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Nov 18, 2022 392 likes •1.21k views

Stop Hating, Start Collaborating: Bridging Workplace Differences May 3, 2017 The webinar will start at 1:30 p.m. CT Daniel White Organizational Development Consultant Administration If you need HR or CPE credit, please participate in all

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Stop Hating, Start Collaborating: Bridging

Workplace Differences May 3, 2017 The webinar will start at 1:30 p.m. CT

Daniel White Organizational Development Consultant

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Administration

If you need HR or CPE credit, please participate in all polls throughout the presentation.

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Administration

A recording of today’s webinar will be emailed for your reference or to share with others.

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Administration

For best quality, call in by phone instead of using your computer speakers.

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Administration

To ask questions during the presentation, use the questions box on the right side of your screen.

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About the Speaker

Daniel White

Organizational Development Consultant

Expertise in strategic planning, leadership development and employee engagement Experience teaching masters-level courses in organizational development

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Learning Objectives

Recognize the benefits of working with different view points. Identify potential barriers to collaboration. Learn the steps of a process to bridge differences and build trust. Understand how to translate the process into different situations.

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Poll #1

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Ways to Be Different

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Activity: Identifying Differences

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Diversity Defined

A visible (gender, ethnicity, etc.) dimension that differentiates one group of people from another.

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Diversity Defined

A visible (gender, ethnicity, etc.) or invisible (religion, thinking style, disability, etc.) dimension that differentiates one group of people from another. A visible (gender, ethnicity, etc.) or invisible (religion, thinking style, disability, etc.) dimension that differentiates one group of people from another.

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Iceberg

http://www.brookgraham.com/WhatWeDo/Iceberg.aspx

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Poll #2

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Why Embrace Our Differences?

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THE WORLD IS CHANGING

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Trends

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Politics

Pew:

86%

believe we are more politically divided than the past. Gallup:

77%

believe the US is split over the most important values.

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Employment Trends

Younger

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Generations

Gen Y is the

largest

generation in the workforce.

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Generations

By 2025:

75% of

workers will be Gen Y.

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Employment Trends

Younger Multicultural

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Multicultural

2016:

1 in 4

were minorities.

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Multicultural

2016:

1 in 4

were minorities. 2050:

1 in 2

will be minorities.

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Multicultural

2050:

No ethnic majority

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Employment Trends

Younger Multicultural Women

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Women

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Benefits of Diversity & Collaboration

Increased creativity Better end result More representative of population Connect with changing population

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Cognitive Diversity

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Potential Barriers to Collaboration

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Mindsets

  • “Better than others”
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Mindsets

  • “Better than others”
  • Don’t like change
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Mindsets

  • “Better than others”
  • Don’t like change
  • Don’t see the need for diversity
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Mindsets

  • “Better than others”
  • Don’t like change
  • Don’t see the need for diversity
  • Don’t like those different (the enemy)
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Mindsets

  • “Better than others”
  • Don’t like change
  • Don’t see the need for diversity
  • Don’t like those different (the enemy)
  • Don’t have time
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How to Bridge the Gap

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Stages of Diversity Competence

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Stages of Diversity Competence

Denial

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Stages of Diversity Competence

Denial Polarization

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Stages of Diversity Competence

Denial Polarization Minimization

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Stages of Diversity Competence

Denial Polarization Minimization Acceptance

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Stages of Diversity Competence

Denial Polarization Minimization Acceptance Adaptation

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Poll #3

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How do we move toward adaptation?

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The Process

Understand the other person.

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The Process

Understand the other person. Discover common ground.

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The Process

Understand the other person. Discover common ground. Make a connection.

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The Process

Understand the other person. Discover common ground. Make a connection. Adapt your style.

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The Process In Detail

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Understand the Other Person

  • Get to know them.
  • Research his or her background & history.
  • Understand his or her intent.
  • What are some possible reasons the

person might believe that?

  • If in doubt, ask.
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Discover Common Ground

  • What common background do you have?
  • What common interests or hobbies do

you share?

  • What common desires do you have?
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Make a Connection

  • Ask the person questions.
  • Show interest in things the person cares

about.

  • Small talk
  • Go to lunch and don’t talk work.
  • Work on a work project together.
  • Go to an event outside work together.
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Adapt Your Style

  • Know what the person would prefer to do.
  • Express your desire to adapt.
  • Meet the person halfway (or more).
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Applying the Process

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IDEOLOGIES

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Sports

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Politics

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Health

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Religion/Ethics

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Ideologies

Understand the person’s intent.

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GENERATIONS

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Multiple Generations

https://usflearn.instructure.com/courses/1177483/pages/generations-2-multiple-generations-in-the-workplace

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Poll #4

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Example – Dress Code

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Is it a business necessity?

(Could it cost us a customer, money, or a foot?)

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Example – Work Ethic

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Helping Others to Collaborate

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Reasons Not A Team Player

  • Selfish/Don’t care about others
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Reasons Not A Team Player

  • Selfish/Don’t care about others
  • Doesn’t feel valued/appreciated
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Reasons Not A Team Player

  • Selfish/Don’t care about others
  • Doesn’t feel valued/appreciated
  • Frustrated by others’:
  • Work style
  • Quality standards
  • Personality
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Helping Others

  • Identify the real issue.
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Helping Others

  • Identify the real issue.
  • Don’t let it fester.
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Helping Others

  • Identify the real issue.
  • Don’t let it fester.
  • Help them understand others’ intentions.
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THE BIG IDEA

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The Big Idea

The issue isn’t about working with different (generations / ethnicities / ideologies) –

it’s about understanding and valuing people.

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REVIEW

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Review – The Need

Society is rapidly becoming more diverse and divided.

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Review – The Process

Understand the other person. Discover common ground. Make a connection. Adapt your style.

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Poll #5

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Questions?

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Thank you!

Daniel White

Organizational Development Consultant

daniel.white@aghlc.com www.linkedin.com/in/danielwilliamwhite @dw_white 316.291.4017