On Friday, July 18, 1997 12:03 AM, Vana Prewitt
[SMTP:vprewitt@mail.rdu.bellsouth.net] wrote:
...SNIP...
> I'm wondering if anyone on this list has had any luck using diversity in
> the workplace training techniques to help move an LO into position.
>
> I know that when we speak of "diversity" we usually refer to the
> stereotypical racial / gender issues. For me, however, diversity means
> just that. Different people have differnt ways of thinking. They've had
> different experiences and different perspectives. This doesn't mean
> someone is right and the other is wrong. It means they are different.
> Period.
>
> Being different doesn't have to be threatening. In fact, it can be really
> exciting if seen as an opportunity to explore new things.
> ...Snip....
I feel that Vana has a very important point. In any facilitated meeting,
one of the most important tasks for the facilitator is to draw out the
view of all members of the group. In cultures where one "type" are more
dominant, it is always more difficult to get the "different people" to
speak up in group. We can use meeting rules that forbade editing someone
else's issue, we can ask non-threatening questions of the quiet members,
we can even use a nominal group process to let them write issues that they
will not discuss. What more could we borrow from Diversity training?
Mike.....
--Michael A. Gort mail18081@pop.net (203) 316-9454
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>