Friction, conflict, discord—call it what you like, it’s present in most cognitively diverse teams even when not invited. It shows up unannounced at meetings and lingers like a bad smell. While it can provide differing and innovative views, it can also hinder collaboration.
By understanding and managing these dynamics, we can turn potential conflicts into opportunities for growth and innovation, helping our teams thrive rather than remain demotivated. Let’s look at how to transform this conflict into collaboration
Unlock a wealth of creativity by transforming conflict into collaboration
Cognitive diversity refers to the inclusion of people who have different ways of thinking, distinct problem-solving approaches, and varied perspectives. When we bring together individuals with diverse cognitive styles, we unlock a wealth of creativity and innovation that can drive our teams and organizations to new heights, such as:
- Enhanced Problem-Solving
- Increased Innovation
- Improved Decision-Making
- Broader Skill Set
Let’s explore how a cognitively diverse team can turn conflict into collaboration
Case Study: Elena and Kwame
Meet Elena, a strategic thinker who excels at looking at the big picture and future implications. She is known for her indirect communication style, which she believes fosters harmony and avoids confrontation. In the same team, we have Kwame, an analytical thinker who is direct in his communication. Kwame is data-driven and prefers clear, concise conversations to address issues head-on.
The Clash
Team Culture Clash creates friction rather than collaboration
Recently, during a project meeting, Elena suggested a long-term strategy to expand the company’s market presence. She presented her ideas subtly, hinting at potential benefits without going into too much detail. Kwame, on the other hand, sought immediate clarity. He interrupted with direct questions, asking for specific data and concrete steps to validate Elena’s vision.
This led to a tense exchange. Elena, who does not appreciate conflict, visibly lost her confidence and excused herself from the meeting to avoid further discord and discomfort for the other team members.
Elena was furious with herself for allowing the situation to unfold as it did, and she was equally frustrated with Kwame for putting her in that position. What could have been a true strength for the team instead created unnecessary tension.
What could they have done differently to turn their conflict into collaboration?
To avoid reaching this moment, consider these three steps:
1. Team Culture Discussion: At the beginning of any new project or when a new team forms, hold a team culture discussion where each member shares their values and communication styles.
2. Understanding Similarities and Differences: Examine the similarities and differences between team members and discuss how their communication impacts their thinking, meeting techniques, conflict resolution, and decision-making processes.
3. Defining Team Culture: Collaboratively discuss what you want your team culture to look, feel, and sound like. Ask, “How can we make the most out of our differences?”
What does it look like in a meeting?
– Effective Communication: Encourage Elena to be more explicit in presenting her ideas and ask Kwame to consider the strategic context before diving into details. This helps both appreciate the other’s perspective and adapt their communication techniques.
– Embrace Different Thinking Styles: Value Elena’s strategic thinking for long-term planning and Kwame’s analytical skills for immediate problem-solving. Combine these strengths by having Elena outline the vision and goals, while Kwame provides the data and steps needed to achieve them. This complementary approach leads to a more comprehensive project plan.
– Facilitate Inclusive Meetings: Restructure meetings to allow each member to share their views without interruption. Techniques like round-robin sharing ensure that both Elena’s strategic insights and Kwame’s analytical assessments are heard and integrated.
By addressing and leveraging their cognitive and cultural diversity, the team turned potential conflict into a powerful collaborative advantage. They enriched their team dynamics and enhanced their ability to innovate and succeed and finally soar.
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