PERSPECTIVE:
A NEW WINDOW ON DIVERSITY
Workshop Overview
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About This Course
About Diversity
About Humanity
About Leverage
Building a Diverse Organization
Plans and Commitment
Objectives of this Course
• By gaining a new perspective on
our differences, we can
leverage our organization’s
diversity in ways that maximize
our collective strengths and
minimize our weaknesses.
What are the BENEFITS?
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•
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Increased organizational productivity
Speedier conflict resolution
Lasting conflict resolution
Enhanced ability to recognize
opportunities
• Better relationships with co-workers
and customers
Remember:
• The effectiveness of
today’s training begins and
ends with me.
What is PERSPECTIVE?
• how I view the world and
everything in it.
What is LEVERAGE?
There are many ways to move the
boulder. The best ways will involve
STRATEGIC use of ENERGY for
the greatest EFFECT.
What is DIVERSITY?
• The fact or quality of
being different.
A Diversity Principle:
• Different people see the same
things differently.
A Diversity Principle:
• Because we see the same
things differently, we assign
value based on our different
experiences.
Organizational approaches to Diversity
COMPLIANCE: • A desire to obey the law
and avoid negative
consequences.
• An attempt to address
historical wrongs.
Organizational approaches to Diversity
COMPASSION: • A need to better
understand our coworkers and customers.
• A desire to improve the
quality of our
interactions.
Organizational approaches to Diversity
COMPETENCE: • A need to achieve our
collective goals and
objectives.
• A desire to work together
and serve our clientele
without diversity-related
problems.
Organizational approaches to Diversity
CREATIVITY:
• A need to use our
differences to increase
our strengths and
provide a competitive
edge.
• A desire to identify
opportunities that others
might miss or perceive
as problems.
About Differences and Similarities
• There are 350,000 species of
beetles. There is ONE species
of humans.
• We are more alike than we are
different.
About Differences and Similarities
• We DO what we do to GET
what we NEED.
Basic needs we all share
Live
Significance
Love
Variety
• PERSONAL
Basic needs we all share
Productivity
Peopl
e
Purpose
Progress
• ORGANIZATIONAL
The Galileo Reality Model
INVISIBLE
NEEDS
BELIEF
WINDOW
VISIBLE
BRIDGE
FEEDBACK
BEHAVIOR
RESULTS
A Diversity Principle:
• To be truly effective, we must
meet our needs over time.
• Racial and ethnic groups are real
the way money is real – because
people believe they are and act on
their beliefs.
– DAVID BERREBY, Us and Them
A Key Question:
• Will these results meet our
needs over time?
A Diversity Principle:
• People often respond
differently to the same
situation because of what they
have written on their Belief
Window.
A Diversity Principle:
• We are not always aware of
what we have written on our
Belief Window. This can mean
we are not always testing our
beliefs for accuracy.
A Diversity Principle:
• Our ability to leverage diversity
depends on challenging our
beliefs.
Diversity & the Mind
• Rational
Conscious
• DIFFERENT
• Emotional
Subconscious
=
DANGEROUS
Imprinting
Significant
Emotional
Experience
Repeated
Experience
Recent
Experience
Self Talk
Conversation
Reading
Writing
Visualizing
Kinetics
Behavior
DIFFERENT = INFERIOR
DIFFERENT = INFERIOR
SUPERIOR
DIFFERENT  INFERIOR
SUPERIOR
The Pre-Judging Continuum
Acceptance
No
judgment
Stereotyping
Prejudice
Classification
Bias
Truth Tools: The Why Drill
• What EVIDENCE do you
have to support that
BELIEF?
• Who or what was the
SOURCE?
• How RELIABLE is the
SOURCE? (Did this
BELIEF meet their needs
over time?
Truth Tools: Observe Behavior
• What’s really
HAPPENING here?
• Am I seeing what I
WANT to see or
EXPECT to see, instead
of what’s REALLY going
on?
I cdnuolt blveiee taht I cluod aulaclty
uesdnatnrd waht I was rdgnieg. The
phaonmneal pweor of the hmuan
mnid! Aoccdrnig to a rscheearch at
Cmabrigde Uinervtisy, it deosn't mttaer in
waht oredr the ltteers in a wrod are; the
olny iprmoatnt tihng is taht the frist and
lsat ltteer be in the rghit pclae. The rset
can be a taotl mses and you can sitll raed
it wouthit a porbelm. Tihs is bcuseae the
huamn mnid deos not raed ervey lteter by
istlef, but the wrod as a wlohe. Amzanig,
huh?
Truth Tools: Observe Behavior
• What’s really HAPPENING here?
• Am I seeing what I WANT to see
or EXPECT to see, instead of
what’s REALLY going on?
• What’s LIKELY to happen in the
future?
Truth Tools: Use Benchmarking
• Does it work the SAME WAY in
other ENVIRONMENTS?
• Is it TRUE for EVERYONE in my
SITUATION?
• What are others DOING?
• How WELL is it WORKING?
Truth Tools: Look at History
Learning
From
The Past
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•
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What REALLY HAPPENED?
What are my SOURCES?
How CREDIBLE are they?
Are we REPEATING old
PATTERNS?
• What will make it DIFFERENT this
TIME?
The Galileo Reality Model
NEEDS
BELIEF
WINDOW
BRIDGE
FEEDBACK
BEHAVIOR
RESULTS
• Pro:
Forward
• Duce:
To lead
• Productivity: Leading forward…
• Efficient =
Results right now
• Effective =
Results over time
How we imprint groups
Policy
Practice
Strategies
Structure
Signage &
Decor
Meetings & Internal
Rumor Mill
Employee
Meetings
Communications
Leadership Behavior
The LEVERAGE PROCESS
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2.
3.
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6.
Identify common ground.
Acknowledge differences.
Accept differences.
Identify opportunities.
Capitalize on differences.
Assume responsibility.
A Key Question:
WHAT AM I GOING TO
DO TO MAKE THIS
HAPPEN?
The Diversity Plan Framework
Belief Window Changes
The Diversity Plan Framework
Physical and human resources
The Diversity Plan Framework
Structural changes
The Diversity Plan Framework
Time and
Priority
I WILL:
• Read the Perspective Guidebook within
48 hours
• Share this information with someone else
this week
• Complete and begin to implement my
personal Diversity Plan within 48 hours
• Contribute to my Team Diversity Plan as
appropriate
• Let Linda know what happens
– LINDA.EATON@GALILEOINITIATIVE.COM
E PLURIBUS UNUM
Out of many, one
Thanks for Coming!
PERSPECTIVE:
A NEW WINDOW ON DIVERSITY
The Galileo Reality Model
NEEDS
BELIEF
WINDOW
BRIDGE
FEEDBACK
BEHAVIOR
RESULTS