Forced Choices (MCF)
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slides from a session called "Forced Choices" presented by joe gerstandt at the Multicultural Forum for Workplace Diversity ...session focused on the importance of conflict (done well) and included an interactive exercise for groups to practice disagreeing joegerstandt.com @joegerstandt
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Forced Choices (MCF)
- 3. We simply decide without thinking much about the decision process. -Jim Nightingale
- 7. Group vs. Individual Decision Making groups individuals accuracy speed creativity degree of acceptance efficiency
- 8. Group vs. Individual Decision Making groups individuals accuracy x speed x creativity x degree of acceptance x efficiency x
- 9. 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
- 10. No thank you.
- 11. consider conflict… 1 - 10 What makes it better? So, how do you do conflict?
- 13. dysfunction
- 16. also dysfunction
- 19. dysfunctional disagreement dysfunctional agreement dysfunctional agreement always disagree lack of trust personal conflict us vs. them always agree lack of honesty meeting after the meeting lacking skills
- 20. 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
- 24. 1. share difference & commonality 2. explicit agreements 3. inquiry vs. advocacy 4. solutions vs. problems 5. empathy 6. i & we vs. them and they 7. make space for novelty 8. meta conversations
- 25. 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 Difference Matrix Glenda Eoyang HSDI
- 26. 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 Difference Matrix Glenda Eoyang HSDI
- 27. 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 Difference Matrix Glenda Eoyang HSDI
- 28. 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 Difference Matrix Glenda Eoyang HSDI
- 29. 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 Difference Matrix Glenda Eoyang HSDI
- 30. 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.Difference Matrix Glenda Eoyang HSDI
- 32. Which body of water would you most want to be? a) dripping faucet b) lake or pond c) river d) ocean
- 33. Which do you most value in a friend? a) honesty b) loyalty c) trust
- 34. Which would you least want to be? a) very poor b) very sick c) disabled / living with disability
- 35. Which would you least want to be? a) African American female b) non English speaking immigrant c) Muslim male
- 36. Which is most important for growth? a) earnings b) diversity c) market share d) human potential
- 37. What is your priority when it comes to planning? a) financial b) strategic c) tactical d) people
- 39. 1. share difference & commonality 2. explicit agreements 3. inquiry vs. advocacy 4. solutions vs. problems 5. empathy 6. i & we vs. them and they 7. make space for novelty 8. meta conversations