How can team leaders help team members see another point of view?

Líderes de equipe podem ajudar os membros a ver outros pontos de vista através de várias estratégias: Promover a Empatia ??: Encoraje a equipe a se colocar no lugar dos outros. Isso pode ser feito através de exercícios de role-playing ou discuss?es que exploram diferentes perspectivas. Diálogo Aberto e Respeitoso ??: Crie um ambiente onde a comunica??o aberta e respeitosa seja a norma. Incentive a discuss?o de ideias divergentes de maneira construtiva. Exemplos Práticos ??: Use estudos de caso ou situa??es reais para ilustrar como diferentes abordagens podem levar a resultados variados, destacando a importancia de considerar múltiplas perspectivas. Como você incentiva a compreens?o de diferentes pontos de vista na sua equipe?

Perspective-Taking is To Lead Effectively, Put Yourself in Your Followers’ Shoes. It enables to expand your options in resolving conflicts within the team and overcoming leadership challenges Seeking input from team members exposes you to new and potentially valuable ideas. It makes your subordinates feel valued and respected, which in turn promotes loyalty and a commitment to harder and more effective work

Team leaders can promote diverse perspectives by fostering open communication, active listening, and empathy. Encourage respectful debates and discussions, allowing team members to express their viewpoints. Provide opportunities for cross-functional collaboration and diverse teams. Lead by example in considering alternate viewpoints. Creating an inclusive environment helps team members appreciate and understand different perspectives.

Considero que eliminar la mira de túnel del equipo es una habilidad que pocos líderes tienes, la mayoría lo logra por su autoridad y no por influencia. Los líderes de equipo pueden fomentar la empatía y la comunicación abierta, animando a los miembros del equipo a compartir y explorar diferentes perspectivas en un entorno de respeto mutuo. Al crear un espacio seguro para el diálogo y alentar la curiosidad, los líderes pueden facilitar un entendimiento más profundo y una apreciación de diversos puntos de vista. La diversidad de pensamiento, siempre es un diferencias en los equipos de alto rendimiento. ?Atrévete a incluirlo en tu gestión!

You have several levels of listening. Most of us default to level 1 where we listen to answer and for what it means to us. Shifting to level 2 where we listen to understand the other's perspective can be quite a powerful move.

In my practice I encourage first to understand that there are cognitive biases, and then we agree that team members are genuine and demonstrate integrity. Why? Because the moment any team member started to question one of them unconsciously, I bring that teammate to the safe zone. Then we discuss if we share a similar direction? Are we aligned? Are we demonstrating commitment at what we do? After that we open the realities and the options to move on. As a leader I should be very careful not into engaging of the blame game, or giving negative remarks on a team member, even if that employee did certain things might make him categorized in such category, why? Because they need 1-to-1 feedback, not public discussion.

As many have stated, encouraging curiosity is essential to hearing diverse perspectives, generating options, and ensuring team members feel heard. A simple but essential practice as a leader is to provide time for questions and discussion when you meet as a team. It's pretty simple, but if there's no capacity for discussion and exploration in meetings, it's impossible to cultivate a team culture of openness and exploration.

Promote a culture of curiosity within the team. Encourage team members to ask questions and seek to understand each other's viewpoints. Curiosity can lead to more in-depth discussions and help team members explore alternative perspectives.

Encouraging curiosity among team members is crucial for understanding different viewpoints. Foster a culture where they seek to learn from each other, challenging biases and assumptions. Create opportunities for knowledge sharing through mentoring, coaching, or peer feedback to promote a more open and inclusive environment.

Asking simulator questions to team on a certain topic is one the best way I have found to encourage curiosity. It helps them think different perspective of same problem.

The reframing technique is very important & based on my personal experience, it works most times. If you would paint the picture of the alternative scenarios or the other point of view by asking your team members questions which answers lead to the specific point of view that you want them to consider, it not only broadens their thinking but it also allows them to accept that other perspective naturally. You will not need to convince or force them into considering the other point of view because they will realize it themselves if the logic is correct. If it is wrong, you will realize it too. The idea of “what ifs” help us consider all possible scenarios, solutions & alternatives which helps us reduce risk & make better informed decisions.

Reframing techniques involve presenting information or situations in a different way to help people see things from a new perspective. Some effective reframing techniques include: ???? Challenge assumptions and biases within the team, fostering a more open and objective mindset ???? Guide team members in recognizing and labeling their emotions, promoting a rational approach to situations ????Embrace the validity of diverse perspectives, acknowledging multiple viewpoints in any given situation ????Urge consideration of alternative explanations, prompting a reevaluation of initial assumptions for a broader understanding ????Use metaphors and analogies to illustrate diverse viewpoints, facilitating connection with alternative perspectives

Reframing is really useful especially between different languages to ensure what people mean is truly what they mean in their second language. This can help you get quicker to the core of others' perspectives when in a multicultural environment.

When team members have differing viewpoints, leaders can use reframing techniques to help bridge the gap. This involves restating a point of view in a different way that can make it more palatable or relatable to others. It can facilitate understanding and open up new avenues for discussion.

Team leaders can employ reframing techniques to help team members see another point of view positively and creatively. Techniques like "yes, and" can build on ideas instead of dismissing them, while "what if" encourages exploring alternative scenarios and solutions, fostering a more open and innovative mindset within the team.

Team leaders should lead by example and demonstrate empathy in their interactions with team members. Show that you understand and respect diverse viewpoints, even if you don't necessarily agree with them. This encourages team members to follow suit and display empathy as well.

Modeling empathy is a powerful way to help team members see another point of view. Demonstrate genuine interest, compassion, and support during challenges or conflicts. Use empathic statements like "I hear you" and "I can imagine how you feel" to show your willingness to understand their perspective from an emotional standpoint, fostering a more empathetic and inclusive team environment.

Empathy in leadership is more than just saying kind words. It involves taking significant actions and fostering a culture that truly respects everyone's emotions in the team. This means not just understanding your team, but also forming a real connection with them, offering support, and creating a workplace where emotional health is just as valued as professional achievements.

There are 3 levels of empathy: cognitive, emotional & compassionate. Cognitive empathy is knowing how the other person feels and what they might be thinking. Emotional empathy is feeling the other person's emotions as if they were your own (eg. feeling tears in your eyes when people are crying). Compassionate empathy is when we not only understand a person’s predicament and feel with them, but we are spontaneously moved to help, if needed. Ideally to move something along and help, you should be leaning into compassionate empathy.

I believe that manifesting this characteristic is vital for the team. Lack of empathy creates apathy and dissension. Not allowing team memebers to be their authentic self. Creates fear of communication when you lack empathy and understanding of human life events.

Offer constructive feedback that highlights the importance of considering different perspectives. Encourage team members to reflect on their own communication and collaborative skills and suggest ways they can improve. This feedback should be specific, actionable, and geared towards fostering an environment of mutual respect.

In my experience a good practice is to use the Johari model and ask people to give feedback about a teammate. It's not so easy to conduct this kind of retrospective but is useful if you want to improve the team. In this way I listen the point of view of my colleague about me or about a particular behaviour and i can decide to change or to do something in a different way

The best way to facilitate team dialogue is by integrating 'reverse brainstorming' where you start by identifying problems before seeking solutions. Use 'role reversal' to encourage empathy and new perspectives, by having team members argue from a standpoint opposite to their own. Also you can implement 'walking meetings' to break free from traditional settings, stimulating creativity and a sense of informality. That break from monotonous repetition induces the urge in the team to voice out more than each other. These offbeat approaches not only foster open dialogue but also nurture a culture of creative problem-solving and empathy. Ultimately, a leader's role in dialogue is key to enhancing team intelligence and unity.

Fostering understanding requires an environment that promotes open and respectful dialogue. Effective facilitation involves: Set clear expectations for respectful communication, active listening, and avoiding personal attacks. Ensure equal opportunity to share their thoughts and perspectives without interruption or judgment. Paraphrase statements to ensure understanding and summarize key points to keep everyone on the same page. Encourage them to ask clarifying questions to gain a deeper understanding of each other's perspectives. Help identify areas of agreement and shared values, even if they disagree on specific issues. Aim for consensus or a shared understanding of different perspectives, even if full agreement is not possible.

This article is great. One thing I'd add to help team members see others' point of view is to have them each share their point of view, live in a meeting. Sometimes, it can be harder to see each others' point of view in Slack or email. When you facilitate direct dialogue between your team members, it can be very helpful to start the dialogue yourself by stating the goal of the dialogue -- eg. to make a decision. Your team members may decide that they'd rather have you (the leader) make the decision than get into a hard dialogue with a team member. Be sure to encourage them to share fully so that, they can own the decision or so that you can be most informed when ultimately making the decision.

Focus on building trust within the team. If you want open dialogue, that will bring out painpoints, you want to prevent conflict. Teams that have high levels of trust deal better with dialogue, and less often fall victim of dialogue turning bitter.

The round table approach is key. Gathering the team around having them lay their ideas on any subject with risks and rewards….then the team will be encouraged when they see their prospective is adopted in certain subjects…makes them feel valued and their ideas appreciated and promotes a culture of open mind and voicing out ideas and initiatives in the team

Ayuda mucho conocer al equipo y aquí un coach de equipos puede ejercer un papel muy importante. Por ejemplo: ???Ayudando a conocer como se comporta cada miembro del equipo cuando hay que hacer algo. ???También conociendo cuál es el sistema preferencial en el lenguaje. ???O cuál es el sistema preferido de trabajo. ???Conocer cuáles son los dones, competencias y frustraciones de cada miembro del equipo (The 6 working genious de Patrick Lencioni). ???Pasar tiempo juntos en la oficina y fuera de ella para socializar. ???Mostrar y formar al equipo en los tipos de prejuicios y sesgos que hay para que la mirada entre compa?eros esté menos contaminada. ???Mejorar la empatía, siendo el líder un ejemplo de comportamiento (rol model).

???? Encourage role-playing exercises, case studies, and thought-provoking questions to challenge perspectives and promote critical thinking ???? Help team members identify shared goals, values, and interests to understand and appreciate different perspectives ???? Celebrate the diversity of perspectives and experiences within the team. View diversity as a source of strength and creativity ???? Share stories, visual aids, and anecdotes that illustrate diverse viewpoints ???? Foster opportunities from different backgrounds, cultures, and perspectives to enhance their ability to see things from different angles ???? Encourage team members to engage in continuous learning and self-reflection for an open-minded and adaptable approach

Recomiendo también la técnica "Sombreros para pensar" de Edward de Bono. Esta metodología ayudará al equipo a dar un paseo por todos los ángulos al analizar una idea, abordar un problema o sopesar un nuevo proyecto. Es un trabajo conjunto y promueve el pensamiento divergente. A mi me encanta!

In my experience, a team can benefit from learning about personality styles and potential biases. This more of a prevention is better than cure approach equipping your team from the beginning to understand each and how their mind is wired. This not only gives the tools needed to communicated efficiently with each other but also understand why some people do, see and think the way they do, what motivates them. It also empower to know that each of them bring something to the table that the other does not. If they have this as a foundation, it is much easier to work in team and for the leader to help a team member see from someone else's perspective.