position. Each Interest Group discusses the following three questions.
1. What biases or concerns does your group face or fear? -( Share actual first-hand issues)
2. What can your group members do to overcome these fears/biases?
3. What do you require from management to implement real change?
They later report the results of their small group dialogues to the larger group for discussion. The lists are then stripped of identifiers and participants discover that the solutions and desires identified by each group benefit all groups and that a common strategy for accomplishing group harmony can be employed.
“Lots of energy and enthusiasm; a good choice to follow-up on what has been accomplished through those sessions. She was excellent and a good listener.”
· Individuals have the opportunity to articulate their needs in a small group session. Having the support of the group is helpful for those who are shy, fearful, or who would not feel comfortable doing so in a large setting.
· The group understands that they have common goals. (i.e., respect, fairness, opportunity, honesty and inclusion)
· Participants are empowered by identifying strategies that they can use to help resolve issues facing them.
· The organization gets a list of individual as well as consolidated concerns from its employees. This helps management with its strategic planning.
· Participants create empathy and understanding for one another.