This article was written by Mandy Flint & Elisabet Vinberg Hearn, authors of ”The Team Formula”.
When people are different to each other, smooth collaboration and teamwork can seem slightly challenging at best, impossible at worst.
On the other hand – if you can look for the opportunity and use the creative tension in those differences, you can start to build a very powerful team; one that is healthy, creative and successful.
There is a very powerful source for learning and innovation that comes into play when different people come together.
Differences can exist in many varieties; cultural, lingual, political, religious, personality, gender, values and/or many others. They are all opportunities. Period.
One of the main reasons for this is that when people think they have the “right” answer to something, they tend to stop listening to other perspectives, knowledge, experience and ideas.
What happens then? We create conflict, where opinions clash.
Conflict is really only a difference of opinion. If we can see any kind of difference as a creative force, an opportunity for learning and better answers, then we can make the most of the different perspectives they bring.
“When everyone is thinking the same, no one is thinking” -John Wooden
People avoid conflict like a bad virus, feeling uncomfortable when things get difficult, fearing that addressing issues will create more issues and may even escalate the conflict.
But it doesn’t have to be a bad thing.
Conflict and tensions between people are very common.
This isn’t strange – we all have different opinions, which is technically what conflict is – a difference of opinion. Nothing more, nothing less. Just because we look differently at something doesn’t mean we have to create tensions or full-blown conflicts with others.
Conflicting opinions can be the source of healthy debates, great innovation and needed change, meaning we get even better results.
Conflict is really only a difference of opinion.
This had led to them working in isolation, only coming together to report on results.
These sessions became unproductive “look at me” competitions, where colleagues criticized each other’s strategies and plans.
Needless to say, this only deepened the differences they felt and heightened the conflict and tensions between them. Something had to change.
Healthy competition is a good thing. When issues are discussed and shared then it makes the team and indeed the individuals even stronger and they get better results.
Team members who have experienced conflict and resolved it, grow stronger together.
Personal differences, conflicting goals and competitive behaviours are indeed some of the reasons why differences and tension occurs.
You could say that there is an inherent power in conflict and tension, which can give a team or an organisation the boost that it needs to move forward, to become more effective.
If there is no conflict or looking at things differently, things simply remain the same, and in a world that is in constant evolution, maintaining the status quo is just not enough for a business that wants to thrive.
Continuous innovation is a necessity for survival.
Let’s have a look at some solutions to overcome these hurdles to teamwork and success – and how to make different opinions into something productive.
Here are our top seven tips for working successfully with people that are different than you:
Getting to great teamwork in a diverse team can be challenging and will take longer to achieve than if the team members are more alike. But it’s worth it.
The reward in the form of greater levels of innovation, learning and development as well as the dynamic interaction it brings is worth every challenge encountered.
Just stay focused and keep reminding yourself that there is a win-win outcome to be had when working together in this open-minded and creative way.
If you are at a stage where the status quo needs to be broken, consider how you can start to make the most of differences between people and start tapping into a new era of innovation where you can fast-forward your organisation’s success.
Team members who have experienced conflict and resolved it grow stronger together.
Whatever approach you take, think carefully about how you communicate. Think about what you say and how you say it when your opinion differs from somebody else’s.
There’s a difference between saying “What do you mean by that?!” and saying ”That’s really interesting, I hadn’t thought about it quite like that. Tell me more about it.”
Workplace differences can be a good thing, a very good thing even, and should definitely not be feared but addressed. Managing team conflict is everyone’s responsibility
Team members who have experienced conflict and resolved it grow stronger together.
So don’t fear conflict, welcome it for its innovative powers and use it carefully and respectfully.