Life would be pretty boring if our workplaces were filled with similar people; yet we commonly yearn to find people ‘just like us’. There is something uplifting about starting a new job and realising that there are other employees that share the same interests, experiences, and values. But after a while, the penny drops and we realise that working with a diverse team can be rewarding, interesting, and engaging.
The trouble is that ‘different’ can also translate to ‘challenging’ and many employees fear conflict or a personality clash. Irrespective if you are new to leadership or a seasoned professional; it is imperative that you have the tools to effectively manage all team members and not just the ones that you are naturally drawn to.
Learning to effectively embrace difference through leadership takes effort, emotional intelligence, humility, and a desire to lead inclusively. There are no short cuts or quick fixes, however there are some key things that leaders can do to gain momentum and enjoy the benefits of a harmonious team where diversity is celebrated.
The following outlines 7 tips leaders can add to their tool kit:
Employees do not all fall out of the same mould and we should be thankful for that. The first step is for leaders to understand the differences of employees; whatever that may be. They could be cultural, socio-economic, religious, gender, LGBTQIA+ or employees with a disability. These differences create a unique lens and experience that deserves to be acknowledged. When leaders seek to respect differences and use this to guide inclusive leadership; it is usually rewarded with a decline in workplace conflict and an increase in collaboration and inclusion.
Curious leadership is more than asking about a team member’s background. It is about authenticity, empathy and not making assumptions. No two people are the same and it is imperative that employees are not placed in ‘boxes’. Two people that share the same culture do not necessarily have the same perspective and it is unjust to assume this. Leaders need to understand what is working about their current environment and what are the obstacles to success. Consider questions such as:
Next time you organise a meeting, take a moment to reflect on who is not invited but should be. The first step is always to get the right people to the table; but that alone is not enough. Diversity is about being invited to the party; but inclusion is being asked to dance. This means that leaders have a role to actively engage all participants and ensure that everyone in the room is asked for their input and given the opportunity to speak and be heard. Ask the questions that spark input and become comfortable with a difference of opinion.
Meetings with likeminded people might bring quick decisions and a smooth agenda; but will they really bring the right outcome? A diverse meeting group will include different perspectives and challenge you to consider an approach that may bring stronger results. Extensive research demonstrates that innovation and problem solving peak when diversity of thought is embraced.
Differences should be encouraged and celebrated, but there may be more commonalities than you think. You may find that some team members have alternate experiences and a unique communication style; but do they share your vision for reaching stretch sales targets or being first to market with new technology? Finding common goals takes the focus away from differences and onto collaboration.
Can you think of a time when you took on a new team member that came with a warning? Perhaps you were warned that Sam was ‘difficult’, ‘talked too much’ or was ‘annoying’. These labels are usually the result of someone else’s experience and their lack of success in embracing and leading the difference. Only accept a handover that is skill related and seek your own opinion. Instead of seeing the talking as a negative, perhaps Sam’s willingness to contribute could be embraced.
Sometimes team members will make comments that we disagree with straightaway or we think has no merit. Instead of saying, “your idea will never work”, considering reframing with “that is an interesting perspective Sam. Can you share with us why you think that is the right solution?” A different view is not necessarily the wrong view and it may just challenge you to achieve new found success.
Differences at work can be the element that divides teams. It may be easy for leaders to focus on what separates employees, but it is more rewarding to see what unites them. To truly lead effectively, it is time to intentionally seek out how these differences could bolster team success.
Inclusive leadership generates stronger team results, higher engagement, and an enviable team culture. To help your business get the most out of your leaders Ai Group offer a training program – Leadership Skills for Managers and Supervisors where participants will explore the essential leadership elements instrumental to success.
For assistance with your workplace matters, Members of Ai Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.
Take advantage of more than 140 years of experience actively solving Members’ workplace issues and representing their interests at the highest levels of national and state government. Being a Member of Ai Group makes good business sense.
Call us on 1300 55 66 77 or visit our Why join page to sign up for a consultation with one of our member representatives.
Georgina is Senior HR Content Editor – Publications at Ai Group. She is an accomplished Human Resource professional with over 25 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
