DISCUSSING THE UNDISCUSSABLE PDF

Discussing the undiscussable. A workbook for improving group effectiveness and openness. Bob Dick and Tim Dalmau. This is a resource file which supports. Discussing the undiscussable. Dick, Bob, and Dalmau, Tim () Discussing the undiscussable: improving group effectiveness and openness. Paper prepared. Acad Med. Dec;89(12) doi: /ACM Discussing the undiscussable with the powerful: why and how faculty must learn to.

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Abdullah Alzahim rated it liked it Sep 11, It takes you through the steps in sufficient detail that you can work without a facilitator if someone is prepared to coordinate the activities of subgroups, and monitor the time.

They are also then more likely to choose a style which benefits the group collectively and all of its members. How did they differ from the items which were least movable? Mike rated it it was amazing Apr 29, You are therefore urged to resist any pressures to disclose information until you yourself have decided that you are freely willing to do so.

Be the first to ask a question about Discussing the Undiscussable. Conditions of Threat and Embarrassment: In the light of the conditions agreed by the group, are there B items which you are now willing to move to your A list and perhaps C items which can be moved to the B list?

I’ll call it the present group.

Participants can then refer to their entries on earlier worksheets by folding them over. View Instructor Companion Site.

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Discussing the undiscussable

Perfect frankness about everything is hardly possible, and of questionable benefit. Try to form small groups, each of which is an effective small group for the activity.

At the next step you will be invited to discuss these ideas in the large group or small group. To ask other readers questions about Discussing the Undiscussableplease sign up. What are the differences? Although we think that might occasionally be a useful discusding result under some circumstances, we do not believe it is achievable.

Mark and Brenda Reflect. Make as long a list as you can in undiscussbale time available. In short, tacit rules place groups in a difficult bind. Description Since his landmark book Overcoming Organizational Defenses, Chris Argyris has extensively researched and written about how well-meaning, smart unidscussable create vicious cycles of defensive behavior to protect themselves from embarrassment and threat.

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Helping Those Who Teach, Learn. The original document from which this was prepared was formatted as a workbook. The productivity and happiness of people therefore depends, among other things, on the groups they are in and the way those groups operate. As you read through the list, look out for specific examples of things which would be hard to discuss. Bypass Tactics and Covering Up: What information would you find it hard to discuss in the group?

Discussing the Undiscussable: A Guide to Overcoming Defensive Routines in the Workplace

No trivia or quizzes yet. On discuwsing sheet of butcher paper, list the conditions. No matter how effective or not the group is, it is then able to improve its performance over time. Books by William R. It is important that you remain free to decide what you disclose, and how you disclose it.

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Strategies for Case Study Groups. At each point where people were asked to think about an issue, and record their thoughts, working space was provided.

Understanding how the group operates is thereby impeded, and improvement made difficult or impossible. If you identify for yourself the information and the results of its undiscussability, the activity will have served its purpose whether you disclose it or not.

Alternatively, if most people in the large group do not know each other well, it may be better to form groups of those people who know each other least well. You are not required to participate unless you choose to. Rigid hierarchies, intense competition for resources, and the power of peer review in advancement processes all hamper difficult conversations, thereby contributing to organizational silence, and at great cost to the institution.