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The process therefore accepts conflict and emotion are natural parts of the management process, but tries to leverage this conflict and emotion towards the achievement of the overall objective.
The mining group process does have some interesting elements in terms of effectiveness. Everybody has seen the rambling meetings where issues simply are not resolved, making it difficult to move the process forward. In such situations, there is little doubt as to the benefits of establishing internal discipline, which is something that the mining group gold process does, in particular with the timekeeping. Over time, this process will also change the culture of the organization with respect to meetings. Whereas there will probably be a lot of initial resistance, one of the things this technique does is that it forces people in the meetings to come prepared, so that a lot of the fact-finding components that can get people sidetracked have already been dealt with.
In that, the technique improves the way people in the organization handle meetings. They start to come to...
This technique will be especially useful in organizations where meetings are places for emotional conflict to be resolved. The culture becomes much more oriented on issues over time, so that the emotional element of the meetings becomes minimized.
Empowerment is one of the trickier aspects of this meeting technique, because different people get to express their ideas with this process. If you are in the meeting, you are expected to make a specific contribution. Meetings therefore are not the place for people to just go and sit, but they become specifically a place for getting things done, and in that everybody knows his or her role. This is how empowerment will be improved with respect to meetings.
References
Kayser, T. (2010). Mining Group Gold. McGraw-Hill.
Hightower, T. (2014) Mining group gold: A cooperative approach to meeting effectiveness. FieldTrip101. Retrieved April 11, 2014 from http://www.fieldtrip101.com/pdfs/Mining%20Group%20Gold.pdf
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