GenXmanager: Leadership for the Generation X Manager

Yesterday I explained social identity theory (SIT) and why it was a challenge to building a successful, highly effective, diverse team. In this article I describe the ten ways to strengthed a diverse team and counteract the negative side of SIT.

Why is Diversity Important

1. The workplace is becoming and will continue to become more diverse. As a leader, you need to know how best to strengthen your diverse team. SIT says the odds are against you. Or are they?
2. Organizations exist in a complex and ambiguous environment. Some call it the post-modern era. Research shows that diverse teams are much more adept and effective at solving today’s complex business problems (McShane & Von Glinow, 2009)

There are other reasons but this should suffice for our discussion.

Please note: I’m using diversity in its most broad sense. This includes diversity of expertise, ethnicity, level within the organization, nationality, gender, and generational.

10 ways to strengthen a diverse team

1. Celebrate what everyone has in common
   In most diversity literature I’ve read the common theme is “celebrate differences”. That’s true, but differences can be a source of contention as well as strength. Celebrate what you all have in common. You’re on the same team. You work for the same company. Create a sense of emotional attachment to the team. Build social identity within your team.
2. Reward differences
   Instead of “celebrating” differences reward them. Diverse teams can be highly creative bringing different ideas and viewpoints to the table. Reward those who use their diversity to strengthen the team so others will be willing to embrace the differences and contribute their own unique points of view.
3. Be clear on team roles
   Make sure everyone on the team is crystal clear as to each person’s role and the value he/she brings to the team.
4. Provide a clear vision
   Every team needs a strong, clear vision but it is critical in diverse teams. Though diverse teams can solve complex and ambiguous problems, there should be no ambiguity or lack of direction in diverse teams.
5. Don’t tolerate overt or subversive stereotyping or discrimination
   This likely goes without saying but there should be zero-tolerance for this type of behavior.
6. Set milestones and make sure there are quick wins
   If you’re working on a project set milestones in the beginning so the team can celebrate an early victory. This victory can fuel camaraderie and emotional cohesiveness within the team.
7. Guide the team; be a true leader
   I won’t go into the details here as numerous books have been written about true leadership. However, you’ll need to provide leadership that will strengthen the team and ensure that diversity is used to create a highly effective team.
8. Have patience
   Research shows that diverse teams spend more time in the forming, storming, and norming stages than homogenous teams. As a leader, be patient.
9. Volunteer
   Take your team to a shelter, soup kitchen, or organize some other charitable event. Managers I’ve spoken with indicate that this is a great way to build cohesion in diverse teams.
10. Use the “old” rules
    Rules for building teams in general also apply to highly diverse teams. Setting up proper communication channels, empowering team members, ensuring individual and team accountability, rewarding when appropriate, and using the principles in a few of the books below will also build an incredibly effective team.

The Five Dysfunctions of a Team
Teamwork 101
Effective Teamwork: Practical Lessons from Organizational Research

Teams will continue to become more diverse so it is essential for leaders to harness the strengths of team diversity and use SIT to build an incredibly effective team.