Diversity, difference and controversy

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Diversity, difference and controversy
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Constructive controversy

• Different knowledge, skills, attitudes and
  experiences are team strengths that are manifest
  in constructive controversy, leading to better
  decision-making and action.

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Human systems
Make a move
Follow a move
Moving
Following
Observe and make comments intended to move the
group forward and connect ideas
Opposing
Bystanding
Oppose a move
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Take them away and you get.
No direction
Mover
Follower
No completion
No perspective
Opposer
Bystander
No correction
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Stalemate
Mover
Follower
Bystander
Opposer
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Dictate
Mover
Follower
Bystander
Opposer
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Lets not
Mover
Follower
Bystander
Opposer
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Hall of mirrors
Bystander
Bystander
Bystander
Bystander
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Dream team
Mover
Follower
Bystander
Opposer
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From thinking alone to dialogue to action
Idolatry
Voicing (Unfolding)
Abstraction and fragmentation
Certainty
Move-Lead
Suspending (Awareness)
Listening (Participation)
Violence
Respecting (Coherence)
Bystand
Follow
Oppose
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Edward de Bonos Six Thinking Hats
White hat Data, facts and information Yellow
hat Positives, benefits, good things Black
hat Negatives, warnings, pitfalls
Green hat Creative possibilities, new ideas Red
hat Feelings, intuitions Blue hat Control or
direction in thinking
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Guidelines on constructive controversy

• Challenge another persons ideas, NOT who she/he
  is as a person.
• Dont aim for consensus. Shades of difference of
  opinion and varying levels of confidence in that
  opinion is more realistic and DESIRABLE.
• Remember that having a diverse team with people
  with differing values, experience and opinion
  should be celebrated.

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Guidelines on constructive controversy

• Be doubtful and listen to others. These are
  assets both as a team member and a practitioner.
• Set conflict to work. Rather than working to get
  other members of the team to fit your mold see
  the difficulties they pose for you as an
  opportunity for growth - expanding your ability
  to work with a wider range of people in a wider
  variety of circumstances

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Developing safety in participation

• Be clear about your position
• Listen
• Reflect back your understanding
• Look for common ground in views, values and
  experience
• Embrace doubt and a willingness to shift in both
  yourself and others