative, your HR partner, your manager’s manager, or DTU’s psychological counselling.
NB: If the desire for anonymity is about abusive behaviour, you can learn about DTU’s position on abusive behaviour here at DTU Inside. You can also find information on all the various contact options.
Information about what happens during DTU Leadership Dialogue
Head of department
The relevant head of department for the unit is responsible for ensuring that all managers invite their employees to a DTU Leadership Dialogue.
Agreements on preparation, execution, and next steps are handled by a planning group, where the mandatory participants are the head of department, the vice-chair of the Local Collaboration Committee (LSU) and the HR partner.
Prior to a leadership dialogue, one or more planning meetings are always held between the head of department, the vice-chair of the Local Collaboration Committee and the HR partner. The meeting provides an opportunity to voice any concerns. This might be concerns from employees who are uncomfortable with their manager, employee groups who are experiencing challenges, or managers about whom there is already a degree of uncertainty.
Vice-chair of the Local Collaboration Committee
The vice-chair of the Local Collaboration Committee is responsible for including well-being and management on the committee’s agenda. In addition, the vice-chair has a mandatory role in the planning group. The vice-chair will often know whether there are any themes that have to be taken into account when planning the leadership dialogues.
The Local Collaboration Committee is also able to suggest that leadership dialogues are held more frequently based on the number of enquiries.
HR Partner
- Manager invites their own employees
- HR Partner is available for support (e.g. regarding planning).
- HR Partner helps with facilitation (and, if relevant, debriefing).
- It is the manager’s responsibility to ensure follow-up on next steps.
- The manager’s manager follows up during the annual LUS (mandatory).
AMO (Work Environment)
The AMO has the opportunity to raise awareness of the need for a wellbeing-and/or a leadership dialogue.
AMO representatives (AMR) and union representatives (TR) are often aware of issues that need to be taken into account when planning both wellbeing and leadership dialogues.
If there is any uncertainty about the process, it is always a good idea to reach out to an AMR or TR for an informal chat.
Contact HR partner Find information about the HR partner affiliated with your office or department.
