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.

Have you heard of Social Identity Theory? It’s a big challenge to diversity in the workplace. Let me explain.

I never heard of it prior to starting my doctoral degree in leadership. Basically, social identity theory (SIT) is our natural tendency to identify ourselves with those similar to us. We often define ourselves by the emotional attachment we have to groups in which we belong. Here is an amazing, yet simple, example of social identity theory (SIT) in action from the ABC series Better Off Ted.

See how that played out? The cat people and the space people sit at different tables in the cafeteria. One employee decides to break ranks with the cat people and is chastised by another “cat person” for doing so.

What does this have to do with diversity? We identify ourselves with groups and those groups include our gender, ethnicity, age, and social class or status. This can lead to stereotyping and perhaps a variety of “isms” (i.e. sexism, racism) which may ultimately lead to discrimination in the workplace.

My next post will discuss the 10 ways to strengthen a highly diverse team. Instead of letting SIT create an environment that builds various “isms” and an ineffective workplace, I’ll give you ways to use SIT to enhance diverse teams and make them amazingly effective.

This post is a bit different from my normal posts regarding social media, personal branding, or leadership. However, the most watched video on my YouTube channel is when I created a test video with an infinite white background using a green screen. You can see it here.

I’ve gotten numerous emails asking how I setup my green screen. I finally had a chance to record a video showing my green screen “studio”. This is a really cheap and easy way to create “semi-pro” green screen effects.

All you need to set this up is:

1. 3 clip-on shop lights available at Home Depot or Lowes ($7 each)
2. 1 piece of at least 6ft x 12ft green fabric available at a fabric store (less than $20)
3. 3 tripods or some other item that stands 4-6ft ($0 – $40 depending on what you may have around your house)

Here is how it is setup:

Finally, here is the video. Enjoy.

‘Leadership’ as a word certainly brings forth an element of mystique and emotion. The word conjures images of great people who stand apart from the rest of us. But it shouldn’t. Everyone can be (and should be) a leader. If you don’t think you’re a leader, think again. The basic definition of leadership according to Peter Northouse is

“…a process whereby an individual influences a group of individuals to achieve a common goal.”

You influence and motivate people every day. Sure, there are different styles and approaches to leadership but we are all leaders. How can you be a better leader? I like to use the model proposed by James Kouzes and Barry Posner in their book, The Leadership Challenge.

1. Challenge the process
2. Inspire a shared vision
3. Model the way
4. Enable others to act
5. Encourage the heart

Read more about each of these steps on The Leadership Challenge website.

Follow these steps and watch what happens. If you’re skeptical, take a look at the video that I link to below. Watch how an unlikely employee becomes an inspiration. It would be hard to argue he is not a leader.

The Simple Truths of Service

Which personality type is the most avid user of social media? Well, according to a study in Computers in Human Behavior, extroverted neurotics open to new experiences are the most likely users. The study titled “Who interacts on the Web?: The intersection of users’ personality and social media use” examined users of social media and three dimensions of the Big-Five personality model.

The Big Five model includes:

1. openness to experience: appreciation for a variety of experiences
2. conscientiousness: careful and dependable as well as self-disciplined
3. extraversion: outgoing and sociable
4. agreeableness: courteous and caring
5. neuroticism: anxious and depressed and sometimes hostile

This study only looked at openness to experience, extraversion, and neuroticism.

The scientific survey was sent to 10,000 qualified U.S. adults with 1,482 validly completed surveys returned. Of these, 959 cases were examined. 67% of the respondents were female and 33% were male. Ages ranged from 18 – 84 with an average age of 46.

After the statistical analysis was complete the researchers found that the most avid users of social media were extroverts open to new experiences. They also found that people who are more emotionally stable will use social media less frequently. The researchers state that “anxious and worrisome individuals tend to use social media more frequently than those who are emotionally stable.”

So, it is good to know that most reading this blog are gregarious extroverts open to change and new experiences but are quite emotionally unstable. I’m just the messenger.

Read the study for yourself and make your own conclusions. Remember that all scientific research has its limitations.

Article Reference
Correa, T. , Willard Hinsley, A. and Gil de Zuniga, H. , 2009-08-05 “Who interacts on the Web?: The intersection of users’ personality and social media use” Paper presented at the annual meeting of the Association for Education in Journalism and Mass Communication, Sheraton Boston, Boston, MA Online <APPLICATION/PDF>. 2010-01-15 from http://www.allacademic.com/meta/p374999_index.html