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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
#DiversityForum @joegerstandt
We simply decide
without thinking
much about the
decision process. -Jim Nightingale
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Group vs. Individual Decision Making
groups individuals
accuracy
speed
creativity
degree of
acceptance
efficiency
Group vs. Individual Decision Making
groups individuals
accuracy x
speed x
creativity x
degree of
acceptance x
efficiency x
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
No thank you.
consider
conflict… 1 - 10
What
makes it
better?
So, how do you do conflict?
dysfunction
dysfunctional disagreement
dysfunctional agreement
@joegerstandt
also
dysfunction
dysfunctional disagreement
dysfunctional agreement
dysfunctional agreement
dysfunctional disagreement
dysfunctional agreement
dysfunctional agreement
always
disagree lack of
trust
personal
conflict
us vs.
them
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
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
dysfunctional disagreement
dysfunctional agreement
dysfunctional agreement
sweet
spot
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
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
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
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
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
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
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
Which body of water would
you most want to be?
a) dripping faucet
b) lake or pond
c) river
d) ocean
Which do you most value
in a friend?
a) honesty
b) loyalty
c) trust
Which would you least
want to be?
a) very poor
b) very sick
c) disabled / living
with disability
Which would you least
want to be?
a) African American
female
b) non English
speaking immigrant
c) Muslim male
Which is most important
for growth?
a) earnings
b) diversity
c) market share
d) human potential
What is your priority when
it comes to planning?
a) financial
b) strategic
c) tactical
d) people
r
e
v
o
l
u
t
I
o
n
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
www.joegerstandt.com
www.twitter.com/joegerstandt
www.linkedin.com/in/joegerstandt
www.facebook.com/joegerstandt
402.740.7081
