Organization Development Network
OF GREATER NEW YORK


Dr. Terrence E. Maltbia
Department of Organization and Leadership
T...
Today’s Topics

Research
– Diversity Practitioner Study
– Diversity Leadership


Setting The Stage
– Diversity General Wor...
Opening Activity: Mindsets

Purpose
  Actions are responses to our questions (stated/unstated: M. C.
  Goldberg, 1998)

  ...
Clear Points: Learner/Judger Mindset


Orientation/Nature of Internal Questions
Influence our…
  Thinking
  Feeling
  Beha...
Mindsets: Clear Points…
Function Judger Self                                    Learner Self
           Sample Guiding Que...
Research that Informs Perspective…
  Diversity Practitioner Study; Diversity Leadership & Coaching
Research Questions


    –   What experiences represent the competency development
1
        process for a sample of diver...
Theoretical Framework




Governing Variables
Governing Variables                                   Role Expectations     ...
Method
Follow-up—to a descriptive, exploratory qualitative Diversity
Practitioner Case Study completed in 2001 based on a ...
Sample Participants…
Externals             Internals




                 10
Findings: Role Identity, Intentions,
             & Focus

                                   Intentions/Objectives       ...
Lessons Learned…
Diversity is life work, a journey, not a destination


Diversity is not simply a formula or set of tools ...
Thank you for
Are there any
  10
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  12 questions
  13 minutes
  14 minute
  15minutes
   2
   3
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  ...
Organization Development Network
OF GREATER NEW YORK


Dr. Terrence E. Maltbia
Department of Organization and Leadership
T...
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Diversity Presentation Od Network Sample Slides

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Diversity Presentation Od Network Sample Slides

  1. 1. Organization Development Network OF GREATER NEW YORK Dr. Terrence E. Maltbia Department of Organization and Leadership Teachers College, Columbia University December 10, 2008
  2. 2. Today’s Topics Research – Diversity Practitioner Study – Diversity Leadership Setting The Stage – Diversity General Work and Diversity Specific Work Diversity Practitioner Roles and Competencies – External and Internal 2
  3. 3. Opening Activity: Mindsets Purpose Actions are responses to our questions (stated/unstated: M. C. Goldberg, 1998) Learn to be intentional in how we frame our experiences – connections to resonant forms of leadership and leveraging diversity Guidelines As I read two sets of words… Be mindful of what you are thinking, feeling, and so on... 3
  4. 4. Clear Points: Learner/Judger Mindset Orientation/Nature of Internal Questions Influence our… Thinking Feeling Behavior Relating Outcomes 4 Source: Marilee C. Goldberg, The Art of the Question (1998, pp. 161-178)
  5. 5. Mindsets: Clear Points… Function Judger Self Learner Self Sample Guiding Questions… Sample Guiding Questions… Thinking What is wrong with me (or the other How can I best understand what’s going on person, or the situation)? here/now? What is impossible? How can I protect or defend myself? What are my goals? What are my choices? How can I avoid, stop, or control this What am I feeling? How can I accept & Feeling feeling? How could I get hurt? embrace what I’m feeling? What will people think if they see me How can I calm myself? What’s one thing I feeling this way? can do now to help me feel better? Support? How can I prove I’m right? What is the most appropriate way to do this? Behaving How can I get them to do what I How can I contribute to getting this done or want? moving this situation forward? In what ways is he/she less (or more) In what ways are we alike? How could our Relating important, worthy, or significant than differences be a contribution to each other I am? given the situation? How is his/her reaction connected Should I take this personally? Other with me? explanations? 5 Source: Marilee Goldberg (1998, pp. 161-178).
  6. 6. Research that Informs Perspective… Diversity Practitioner Study; Diversity Leadership & Coaching
  7. 7. Research Questions – What experiences represent the competency development 1 process for a sample of diversity practitioners? Why is each experience important? Connection to development? – How do diversity practitioners achieve their intended 2 outcomes? Define role? Why? Action strategies? – What are the resulting competencies that emerged from the 3 experiences of doing this pioneering work in an evolving field of practice? 7
  8. 8. Theoretical Framework Governing Variables Governing Variables Role Expectations Approach Outcomes Role Expectations Approach Outcomes (master program/ (master program/ (intentions) (action strategies) (match/mismatch) (intentions) (action strategies) (match/mismatch) worldview) worldview) Competencies Associated with Effectiveness in the Role Source: Author’s adaptation of concepts in J. C. Flanagan’s, “The Critical Incident Technique,” Psychological Bulletin, 1954, Vol. 51, pp. 327-358; C. Argyris’, “Knowledge for Action,” Jossey-Bass, 1993; R. E. Boyatzis’, “The Competent Manager,” John Wiley & Sons, 1981; D. D. Dubois’, “Competency-Based Performance Improvement,” HRD Press, 1993; and L. M. Spencer & S. M. Spencer’s, “Competence at Work,” John Wiley & Sons, 1993. 8
  9. 9. Method Follow-up—to a descriptive, exploratory qualitative Diversity Practitioner Case Study completed in 2001 based on a sample of 20 (external experts and internal leaders) Continue inquiry—study identified coaching/mentoring in the context of diversity leadership as critical areas of future research Limitation—follow-up work focused on literature from selected sources & prior studies – given limited presence of empirical research on the topic in a workplace context Rationale—priority given to “peer review” articles combined with “best practice” studies that provide an account of the state of this emerging field of practice − Cited frequently by recent-post 2001literature reviews and dissertations focused on various diversity topics − Emphasis on the interaction between diversity practices and leadership 9
  10. 10. Sample Participants… Externals Internals 10
  11. 11. Findings: Role Identity, Intentions, & Focus Intentions/Objectives Focus of Intervention General Role Expectations Design and develop Creating awareness and Opening Doors: Representation focused diversity interventions (may Generating knowledge include diagnostic work) Opening Minds: Building skills and Create productive work and Understanding differences, learning climates capability Valuing diversity Applying learning to real- Opening Systems: Lead the diversity change world situations, which may Managing and Leveraging process include transformation Diversity (self, others, and/or systems) 11
  12. 12. Lessons Learned… Diversity is life work, a journey, not a destination Diversity is not simply a formula or set of tools and protocols Diversity work is both art and science and is highly contextual Diversity work is successful when applied to meet the needs of the specific situation, there is no one size fits all Diversity work involves deep changes in everyone engaged in drawing out and productively working with differences in organizations 12
  13. 13. Thank you for Are there any 10 11 12 questions 13 minutes 14 minute 15minutes 2 3 4 5 6 7 8 9 1 your questions? 13
  14. 14. Organization Development Network OF GREATER NEW YORK Dr. Terrence E. Maltbia Department of Organization and Leadership Teachers College, Columbia University December 10, 2008

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