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PROUD MEMBER OF PMI
ORANGE COUNTY
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Organizational Culture
Organizations and even departments or divisions
within them have a certain feel or culture. It's
"the way we do things around here" that
distinguishes them from other organizations. The SDI
fits into organizational culture training by helping
employees connect their individual values to the
organization's values. Some organizations look at
groups of SDI results and spot trends or patterns
that prompt them to take action. They may find that
their recruitment practices are targeted at certain
types of people to the point that diversity within
the organization is limited. Other findings include
the identification of subgroups with markedly
different results when things are going well or
during conflict.
Change Management
People resist change for different reasons. Change
Management training that integrates the SDI can help
those responsible for the changes to anticipate
resistance and plan resistance-lowering activities.
People who are impacted by the change can identify
where their own resistance is coming from and manage
this more productively. In Relationship Awareness
terms, people who score high in Blue
(Altruistic-Nurturing) may resist change that
negatively impacts others, or that seems too
results-focused. Others who score high in the Green
(Analytic-Autonomizing) may resist change that is
not well thought through or properly researched. The
list goes on for each Motivational Value System and
many people manifest their resistance to change by
entering conflict. It is at this critical juncture
that change efforts are won or lost - if conflict
can be identified and leveraged to create win-win
solutions, needed change can happen, if conflict is
overlooked or allowed to progress into second or
third stage (a Relationship Awareness concept) it
will most likely fail to meet its objectives.
Work Transition
The critical time between jobs involves many
important decisions. That's why the SDI is used so
frequently in work transition applications such as
layoffs, restructurings, new-hire orientations etc.
The SDI and the Expectations Edition of the SDI
provide a framework to understand the dynamics of a
new situation and make more informed decisions -
ideally resulting in a new work environment that is
more rewarding personally and more productive too.
Job seekers may complete the Expectations Edition
based on information they have about a prospective
job - or an ideal job. People involved in a new or
revised role at their current employer may complete
the Expectations Edition about their new role - and
even ask for input from others who will be affected
by decisions made from within that role.
School Transition
Whether students are moving from school to work,
high school to college, junior college to university
or any of a number of other transitions,
Relationship Awareness can ease the transition and
contribute to a better outcome. Students can be
encouraged to examine their personal values and
identify the relationships that are critical to
their success - and those that might hinder their
progress. They can also identify subjects or career
paths that would be most rewarding. With this
understanding, they can create a plan to reach their
educational and career aspirations.
Communication
Companies that use the SDI get the benefit of
enhanced communication whether they do formal
communication training or not. People remember the
results of the SDI and quickly adopt the terms to
describe what's happening between individuals and
groups. Statements like "That was a really Green
presentation." or "I think this is an Unwarranted
Conflict for us." are sure signs that Relationship
Awareness is taking hold and improving
relationships. Communication training with the SDI
often focuses on the preferred style of sending and
receiving messages and the importance of
understanding the internal filters that will be used
to evaluate messages. The training also builds in
time for people to practice giving feedback to each
other and to learn how communication needs and
strategies may be different in conflict situations.
Emergency Response Team Training
Similar to Crew Resource Management, emergency
response training uses the SDI to help teams
understand how they might respond individually and
collectively to emergency situations. With this
awareness, they can more effectively plan for a
potential crisis and allocate responsibilities to
individuals who are most likely to respond
appropriately.
Diversity
Diversity training with the SDI includes the
diversity of motivation or intent. When using the
SDI in traditional Diversity training, form groups
based on SDI results when things are going well and
different groups based on conflict sequences.
Invariably, people with very different appearances,
beliefs, backgrounds etc. will work together and
find that underneath all of the "differences," there
is something even more central to them that they
share.
Board Development
Many boards that use the SDI benefit from improved
clarity in communication, less time spent in
conflict and more acceptable results of conflicts.
The very idea of a board is to assemble committed
experts with diverse backgrounds, perspectives,
opinions, and ideas - then jointly determine the
best course of action. A board is a place where
conflict should occur regularly and should be
recognized for what it is and solved for the
betterment of the organization. The SDI gives board
members a language to resolve conflict.
Fictional Character Development
Some people use the SDI to help create fictional
characters. When authors, cartoonists, playwrights,
actors etc. understand what the SDI suggests for
their own relationships, they can apply the ideas to
their characters. They can generate an arrow for a
fictional character by using a Feedback Edition of
the SDI and the Feedback Portraits can add depth to
the character - just as they add depth of
understanding for individuals. Some facilitators
like to provide examples of Red, Green, Blue, and
Hub behavior from movies or popular televisions
shows, completing a Feedback Edition on a character
can help ensure that those examples have been fully
considered.
Strategic Planning
Relationship Awareness training for groups involved
in strategic planning can speed up the process and
produce better results. Many strategic planning
sessions that integrate the SDI do so at the
beginning of the meetings. Then the team triangle is
on display for the duration of the planning so team
members can be reminded of everyone's motives and
conflict sequences and learn to recognize conflict
more quickly.
Mediation Training
The SDI is used both in training mediators and
during formal mediation with the disputing parties.
Mediators learn to recognize conflict stages in
other people so they can focus discussion on
returning the parties involved to a place where they
can feel good about themselves again, or at least
return them to the first stage of conflict so they
can resolve the dispute with all parties' interests
in mind. When the SDI is used with the parties to
the dispute it often leads to discussions that help
the parties understand each other's perspectives
more clearly. This understanding contributes to more
rapid and more acceptable results of the mediation.
In some cases, disputing parties acknowledge that
the whole thing was really an unwarranted conflict
that got blown out of proportion and if they had
recognized it earlier, there would have been no
dispute at all. |
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