AI for Inclusion-Discoverying our inclusive best
Deat L LaCour
D.LaCour Associates
Baltimore, MD United States
2009, Jun 3
Annotation: Maximize past success or minimizing previous failure in diversity/inclusion? Appreciative Inquiry (A.I.) poses a subtle, compelling, sea-changing query for the diversity and inclusion practitioners, critical thinkers consultants and leaders. To date, research on heterogeneity in the workplace and applied solutions for achieving improved performance has been described by some peer-reviewed sources as nuanced and indirect. For experienced and seasoned practitioners, researchers and change agents, the complexity of teaching inclusive behaviors and securing inclusive performance surfaces in evidence of temporary or short lived diversity training and education results in client systems. Implicit assumptions to traditional thinking has supported and affirmed education or building competency as the solution for unwanted social behaviors, cognitions and decisions. Yet, research from various disciplines in psychology challenge purely educational based approaches toward the challenges of heterogeneity. In light of the growing interests in positive psychology, positive deviance, positive scholarship and Appreciative Inquiry, what are the implications of A.I. as a different approach for achieving inclusive results? Through comparison-contract this session explores strength based thinking versus deficit based thinking as the focus of diversity and inclusion.
Learning objectives
Analyze and appraise differing philosophical approaches toward inclusion through the lens of research and thought leaders.
Judge the experience of “maximizing strengths vs. minimizing negative behaviors” through the application of experiential learning and real time action research.
Compare and contrast A.I. as a diversity/inclusion alternative intervention through the participant’s practical application in their work setting
Delivery Methods
The presenter conducts the session as an experiential learning workshop with small group, large group and open space methods used to drive participant learning and engagement. One or two co-trainers may be present to help facilitate the session and participant learning. Session title, presenter introduction, session objectives and norms for open discussion and “no such thing as a bad question” will be shared via PowerPoint. Beginning this session, the presenter(s) will share the format of the session, i.e. action research and experiential learning. The presenter can share his or her personal narrative of how he came to question and critically think about “maximizing strength vs. minimizing negative occurrences. “What does a strength or asset based approach to inclusion tactics in organizations portend for traditional approaches and thinking on how to create inclusive outcomes?”
Resource Files:
(pptx)
(doc )
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