- Learning should be a beneficial search for surprise
- Traditional diversity training often puts people in untenable positions where they can’t learn because they feel defensive
- Learning is most effective when it is embodied and experiential, not just intellectual
- To understand diversity, we must first understand culture and dominant culture
- People learn best by “doing” and then by extracting the meaning from that experience
- Moving people from “playing to win” to “playing to learn” helps organizations innovate
- Story is a guide that can teach us how to live in relationship with others
- Success comes when we experience our self as part of something larger
- Training must create the capacity for intrinsic responsibility
- What comes out of the training becomes part of the story of the organization itself
- “Getting it” comes with giving “others” the same level of specificity and humanity that we give ourselves...
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