Sample slides from OD Network of Greater New York City December 2008 Presentation

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. 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
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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...
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4. Clear Points: Learner/Judger Mindset
Orientation/Nature of Internal Questions
Influence our…
Thinking
Feeling
Behavior
Relating
Outcomes
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Source: Marilee C. Goldberg, The Art of the Question (1998, pp. 161-178)

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?
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Source: Marilee Goldberg (1998, pp. 161-178).

6. Research that Informs Perspective…
Diversity Practitioner Study; Diversity Leadership & Coaching

7. Research Questions
– What experiences represent the competency development
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process for a sample of diversity practitioners? Why is each
experience important? Connection to development?
– How do diversity practitioners achieve their intended
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outcomes? Define role? Why? Action strategies?
– What are the resulting competencies that emerged from the
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experiences of doing this pioneering work in an evolving field of
practice?
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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.
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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
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10. Sample Participants…
Externals Internals
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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)
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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
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13. Thank you for
Are there any
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12 questions
13 minutes
14 minute
15minutes
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your
questions?
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14. Organization Development Network
OF GREATER NEW YORK
Dr. Terrence E. Maltbia
Department of Organization and Leadership
Teachers College, Columbia University
December 10, 2008