How can you ensure your team collaborates effectively in a diverse environment?

I’m a huge fan of the Working Genius model. The assessment identifies each team member’s working geniuses, competencies, and frustrations. Each of these can be mapped to the various stages of work, enabling team members to take on the types of work that bring them energy. Collaboration is infinitely easier when everybody is working on things that fill them up rather than drain them.

Color of collaboration gets dissolved in diversity with effective listening. Respecting the differences and eventually agree to disagree to the facts that we are different yet together for one purpose i.e. Achieving goals for the team and organization first and latter for ourselves. Start knowing the other person first and then make judgements and not the reverse. You will start loving the culture.

Where you have a diverse team you are always going to get different approaches on how to do things, as well as different personalities. You cannot collaborate as a team without actively listening to and hearing what your team members are saying. Most times we find a mixture of extroverts and introverts within a team. If we don't keep the extroverts quiet for long enough to allow the introverts to express themselves we could lose out on some really great ideas or opinions. The key is to allow each team member a safe environment where they feel free to express themselves, listen to what is being said, ask questions, discuss and then collectively decide on your plan of action.

One method to get understand your team is to assess their personality types and yours. Once this is done trust, rapport and mutual understanding can be continually worked on. By understanding what type of individuals you are dealing with you can adjust your interactions and management style to match fostering trust, rapport, and mutual understanding and cooperation. This method takes longer to develop and everyone must understand take some personality training - by understanding one’s self you are better equipped to understand others.

La clave para que cualquier equipo o persona colabore en un proyecto pasa por generar un entorno de seguridad y de confianza donde los miembros sientan que cuentan con la suficiente garantía de que todo lo que se diga o hable se tratará desde el máximo respeto, aprecio y valoración. Y es el líder quien sin duda debe ser el máximo garante de generar ese ambiente a través de mostrarse como un líder humano, cercano y vulnerable desde el propio ejemplo.

For successful collaboration and communication, use simple language, use layman terms! Check for comprehension and encourage feedback. Communication has to be both ways, open dialogue is very important for ideas and concerns. Let's build a culture of clarity and collaboration.

communication is the linchpin that transforms diversity into a strategic advantage. We have to craft messages with clarity, ensuring that the team understands the shared vision and goals. We have to emphasize the value placed on diversity, highlighting its role in fostering creativity and innovation. By articulating this commitment, we create a foundation of trust where each team member feels not just acknowledged, but valued for their unique perspectives. This clear channel of communication sets the stage for a collaborative symphony where everyone's voice contributes to the collective melody.

For different teams, good communication means different things. So if you just joined a diverse team, find out how they communicate in the team. A good approach is to document or formally email instead of just reporting in daily meetings.

Es importante entender como se comunican todos en especial hoy con tantos medios de comunicación. Algunos prefieren pura mensajería, otros videollamadas, algunos que sea cara a cara. Comprender el "lenguaje" de cada colaborador ayudará a evitar fallas al momento de comunicar

Second step for effective teamwork is building trust, which involves open communication, fostering a culture of respect, conducting regular team check-ups, and recognizing the importance of diverse perspectives.

Goals, expectations, and timetables are the framework of every project. The key workgroups need to have input in the timetable's creation but then need to be held to those expectations. I have successfully used Last/Next group calls on Friday afternoon in which each workgroup reports on what was completed in the LAST week and what to expect in the NEXT week. Any obstacle in the timetable needs to be reported in these meetings as soon as they are identified so other workgroups can adjust and even assist if possible. This process will quickly identify weak leadership or poor productivity in a workgroup and focused attention can be brought immediately rather than at the end of a two month cycle when they are three weeks behind.

Fostering high-performance diversity involves defining clear goals. Like an orchestra, talents contribute to a harmonious melody. Together, we weave varied skills into a unified fabric. Discussing expectations creates an environment where diverse contributions are not just embraced but anticipated. This isn't one-way; it's a collaborative journey valuing each member's aspirations. This fosters belonging, transforming diversity into a dynamic force. As threads unite, we lead toward shared goals, nurturing individual growth alongside project objectives. This ensures a sense of belonging, where everyone's unique notes contribute to our collective symphony.

Getting the team involved in setting clear goals and expectations is a great way to proactively build a collaborative team. Having individual and team "definitions of success" is one way to ensure a common understanding and supports feedback conversations in the future. The format I prefer, is to have a clear statement(s) of what success looks like that is linked to a definition of how that success is measured (KPI's, etc.). For most cases, especially for team goals and expectations, this can include a roles and responsibilities section, a risks section and my favourite is a requirements section. This ensures that everyone understands what is needed to achieve success. Update it regularly and you have a roadmap to success.

Define scope) This is the most predictable failure in project management. The 'scope' word as understood by most is a setup. Example: what's the weather going to be like tomorrow? If your answer was a perfectly defined scope and still humanly achievable, it wasn't perfectly defined = the scope was too general. For the same reasons as quantum physics and predicting the weather, the smaller and more defined you get, the less variance is tolerated. Less tolerance = More failure. Things that work on the high-level Macro scale (loosely defined projects), do not work when overly specific. Project success and failure is a measurement of the measurement system. Not the efforts performed by the team. Team collaboration = loose-scoped projects

Establishing goals and expectations is essential for team success. Assign both individual and team objectives. Individual goals encourage personal development and achievement, while team goals foster collaboration. This approach creates a healthy, competitive environment.

It's crucial to understand diversity within a team. Identifying both uniqueness and commonalities helps leverage their strengths and promotes effective collaboration. Understanding is the first step toward avoiding judgment based on stereotypes or biases. Constantly seeking feedback and refraining from making assumptions on such issues is another way to stay away from any judgment.

Ted Lasso's phrase is a great answer: "Be curious, not judgmental." Fostering effective collaboration in a diverse team starts by embracing a growth mindset and nurturing a safe, inclusive environment where every voice is valued and heard. By approaching team interactions with an open mind and a genuine desire to learn from one another, we can leverage on the knowledge and experiences of each team member, to generate innovative ideas and achieve remarkable outcomes.

One of my colleagues once said that diversity was actually about all the things he was curious to ask others about and learn from. And indeed, it is the differences that makes life, and others, interesting. Yet it is human to want to conform. So be the first to share something different or unique, and to show caring curiosity to others to encourage them to share.

This is the key part of effective collaboration. When people comes from different backgrounds, you get the opportunity to create something unique and interesting propositions. More collaborate with this type group, results are always encouraging

Diversity, beyond nationality, culture, language, and more, is a catalyst for unique problem-solving approaches. Embracing these differences amplifies our ability to find solutions swiftly and creatively, shaping a high-performance team. By valuing diversity and fostering a positive environment, we inspire individuals to contribute authentically, avoiding the need to conform. Clear communication reinforces our commitment to diversity, building a framework of trust and amplifying the creative and innovative essence within our team.

Promoting and valuing inclusion is the bedrock of a thriving team. By actively fostering an inclusive environment, we create a space where every voice is heard and every perspective is respected. Recognizing the unique strengths each team member brings, irrespective of background or identity, propels us toward excellence. Inclusion is not just a policy; it's a culture that celebrates diversity, making each individual feel valued and essential in contributing to our collective success. Embracing inclusion enhances collaboration, encourages innovation, and makes our team a dynamic force in achieving shared goals.

In order to promote inclusion, I have found that the critical step is to create an environment where everyone has a high degree of psychological safety. Starting the process with a discussion of what every members preferences are, how they would like to communicate, how they would like feedback structured and what support they need from the team, can ensure that each individual feels that their voice is heard. Building this into a team charter together builds a collaborative, cooperative team spirit from the beginning. Once the foundation is set, ensuring that each member is included in decision making, strategy discussions or 360 degree feedback sessions will ensure that they continue feeling safe and included in the team.

Inclusion can easily become just lip service, and while it’s important to create a “safe space” where they can freely speak their mind and provide feedback, eventually people can see through it in tough times. Once an intern was left unsupervised and sent an internal newsletter to an external mailing list. Was it a mistake that needed a scapegoat? Did someone need to be just yelled at or worse, fired? It was managed very quickly without any blame or names. The process was reevaluated and amended. We passed the test of having a safe space, which is inclusive of “mistakes” too.

Regularly reviewing and seeking feedback on our collaboration practices is vital for continuous improvement. Just as a well-maintained machine operates smoothly, a team that reflects on its dynamics and processes ensures ongoing success. We conduct periodic evaluations, encouraging open dialogue to identify what works and areas for enhancement. This iterative process not only fine-tunes our strategies but also empowers each team member to contribute to our collective growth. By valuing feedback, we strengthen our team's resilience, adaptability, and commitment to achieving excellence together.

My opinion, is that feedback works best when it is given frequently, unbiasedly and is dynamic. Frequent feedback provides the opportunity to be a course correction to achieve the team's goals. When feedback is provided after a milestone with no ability to correct, it can be a missed opportunity to improve. Unbiased feedback should be strictly related to the agreed upon goals and expectations, and does not reflect on a person specifically. Feedback should also be dynamic. While the team may not be performing as expected, providing everyone the opportunity to discuss their perspectives, provide their feedback and identify the best path forward will ensure a supportive environment and a higher performing team moving forward.

“Raise the Bar”… When everyone tries to improve their performance even by 0.1%, team’s overall performance will scale to new heights. Motivate the team to “beat their best “….

Leader’s focus should be on opening the doors of opportunity for Everyone. A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone. The path to diversity begins with supporting, mentoring, and empowering diverse group of individuals. Here are a few ways to foster a diverse culture; - Be creative in generating options for employees with different levels of experiences to work together - Be supportive so that everyone can share their experience, ideas and expertise - Be appreciative and celebrate small wins of your team members - Be informed about your team but never micromanage them - Be introspective about your own biases and assumptions - Be mindful of the way you speak to your team

Regular check-ins are crucial. Everything seems okay (if not outright hunky dory) on the surface. The state of mental health can turn down without any signs. Conversations help drop hints, but you gotta be intuitive and perceptive. Also, we often forget different people have different “check in” needs so adjust frequency accordingly. I remember a team member who always thrived on attention…and were not able to be part of a series of check ins I did with the team. In their own words they said “I feel FOMO, when can we chat”…there were festering issues there as I found out later. Keep at it :)

Empower the team by assisting them in recognizing their strengths and capabilities. Establish goals for their self-improvement and actively inquire about their personal ambitions and objectives. This approach not only promotes individual growth but also contributes to overall team success.

Having the team work together on an agreement that everyone owns and decides upon is crucial to a high performing team. - Start by setting a time where everyone gets together and discuss what they see as the “rythym” of the team - if Hybrid when are people going to office - if virtual what time should everyone do a check in - have a grateful day for the work that’s being done - what does wellness look like for the team - have a retrospective on what’s working, not working in the team agreement - readjust and respect all views, voices, and unique skills that everyone brings

To embrace different working styles and cultural nuances for a positive team dynamic, leaders can start by promoting open dialogue about individual preferences and cultural backgrounds. Leaders must encourage team members to share their unique approaches and viewpoints. You will need to foster a culture of respect and appreciation for diversity, acknowledging that there's no one-size-fits-all approach to work. You can establish flexible working arrangements that accommodate various styles. One can organize team-building activities that celebrate cultural diversity and build understanding. Leaders need to regularly assess and adjust team processes to accommodate different working preferences and create an inclusive environment.