Organizational change seldom occurs as swiftly or as dramatically as one might imagine, the contrasts between old and new organizational paradigms are often just as striking as our most outrageous dreams. Describes two different and contrasting contexts or ways of viewing or thinking about people and life. Recommends breaking out of old models of organizing people to work and creating new paradigms by discovering flexible new ways of “seeing” the world ‐ in the sense of perceiving, understanding, interpreting and organizing with people to achieve a common purpose.

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93 (47 male and 46 female) undergraduate volunteers were employed in a test of the effects of observation of sensitivity-training groups (via videotape) on Ss' willingness to self-disclose. All tapes began showing a T-group going through various trust exercises. Within each tape, attitudes toward self-disclosure were expressed by individual group members. Three tapes were used: disclosure, neutral, and concealment, named for the attitudes expressed. A fourth tape containing only the trust exercises was included to assess the effect of witnessing the trust exercises alone. A no-tape control group was also included. Results indicate no effect on self-disclosure. As predicted, Ss who saw the positive tapes were significantly more attracted to the taped group and to sensitivity training in general. Unexpectedly, the trust-exercise portion of the tapes alone appears to be sufficient to produce this effect.

Needs assessment is a necessary starting point in developing a training program, but assessing training needs may be a difficult task. Conducting a needs assessment oriented to a reality‐referenced competency model can provide: a self‐norming validation of training needs by the people who will be trained, fast feedback, an effective method of evaluating the usefulness of proposed training programs, and adaptability to changing needs. This article describes research conducted during a redesign of training at the Texas Rehabilitation Commission and explains why the reality‐referenced training system is a valid way to complete a needs assessment.