We see things differently on the road to success in different ways. Drivers have a great value in being able to be through different lenses. Successful problem-solving teams and project teams appreciate individual differences as a means of achieving innovative ways of achieving their goal.

Most of us – based on our personal values, experiences, and many other factors – have a unique perspective that we come into contact with. We all look at things differently. In these differences, we have a tremendous value for ourselves and others. This can be our greatest strength

The key to assessing differences is the key to teamwork success in two dimensions.

The first is the external dimension – the whole team's dimension. The team is able to encourage, listen and use the differences between members of the team to obtain solutions and processes that far exceed the value and impacts that any member can provide. It can be messy. There is no conflicting learning. The ability to constructively focus on the conflict is the team's highest level system.

The external team level requires three critical elements to maximize the value of individual differences.

1 – Clear, clear structure of the team. Clear goals, resources and effective team mix that recognize functional functioning, all of which are key to team success.

2 – Investing in group development in communication skills and developing the understanding and acceptance of different behaviors, values ​​and skills as the best possible result.

3 – It is imperative that team leadership and sponsorship be assigned to top executives who benefit directly from the team's contribution as a means of focusing on results. The second dimension – the inner dimension – is the ability and willingness of skilled individual team members to evaluate differences and share their unique outlook.

This inner dimension requires the following from each group member

1 – The conviction, the group is greater than the power of one individual.

2 – Together willing to share with others – and kommunica

3 – Lots of attitudes and beliefs – There are plenty of opportunities to contribute, lots of recognition for participation and many rewards for achievement.

4 – Trusting in their own perception – and we believe their views are just as valuable as anyone else. [5] – Perspectives in the presentation of individual views – while broadening individual views through interaction with silence and the views of others

6 – Climate and culture that accepts and encourages differences.

7 – Maturity after individual views can not be accepted as part of the solution.

8 – Respect for leadership and respectability of followers. In any team, such as solving problems and defining projects, different people often play a leading role.

9 – Optimism and conviction that the challenge for most teams is at the corner – things are different.

There is a little more powerful way to use talents in any organization than through the use of teams. And yet, in many cases, teams are not up to expectations. In our experience, building on evaluation and differences is one of the main reasons for poor performance.

Take into account the requirements of the internal and external dimension of this article and see how the team's efforts can be improved in the organization. Maximize the unique value that everyone brings to the table.

Source by Andrew Cox

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