Griggs Productions Diversity Relationship Culture

Products: Manuals

Valuing Diversity® Training System: AISA Competency Process

We integrate learning by facilitating the AISA Competency Chain® which moves learners through Awareness and Information to Skill-building and Application. We are principle and systems driven applying self-help, holistic strategies, and existing resources to ensure effective, affordable and sustainable learning and training solutions.

AISA Compentency Chain Graphic

Participant Competency Goals: YES NO
Increase participants' Awareness of key diversity messages    
Focus the participants on useful, relevant Information    
Facilitate the acquisition of new Skills    
Application strategies and support: Identify and commit to change areas, outside the training environment, where diversity awareness and skills can be applied. (e.g. Quality Teams, Performance Improvement, Customer Relationships, Productivity, Employee Relations, Curricular Development, Student Affairs, Leadership); set targets and measure progress    

Principle Driven and Systems Thinking Approach

Our Flexible Interventions are Process & Principle Driven and Include a Systems Thinking Approach.

Our approach and training materials are highly participative, hands-on, and process oriented. Our focus is more on the process to help the organization and employees change than only the content. Since information is constantly evolving, our intention is to empower participants by giving them the tools they need to facilitate their own skills development and ongoing learning process.

Four key human resource development principles are built into all our services.

This ensures an ongoing approach to the diversity challenge rather than a "thunderstorm on barren land" approach.

We provide strategic models for seeing the bigger diversity picture and advocate a "systems thinking" approach. No one part is as important as managing the whole challenge.


1. Transforming People in the Organization:
Personal Barriers
Dealing with assumptions, biases, prejudice, stereotypes, expectations and perceptions, past experiences and feelings



2. Transforming Relationships in the Organization:
Interpersonal Barriers
Cultural and group differences, myths and relationship patterns


3. Transforming the Larger Organization:
Organizational Barriers
Culture and leadership, work structures, policies and practices.

The diversity challenge tends to be dynamic and complex and although specific action is required in clearly identified areas, it is important that management grasp the systemic nature of the challenge. An integrated self- empowered response within the context of the organizations broader strategic objectives is necessary for results and ongoing progress.

Overview of the System

Facilitator's Resource Guide
Facilitator's Handbook
Participant's Workbook

Product Review
Diversity Training Course

Diversity Journey Map

Instructional Design
Overhead Transparencies

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San Francisco CA
Copyright © 2017