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Chapter 10. Sharing Perspectives with Ot... > Dialogue for Organization Developmen...

Dialogue for Organization Development

Group dialogue gained acceptance as an organization development tool at the end of World War II with the advent of two communication laboratory experiments—Tavistock Study Group in England and National Training Laboratory (NTL) in the United States. The programs were called T-groups, sensitivity training, and laboratory learning. Initially they were aimed at business executives interested in leadership and personal growth. At the training labs, participants typically spent 10 days together in an isolated setting without much structure or a preplanned agenda. Their central message remains applicable today:

If you speak candidly without equivocation and if you take responsibility for the consequences of choices you make, you will be a more effective leader

Thinking with others depends on gaining an understanding of how your behavior is seen by them

What you learn in the laboratory will flow primarily from experiences you share with other participants


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