Talking in circles
I think the Knights of the Round Table could teach us a thing or two about workplace communication.
They knew how to flatten hierarchical structures just by changing the furniture. They positioned themselves as equals; literally shaping their organisation with no top and no bottom, no order of precedence. One thing those knights knew was the power of a circle.
We instinctively know this power, too. When we talk about a close bond with our mates, we call it a friendship circle. When we come together with our team, we huddle in a circle before kick-off. We create inner circles, power circles, circles of influence.
In First Nations art, circles often represent meeting places. They might be billabongs, campfires, sacred spots – spaces where everyone comes together and decides important things for their mob. Indigenous Australia also gives us the yarning circle – a space to learn collectively, foster trust and build respectful relationships. A space to listen and be heard.
At Authentic Leaders Group, we know the simple act of sitting in a circle can be a powerful tool for connection. This is how we run our vulnerability sessions – circled around a campfire for story time and sharing. There might be the organisation’s general manager, a first-year apprentice, somebody who’s been in the job for two weeks, somebody who’s been in the job for 20 years. The circle is a process and a platform that helps them connect, helps them feel comfortable with opening up and getting vulnerable.
“In First Nations art, circles often represent meeting places. They might be billabongs, campfires, sacred spots – spaces where everyone comes together and decides important things for their mob. Indigenous Australia also gives us the yarning circle – a space to learn collectively, foster trust and build respectful relationships. A space to listen and be heard.”
In a circle, people listen and talk with intent. And after two years of being disconnected, communicating through screens and technology, we need that more than ever. A chance to sit down and share our stories and our struggles, what we’ve done and what we’ve learned.
The circle environment is made for this: simple and ancient and instinctive. There’s something about having everyone at the same eye level, looking inward and towards each other. It makes it impossible not to acknowledge the people across from you, the people around you.
Sitting in a circle makes us face each other. Not in a confrontational way, but as part of a group, part of a larger whole. There’s a platform for everyone to speak, and then to see the person who’s speaking. We can engage and encourage with body language and eye contact that’s plain to see.
Each person present has a unique perspective on the shared needs of the group. Maybe that first-year apprentice has insights on staff morale. Maybe the guy who’s been there for 20 years finally feels empowered to talk about stuff outside his job description. Ideas come from everywhere, from all types of experience, from all types of backgrounds. Why not open up and be able to use your people for the reason you hire them – to make your company better? This is what happens in a circle. This is where the big important stuff gets decided.
I think it’s time to bring circle thinking into the workplace. We can’t all be knights sitting at a round table. But we can create spaces – real and virtual – that promote trust, shared learning and open communications. We can champion breakthrough ideas, deeper relationships and safer, healthier work environments. Opportunities to connect on a human level and not just a work level.
“We can’t all be knights sitting at a round table. But we can create spaces – real and virtual – that promote trust, shared learning and open communications.”
We need to get creative. Think about where to introduce circle logic in our working lives. Can spaces be redesigned to bring different departments and levels together, to face each other, be open with each other? Can we leverage ‘unwork’ spaces, such as break rooms and lounges, to create connection and trust? Can we build genuine relationships and share learnings through online platforms? Create digital campfires? Feel part of a group and empowered to speak our own truths? Be humble and open, willing to listen, then act?
Circles give us a powerful framework to do these things. To foster more reward in our people, more connection, more buy-in. More belonging and ownership. And it starts by thinking in circles.