diversity+inclusion=innovation (tscpa)

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slides from presentation joe gerstandt made for the Texas Society of CPAs in June 2011
joegerstandt.com

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  • Ned Herman
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  • diversity+inclusion=innovation (tscpa)

    1. 1. diversity & inclusion
    2. 5. NASA Managers MT Engineers MT Managers
    3. 6. NASA Managers MT Engineers MT Managers
    4. 9. <ul><li>joegerstandt.com </li></ul><ul><li>twitter.com/joegerstandt </li></ul><ul><li>joegerstandt.com/blog </li></ul><ul><li>linkedin.com/in/joegerstandt </li></ul><ul><li>youtube.com/joegerstandt </li></ul><ul><li>slideshare.net/joeg </li></ul>
    5. 10. <ul><li>What looks like resistance is often a lack of clarity. </li></ul><ul><li>Switch, Dan and Chip Heath </li></ul>
    6. 11. <ul><li>diversity is… </li></ul>
    7. 12. <ul><li>diversity is… </li></ul><ul><li>difference </li></ul>
    8. 13. <ul><li>diversity is… </li></ul><ul><li>difference </li></ul><ul><li>takes many forms </li></ul>
    9. 15. <ul><li>diversity is… </li></ul><ul><li>difference </li></ul><ul><li>takes many forms </li></ul><ul><li>relational </li></ul>
    10. 17. <ul><li>diversity is… </li></ul><ul><li>difference </li></ul><ul><li>takes many forms </li></ul><ul><li>relational </li></ul><ul><li>a catalyst </li></ul>
    11. 18. difference changes social groups: <ul><li>greater diversity </li></ul><ul><li>= </li></ul><ul><li>greater variance in performance </li></ul>
    12. 19. difference can be the cause of… <ul><li>Introducing or increasing difference in a social group can trigger: </li></ul><ul><li>we vs. they mentality </li></ul><ul><li>stereotyping </li></ul><ul><li>in-group favoritism </li></ul><ul><li>inter-group conflict </li></ul><ul><li>satisfaction, performance, turnover get worse </li></ul>
    13. 21. <ul><li>inclusion is… </li></ul><ul><li>Our ability to include difference and utilize the resources that we have access to. </li></ul><ul><li>fairness of employment practices </li></ul><ul><li>openness to difference </li></ul><ul><li>inclusion in decision making </li></ul><ul><li>integration of networks </li></ul>
    14. 22. <ul><li>“… being at home…” </li></ul><ul><li>“… belonging…” </li></ul><ul><li>“… able to bring my whole self to work…” </li></ul><ul><li>“… feeling that my unique contribution was valued…” </li></ul><ul><li>“… my perspective is always considered…” </li></ul><ul><li>“… I have a say in what happens…” </li></ul>
    15. 23. <ul><li>identity diversity: differences in our social identities. </li></ul><ul><li>cognitive diversity: differences in how we think and solve problems. </li></ul>
    16. 24. i d e n t i t y d i v e r s i t y
    17. 25. soci <ul><li>time </li></ul><ul><li>for </li></ul><ul><li>some exercise </li></ul>
    18. 26. cognitive diversity <ul><li>The extent to which the group reflects differences in knowledge, including beliefs, preferences and perspectives. </li></ul><ul><li>-Miller, et al (1998) Strategic Management Journal </li></ul>
    19. 27. analytical rational realistic factual logical definitive risk taker creative flexible synthesizer conceptual intuitive persistent planner organized disciplined detailed practical passionate cooperative empathetic expressive harmonizing responsive
    20. 28. Solving technical problems Analyzing complex issues Logical approach Interpersonal aspects of situations Ice breakers Socializing in meetings Conceptualizing Innovating Seeing the big picture Routine Meetings Details Structure Expressing ideas Understanding group dynamics Team building Logic ahead of feelings No interaction with people Implementing ideas Developing plans Follow-up and completion “ Blue Sky” thinking Not following the rules Joys Frustrations Joys Frustrations Joys Frustrations Joys Frustrations Cerebral Mode (abstract & intellectual thought) Limbic Mode (concrete and emotional processing) Left Mode Right Mode ANALYZE ORGANIZE STRATEGIZE PERSONALIZE
    21. 29. analytical rational realistic factual logical definitive risk taker creative flexible synthesizer conceptual intuitive persistent planner organized disciplined detailed practical passionate cooperative empathetic expressive harmonizing responsive
    22. 30. MBA Harvard University 100 people
    23. 31. MBA Harvard University 100 people team #1
    24. 32. MBA Harvard University 100 people team #1 team #2
    25. 33. MBA Harvard University 100 people team #1 team #2 friends with cognitive benefits
    26. 35. <ul><li>These theorems that when solving problems, diversity can trump ability and that when making predictions diversity matters just as much as ability are not political statements. They are mathematical truths. </li></ul><ul><li>-Scott Page </li></ul>
    27. 36. <ul><li>Groups often fail to outperform individuals because they prematurely move to consensus, with dissenting opinions being suppressed or dismissed. </li></ul><ul><li>-Hackman & Morris, Advances in Experimental Social Psychology </li></ul>
    28. 37. <ul><li>Exposure to minority dissent increases individual courage to resist group pressures to conformity. </li></ul><ul><li>-Nemeth, Chiles (1988) European Journal of Social Psychology </li></ul>
    29. 38. <ul><li>Minority dissent, even dissent that is wrong, stimulates divergent thought. Issues and problems are considered from more perspectives and group members find more correct answers. </li></ul><ul><li>-Nemeth, Staw (1989) Advances in Experimental Social Psychology </li></ul>
    30. 39. <ul><li>The debating of dissenting issues consequent to different approaches and perceptions associated with cognitive diversity has been found to stimulate divergent thinking, which is closely linked to creative output. </li></ul><ul><li>-Nemeth, Nemeth-Brown (2003) Group Creativity, Oxford University Press </li></ul>
    31. 40. <ul><li>If everyone is thinking the same thing, someone isn’t thinking at all. </li></ul><ul><li>-General George S. Patton </li></ul>
    32. 45. always disagree lack of trust us vs. them personal conflict
    33. 46. always disagree lack of trust us vs. them personal conflict always agree lack of honesty us vs. them meeting after the meeting
    34. 47. sweet spot
    35. 48. sweet spot
    36. 49. agree & disagree
    37. 50. agree & disagree inquiry vs. advocacy
    38. 51. agree & disagree inquiry vs. advocacy solutions vs. problems
    39. 52. agree & disagree inquiry vs. advocacy solutions vs. problems empathy
    40. 53. agree & disagree inquiry vs. advocacy solutions vs. problems empathy I & we
    41. 54. always disagree lack of trust us vs. them personal conflict always agree lack of honesty us vs. them meeting after the meeting
    42. 56. <ul><li>Survey of 1,800 people asked: </li></ul><ul><li>Does your boss need to change? </li></ul><ul><li>Do your peers need to change? </li></ul><ul><li>Do your subordinates need to change? </li></ul><ul><li>Do you need to change? </li></ul><ul><li>80% agreed that their boss, their peers and their subordinates need to change. </li></ul><ul><li>20% believe they need to change. </li></ul><ul><li>-Sue Annis Hammond, Andrea Mayfield </li></ul>
    43. 57. <ul><li>conformity & social pressure </li></ul><ul><li>labels & stereotypes </li></ul><ul><li>power & politics </li></ul><ul><li>skills for dialogue and disagreement </li></ul><ul><li>awareness </li></ul><ul><li>ground rules & expectations </li></ul>
    44. 59. stereotype <ul><li>A schema; a cognitive framework that contains our knowledge, beliefs, expectations and feelings about a social group. Stereotypes allow for no individuality. </li></ul>
    45. 60. stereotype <ul><li>waitress </li></ul><ul><li>librarian </li></ul>
    46. 61. <ul><li>smoke </li></ul><ul><li>bowl </li></ul><ul><li>eat hamburgers </li></ul>
    47. 62. <ul><li>smoke </li></ul><ul><li>bowl </li></ul><ul><li>eat hamburgers </li></ul><ul><li>knit </li></ul><ul><li>wear glasses </li></ul><ul><li>eat salads </li></ul>
    48. 64. in summary… <ul><li>Diversity means difference. </li></ul><ul><li>Difference shows up in many different forms. </li></ul><ul><li>Difference is present in every relationship / interaction we have. </li></ul>
    49. 65. in summary… <ul><li>Difference is valuable. </li></ul><ul><li>A catalyst, it increases the potential in a social group. </li></ul>
    50. 66. in summary… <ul><li>Inclusion is our ability to include difference. </li></ul><ul><li>Informs our ability to utilize resources available. </li></ul>
    51. 67. <ul><li>If we are not intentional, deliberate, and proactive about including difference, we will unintentionally exclude . </li></ul>
    52. 68. <ul><li>We are called to be architects of the future, not its victims. </li></ul><ul><li>-Buckminster Fuller </li></ul>
    53. 69. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death
    54. 70. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death
    55. 71. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death
    56. 72. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death
    57. 73. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death
    58. 74. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic
    59. 75. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic
    60. 76. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic
    61. 77. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic
    62. 78. Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic
    63. 80. thank you!
    64. 81. resources <ul><li>The Difference : How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies | Scott Page </li></ul><ul><li>The Wisdom of Crowds | James Surowiecki </li></ul><ul><li>A Whole New Mind | Daniel Pink </li></ul><ul><li>The Medici Effect | Frans Johansson </li></ul><ul><li>The Geography of Thought | Richard Nisbett </li></ul>
    65. 82. resources <ul><li>Achieving Success Through Social Capital: Tapping Hidden Resources in Your Personal and Business Network | Wayne E. Baker </li></ul><ul><li>The Whole Brain Business Book | Ned Herrmann </li></ul><ul><li>Competitive Advantage Through People: Unleashing the Power of the Work Force | Jeffrey Pfeffer </li></ul>
    66. 83. <ul><li>joe gerstandt </li></ul><ul><li>www.joegerstandt.com </li></ul><ul><li>[email_address] </li></ul><ul><li>www.twitter.com/joegerstandt </li></ul><ul><li>www.linkedin.com/in/joegerstandt </li></ul><ul><li>www.facebook.com/joegerstandt </li></ul><ul><li>402.740.7081 </li></ul>

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