From the beginning there must be an acknowledgement, on diverse teams, of different workers communications styles. Self-awareness and awareness of others is crucial rather than willed ignorance and the ignoring of such differences. For example, when a woman knows that her tendency to say 'I'm sorry' is often misinterpreted by her male colleagues, she is less likely to use this method of communication in a reflexive manner. Likewise, a colleague from a highly confrontational culture or region of the country does not have to adopt a new persona, but can operate with the awareness that his or her abrasive style is not universal to the work team and he or she might have to be quiet for a moment after speaking, before a less confrontational colleague fills the silence with an opinion, a critique or an idea.
Self-awareness exercises regarding communication style differences and assumptions before the actual project is embarked upon can be profound ice-breakers and mark the difference between a group of individuals merely sitting side by side one another, and functioning as a team. Forcing individuals to not simply assume they are the norm but to ask, who am I and how do I communicate, forces them to understand their unique, as opposed to general commitment to the work team.
Also, broaching the discussion of diversity and demographic differences forces members of the team to confront personal stereotypes regarding their preconceived notions about other team players. A high performance team keeps its eye upon the goal at hand, and does not see, instead, someone as wrong before he or she advances a particular concept, based upon his or her race, gender, or accent. Of course, no one can be stripped of all of prejudices before commencing upon a project, but awareness on the part of the team leader and the company ethos helps prevent stereotypes getting in the way of quality work.
While diversity is often thought of as something to be 'managed' on a team, it is important to add that diversity in a demographic sense can also be a tremendous team contribution. Consider how someone...
A woman with a more stereotypically female style of accommodation might be able to bridge conflict on a team more effectively, and foster greater team discussion.
Demographic, cultural, and other forms of diversity on a workplace team thus can contribute to overall productivity. If an organization is an organism, then every living being needs a diversity of divided cells with divided functions. If not every person is a carpenter; all the better, for a diversity of skills and a division of labor makes for the most effectively run 'ship.' But one cannot proceed into a diverse environment simply assuming communication will run smoothly and tolerance will subsume all cultural differences and styles -- one must proceed with awareness, and work to create such an atmosphere of idea generating productivity. A work team is like a baseball team made up of many skilled individuals, some with greater talents as pitchers, catchers, or hitters -- but few great performances are created by one single, extraordinary skill alone. Always, the key to managing a diverse team is that even when there is conflict, the objective must never be lost and the lines of communication must remain open.
Works Cited
Tannen, Deborah. (11 Dec 1994) "The Talk of the Sandbox; How Johnny and Suzy's Playground Chatter Prepares Them for Life at the Office. The Washington Post, Retrieved 21 Feb 2005 at http://www.georgetown.edu/faculty/tannend/sandbox.htm
Millet, Joyce, (1994) "Understanding American Culture." Cultural Savvy. Retrieved 21 Feb 2005. http://www.culturalsavvy.com/understanding_american_culture_2.htm
