100 Black Men of America, Inc. Triangle East Chapter

New Creation United Methodist ChurchMember Retreat

Facilitated by: Al Sullivan, MSOD, SPHRInspirus Consulting, Inc.Agenda2Inspirus Consulting, Inc.

About Inspirus Consulting, Inc.BackgroundApproachInspirus Consulting, Inc3Twenty Two Yrs ExperienceMS Organization Development (American University / NTL Program)Certified Human Resources Professional (SPHR)Prior Army OfficerInstitute of Intercultural Communications (internship)Work at Multiple Levels of System (individual, team & organization)Collaborative Design ProcessBlend Diversity, Organization Development & Human Capital ManagementProcess ConsultingAction ResearchInspirus Industries & ClientsIndustriesClients / ExperienceInspirus Consulting, Inc. 4HealthcareHigh Tech ManufacturingPharmaceuticalAcademic / EducationMilitaryDurable Goods ManufacturingNon Profit / Community

UNC (MAPH & ELPH)BCBSNCGlaxoSmithKlineEisai, Inc.Self-Help Credit UnionDell ComputerNIKEHoly Family ChurchRex HealthcareW.E.B. DuBois CDCObjectives for TodayInspirus Consulting, Inc.5Lets go SwimmingInspirus Consulting, Inc.6

Brief Check In Question (15 sec)Why did you position yourself in the place where you stood?

What are your hopes for today?

Inspirus Consulting, Inc.7

Group Norms for Today?Inspirus Consulting, Inc.8

Norm RecommendationsInspirus Consulting, Inc.9Break TimeInspirus Consulting, Inc.10

Models / Best PracticesInspirus Consulting, Inc.11

Change 3 ThingsInspirus Consulting, Inc.12

Sustaining ChangeInspirus Consulting, Inc.13

Theory of Intervention / ChangeInspirus Consulting, Inc.14Chris ArgyrisChange ModelInspirus Consulting, Inc.15John P. KotterHow do you define Diversity, Inclusion, and Culture?

16Inspirus Consulting, Inc. Diversity / Inclusion / CultureDiversity: 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)

17Inspirus Consulting, Inc. FOUR LAYERS OF DIVERSITYFunctional Level/ClassificationManagementStatusUnionAffiliationOrganizational DimensionsExternal DimensionsInternal DimensionsPERSONALITYWorkLocationDivision/DepartmentUnit/GroupSeniorityWorkContent/FieldEducationalBackgroundWorkExperienceAppearanceParentalStatusMaritalStatusGeographicLocationIncomePersonalHabitsRecreationalHabitsReligionAgeRaceGenderEthnicitySexualOrientationPhysicalAbilityInternal Dimensions and External Dimensions are adapted from Marilyn Loden and Judy Rosener, Workforce America! (Business One Irwin, 1991)

From Diverse Teams at Work, Gardenswartz & Rowe (2nd Edition, SHRM, 2003)InspirusCosulting.com18My HouseDraw 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

Objective(s)Activity is intended to-Allow group to find commonality and vast differences-Allow participants to see one another as human-Allow shared stories to occur & our masks to be removed

Time: 20

Directions:Instruct participants to get a blank sheet of paper and something to write with.Tell them to think about and draw the home they grew up in (as a top down model). If they lived in more than one they should draw the one that was most memorable to them.After drawing the home they should form 2 person pairs with someone they havent worked with today and take approx 3 minutes each to discuss their drawings (homes) with one another.

Debrief Questions:How did it feel to draw your house?Was it difficult to remember?How was your perception of the other person impacted after listening to their story?Could sharing or listening to stories from patients create better connections? Why or why not? How will sharing stories impact patient / caregiver relationships as it relates to trust, listening and openness?

Key Insights to Share w/Participants:-D/I is about removing barriers and sharing stories-D/I is also about giving others what we feel we deserve (i.e. love, hope, relationship, belonging)

19The 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 deosnt 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 InferenceObservationSelect DataAdd MeaningMake AssumptionsDraw ConclusionsAdopt BeliefsTake Action

Objective: Discuss how past experience, perceptions and background may form our beliefs and lead us to take certain actions.

Time: 15 mins

Definition: We live in a world of self-generating beliefs which remain largely untested. We adopt those beliefs because they are based on conclusions, which are inferred from what we observe, plus our past experience. Our ability to achieve the results we truly desire is eroded by our feelings that:

-Our beliefs are the truth.-The truth is obvious.-Our beliefs are based on real data.-The data we select are the real data.

Source: Chris Argyris (1970)

The theory by Chris Argyris states that the following process occurs almost instantly in our brains after having an evocative experience:Observation Our brains replay the video of what was said or done (based on the experience we have).Select Data We see the video through our personal lens (with all its biases developed over time). Add Meaning We add our own meaning (typically limited and based on our personal / cultural lens). Could there be a different meaning? Make Assumptions Without testing or validating the data. Without considering other possibilities.Draw Conclusions The personal lens leads us hear. We feel we know what the data means and what must happen next. Adopt Beliefs Our lens can lead us to adopt perceptions and stereotypes about people, situations, and circumstances that are often not based on valid data or tested assumptions.Take Action The previous six steps and our personal lens leads us to say or do something which is often time based purely on perceptions, stereotypes and assumptions. We move from the initial observation to taking action in about 1-2 seconds.

Discussion Questions:Has this ever happened to anyone? Would anyone like to share an example of the last or most memorable time it occurred? facilitator can share an experience if no volunteers.What about during the case example, did anyone see it happening?How might this concept show up when caring for patients and their families or working with co-workers?

*Insight: My beliefs determines the observable data I allow myself to see (my beliefs are key).How do I expand / grow my beliefs (education, exposing myself to knowledge / experience of the unknown). I should also ask questions about what I dont know or understand. I should also share my own assumptions and interpretation in a non-emotional or judgmental way.

21Journaling OpportunityTake 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)

Remind participants of the Kolb Learning Model (experiential learning). The model is based on the following

Have an experience or activity.Reflect on personal insights and observations (based on the experience).Allow time for formulation your thoughts about the abstract or general information.Test implications or concepts in new situations (some may happen here today, but most will occur when you return to work).

*Take the next 5 minutes to reflect and write about how youve mentally made connections to the ladder of inference related to the case and / or other situations where it may apply.22Lunch BreakInspirus Consulting, Inc.23

Data Feedback / DiscussionInspirus Consulting, Inc.24

Data Feedback ConsiderationsFeedback PurposeData ReactionsInspirus Consulting, Inc.25Data Collection MethodologyInspirus Consulting, Inc.266 Individual InterviewsConducted individual interviews (pastor, church leaders, various demographics / previous congregations, etc.)Reviewed retreat comment card summaries, messages, and feedbackAttended church serviceReviewed website

26Interview QuestionsTotal years in the church?What drew you to the church initially?What keeps you in the church today?Describe your feelings about the merger?Describe your feelings about the current transition?Are there primary concerns that keep the church from operating at its highest and best? Please explain.What are potential solutions to the listed concerns?What outcomes do you personally hope for at the upcoming retreat?

Inspirus Consulting, Inc.27Feedback ThemesTopicTotal Comments / Topic% of TotalDiversity / Inclusion / Unity2925%Worship2017.2%Church Vision1815.5%Dialogue / Feedback1714.7%Deeper Relationships1311.2%Leadership97.8%Merger65.2%Member Engagement43.4%Total:116100%Inspirus Consulting, Inc.28Diversity / Inclusion / UnityD/I is what attracted me to the churchMore African Americans are in leadership rolesAsbury Temple members are more vocal2 Churches worshiping in the same buildingDesire for a Spanish speaking worshipNeed to discuss differences without apologyDifferences getting in the way of progressInspirus Consulting, Inc.29WorshipNeed more flexibility in choir leadershipDifferent worship styles (formal / informal)Lots of discontent with worship serviceNot comfortable in worship (internal vs. external worship)Hesitant to fully worship Gathering / Praise worship confusion

Inspirus Consulting, Inc.30Church VisionIncompleteWant to make a differenceNo discussion of whats important to usWhat do we want the church to beWho are we in mission withMust set tangible goals for next year

Inspirus Consulting, Inc.31Personal Reflections for Data?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.

Inspirus Consulting, Inc.32Cycle of ExperienceBased on Gestalt therapy experiential psychotherapy focused on personal responsibility in the hear and now. (Fritz Perls, et. al., 1947)

The process assumes that when a disequilibrium in the stage of being or functioning of a person comes into awareness, the natural human tendency is to want to do something to achieve a new state of equilibrium.

The model also assumes that there is an inherent desire in people to function at the most effective, satisfying level possible, and that learning to utilize this process is a key to the achievement of optimum functioning.

Finally, the model assumes that the process results in a culminating experience that can be seen a learning. This stage of the cycle is referred to as resolution or closure.

Our natural tendency is to focus on the whole instead of individual parts / segments (i.e. draw a square on an easel page and ask people what they see, majority will say a square. The attention is typically not placed on the 4 lines connected by right angles to make the square). In human interactions, we must stay aware of the parts to make meaning of the whole.

*How the Process Works:We have a sensation significant enough to make you stop or think about what just happened.Your sense of awareness is peaked and you stop and pay attention whats happening in the hear and now. You prepare to mobilize your energy by thinking of an appropriate response to the situation.Decide to take action in reaction to what you saw or heard.Make contact with the person (make meaning / learning occurs).Openly discussing or working through an issue until it is completed or resolved (we have a natural need for closure / wholeness).Once the issue is resolved we can withdraw with contentment.

The cycle summarizes the process by which people individually or collectively become aware of what is going on at any moment, and how they mobilize energy to take some action that allows them to deal constructively with possibilities suggested by the new awareness.

Debrief:How do you feel this model impacts your past or future interactions with others in the organization?

*Insight: We must avoid allowing issues to remain unresolved. By remaining aware, curious and intentional, we can begin the process of issue resolution with respect and professionalism.

33Feedback ModelInspirus Consulting, Inc.34Frame of ReferenceHow do you classify a Platypus?

MammalReptileBirdPlatypusInspirus Consulting, Inc.35

Force fitting reduces learning about new realities.

Thought process based on fragmenting to make perception and discrimination possible. Taught early in life.35Group Dialogue ProcessA process of internal listening to oneself to explore the origins of assumptions and frames of reference Requires one to suspend judgment and emotions during disagreementsAllows us to confront our own feelingsPromotes collective thinking / feeling for the benefit of the groupInspirus Consulting, Inc.36Group Dialogue ConceptsInspirus Consulting, Inc.37Dialogue ActivityPair up with another person (you havent worked with before)Discuss a past meaningful / effective conversation you had with another personAnalyze & discuss key characteristics of the discussion (setting, length, topic, etc)Discuss common characteristics of the 2 conversations (what made them effective)

Inspirus Consulting, Inc.38Dialogue ActivityMove to circle of chairsCheck in (free style)Allow brief silence periodConduct 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 fireCheck out

Inspirus Consulting, Inc.39Break TimeInspirus Consulting, Inc.40

Small Team Discussion Document Key Themes41Inspirus Consulting, Inc.

ProcessDiscuss index card ideas 15 minDocument Best Ideas 10 minPresent to large groupPriority SettingInspirus Consulting, Inc.42Small Teams on Big ThemesInspirus Consulting, Inc.43

Group Presentations

44Inspirus Consulting, Inc. Check OutInspirus Consulting, Inc.45

Complete Evaluation HandoutsInspirus Consulting, Inc.46

Worship / Communion TimeInspirus Consulting, Inc.47