perspective: a new window on diversity. workshop overview 1.about this course 2.about diversity...

PERSPECTIVE:PERSPECTIVE:A NEW WINDOW ON DIVERSITYA NEW WINDOW ON DIVERSITY

Workshop OverviewWorkshop Overview

1. About This Course

2. About Diversity

3. About Humanity

4. About Leverage

5. Building a Diverse Organization

Plans and Commitment

1. About This Course

2. About Diversity

3. About Humanity

4. About Leverage

5. Building a Diverse Organization

Plans and Commitment

Objectives of this CourseObjectives of this Course

• By gaining a new perspective on our differences, we can leverage our organization’s diversity in ways that maximize our collective strengths and minimize our weaknesses.

• By gaining a new perspective on our differences, we can leverage our organization’s diversity in ways that maximize our collective strengths and minimize our weaknesses.

What are the BENEFITS?What are the BENEFITS?

• Increased organizational productivity• Speedier conflict resolution• Lasting conflict resolution• Enhanced ability to recognize

opportunities• Better relationships with co-workers

and customers

• Increased organizational productivity• Speedier conflict resolution• Lasting conflict resolution• Enhanced ability to recognize

opportunities• Better relationships with co-workers

and customers

Remember:Remember:

• The effectiveness of today’s training begins and ends with me.

• The effectiveness of today’s training begins and ends with me.

What is PERSPECTIVE?What is PERSPECTIVE?

• how I view the world and everything in it.

• how I view the world and everything in it.

What is LEVERAGE?What is LEVERAGE?

There are many ways to move the boulder. The best ways will involveThere are many ways to move the boulder. The best ways will involveSTRATEGIC use of ENERGY for the greatest EFFECT.STRATEGIC use of ENERGY for the greatest EFFECT.

What is DIVERSITY?What is DIVERSITY?

• The fact or quality of being different.

• The fact or quality of being different.

A Diversity Principle:A Diversity Principle:

• Different people see the same things differently.

• Different people see the same things differently.


• Because we see the same things differently, we assign value based on our different experiences.

• Because we see the same things differently, we assign value based on our different experiences.

Organizational approaches to DiversityOrganizational approaches to Diversity

COMPLIANCE:COMPLIANCE: • A desire to obey the law and avoid negative consequences.

• An attempt to address historical wrongs.

• A desire to obey the law and avoid negative consequences.

• An attempt to address historical wrongs.


COMPASSION:COMPASSION: • A need to better understand our co-workers and customers.

• A desire to improve the quality of our interactions.

• A need to better understand our co-workers and customers.

• A desire to improve the quality of our interactions.


COMPETENCE:COMPETENCE: • A need to achieve our collective goals and objectives.

• A desire to work together and serve our clientele without diversity-related problems.

• A need to achieve our collective goals and objectives.

• A desire to work together and serve our clientele without diversity-related problems.


CREATIVITY:CREATIVITY: • A need to use our differences to increase our strengths and provide a competitive edge.

• A desire to identify opportunities that others might miss or perceive as problems.

• A need to use our differences to increase our strengths and provide a competitive edge.

• A desire to identify opportunities that others might miss or perceive as problems.

About Differences and SimilaritiesAbout Differences and Similarities

• There are 350,000 species of beetles. There is ONE species of humans.

• We are more alike than we are different.

• There are 350,000 species of beetles. There is ONE species of humans.

• We are more alike than we are different.

About Differences and SimilaritiesAbout Differences and Similarities

• We DO what we do to GET what we NEED.

• We DO what we do to GET what we NEED.

Basic needs we all shareBasic needs we all share

• PERSONAL• PERSONAL

Live Love

Significance Variety

Basic needs we all shareBasic needs we all share

• ORGANIZATIONAL• ORGANIZATIONAL

People

Purpose

Productivity

Progress

The Galileo Reality ModelThe Galileo Reality Model

NEEDS BELIEF WINDOW

BRIDGE RESULTS

FEEDBACK

BEHAVIOR

INVISIBLE VISIBLE


• To be truly effective, we must meet our needs over time.

• To be truly effective, we must meet our needs over time.

• Racial and ethnic groups are real the way money is real – because people believe they are and act on their beliefs.

– DAVID BERREBY, Us and Them

• Racial and ethnic groups are real the way money is real – because people believe they are and act on their beliefs.

– DAVID BERREBY, Us and Them

A Key Question:A Key Question:

• Will these results meet our needs over time?

• Will these results meet our needs over time?


• People often respond differently to the same situation because of what they have written on their Belief Window.

• People often respond differently to the same situation because of what they have written on their Belief Window.


• We are not always aware of what we have written on our Belief Window. This can mean we are not always testing our beliefs for accuracy.

• We are not always aware of what we have written on our Belief Window. This can mean we are not always testing our beliefs for accuracy.


• Our ability to leverage diversity depends on challenging our beliefs.

• Our ability to leverage diversity depends on challenging our beliefs.

Diversity & the MindDiversity & the Mind

• Rational Conscious

• Rational Conscious

• Emotional Subconscious

• Emotional Subconscious

• DIFFERENT = DANGEROUS• DIFFERENT = DANGEROUS

ImprintingImprinting

Significant Emotional Experience

Significant Emotional Experience

Recent Experience Recent Experience

Self Talk

Conversation

Reading

Writing

Visualizing

Kinetics

Behavior

Repeated Experience

Repeated Experience

DIFFERENT = INFERIORDIFFERENT = INFERIOR

DIFFERENT = INFERIOR SUPERIOR

DIFFERENT = INFERIOR SUPERIOR

DIFFERENT INFERIOR SUPERIOR

DIFFERENT INFERIOR SUPERIOR

The Pre-Judging ContinuumThe Pre-Judging Continuum

AcceptanceAcceptance PrejudicePrejudice

Nojudgment

Nojudgment ClassificationClassification BiasBias

Stereotyping

Truth Tools: The Why DrillTruth Tools: The Why Drill

• What EVIDENCE do you have to support that BELIEF?

• Who or what was the SOURCE?

• How RELIABLE is the SOURCE? (Did this BELIEF meet their needs over time?

• What EVIDENCE do you have to support that BELIEF?

• Who or what was the SOURCE?

• How RELIABLE is the SOURCE? (Did this BELIEF meet their needs over time?

Truth Tools: Observe BehaviorTruth Tools: Observe Behavior

• What’s really HAPPENING here?

• Am I seeing what I WANT to see or EXPECT to see, instead of what’s REALLY going on?



I cdnuolt blveiee taht I cluod aulaclty uesdnatnrd waht I was rdgnieg. The phaonmneal pweor of the hmuan mnid! Aoccdrnig to a rscheearch at Cmabrigde Uinervtisy, it deosn't mttaer in waht oredr the ltteers in a wrod are; the olny iprmoatnt tihng is taht the frist and lsat ltteer be in the rghit pclae. The rset can be a taotl mses and you can sitll raed it wouthit a porbelm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef, but the wrod as a wlohe. Amzanig, huh?

I cdnuolt blveiee taht I cluod aulaclty uesdnatnrd waht I was rdgnieg. The phaonmneal pweor of the hmuan mnid! Aoccdrnig to a rscheearch at Cmabrigde Uinervtisy, it deosn't mttaer in waht oredr the ltteers in a wrod are; the olny iprmoatnt tihng is taht the frist and lsat ltteer be in the rghit pclae. The rset can be a taotl mses and you can sitll raed it wouthit a porbelm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef, but the wrod as a wlohe. Amzanig, huh?

Truth Tools: Observe BehaviorTruth Tools: Observe Behavior



• What’s LIKELY to happen in the future?



• What’s LIKELY to happen in the future?

Truth Tools: Use BenchmarkingTruth Tools: Use Benchmarking

• Does it work the SAME WAY in other ENVIRONMENTS?

• Is it TRUE for EVERYONE in my SITUATION?

• What are others DOING?• How WELL is it WORKING?

• Does it work the SAME WAY in other ENVIRONMENTS?

• Is it TRUE for EVERYONE in my SITUATION?

• What are others DOING?• How WELL is it WORKING?

Truth Tools: Look at HistoryTruth Tools: Look at History

• What REALLY HAPPENED?

• What are my SOURCES?• How CREDIBLE are they?• Are we REPEATING old

PATTERNS?• What will make it DIFFERENT this

TIME?

• What REALLY HAPPENED?

• What are my SOURCES?• How CREDIBLE are they?• Are we REPEATING old

PATTERNS?• What will make it DIFFERENT this

TIME?

Learning From The Past


NEEDS

FEEDBACK

BELIEF WINDOW

BRIDGE RESULTSBEHAVIOR

• Pro: Forward

• Duce: To lead

• Productivity: Leading forward…

• Pro: Forward

• Duce: To lead

• Productivity: Leading forward…

• Efficient = Results right now

• Effective = Results over time

• Efficient = Results right now

• Effective = Results over time

How we imprint groupsHow we imprint groups

PracticePractice

StructureStructure

Meetings & Internal

Communications

Meetings & Internal

Communications

Employee MeetingsEmployee Meetings

Leadership BehaviorLeadership Behavior

PolicyPolicy

StrategiesStrategies

Signage & Decor

Signage & Decor

Rumor MillRumor Mill

The LEVERAGE PROCESSThe LEVERAGE PROCESS

1. Identify common ground.

2. Acknowledge differences.

3. Accept differences.

4. Identify opportunities.

5. Capitalize on differences.

6. Assume responsibility.

1. Identify common ground.

2. Acknowledge differences.

3. Accept differences.

4. Identify opportunities.

5. Capitalize on differences.

6. Assume responsibility.

A Key Question:A Key Question:

WHAT AM I GOING TO DO TO MAKE THIS

HAPPEN?

WHAT AM I GOING TO DO TO MAKE THIS

HAPPEN?

The Diversity Plan FrameworkThe Diversity Plan Framework

Belief Window ChangesBelief Window Changes


Physical and human resourcesPhysical and human resources


Structural changesStructural changes

Time andPriority


I WILL:I WILL:

• Read the Perspective Guidebook within 48 hours

• Share this information with someone else this week

• Complete and begin to implement my personal Diversity Plan within 48 hours

• Contribute to my Team Diversity Plan as appropriate

• Let Linda know what happens– [email protected]

• Read the Perspective Guidebook within 48 hours

• Share this information with someone else this week

• Complete and begin to implement my personal Diversity Plan within 48 hours

• Contribute to my Team Diversity Plan as appropriate

• Let Linda know what happens– [email protected]

E PLURIBUS UNUM E PLURIBUS UNUMOut of many, oneOut of many, one

PERSPECTIVE:PERSPECTIVE:A NEW WINDOW ON DIVERSITYA NEW WINDOW ON DIVERSITY

Thanks for Coming!Thanks for Coming!


NEEDS

FEEDBACK

BELIEF WINDOW

BRIDGE RESULTSBEHAVIOR

perspective: a new window on diversity. workshop overview 1.about this course 2.about diversity...

Documents

organizations diversity

diversityrelated problems

organizational approaches

different people

different experiences

new window

new perspective

basic needs