Leaders Appreciate Individual Differences and Embrace Healthy Diversity
Too often so many of us fall prey to bringing in people who are like-minded. Research bears this out; we hire people who look and think like ourselves. But, savvy leaders appreciate individual differences in the members of their team. In fact, they seek out healthy diversity.
These leaders know that people are unique individuals who want to be acknowledged as such. Each person wants to be recognized as special and valuable in their own right. And, they should be. They have different personalities and problem-solving approaches needed by the organization. People are not interchangeable.
One benefit of appreciating the differences is that leaders can tap the personal and technical skills necessary for each role. Bill Gates did this marvelously at Microsoft. When he located someone with talent he hired them… then found the right job for them. He wanted the best. Ultimately it is the quality of the people, in the right roles, that make a successful company.
If you follow this logic, you realize that embracing healthy diversity is a key to organizational high performance. You need people with different approaches, who can relate to a diverse consumer base, to solve the problems you face. What you don’t want is a team of people sitting around you who all have the same ideas. It may feel very affirming for you as the leader, but it gets you nowhere. You need others with diversity of ideas, perspectives, and approaches.
Leaders embrace healthy diversity because they know it is the right thing to do, and it is a winning formula. Physical diversity, of race, ethnicity, gender, and sexual preference, also brings mental diversity. There is a greater opportunity for and acceptance of new ideas. Everyone benefits when there is diversity in the organizational team.
The “healthy” part comes when leadership fosters a culture where everyone participates in bringing their different personal identities and ideas, and where everyone comes together once decisions are made. This is another one of those tricky balancing acts. Everyone is unique, and yet everyone must end up pulling in the same direction.
Tom DeMaio, PhD