Homogeneity is the enemy of great teams and innovation. Those who think alike solve problems alike. And that is least effective. What occurs when introverts are mixed with extroverts?
Properly structured and led, teams can support innovative thinking that depends on contributions from both extroverts and introverts. That’s the consensus of respondents to this month’s column who described their successful and unsuccessful experiences with teams.
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Phil Clark said that “Often teams are formed to ‘look good’ but truly are not teams Ownership of the outcome is directly related to the success of a team.”
- Identify and encourage introverts
- Encourage unconventional thinking and approaches to problem solving.
- Make sure the team leadership values diversity in people which lends itself to thinking
- Provide effective coaching and mentoring to the more dominant members of the team … and most importantly knowing when and how to step in (to) provide guidance or intervention.
- Make sure team members respond openly to constructive challenges to ideas and solutions
- Recognize team dynamics and addresses it before structures self destructing.
- Listen objectively
- Accept responsibility for failures and accept credit for success
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