Combining different points of view and experiences boosts creativity and performance, but only if differences in opinion do not permanently degenerate into conflict! How to get different types of people to work effectively together?
01
Establish the basis for team unity
-
Provide a clear vision of the collective vision.
-
Develop complicity, e.g. Organize off-site team activities.
02
Combat stereotypes
-
Encourage people to admit their concerns openly, e.g. “We creative types are often seen to be disorganized. What can we do about this?”
-
When in a conflictual situation, recall the facts to limit excessive generalizations stemming from preconceived ideas.
03
Set the stage for real dialogue
-
Prevent potential misunderstandings , e.g. Avoid jargon.
-
Focus discussions on “why,” rather than “for or against.”
04
Capitalize on differences
-
Show that there are several right ways to tackle a problem.
-
Encourage people to build on each other’s ideas, e.g. Combine two good ideas.
Take action
Find the common ground with your team members (10 min)
Highlighting what brings together team members with different profiles helps build trust and connivance.
Suggest that your team members participate in a game to reinforce the team spirit. Use a ball of wool to do so.
Ask one of the participants to introduce himself to the others by highlighting his personal traits (what he does or does not like, his hobbies, an exceptional event, etc.) while holding on to the end of the ball of wool. When another team member shares the same trait, he speaks up and the first team member throws him the ball, which then connects them. He in turn introduces himself, until another common trait surfaces linking him to someone else. Etc.
Continue the game until the ball of wool is completely unrolled and the entire team is connected. Then debrief rapidly with your team members to understand what they have learned from their colleagues.
Identify your preconceived ideas (10 min)
Preconceived ideas are unavoidable. The challenge consists in limiting their negative impact and knowing how to change your opinions.
Before an important meeting, ask yourself about the preconceived ideas that you have about your counterparts: you will necessarily have some! E.g.: In what state of mind do you think they are? How do you imagine they are going to react? What can explain, in your opinion, their possible reactions? Take a note of the “automatic thoughts” (= not thought through) that spring to your mind towards these counterparts.
Among these preconceived ideas, identify those that could lead you to interpret in a negative light the reactions of your counterparts. Then seek to limit the impact of these ideas in your behavior. E.g.: “He will be opposed to the project out of principle” => “And what if the questions he is asking are aimed at giving the project all its chances to succeed?”; Can you think of another situation during which he partook in an exchange on a new project in a constructive manner?
Identify how the roles get distributed among the team members (15 min)
A team performs better when it gathers individuals who are capable of playing complementary roles.
Position yourself and the team members according to the roles they naturally adopt:
-
Who puts the ideas into perspective, thinks long term?
-
Who broadens the horizon, brings new ideas?
-
Who builds the action plans and organizes the work?
-
Who validates the facts, measures feasibility and manages risk?
-
Who cares about people and team spirit?
-
Who motivates and drives energy?
-
Who communicates, both internally and externally?
Ask yourself: are all the roles that are key to the team well taken care of? E.g.: A high energy and creative team could actually forget to finalize and document its projects. Could you get the roles to “switch” in order to better develop your staff’s skillsets?
Practical Tips
> Fostering collaboration among people with different backgrounds
> Overcoming prejudice in a diverse team
Find out more
> Promote effective interaction among team members with different profiles
© Managéris