Really good article on successfully creating diversity and managing conflicts. Diversity can be extremely powerful for organizations if it’s implemented correctly. https://www.ft.com/content/80d3cdc0-6ff4-11e9-bf5c-6eeb837566c5
There is an overwhelming amount of research on why diverse teams perform better: “Teams that take in different life experiences, identities and styles of thinking beat monocultures at problem-solving and prediction.”
There are also significant challenges in bringing together diverse individuals: “Simply trusting people with opposing priorities to combine creatively is more likely to expose divisions than produce gains. Differing cultural assumptions can make it harder for teams to bond, and can lead to friction and misunderstandings, hampering the achievement of goals.”
Here is an example of how understanding someone’s experiences can lead to significantly better outcomes: “His company recently brought together two executives who clashed repeatedly. One loathed top-down power, the other respected hierarchy. In discussion, the executive who mistrusted authority confided that during his childhood his family had suffered under a police state. His colleague then divulged that he ‘went off the rails’ in his teens and regained a grip on life in the army. The discussion did not change their beliefs but it ‘led them to a much better understanding of why they differed, and moderated their behaviour with each other.’”
There is plenty more in the article if you are interested in checking it out.
Get my brand new team building playing cards, Cards Against Mundanity, here: https://www.drivethrucards.com/m/product/272383 There are new questions, instructions and much more. I also conduct this as a workshop for organizations of any size and speak on it.
What do you think makes a team successful? What separates a high-performing team from an average team or underperforming team?
Research overwhelming states that the number one trait for the most successful teams is psychological safety.
What is psychological safety? “It’s a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes, ” Amy Edmondson.
As a team building expert, I’d recommend having your team take this psychological safety test.
1) If you make a mistake on this team, it is often held against you
2) Members of this team are able to bring up problems and tough issues.
3) People on this team sometimes reject others for being different
4) It is safe to take a risk on this team
5) It is difficult to ask other members of this team for help
6) No one on this team would deliberately act in a way that undermines my efforts
7) Working with members of this team, my unique skills and talents are valued and utilized
Use a 1 to 5 scale: 1 strongly disagree, 2 disagree, 3 neutral, 4 agree & 5 is strongly agree
Bonus two questions: It’s safe to take a risk on this team…
8) With the person I’m most comfortable with
9) With the person I’m least comfortable with
If your score isn’t a 5 or close to it, I’d recommend working on it. The first place is to build trust (and a high level of it).
You can get my new Cards Against Mundanity playing cards that more than 12,000 employees use to skyrocket trust, engagement, team closeness, and performance. Learn more here.
Jason provides insights and alternative views of coworker relationships. He was generous with his time as he talked with me about his work focused on building deep levels of trust and extraordinary coworker relationships. Jason is an author, TEDx speaker, team building facilitator through the product he has launched, and a leadership consultant. Employees in every role will benefit from listening to this episode and considering how you can apply Jason’s guidance as you strive to build stronger relationships with the people in your life and retain your most valuable employees.
Here’s a pledge every employee has to agree to before starting work at WD-40 (no matter what their level). I really like it as a tool. Any organization can set up something similar and make it apart of the hiring process. I’d give to any prospective hire and tell them it’s a requirement to agree to this before you start your first day.
“I am responsible for taking action, asking questions, getting answers, and making decisions. I won’t wait for someone to tell me. If I need to know, I’m responsible for asking. I have no right to be offended that I didn’t ’get this sooner.’ If I’m doing something others should know about, I’m responsible for telling them.”
I think it sets a particular tone about how people communicate, collaborate and engage. It sets a standard the first day any employee starts to work.
It also does two important things for WD-40:
Sets up learning a priority so employees don’t get stagnant. What worked yesterday and today won’t work tomorrow.
Focused on accountability and taking action. Employees are required to be proactive.