Many people underestimate the impact of communicating effectively. In personal affairs, politics and especially in the workplace, the ability to communicate can be the ticket to creating a successful team. In a highly competitive and ever-changing marketplace, organisations can survive if they have high functioning teams.
But how do you form one?
How to build a successful team
Diversity and inclusion in the workplace
Leaders and employees need to understand that they operate within environments driven mainly by differences: race, gender and generation, among others. These differences can never be diluted, and they may even be more prominent in the years to come.
In the same way that the marketplace has changed, workforces aren’t the same as before. Teams can’t be the same as they were a generation ago. More importantly, it is tricky to assume that people will act the same despite being under the same company.
To build successful teams, there must be proper inclusion. This means going beyond diversity – to see contrasting views/ideas as the “new normal”. Inclusion refers to an approach that ensures that the organisation stays welcoming to every type and level of individual.
According to Glenn Llopis in his Forbes article: “Inclusion is about diversity of thought – about finding like-mindedness in our differences”.
Companies stand to benefit more if they explore inclusion such that when they embrace the difference, they can explore opportunities and possible ways to support values and unite them to push the company’s competitive advantage for growth. According to Llopis, creating new marketplace opportunities require focusing on the individual – an actual concerted effort to understand the different realities and values of the people making up the organisation.
This wasn’t the case before. Companies strived to achieve like-mindedness – stripping away the differences and individuality for conformity and uniformity of thought. Simply put, it was the businesses that defined the individual. This left many employees with the constant struggle of being “clones” within the organisation despite their individual identities. However, throughout the years, this structure proved useful mostly when managing growth.
With the disruption from tech companies like Apple, Uber and Amazon, people defined what the business is in the marketplace. Llopis again emphasises: “But today teams are being held accountable to recreate growth and like-mindedness slows progress on that front. Inclusion and individuality – embracing not diversity but diversity of thought – create environments that promote constructive disruption that fuel new ways of doing things and enable opportunities previously unseen”.