Diversity Gets Messy

The reality of a diverse team is messy, says Rebecca Cullum, freelance consultant who works to build high performance teams through courageous leadership, culture, and diversity.

We are at the point now where most people agree that having a diverse team is an advantage. The data tells us that more diverse teams make better decisions and outperform less diverse teams and organisations. The avoidance of ‘group think’ is so crucial in both decision making and innovation that diversity has become an essential component for success rather than a ‘nice to have’. Yet there are still significant hurdles to overcome.

I wonder if the biggest hurdle is in how a more diverse team makes us feel? A manager making a conscious choice to recruit the more diverse candidate is making the decision to bring an element of the unknown into their team. There is vulnerability in that choice. While any new team member will change the dynamics of a team, the diverse candidate may bring something radically different. They are more likely to bring a different viewpoint, to challenge the status quo and in short, things will get messy!

This article will address the need for more accommodation of the bumpy ride that diversity brings. We need more acceptance that this is a positive thing but the changes to the team may not feel comfortable for a time. My argument here is that if we can find the courage to weather the storm and lean into the conflict then we will find the key to some real treasure.

Courageous leadership

The one, pivotal factor in this messy team dynamic is the leader. What we need are courageous leaders who will tackle these challenges head on. A courageous leader will be prepared to invite diversity into their team knowing that they are also inviting messiness, whilst remaining confident that the benefits will outweigh the cost.

One of the most important elements of any high performing team is the presence of psychological safety. It is essential that leaders create an environment where team members feel free to speak openly without fear of judgement, allowing people the space to fully be themselves. This directly fuels the messiness as speaking openly may create conflict, but it’s important to create an environment where that is ok. The best way to achieve this is through role modelling. Model open and honest behaviour and speak freely in a respectful and encouraging way. Make the giving and receiving of feedback a standard part of team behaviour and check in regularly with how people are feeling.

Lean into the conflict

This brings me on to my next point of ensuring that you allow space for conflict. Lean into the conflict instead of ignoring and hoping it will go away (spoiler: it never does). I can guarantee that unresolved conflict will fester, cause division and ultimately result in disengagement. Instead, create the environment for disagreements to be shared in an open and non-judgemental way. Normalise the discussion of conflicting ideas and having respect for those you don’t agree with. Importantly, don’t rush to ‘fix’ the situation. Allow time for all parties to have their say and for group consensus to be reached. This space between conflict and consensus is potentially the hardest area to navigate as it is full of emotion and can be perceived to be unproductive. However, if you let the process play out and resist the urge to ‘make things better’ then the benefits will be significant to the team. The learning involved in working through conflict to find a solution as a team is empowering and will strengthen team relationships.

One main factor in creating team cohesion despite the presence of conflicting ideas is to have a common goal. Every team should have a common vision and clearly defined goals, and I would argue that these are the glue that hold a team together during times of conflict. Conflicting ideas that align to the common goal are healthy, constructive and more likely to result in innovative solutions.

Just keep talking

If you truly believe in the value of diversity and the unique value that everyone brings to your team, then talk about it! Spend time reviewing the unique talents in the team and focus on finding ways to communicate through difference. There will be differing communication preferences in your team, so be open about identifying them and putting together an inclusive communication plan.

On the topic of communication, I can’t emphasis enough the importance of communication in any team. Communicate, communicate, communicate! Clearly communicating purpose and common goals will give the team a vision and purpose to hold on to. Communicating your anticipation of conflict also helps set expectations and sets the stage for an environment where conflict is normal.

Nothing worth doing is easy

We need to flip our thinking on diversity in our workplaces. We need to fix inequality and tackle the groupthink and boys club (or girls club) mentality, but we need brave leaders to make that happen. There is proven benefit in recruiting for diversity in any team, but it is not the easy option. I think that is often why the diverse candidates don’t make the final cut.

What if we take the risk, lean into conflict and discomfort and create a team culture that can withstand challenge and change? What if the cave we fear to enter holds the treasure we seek?

‘The cave you fear to enter holds the treasure you seek’ (Joseph Campbell)

For more information, visit www.rebeccacullum.co.uk