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v ino dt bidwaik.blo gspo t .in http://vino dtbidwaik.blo gspo t.in/2010/06/co nfrontation-meeting.html

Confrontation MeetingVino d Bidwaik

What is confrontat ion meeting?

(T his co ncept was intro duced by Richard

Beckhard. Refhttp://kgs epg.co m/projects /co nf

rontation-meet ing# )

Co nfrontatio n meet ing is an activit y which allo ws ent ire management gro up, compos ed o f

individual fro m all levels o ft he organizatio n t o t ake a quick reading o n it s o wn healt h and wit

hin matt ero fho urs t o s et action plan fo rimpro ving it.

T his activit y is base d on

a) Experience wit h an actio n orient ed metho d o f

planned change. b) It invo lves t he ent ire in ajo int action-

planning programme.

c) T he meet ing can be conduct ed s everal t imes wit h o ne mo rning and o ne evening sessio

n invo lving only t wo o rmo re ho urs o ut o fus ual wo rking days.

Whe re it is effective?

a) Where t here is a genuine commit ment t o so lving t he pro blems o n t he part o fto p

management. b) To p management int ends t o impro ve t he conditio ns rapidly.

c) T here is adequat e cohesivenes s in t he to p management t eam t o ens ure follow-up.

Benefit s ofconfrontat ion meeting.

a) Direct communicatio n is

improved b) Mo rale o femplo

yees increased. c)Bett erwo rkculture.

d) Impro ve int erdepart ment human relat

ionship e) Get solutio ns o n day-to-

day problems.

Element s ofconfrontat ion meeting

a) Climat e setting

b) Informatio n co

llection c) Informat

io n sharing

d) Priorit y sett ing & gro uping

planning. e) Organizatio n actio n

plan

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f) Immediat e follow- up by to

p team g) Progres s review.

A) Climat e setting

It requires o ne hour.

In t he very beginning, t he to p execut ive communicat es t o t he ent ire management gro up his

object ives for t he meet ing and his co ncern fo r and interes t in o pen discussio n and problem facing.

B) Informat ion collection

It requires o ne hour.

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T he ent ire gro up o femplo yees is divided int o s mall heterogeneo us unit s consist ing o

fs even t o eight participants.

Ift here is to p management gro up it meet s as a s

eparat e unit. No bos s and subordinat es are placed t

ogether.

Each unit consist s o fparticipant s fro m each funct

io nal area. T he assignment s t o thes e unit s like:

1) Yours elves as an individual wit h needs and goals.

2) As a perso n co ncerned abo ut tot al organization.

3) What are t he obstacles?

a) Demotivators

b) Poo rpo licies & pro

cedures c) Uncleargoals

d) Poo rattit ude, which exist s today.

4) What different conditio ns if any wo uld make t he organizatio n mo re effect ive and

make lif e in the organizatio n better?

Each unit is advis ed t o choos e t o report ert o pres ent it s finding at a general informatio

n s haring t o be conduct ed an ho urlater.

C) Informat ion Sharing

Each unit 's representat ive writ es his unit 's ent ire result s o n a s heet paper, which is dis

played at a meeting hall.

Meet ing leaderpro vides so me majo rcatego ries in which all t he dat a fro m all t he sheet s

can be classified. E.g. Ift here are 100 items , t he possibilit y is t hat thes e can be classif

ied int o 8- 9 gro ups invo lving heading

s uch as communicatio n difficulties , pro blem wit h to p management etc.

T he dat a s heet is duplicat ed fo rt he purpos e o fcirculation.

D) Priorit y sett ing and group act ion planning

It invo lves o ne ho uro rmore.

T he ent ire gro up engages its elf in a 15 min general session.

Wit h t he meet ing leadert he participant s go thro ugh t he raw dat a o n t he duplicat ed s

heet s and ass ign a catego ry numbert o each element o fdata.

Peo ple ass emble in t heirfunctio nal nat ural wo rk unit s in fo ro ne o rmo re hours.

T hus HR members drawn fro m all level ass emble in o ne unit , in t echnical anot

her and s o on. DH pres ides o vert he unit.

Each unit is ass igned t hree s pecif ic tasks.

It is required t o discus s t he pro blems and issues , which inf luence it s areas o fwo rk, and t o

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ascert ain the priorit ies and early actio ns t o which t he gro up is willing t o co mmit its elf.

It is required t o identify t he iss ues and pro blems t o which t he management t eam sho uld

give maximum priority.

It is required t o ascert ain as ho w t o communicat e t he findings o ft he sessio n t o t heirsubordinates.

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E) Organizat ional Act ion Plan

It requires t wo hours.

Tot al gro up is ass embled in a general session.

Each functio nal unit report s it s commitment s and plans t o t he tot al group.

Report s and enlist s t he it ems which it s members believe t he management t eam sho uld

deal wit h first. To p management is required t o react t o t his lis t and make commitment s f

o ractio n where needed.

Each unit is required t o s hare brief ly it s plan fo rcommunicat ing t he result s o fco nfrontat

io n meet ing t o all subordinates.

F) Immediat e follow-up

Requires 1- 3 hours.

To p management t eam is required t o meet immediat ely aft ert he completio n o ft he co nfront

atio n meet ing to plan firs t a s et o ffollo w up actio n which is t o be report ed ultimat ely back

t o t he tot al management group

wit hin a few days.

G) Progre ss Review

Aft ers pecif ic int ervals progres s review o fco nfrontatio n meet ing is t o be t aken by to p

management team.

Confrontat ion Meet ing Provides

1) T he to p management wit h accurat e informatio n regarding an organisatio n healt h and t

he opportunit y to make suit able actio n decisio n bas ed upo n pro per informatio n fro m t

he organisation.

2) T he unit s wit h t he opportunit y t o establis h priorit ies fo rimprovement , an increas ed

invo lvement in the organisatio n object ives as well as a real commit ment t o action.

3) A bas is fo rascert aining ot hermechanis ms fo rcommunicatio n bet ween levels and gro up,

pro perdirection o fdecisio n, pro blem so lving wit hin sub-unit s as well as t he too l fo r

upward influence.