Sensitivity Training (T-group Training):

An OD technique that uses leaderless discussion groups. The general goal of sensitivity training is to develop awareness of and sensitivity to oneself and others. More specifically, the goals of sensitivity training include:

increased openness with others, greater concern for needs of others, increased tolerance for individual differences, less ethnic prejudice, awareness and understanding of group processes, enhanced listening skills, greater appreciation of the realistic personal standards of behaviour.

Research investigations into sensitivity training indicate that it can effectively change individual behaviour. Its impact on performance is inconclusive and the technique is not devoid of psychological risks. Sensitivity training is not widely used in business today as an OD technique. Leaders of T-groups have been criticized as having an insufficient background in psychology. Detractors have suggested that in business organizations, managers frequently must make unpleasant decisions that work to the detriment of particular individuals and groups. Excessive empathy and sympathy will not necessarily lead to a better decision and may exact an excessively high emotional cost for the decision maker. Many business organizations have commanding and autocratic leadership. The power structure may not be compatible with openness and trust. In some instances, effective managers may practice diplomacy by telling only part of the truth or perhaps even telling different stories to two different persons or groups. Truth is not always conducive to effective interpersonal and group relations. Sensitivity training would also tend to ignore organizational values that are derived from aggressiveness, initiative and charismatic appeals of a particular leader.