Getting varied employees to appreciate, respect, and accept each other's differences can be difficult because organizations often comprise of people with a variety of backgrounds, ideologies, and personalities. Nevertheless, regardless of who or what they are, everyone deserves to be respected and treated with dignity. Consequently, establishing a culture of honesty and respect is one of them. The best place to start is with sensitivity training, which supports an inclusive workplace culture that values the diversity of all team members and employees.
The psychological strategy known as sensitivity training is credited to Kurt Lewin and Ronald Lippitt. In-depth group interactions and discussions are used to increase empathy for others and self-awareness of one's own biases. It promotes social awareness and behavioral adaptation, which improves group and individual dynamics.
There are three different forms of sensitivity training, namely
a) Stranger-lab Train Sensitivity
Since everyone in this training program is from a different organization, they are all strangers to one another. The participant's ability to listen and understand the interests and concerns of others both improved. By observing the behaviors of other team members, one might learn how to manage people through such sensitivity training.
b) Cousin-lab Train Sensitivity
All participants from various departments within the same company are a part of the cousin-lab sensitivity training program. It facilitates the exchange of information about one another's tasks and issues among the members from various levels of the organization. As a result, it may aid in fostering teamwork and incentive to put in extra effort for the benefit of the company.
c) Lab Sensitivity Training for Families
Participants in this training group are all from the same organizational unit and are therefore extremely familiar with one another. It enables the team members to communicate effectively to comprehend one another and their preferences while working.
a) To increase participants' awareness of their behaviors and the emotions that go along with them.
b) The growth of the participants' motivation to succeed in interpersonal conversations.
c) To encourage members' clarity about their fundamental values and priorities.
d) Encouraging participants to feel their feelings and take emotional lessons from them.
The three steps for the sensitivity training program are:
a) Unfreezing the old values
This calls for the students to realize how inadequate the old values were. When the learner is in a predicament and his previous values are unable to offer sound advice, this can be done. The initial step is a quick procedure:
b) Formation of new values
With the trainer's assistance, trainees start to assess their social interactions and provide feedback to one another. Discussion of the feedback's justification encourages trainees to try out a variety of novel behaviors and beliefs. The second step in the development of these values' changing process is represented by this process.
c) Re-freezing the new ones:
An individual tries to mentally freeze the perception or behavior that he has developed as a result of his interactions with each group member. The way that learners are given the chance to put their new habits into practice at work will determine how effective sensitivity training is.
The diversity of the modern workplace is enormous and is growing daily. Managers need to be aware of, sensitive to, and flexible enough to meet the requirements, concerns, and traits of a wide range of individuals. Sensitivity training will assist managers in fostering respectful and fruitful group interactions among team members as well as helping them personally establish positive interpersonal ties with members of their team.
a) It aids in strengthening the members' ability to solve problems.
b) It promotes organizational transparency and guarantees that all members' concerns are given space for debate.
c) It improves the workers' emotional intelligence.
d) Sensitive training fosters compassion and consideration for other team members.
c) It raises productivity overall and enhances the working environment.
d) The training course encourages staff to be more receptive to the needs and interests of other team members.
e) Enhancing group dynamics and hence the sense of teamwork is a benefit.
a) It enhances respectful communication and consideration for the opinions and needs of others.
b) The teamwork dynamics and participants' sense of self-control have improved.
c) The group members develop self-reliance, cooperation, and a growing appreciation for the value of relationships built on trust.
a) It is an informal activity that may blur the distinction between appropriate professional behavior and informal behavior.
b) Instead of emphasizing facts, the training places more emphasis on beliefs and presumptions.
c) Especially at the beginning of the program, the majority of members view sensitive training as being extremely unorganized and chaotic.
d) Members could be reluctant to express their ideas out of fear of upsetting their friends and senior members.
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