1) Brainstorming:: Importance of Sensitivity Training

Brainstorming is a technique where a group generates many ideas around a topic without criticism. Participants freely share ideas that can seem unusual, with the goal of sparking creativity. During brainstorming, ideas are not judged and building on others' thoughts is encouraged. Sensitivity training aims to improve understanding between diverse workplace members through unstructured discussion of issues. It allows open expression of views in a non-hierarchical environment. Outbound training enhances employee skills like communication and leadership through experiential learning activities completed outdoors away from the normal work setting.

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1) Brainstorming:: Importance of Sensitivity Training

Uploaded by

Abhisek Sarkar

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1) Brainstorming:

Brainstorming is the name given to a situation when a group of people meet to generate new ideas around
a specific area of interest. Using rules which remove inhibitions, people are able to think more freely and
move into new areas of thought and so create numerous new ideas and solutions. The participants shout
out ideas as they occur to them and then build on the ideas raised by others. All the ideas are noted down
and are not criticized. Only when the brainstorming session is over are the ideas evaluated.

It is the process for generating creative ideas and solutions through intensive and freewheeling group
discussion. Every participant is encouraged to think aloud and suggest as many ideas as possible, no
matter seemingly how outlandish or bizarre. Analysis, discussion, or criticism of the aired ideas is allowed
only when the brainstorming session is over and evaluation session begins. See also lateral thinking and
nominal group technique.

Brainstorming combines a relaxed, informal approach to problem solving with lateral thinking. It
encourages people to come up with thoughts and ideas that can, at first, seem a bit crazy. Some of these
ideas can be crafted into original, creative solutions to a problem, while others can spark even more ideas.
This helps to get people unstuck by "jolting" them out of their normal ways of thinking.

Therefore, during brainstorming sessions, people should avoid criticizing or rewarding ideas. You're
trying to open up possibilities and break down incorrect assumptions about the problem's limits. Judgment
and analysis at this stage stunts idea generation and limit creativity.

2) Sensitivity training:

It is one of the Organizational Development techniques for bringing up change that try to improve
organizational effectiveness and employee wellbeing. It also helps the participants to learn and adjust with
the group dynamics. This technique was developed in 1940s by Ronald Lippitt and Kurt Lewin.

It refers to changing behavior through unstructured group interaction. It can also be called laboratory
training, T-groups and encounter groups interchangeably. Members of different gender, culture and
abilities are brought together in a free and open environment, in which participants discuss different issues
in an interactive way. It is loosely directed by a professional behavior scientist who creates opportunities
for everybody to express their ideas, emotions, perceptions, attitudes and beliefs. Nobody is a leader in
such an interaction. This group in process oriented, meaning that everybody learns by observing and
participating rather than being ordered or told to do a certain activity.

Importance of Sensitivity Training:

It helps employees be sensitive to the existing diversity in the workplace. It leads to better understanding
between members of the organization
Helps to build good interpersonal relationships with their team members
Educates the members about constructive behavior which will benefit everybody working in the
organization.
Helps managers get an insight into their own behavior
Helps to develop correct behavioral and emotional actions
Procedure of Sensitivity Training
Sensitivity Training Program requires three steps:

1. Unfreezing the old values -It requires that the trainees become aware of the inadequacy of the old
values. This can be done when the trainee faces dilemma in which his old values is not able to provide
proper guidance. The first step consists of a small procedure:
An unstructured group of 10-15 people is formed.
Unstructured group without any objective looks to the trainer for its guidance
But the trainer refuses to provide guidance and assume leadership
Soon, the trainees are motivated to resolve the uncertainty
Then, they try to form some hierarchy. Some try assume leadership role which may not be liked by
other trainees
Then, they started realizing that what they desire to do and realize the alternative ways of dealing
with the situation
2. Development of new values - With the trainer's support, trainees begin to examine their interpersonal
behavior and giving each other feedback. The reasoning of the feedbacks are discussed which motivates
trainees to experiment with range of new behaviors and values. This process constitutes the second step in
the change process of the development of these values.

3. Refreezing the new ones - This step depends upon how much opportunity the trainees get to practice
their new behaviors and values at their work place.

3) Outbound training:

The Outbound Training is a technique used to enhance the efficiency of employees

through Experiential Learning. In other words, taking the group of employees away from the actual
work environment into the outdoors and are assigned some challenging task or activity that needs to be
completed by them within a given time frame.

As the name suggests, the outbound training is conducted at a place away from the actual work
environment and aims at improving the interpersonal, communication and leadership skills of the
employees.