From a joe gerstandt presentation at the 2014 Indiana SHRM conference focused on cognitive diversity or diversity of thought.
@joegerstandt
joegerstandt.com
FORWARD! Authenticity, Diversity and Inclusion for The FutureJoe Gerstandt
On April 1, 2014 The Workforce Diversity Network sponsored a half day workshop at the Rochester Institute of Technology, featuring joe gerstandt.
joegerstandt.com
@joegerstandt
Female athletes’ perceptions of conflict in sport may 16 2011Jane Hurly
How do female athletes perceive conflict in sport? Sport psychologist and professor, Dr. Nick Holt of the University of Alberta explains how to avoid conflict on teams from escalating, getting out of control and how to build a team that's strong when conflicts do occur.
Using MBTI for Leadership Development and Team Building - 2014 Nebraska Pork ...Brent Green
An overview of using the MBTI in Leadership Development and Team Building. This is the first in a series of workshops that our organization uses to help develop agricultural companies and organizations.
Presentation to sports diploma students introducing them to the various styles of leadership and management using sports and movies as learning oppportunities
Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.
This slide deck covers a typical one day authentic leadership development day that we deliver at the Antwerp Management School. Topics like trust, politics, power, authenticity, shared leadership, transformational leadership , implicit leadership theories, cross cultural differences in leadership, etc are covered
“The Personality Compass” is a 5-minute (or less) quiz first outlined by Diane Turner in The Personality Compass: A New Way to Understand People.
By filling out a brief questionnaire, you learn which arrow of the compass aligns with your temperament.
The objective of discovering your true north (or east, or south, or west) is :
To identify how your own sensibilities differ from your colleagues so that everyone can better understand—and collaborate—with one another.
“Each type is different,” reads the instruction sheet for the test.
“Each has different
Preferences,
Different strengths,
Different weaknesses, and
Different points of view.
At times those differences can create difficulties and clashes, but if we understand the differences we can find ways to work together and that can become a great strength!”
One will learn to appreciate everyone’s unique talents to create a more synergetic environment.
Lead 9102 Authentic Leadership Jones, Kuehn, Marquise, WesleyShaniqua Jones, MA
Authentic leaders show to others that they genuinely desire to understand their own leadership to serve others more effectively (George, 2010).
From a theoretical and practical research view as well as one who exemplifies Authentic Leadership, Dr. Martin L. King Jr.;the constructs and development of Authentic Leadership; and a training component...you will be able to understand your authenticity!
Working in teams is challenging and understanding MBTI can make the experience more engaging while increasing team effectiveness . Know yourself, your individual personality type, and the type of your team as a whole. Learn how to work together for positive results. Make good happen in your organization.
Authentic Leadership - Focusing on Strengths and SolutionsTim Bright
My presentation at the 5th Bursa Management Conference in December 2012. The conference is organised by the Bursa Chamber of Commerce and Industry (BTSO) and Peryon (the HR association).
FORWARD! Authenticity, Diversity and Inclusion for The FutureJoe Gerstandt
On April 1, 2014 The Workforce Diversity Network sponsored a half day workshop at the Rochester Institute of Technology, featuring joe gerstandt.
joegerstandt.com
@joegerstandt
Female athletes’ perceptions of conflict in sport may 16 2011Jane Hurly
How do female athletes perceive conflict in sport? Sport psychologist and professor, Dr. Nick Holt of the University of Alberta explains how to avoid conflict on teams from escalating, getting out of control and how to build a team that's strong when conflicts do occur.
Using MBTI for Leadership Development and Team Building - 2014 Nebraska Pork ...Brent Green
An overview of using the MBTI in Leadership Development and Team Building. This is the first in a series of workshops that our organization uses to help develop agricultural companies and organizations.
Presentation to sports diploma students introducing them to the various styles of leadership and management using sports and movies as learning oppportunities
Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.
This slide deck covers a typical one day authentic leadership development day that we deliver at the Antwerp Management School. Topics like trust, politics, power, authenticity, shared leadership, transformational leadership , implicit leadership theories, cross cultural differences in leadership, etc are covered
“The Personality Compass” is a 5-minute (or less) quiz first outlined by Diane Turner in The Personality Compass: A New Way to Understand People.
By filling out a brief questionnaire, you learn which arrow of the compass aligns with your temperament.
The objective of discovering your true north (or east, or south, or west) is :
To identify how your own sensibilities differ from your colleagues so that everyone can better understand—and collaborate—with one another.
“Each type is different,” reads the instruction sheet for the test.
“Each has different
Preferences,
Different strengths,
Different weaknesses, and
Different points of view.
At times those differences can create difficulties and clashes, but if we understand the differences we can find ways to work together and that can become a great strength!”
One will learn to appreciate everyone’s unique talents to create a more synergetic environment.
Lead 9102 Authentic Leadership Jones, Kuehn, Marquise, WesleyShaniqua Jones, MA
Authentic leaders show to others that they genuinely desire to understand their own leadership to serve others more effectively (George, 2010).
From a theoretical and practical research view as well as one who exemplifies Authentic Leadership, Dr. Martin L. King Jr.;the constructs and development of Authentic Leadership; and a training component...you will be able to understand your authenticity!
Working in teams is challenging and understanding MBTI can make the experience more engaging while increasing team effectiveness . Know yourself, your individual personality type, and the type of your team as a whole. Learn how to work together for positive results. Make good happen in your organization.
Authentic Leadership - Focusing on Strengths and SolutionsTim Bright
My presentation at the 5th Bursa Management Conference in December 2012. The conference is organised by the Bursa Chamber of Commerce and Industry (BTSO) and Peryon (the HR association).
Future of Diversity and Inclusion: 5 Next Practices (handout) SHRM 2014Joe Gerstandt
simple handout for the SHRM 2014 session The Future of Diversity and Inclusion: 5 next Practices
06/24/2014 10:45AM-12:00PM - W101
1.25 HR Credit | Competencies: Global and Cultural Effectiveness
@joegerstandt
Diversity and Inclusion Webinar Slides - September 2016Stephen Shinnan
Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
Let The Wild Rumpus Start (NEHHLS 2012)Joe Gerstandt
Workshop on leveraging cognitive diversity to drive innovation, delivered by joe gerstandt at the 2012 Northeast Home Health Leadership Summit in Boston MA.
A presentation on cognitive diversity (diversity of thought) as a key driver for decision making, problem solving and innovation delivered at the ASAE Great Ideas Conference (March 2011) by joe gerstandt....
www.joegerstandt.com
The Future of Diversity and Inclusion: 4 Next Practices (2014 Bahamas HRDA Co...Joe Gerstandt
Slides from joe gerstandt keynote message delivered to the 2014 Bahamas Human Resource Development Association Annual Conference - The Future of Diversity and Inclusion
Future of Diversity and Inclusion (draft) SHRM 2014Joe Gerstandt
not quite yet fully baked, but a slide deck for the Future of Diversity and Inclusion: 5 Next Practices session at SHRM 2014: 06/24/2014 10:45AM-12:00PM W101
1.25 HR Credit | Competencies: Global and Cultural Effectiveness
@joegerstandt
Inclusive networks (2014 Forum on Workplace Inclusion)Joe Gerstandt
slides from a presentation delivered by joe gerstandt at the 2014 Forum on Workplace Inclusion ...this session considered the importance or relationships, networks of relationships and Social Network Analysis (SNA/ONA) to diversity practitioners, diversity leaders and as a possible diversity and inclusion focus.
Slides from a presentation delivered by joe gerstandt at the 2013 Diversity Summit in Houston, Texas. This presentation introduces Social Network Analysis (SNA) / Organizational Network Analysis (ONA) as powerful tools for Diversity and Inclusion work. When there are disparities in employee experience outcomes (retention, engagement, etc.), there are often times underlying disparities in the networks of relationships.
15. groupthink:
mode of thinking that happens
when the desire for harmony in a
decision-making group overrides a
realistic appraisal of alternatives.
Group members try to minimize
conflict and reach a consensus
decision without critical evaluation
of alternative ideas or viewpoints.
16. 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.
-Nemeth, Staw (1989) Advances in Experimental
Social Psychology
20. Group vs. Individual Decision Making
groups individuals
accuracy
speed
creativity
degree of
acceptance
efficiency
21. Group vs. Individual Decision Making
groups individuals
accuracy x
speed x
creativity x
degree of
acceptance
x
efficiency x
22. Groups often fail to
outperform individuals
because they prematurely
move to consensus, with
dissenting opinions being
suppressed or dismissed.
-Hackman, Morris (1975) Advances in Experimental Social
Psychology
23. Group vs. Individual Decision Making
groups individuals
accuracy x
speed x
creativity x
degree of
acceptance
x
efficiency x
24. Group intelligence is
not strongly tied to
either the average
intelligence of the
members or the team’s
smartest member.
-Thomas Malone, MIT Center for Collective
Intelligence
25. cognitive diversity
The extent to which the
group reflects differences
in knowledge, including
beliefs, preferences and
perspectives.
-Miller, et al (1998) Strategic Management Journal
27. 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)
LeftMode
RightMode
ANALYZE
ORGANIZE
STRATEGIZE
PERSONALIZE
38. 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.
-Scott Page
58. 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
topicDifference Matrix
Glenda Eoyang HSDI
60. resources
• The Difference: How the Power of Diversity
Creates Better Groups, Firms, Schools, and
Societies | Scott Page
• The Wisdom of Crowds | James Surowiecki
• A Whole New Mind | Daniel Pink
• The Medici Effect | Frans Johansson
• The Geography of Thought | Richard Nisbett
61. resources
• Achieving Success Through Social
Capital: Tapping Hidden Resources in
Your Personal and Business Network |
Wayne E. Baker
• The Whole Brain Business Book
Ned Herrmann
• Competitive Advantage Through People:
Unleashing the Power of the Work Force |
Jeffrey Pfeffer