1. Making the most out of diversity with… [name] [position] [organization] [address]

2. Overview 1.Introduction to the Diversity Icebreaker (DI) concept 2.Classical DI seminar 3.The effectiveness of DI 4.Advantages of using DI in your company 5.Behind the DI – Human Factors AS Norway

3. Introduction to the DI concept Diversity Icebreaker is a unique concept for communication preferences, different than other classical tools: DI is rapid, unifying and making an active use of humour Blue (task), Red (relational) and Green (change oriented) Social construction in the seminar as a bottom-up process 1.Questionnaire Mapping the social categories 2. Seminar Constructing the common understanding through participant involvement in behavioural, intellectual and emotional processes

4. Introduction to the DI concept Easy to use Easy to understand Scientifically valid and reliable Egalitarian and complementary categories Instantly triggers humor and enthusiasm Gives a balanced model for interaction

5. Classical DI seminar DI is used in groups, organizations and conferences Classical DI: short seminar format of approx. 1-2 hours Four subsequent stages of the seminar: 1. 2. 3. 4. Filling in and scoring the questionnaire Dividing participants into three groups Group presentations Open discussion and learning process

6. Classical DI seminar Stage 1: Filling in and scoring Clarification of the reasons for using the Diversity Icebreaker (depending on the seminar context) Facilitation of filling out and scoring the questionnaire

7. Stage 2: Dividing participants into three even groups Different ways of doing it “What are the qualities of your own colour in interaction with others?” “What are the qualities of the two other groups, separately described?” Classical DI seminar (if there happen to be participants assigned to groups other than their predominant colour, encourage them to use their flexibility to act in line with their secondary

8. Classical DI seminar Stage 3: Group presentations Presentation of the characteristics of each colour (one at a time) Actor-Observer perspective Feeling of in-group cohesion Active use of humour Facilitator brings focus into a relevant theoretical perspective ( [area of current application])

9. Classical DI seminar Stage 4: Learning process Collective discussion on “What have we learned?” One can contribute differently in different stages of the process. Your difference is my challenge. Positive expectations of good dialogues. Categories are complementary and egalitarian. It’s OK to be different if uniqueness is perceived positively by others. No uniqueness is better and more powerful than another. We have created our own language. We better understood the group dynamics. People are different, in different situations.

10. Classical DI seminar Results: Generates curiosity about one’s personal view-points and those held by the others The participants develop new knowledge about themselves and others through a high-quality dialogue and direct involvement The concepts of Red, Blue and Green contribute to a mutual recognition of differences, providing a positive learning process that the participants will remember for a long time Flexibility: the universal questionnaire and seminar models open opportunities for the process to be led in many different directions DI adapts to your organization’s specific needs, current situation and members, bringing tailor-made improvements

11. The effectiveness of DI Improves communication and dialogue Fosters flexibility and creativity Boosts trust and expectancy of being respected Enhances self-awareness Facilitates social interaction through better understanding of the other Brings in the appreciation of differences and positive evaluation of each other Introduces constructive group dynamics

12. The effectiveness of DI Promotes curiosity of the other and willingness to listen Helps with conflict resolution Brings in a common understanding of interpersonal concepts Draws on the culture of diversity and encourages people to share more of their unique background and perspectives Creates psychological safety for experimental learning Gives feedback

13. Advantages of using DI in your organization T EAM, P ROJECT WORK AND I NNOVATION Awareness of different roles in the team Establishes an expectancy of positive acknowledgement of uniqueness Shared understanding and trust Knowledge of various type of contribution of people with different colours in different stages Smooth, complementary teamwork More open and trustful communication Better management of effective and creativity processes AREA OF APPLICATION CHANGES IT BRINGS WHAT’S IN IT FOR YOU?

14. Advantages of using DI in your organization C OMMUNICATION TRAINING C ONFLICT MANAGEMENT Better understanding of different communicational preferences through Red, Blue and Green categories Open, precise and unconstrained communication Less conflicts and more cooperation: things are being done faster and better in your organization Facilitated feedback AREA OF APPLICATION CHANGES IT BRINGS WHAT’S IN IT FOR YOU?

15. Advantages of using DI in your organization K ICK - OFFS Development of shared language and understanding from the very beginning of being together Unforgettable collective experience of joy Shorter time to reach a full working capacity of a new project team Great base for developing a meaningful rapport between stakeholders and project team members Creates a shared image of an attractive future of working together AREA OF APPLICATION CHANGES IT BRINGS WHAT’S IN IT FOR YOU?

16. Advantages of using DI in your organization D IVERSITY MANAGEMENT Diversity categories relevant for ways of treating information and relationships Safe environment promoting trust an openness A shared language for managing diversity, making it easier to treat diversity resulting from professions, departments, gender, culture, etc. Creating a positive integrative culture AREA OF APPLICATION CHANGES IT BRINGS WHAT’S IN IT FOR YOU?

17. Advantages of using DI in your organization S ELF UNDERSTANDING, L EADERSHIP AND P ERSONAL DEVELOPMENT Increased self-awareness and self-reflection through concepts of Red, Blue and Green More conscious people oriented towards self- development and learning from social interaction Leaders with easy communicative understanding of the social interactions in their teams AREA OF APPLICATION CHANGES IT BRINGS WHAT’S IN IT FOR YOU?

18. Advantages of using DI in your organization C ROSS - CULTURAL TRAINING C ULTURAL CONFLICT MANAGEMENT Breaking of cultural barriers related to prejudices A shared language of egalitarian and complementary qualities, going beyond cultural differences Sustainable solutions to cultural conflicts in your organization More effective ways to manage international teams, mergers and acquisitions AREA OF APPLICATION CHANGES IT BRINGS WHAT’S IN IT FOR YOU?

19. Behind the Diversity Icebreaker Human Factors AS An international management consultant company specializing in teams, leadership, cultural diversity, communication, project leadership, and measurement instruments since 1993 Practitioner as well as academically orientated. Open Innovation Model Openness and Generosity – the core values Red, Blue and Green established as categories for communication in 1995 DI Questionnaire emerged in 1997, the version in use unchanged since 2005 The classical seminar pattern emerged in 2003

20. Behind the Diversity Icebreaker Human Factors AS – contact Human Factors AS, Norway www.human-factors.no Diversity Icebreaker Network on LinkedIn Diversity Icebreaker – International on Facebook