Strong teams resolve their differences
By Stefan Doll, Diversity Institute
People are different not only in age, gender or ethnicity. People have different needs, fears, habits, backgrounds, values, and different ways of thinking. The diversity in teams can be a huge benefit for each team member and the team’s performance. Diversity can also be a source of conflict if people are falling into one of the following traps:
Trap 1: We assume that people are similar to ourselves and neglect our differences.
Trap 2: We are holding stereotypes and assumptions based on very little, often irrelevant information.
Trap 3: Unconscious bias is impacting our actions, often against our good intentions.
Instead of falling into these traps, how can we resolve our differences and make our team strong?
Step 1 - Absorbing information in the most open and unbiased way. This way we can determine where exactly the differences are. We are better prepared to find common ground and a way forward. Having greater (self-) awareness and making a conscious effort to apply a positive mind-set towards differences will already have a positive impact. So, what can you do?
• Understand similarities and differences by being curious and open and by changing your perspectives.
• Identify and reduce your (un)conscious bias.
• Stay positive, 49 out of 50 people want to get along with each other and do a good job.
Step 2 - Processing information in the most open and unbiased way. Our brain constantly makes assumptions and judgments about a person’s abilities, intentions, and motivations. All assumptions need to be checked through an open dialog with the person concerned. How does this look in practice?
• Understand the other person before trying to be understood.
• Separate the facts from assumptions.
• Focus on solutions, not problems.
Step 3 - Acting on emotions. Negative emotions are often a result of being too quick and superficial in the first two steps. They make our brain search and focus on information that is in line with those negative emotions, leading to rigid and biased views, which in return prevent a resolution. We need to slow down our brain. The most important step is therefore to recognise when negative emotions are at play and address them before trying to agree on a solution:
• Understand your own emotions and where they come from.
• Listen with empathy to understand the other persons’ emotions.
• Accept responsibility for your part.
After going through these 3 steps, people are ready to determine future actions. The team is getting stronger every time they resolve differences which is a sign of diverse people truly caring for each other.
For more information: www.diversityinstitute.co.nz