How can you effectively work with colleagues who have different abilities?

First step is to be aware of any unconscious bias we may have - this could block us from seeing the value and the strengths colleagues have. There is a need for psychological safety and trust, so that there is clear communication and openness to see how we could best work together and complement/support each other, while also being clear about boundaries and principles. Finally feedback (two way, team, 360 ...) is important. I have learned a lot and changed the way I approach things thanks to feedback from colleagues with different abilities. It is a journey!

Recognising diverse skills in teammates and colleagues necessitates implementing modifications in our approach to work. Each of us has a responsibility to contribute to creating a conducive work environment that caters to a range of skills and needs, as well as challenge and confront individuals' preconceived notions. It begins by understanding diverse requirements and adapting our approach to dealing with other people's perceptions and needs. We can agree to disagree on issues; we can acknowledge when we are wrong and even change our previously held perceptions too (in the light of new information). Ultimately, emotional intelligence and social intelligence will be key to navigating the challenges that this presents.

Building a workplace where everyone is treated fairly and kindly, regardless of their abilities, is crucial. It means valuing each person for their unique skills and supporting each other, especially from the management team, to create a place that welcomes diverse abilities. Recognizing that everyone is valuable and that our differences are part of God's creative plan adds to a positive workplace. Simple steps like flexible work arrangements, providing accommodations, and fostering a collaborative spirit can make the workplace fair, kind, and supportive for everyone.

It's simple. Be open to communicate with them. Just embrace different workstyles, leverage individual strengths, and respect each person's preferences. Besides this, be flexible and adaptable by adjusting processes and tools to accommodate everyone's needs.

Effectively collaborating with colleagues of different abilities involves cultivating a culture of inclusivity & understanding. It starts with respecting diverse strengths, perspectives, & working styles. Encouraging open communication ensures that everyone feels heard and valued. Implementing workplace accommodations & accessible resources fosters an environment where each team member can contribute their best work. Providing training on diversity & inclusion helps raise awareness & sensitivity. Regular check-ins allow for ongoing support & adjustment of workflows to accommodate individual needs. Recognizing & embracing the unique qualities that each team member brings, contributes to a more productive & harmonious work environment.

La communication claire est essentielle pour favoriser une collaboration efficace avec les collègues. En établissant des messages précis et concis, on minimise les risques de malentendus. Cela crée un environnement de travail où les attentes sont comprises, facilitant la réalisation des taches et le renforcement des relations professionnelles. La transparence dans la communication renforce la confiance mutuelle, élément clé d'une équipe performante. L'écoute active, la clarté dans l'expression des idées et la volonté de clarifier les points flous contribuent à une communication fructueuse, renfor?ant ainsi l'efficacité collective.

Na minha experiência, a comunica??o transparente torna-se fundamental, visto que nem sempre o óbvio é óbvio para todo mundo, já que estamos falando de pontos de partida distintos. A experiência da troca de informa??es precisa ser transparente, genuína e com um espa?o psicológico seguro garantido.

N?o se trata apenas de comunicar com clareza e no tempo certo, mas desenvolver a empatia como uma competência básica para saber como comunicar, seja em grupo ou em um diálogo privado. Ser empático é colocar-se no lugar do outro e, para que isso aconte?a, o processo de escuta é matéria-prima básica que dá início a um relacionamento próspero e produtivo.

When working with a neurodivergent person, rather than approaching with a directive, it’s worth asking questions about how they prefer to receive information. This may be a healthy practice with all colleagues.

Adapter son style de travail à différents collègues démontre une flexibilité bénéfique pour la collaboration. Comprendre les préférences de chacun, que ce soit en matière de communication, de méthodes de travail ou de gestion du temps, permet de créer un environnement où tous se sentent à l'aise et soutenus. En ajustant votre approche en fonction des forces et des préférences de chaque collègue, vous optimisez l'efficacité collective et renforcez la cohésion au sein de l'équipe. La communication ouverte sur les préférences individuelles favorise une collaboration plus fluide et productive

Na minha experiência a maleabilidade é ponto crucial para que a equipe se desenvolva, visto que, a diferen?a dos pontos de vistas também se manifestam no modo do saber fazer, o que exige portanto que as diferen?as sejam percebidas e respeitadas.

Seja você um líder ou um liderado, as camadas camale?nicas s?o necessárias, n?o para mascarar a sua essência, mas sim flexibilizar-se frente às características do outro. N?o se trata de ser o que n?o é, mas de adequar o seu conteúdo, o seu tom de voz e sua postura para espelhar o melhor do outro, sem necessidade de corromper a si mesmo.

1 team —> 1 dream. Determine what your team member gets energized by. Understand what they are really good at. And then make sure to help get them involved in that area. By doing so, you’re translating individual strength into group strength. Building this type of team dynamic improves policy and helps you achieve your goals faster. The critical ingredient is taking the time to understand your team. Listen. Learn. Lift everyone up. And then you’ll all thrive.

Recognize the fact if all participants have the same strength, skill, talent, focus…..whatever trendy term one might want to use, the project is handicapped and paralyzed. Identify not just the skills, points of view and strengths needed to succeed, but recruit and actively promote participation by those individuals.

When working with a diverse team it is important everyone is carried along. Identify what they are good at and engage them. Even when they are clearly lacking in certain skills find what they can cope with and guide them. Let me share an experience with a lovely lady I worked with. It was her first job and she struggled with a lot of tasks so I inadvertently stopped giving her tasks. On a certain day we had a deadline and I needed all hands on deck including hers. She struggled a bit but sought help from other team members and she nailed the job! Later on when I was commending her she told me how she felt bad I hardly gave her work previously and it was affecting her confidence. I decided to mentor her and she improved tremendously.

I had a colleague who was painfully shy in meetings & could not speak-up, though I knew she had valuable insights & was a true outside-the-box thinker. As an alternative, I sent the agenda & solicited initial thoughts prior to meetings which provided an opportunity for her to share input with the team. This led to more accelerated discussions as her written thoughts provoked the conversation before we’d even gathered.

Uma vez no trabalho, a medida que foram sendo percebidos os pontos fortes individuais, foram também estes privilegiados na divis?o de tarefas, fazendo com que a entrega se tornasse cada vez mais efetiva, já que quando fazemos o que amamos e temos mais identifica??o, tendemos a entregar mais e com melhor qualidade.

A utilidade do espa?o psicológico seguro é sempre evidente. Na minha experiência, em todos os momentos em que essa seguran?a foi negligenciada ou n?o evidenciada, tivemos uma perda significativa de engajamento e de propósito.

Confian?a é algo que se constrói e demanda esfor?os de todas as partes que dialogam e convivem. Dar o primeiro passo colocando-se à disposi??o e apoiando o outro abre uma janela de oportunidades em qualquer relacionamento. No caso dos líderes, no entanto, a confian?a vai além disso. Ela será medida também em rela??o à autonomia, co-lideran?a em projetos e em um trabalho de feedback construtivo que pode solidificar o trabalho entre ambos os lados. Acreditar na equipe, n?o "microgerenciá-la" e ter a capacidade de motivá-la, explorando justamente os pontos fortes que ela apresenta, s?o características fundamentais de uma lideran?a que fortalece la?os.

I think it’s best to pair the request for feedback with a “how can I support your efforts more effectively” question. It shows a commitment to mutual support.

The first step is to identify and understand the different strengths that members of the team, or other colleagues, possess. Assessments such as CliftonStrengths, paired with a guide to explain how strengths are complementary, are enlightening and informative. Be open in communicating these strengths and look for opportunities to partner and leverage those qualities that are complementary.

You and your workmates are on a joint mission. It's on all of you to enable everyone to contribute all they can to that. That's going to mean different things for each of you. Some people are going to need meetings and talking. Others are going to need time and written input. People are going to need to work at different times, places and paces, and to contribute and combine in ways that are unique to them. Managers need to balance structure and efficient workflows on the one hand with a jobcrafting approach that puts people in charge of their own patterns, lets them play to their strengths and builds their capabilities. There's an obsolete idea that this is discretionary, soft, woke. It's actually how you build the best team.

As a lobbyist and investment advisor in the past, I had contacts with professionals who had different cultures, education and experiences. What I have tried to do honestly is to see my relationship with my interlocutors as a two-way and equal relationship. At the end of the day I was thinking not only about what I wanted to achieve but also about the other side's aspirations and how one could reconcile the aspirations of both sides.