> ...When an organization decides to change
>their current system to another we are dictating their (the employee) new
>belief system. This is true because we have been tasked, either through
>corporate mandate or governmental mandate, with facilitating a change.
...snip...
Bruce, I think we may *want* to dictate the belief system, and in the
pressure of today's business climate, many will try to do so.
But, just how does one operationally dictate the beliefs of another? I
don't think this can be done.
> ...We
>as trainers and quality "overseers" have to buy into the new system and
>project that buy-in to our clients as a positive attitude. ...snip...
The trainers and consultants have the choice to "buy in" or not... When
that's a real choice, not a coerced choice, i think it's healthier.
I raised this thread because it's not black or white. I think the majority
of people working in the organizational learning paradigm would decline to
dictate beliefs. But, we have clients who want to, and we do terrific
training programs which do so indirectly. I want to explore the subleties
around the edges of this.
Can one person determine what another person is to hold as belief? And, if
so, is it ethical to do so?
-- Rick
--Richard Karash ("Rick") | <http://world.std.com/~rkarash> Speaker, Facilitator, Trainer | email: Richard@Karash.com "Towards learning organizations" | Host for Learning-Org Discussion (617)227-0106, fax (617)523-3839 | <http://www.learning-org.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>