Member Retreat
Facilitated by: Al Sullivan, MSOD, SPHR
Inspirus Consulting, Inc.
Agenda
Welcome / Goals / Agenda Review
Check in / Ground Rules
Helpful Tools / Models / Framework
Data Feedback / Discussion
Lunch Break
Dialogue and Brainstorming
Check Out
Worship / Communion
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About Inspirus Consulting, Inc.
Background
Approach
 Twenty Two Yrs
 Work at Multiple Levels of
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Experience
MS Organization
Development (American
University / NTL Program)
Certified Human Resources
Professional (SPHR)
Prior Army Officer
Institute of Intercultural
Communications
(internship)
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System (individual, team &
organization)
Collaborative Design
Process
Blend Diversity,
Organization Development
& Human Capital
Management
Process Consulting
Action Research
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Inspirus Industries & Clients
Industries
Clients / Experience
 Healthcare
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 High Tech Manufacturing
 Pharmaceutical
 Academic / Education
 Military
 Durable Goods
Manufacturing
 Non Profit / Community
UNC (MAPH & ELPH)
BCBSNC
GlaxoSmithKline
Eisai, Inc.
Self-Help Credit Union
Dell Computer
NIKE
Holy Family Church
Rex Healthcare
W.E.B. DuBois CDC
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Objectives for Today
Dialogue &
Feedback
Deepen
Relationships
Next Step
Recommendations
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Lets go Swimming
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Brief Check In Question (15 sec)
 Why did you position
yourself in the place
where you stood?
 What are your hopes for
today?
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Group Norms for Today?
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Norm Recommendations
Test Assumptions & Inferences
Use Specific Examples & Agree on What Important
Words Mean
Combine Advocacy & Inquiry
Jointly Design Next Steps & Ways to Test
Disagreements
Discuss Undiscussable Issues
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Break Time
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Models / Best Practices
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Change 3 Things
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Sustaining Change
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Theory of Intervention / Change
Valid Data
Free / Informed
Choice
Chris Argyris
Internal
Commitment
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Change Model
1. Create
Urgency
6. Create Short
Term Wins
7. Build on
Momentum
2. Create
Guiding
Coalition
5. Remove
Obstacles &
Empower Team
8. Anchor
Change into
Culture
3. Develop
Vision /
Strategy
4.
Communicate
Vision
John P. Kotter
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How do you define Diversity,
Inclusion, and Culture?
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Diversity / Inclusion / Culture
• Diversity: The unique characteristics or differences that
we all possess (who we are).
• Inclusion: Welcoming and embracing our differences,
encouraging involvement and providing equal access to
opportunities and information (what we do).
• Culture: A collective programming of the mind which
distinguishes members of one category of people from
another (Geert Hofstede, 1997). (what we learn)
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FOUR LAYERS OF DIVERSITY
Functional Level/
Classification
Geographic
Location
Management
Status
Recreational
Habits
Appearance
Age
Parental
Status
Gender
Race
Work
Content/
Field
Personal
Habits
Seniority
PERSONALITY
Union
Affiliation
Marital
Status
Income
Sexual
Orientation
Ethnicity
Physical
Ability
Internal Dimensions and External
Dimensions are adapted from
Marilyn Loden and
Judy Rosener, Workforce America!
(Business One Irwin, 1991)
Work
Experience
Religion
Educational
Background
Work
Location
From Diverse Teams at Work,
Gardenswartz & Rowe (2nd Edition,
SHRM, 2003)
InspirusCosulting.com
Division/Department
Unit/Group
My House…
 Draw a “Top Down”
diagram of the house
where you grew up (take
approx 3 min)
 Connect with a partner
to discuss your drawing
(3 min each)
 Discuss in the large
group
The Automatic Mind (volunteer)
I cdnuolt blveiee that I cluod aulaclty uesdnatnrd
what I was rdgnieg. The phaonmneal pweor of the
hmuan mnid Aoccdrinig to a rscheearch stduy at
Cmabrigde Uinervtisy, it deosn’t mttaer inwaht
oredr the ltteers in a word are, the olny iprmoatnt
tihng is that the frist and lsat ltteer be in the rghit
pclae. The rset can be a taotl mses and you can still
raed it wouthit a porbelm. This is bcuseae the
huamn mnid deos not raed ervey lteter by istlef,
but the word as a wlohe. Amzanig huh? Yaeh and I
awlyas thought spleling was ipmorantt!
Climbing the Ladder of Inference
Adopt Beliefs
Draw
Conclusions
Make
Assumptions
Add
Meaning
Select Data
Observati
on
Take Action
Journaling Opportunity
 Take time to reflect on
the previous activity
(ladder of inference and
/ or the automatic mind
material)
 Think and write about
how you plan to use
these concepts in the
future (5 min)
Lunch Break
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Data Feedback / Discussion
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Data Feedback Considerations
Feedback Purpose
Data Reactions
Anxiety
Defense
Energy
Direction
Fear
Hope
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Data Collection Methodology
Interviews
Comment
Cards
Church
Service
6 Individual Interviews
116 Total Comments
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Interview Questions
1. Total years in the church?
2. What drew you to the church initially?
3. What keeps you in the church today?
4. Describe your feelings about the merger?
5. Describe your feelings about the current transition?
6. Are there primary concerns that keep the church from
operating at its highest and best? Please explain.
7. What are potential solutions to the listed concerns?
8. What outcomes do you personally hope for at the
upcoming retreat?
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Feedback Themes
Topic
Total Comments /
Topic
% of Total
Diversity / Inclusion /
Unity
29
25%
Worship
20
17.2%
Church Vision
18
15.5%
Dialogue / Feedback
17
14.7%
Deeper Relationships
13
11.2%
Leadership
9
7.8%
Merger
6
5.2%
Member Engagement
4
3.4%
Total:
116
100%
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Diversity / Inclusion / Unity
 D/I is what attracted me to the church
 More African Americans are in leadership roles
 Asbury Temple members are more vocal
 2 Churches worshiping in the same building
 Desire for a Spanish speaking worship
 Need to discuss differences without apology
 Differences getting in the way of progress
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Worship
 Need more flexibility in choir leadership
 Different worship styles (formal / informal)
 Lots of discontent with worship service
 Not comfortable in worship (internal vs. external
worship)
 Hesitant to fully worship
 Gathering / Praise worship confusion
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Church Vision
 Incomplete
 Want to make a difference
 No discussion of what’s important to us
 What do we want the church to be
 Who are we in mission with
 Must set tangible goals for next year
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Personal Reflections for Data?
1.
What was most encouraging about the data?
2. What was most concerning about the data?
3. If you had to select one area needing immediate attention,
what would it be?
4. What specifically would you do to solve the issue?
Document responses individually using the index cards or
handouts.
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Cycle of Experience
Sensation
Withdrawal
Awareness
Resolution
/ Closure
Energy
Mobilization
Contact
Action
Feedback Model
Giver must understand receivers goals
Giver must emphasize description & appreciation
Giver should be concrete / specific
Giver / receiver must have constructive motives
Provide negative feedback if relevant
Giver must own his / her observations, feelings, &
judgments
Timed when both are ready
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Frame of
Reference
How do you classify
a Platypus?
A. Mammal
B. Reptile
C. Bird
D. Platypus
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Group Dialogue Process
 A process of internal listening to oneself to explore
the origins of assumptions and frames of reference
 Requires one to suspend judgment and emotions
during disagreements
 Allows us to confront our own feelings
 Promotes collective thinking / feeling for the benefit
of the group
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Group Dialogue Concepts
Suspension
Discussion
Dialogue
Opposition
Metalogue
Debate
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Dialogue Activity
 Pair up with another person (you haven’t worked
with before)
 Discuss a past meaningful / effective conversation
you had with another person
 Analyze & discuss key characteristics of the
discussion (setting, length, topic, etc)
 Discuss common characteristics of the 2
conversations (what made them effective)
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Dialogue Activity
 Move to circle of chairs
 Check in (free style)
 Allow brief silence period
 Conduct a new discussion (current needs of the church)
 Consider assumptions / frames of reference
-No eye contact
-No questions
-Equal air time
-Speak to the camp fire
 Check out
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Break Time
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Small Team Discussion
Document Key Themes
Process
1. Discuss index card ideas –
15 min
2. Document Best Ideas – 10
min
3. Present to large group
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Priority Setting
Present Ideas
Galley Walk
Dot Vote
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Small Teams on Big Themes
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Group Presentations
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Check Out
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Complete Evaluation Handouts
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Worship / Communion Time
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