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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To see dlscussing your friends thought of this book, please sign up. Her actions in doing so have various effects, for better or worse, on herself and the other group members.

In particular, the inevitable buried issues become almost impossible to disinter even when it is crucial for group effectiveness or satisfaction. Bill Noonan enlivens the s Paperback. You make a private list of items which discuussing the basis for your individual work during the activity. Bypass Tactics and Covering Up: When leaders become more hhe at inviting multiple perspectives and faculty more adept at broaching difficult conversations with those in power, differences are more effectively addressed and conflicts resolved.

You are working in a small group for this exercise: As you think of something, write it down. Unless you are working exclusively with intact teams or the like, aim for as much diversity as you can.


In lengthier activities there may be a structured “climate setting” activity in lieu of the informal discussion.

Before continuing, please read the following We urge you to resist any pressures from others. Copyright c Bob Dick and Tim Dalmau To ask other readers questions about Discussing the Undiscussableplease sign up. If people are given multiple votes, and discouraged from voting for their own offerings, agreement on the top priorities usually occurs easily.

If there is a facilitator for the activity, treat her instructions too as invitations. Continue to work individually and without talking to begin to compile a list of hard-to-discuss information. If you were to move one item, which one would it be?

Xuemin Fiscussing rated it liked it Aug 06, It can also find ways of pursuing its collective goals in such a way that the individuals find it satisfying.

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

It is not the purpose of this workbook to achieve, or even encourage, complete honesty and openness. Preview — Discussing the Undiscussable by William R. Maintained by Bob Dick ; this version 1.

Your facilitator may change this number of items. It is as if group members obey a complex set of rules. If you wish, jot down ideas as they occur to you. At all times throughout the activity you decide for yourself which of the items, if any, you reveal publicly.


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. If the whole group is large, this may be done in subgroups.

Dankoski is associate dean for faculty affairs and professional development, Lester D.

Discussing the undiscussable

The productivity and happiness of people therefore depends, among other things, on the groups they are in and the way those groups operate. Unless the whole group is very small, therefore, subgroups are probably warranted. Argyris calls it the cover-up of the cover-up. Teams larger than 5 can be split into two or more smaller teams. 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.

Many groups, in fact, do not know what information undscussable would need to devise a better set of rules. These are strong taboos.

Some group rules are almost never discussed and therefore seldom negotiable.