Making Others Successful: Success Through Diversity
I think we would agree that people want to feel like their work or ministry has meaning. As leaders, it is our responsibility to help them see their purpose and worth in the grand scheme of an organization. This is an integral part of Making Others Successful. People invest themselves in visions that they can believe in. I would be remiss if I didn’t mention one barrier that is, on the surface, perfectly ordinary, but more deeply, has the potential of dividing teams. Circumspect leaders recognize the positive and negative potential surrounding diversity, and use it as a means for an organization to thrive.
In organizations, it’s important to celebrate diversity—diversity of skin color, of experience, of dress, of cultural backgrounds, of perspectives, of giftedness, of personalities. It is wonderful to see a representative swath of people when walking through the halls of the workplace. Yet, the more underlining issues that diversity naturally brings are the ones that have potential to disrupt the team’s docile routine. And that is not necessarily a bad thing.
We as leaders should seek diversity in ideas and personalities because each person brings a skill set, personality, expertise, and perspective that can stimulate a wider conversation, e.g., the bookkeeper sees one path, the creative sees another, and the bulldog go-getter sees another. All prove essential in their functions and giftedness, and all need to be heard. These elements of diversity should be welcomed! There are many tools that help “put a name” to these intrinsic differences: DISC profile, Myers-Briggs Type Indicator, Color Personality Test, and Enneagram Personality Test, to name a few. Through such tools and their results, leaders and team members recognize unique ways they think and work, describing strengths, weaknesses, and preferences of each type. Leaders would do well to better understand their teams and themselves, as these styles will absolutely affect your team dynamics.
Diversity is wonderful! Leaders understand, however, that it also has the potential to divide. Take, for instance, the team mentioned earlier—the leader, bookkeeper, creative, and go-getter. Each perspective is important and each role is needed. What is less visible involves their beliefs about one another, possible rigidity in thinking, and even judgment toward each other. It is very easy for differing perspectives to result in underlying resentment toward others whose preferences differ. Team member A’s own style sometimes causes him to view the strengths of Team members B and C as weaknesses. And so, the main focus on the original target can gradually veer away from the organizational mission and rather onto the one who disagrees.
How should leaders handle diversity among team members?
Pay attention to and learn team members’ unique characteristics (perspectives, abilities, skills, experience).
Recognize members’ contributions publicly, noting differences and how they led to a successful outcome.
Infuse group conversation with the less-obvious traits of team members: If they see that you value individuals’ differences, they will begin to appreciate the value they bring and be more comfortable being their true self.
When conflict occurs due to differences, highlight that differences make the team stronger and that there is a use for each type, not to be disparaged but strategically used to meet organizational goals.
The key is to teach and model how to value differences in the organization or ministry. You want differing personalities, skills, perspectives, and techniques as these are tools in your toolbelt. Some tools are better used for one task; other tools are better suited for other tasks. It can be likened to getting the right people on the bus and then helping them to find the best seat on that bus. What does that imply? It indicates that people can be in an organization but whose roles may not effectively suit them. An observant and thoughtful leader understands the organizational needs, sees unique qualities in team members, makes strategic and courageous changes, and coaches the team to excel in their gifts. Leaders embrace differences and advocate for them on their teams, adding strength and diversity to an organization.
How do you view differences on your team?