Case Studies Collaboration __________________________________________________________________________________________
Managing Differences for Enhanced Collaboration _______________________________________________________________________ Issue: A San Francisco-based government agency wanted to provide assistance to employees challenged by having to deal with difficult people.
Solution: Specific needs were identified and a two-day workshop was designed. Rather than simply focusing on difficult behavior, participants were helped to understand root causes of difficulty. In some instances, it was not difficult people, but diverse people, who the participants found challenging.
Result: Participants learned how to react to people by responding to their needs and unique differences rather than simply reacting defensively to what they perceived to be problem behaviors. Many participants realized that, under certain circumstances, everyone (including themselves) could become "difficult" and that diversity creates differences that most often require some work to understand. Skilled facilitation helped participants see the advantages of diversity, rather than simply the challenges, and provided training in collaboration. _______________________________________________________________________
Leadership Development with
a Focus on Diversity & Inclusion _______________________________________________________________________
1,000-employee engineering consulting firm was dealing with issues of
rapid growth and an expanding workforce. The organization wanted
assistance in moving from a tactical to strategic perspective, through training in strategic planning and also in
working effectively with a multi-generational
and multi-cultural workforce.
A seven-module leadership program was custom designed and delivered, with
a specific focus on understanding and valuing differences; recruiting, motivating, and retaining
a diverse workforce;
and effective communication and conflict resolution.
Result: Leaders felt better equipped to attract and retain associates in different age groups; to assimilate diverse members of the workforce; and to help associates deal with differences as they arose. The firm expanded the leadership program to
include additional members of middle management as well as newly
promoted leaders. _______________________________________________________________________
To learn more about how we help organizations create an environment that leverages diversity and fosters inclusion, see our brochure on Collaboration. __________________________________________________________________________________________
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