One way to proceed (depending on the actual numbers) is to bring the
committee together at lunch meetings (catered of course). The meetings
must not have stringent time constraints (other than naturally occuring
schedules) and must not have an agenda. Each person receives
encouragement to "share" what is going on. After the third such meeting
or so, the facilitator can press fo details. This effort is based in
group counseling and free association techniques, so for details on
specifics, go to these research bases. I have used this approach in three
settings. It reduces fear and anxiety, increases self-confidence, and
supervisors and managers feel some organizational support that other
employees sense. Of course, if the organization rewards secrets,
competition, and withholding information, resources, and so forth, then no
effort will reduce fear and employees will sense that, too.
Jesse W. White
jeswhite@comp.uark.edu
"Industry without art is brutality." - Coomaraswamy
--"Jesse W. White" <jeswhite@comp.uark.edu>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>